Compliance & Engagement
Zempire is committed to manufacturing all products in a legal and ethical manner. The supply chain is constantly monitored and partner factories are regularly trained to continuously improve conditions within the supply chain.
Manufacturers comply with all applicable environmental laws and regulations.
- A high standard in all our business activities all over the world
- Ethical and responsible behavior in all our activities
- Respect for the rights of all people
- Respect for the environment
Manufacturers will not use child labour.
The term “child” refers to a person younger than 16 or, if higher, the local minimum age for employment or the age for completing compulsory education.
Manufacturers employing young persons who do not fall within the definition of “children” will also comply with any laws and regulations applicable to such persons.
Manufacturers will not use any forced or involuntary labour, whether prison, bonded, indentured or otherwise, or engage in Human Trafficking.
Coercion and Harassment
Manufacturers will treat each employee with dignity and respect and will not use corporal punishment, threats of violence or other forms of physical, sexual, psychological or verbal harassment or abuse. Sexual or any other kind of harassment is not acceptable. ZEMPIRE expects that all manufacturing personnel are trained on harassment and related laws annually.
Manufacturers will not discriminate in hiring and employment practices, including salary, benefits, advancement, discipline, termination or retirement, on the basis of race, religion, age, nationality, social or ethnic origin, sexual orientation, gender, pregnancy, political opinion or disability.
Manufacturers will respect the rights of employees to associate, organize, and bargain collectively in a lawful and peaceful manner, without penalty or interference.
Health and Safety
Manufacturers will provide employees with a safe and healthy workplace in compliance with all applicable laws and regulations, ensuring, at a minimum, reasonable access to potable water and sanitary facilities; fire safety; and adequate lighting and ventilation. Manufacturers will also ensure that the same standards of health and safety are applied in any housing that they provide for employees. Manufacturers will provide reasonable arrangements for women in connection with pregnancy, childbirth and nursing. Manufacturers will also provide reasonable safety precaution to protect pregnant women.
We expect manufacturers to recognize that wages are essential to meeting employees’ basic needs. Manufacturers will, at a minimum, comply with all applicable wage and hour laws and regulations, including those relating to minimum wages, overtime, maximum hours, piece rates and other elements of compensation, and provide legally mandated benefits. Manufacturers should provide equal pay and benefits for equal work.
Hours of Work
Except in extraordinary business circumstances, manufactures will not require employees to work more than the lesser of 48 hours per week and 12 hours overtime or the limits on regular and overtime hours allowed by local law or, where local law does not limit the hours of work, the regular work week plus 12 hours overtime. In addition, except in extraordinary business circumstances, employees will be entitled to at least one day off in every seven-day period.
Manufacturers will compensate employees for overtime hours at such premium rate as is legally required or, if there is no legally prescribed premium rate, at a rate at least equal to the regular hourly compensation rate.
Where local industry standards are higher than applicable legal requirements, we expect manufacturers to meet the higher standards.
Protection of the Environment
Manufacturers will comply with all applicable environmental laws and regulations.
Manufacturers will comply with all applicable laws and regulations, including those pertaining to the manufacture, pricing, sale and distribution of merchandise. All references to “applicable laws and regulations” in this Code of Conduct include local and national codes, rules and regulations as well as applicable treaties and voluntary industry standards and, if enforcement of local or national laws is suspended, we still expect Manufacturers to comply with the laws.
Manufacturers will not subcontract production for ZEMPIRE products or components, which contain ZEMPIRE trademarks, copyrights, designs or patents, without ZEMPIRE’s express written consent, and only after the subcontractor has entered into a written commitment with ZEMPIRE to comply with this Code of Conduct.
Monitoring and Compliance
Manufacturers will authorize ZEMPIRE and its designated agents (including third parties) to engage in monitoring activities to confirm compliance with this Code of Conduct, including unannounced on-site inspections of manufacturing facilities and employer-provided housing; reviewing books and records relating to employment matters; and private interviews with employees. Manufacturers will maintain on- site all documentation that may be needed to demonstrate compliance with this Code of Conduct.
Manufacturers will take appropriate steps to ensure that the provisions of this Code of Conduct are communicated to employees, including the prominent posting of a copy of this Code of Conduct, in the local language and in a place readily accessible to employees, at all times.
Bribes, kickbacks or similar unlawful or improper payments, in cash or kind, are strictly prohibited, whether given to obtain or retain business or for any other purpose.
ZEMPIRE performs annual audits of our Tier 1 finished good factories through use of our own internal audit team as well as 3rd party auditors as needed. These audits verify the obligations set forth in the Manufacturer’s Code of Conduct. An audit is required of a new supplier prior to any production purchase orders being placed.
A typical audit inspection consists of several parts:
Kick-off meeting- with factory manager and human resource personnel
Factory tour – auditors visually inspect the factory including work areas, canteen, toilets, warehouses, dormitories, environmental protection facilities
Worker interviews – auditors randomly select workers to ask questions including those regarding working conditions, working hours, wages, benefits and grievance procedures
Document inspection – auditors review documents including payroll, personnel files, permits/certificates and policies
Closing meeting – auditors present corrective action plan (CAP) to factory management and develop solutions
All information gathered contributes to the final risk ranking that the factory is assigned. Each section of the audit is assigned points and an overall risk rating is determined – low, low-moderate, moderate, moderate-high, high. Factories with high and moderate-high risk must attend additional supplier compliance training and are not approved for production. Critical issues are elevated to senior management.
Each factory is also provided a corrective action plan and partners with our team to develop a timing and remediation action plan within two weeks of the initial audit. A follow-up audit is required and will be scheduled within one month. Depending on the risk rating, reaudit timing is targeted at 3-12 months after initial review.
In addition, we at sporttech are committed to the following organizations: