PRESTIGE INSTITUTE OF

MANAGEMENT AND RESEARCH

BEE ASSIGNMENT
CASE STUDY- HUMAN RIGHTS PROTECTION

SUBMITTED TO- SUBMITTED BY-

PROF.NARINA RINGO NIDHI FUSKELAY
NUPUR YADAV
MBA-FT(D)
 Introduction

• Reebok the well known athletic shoe multinationals, get its product
contract manufactured by independent firms in the developing
countries. The MNC which gives importance to low cost and high
quality is also concerned with human rights protection and requires its
suppliers to follow the human rights standard such as Non-
discrimination , Working Hours/Overtime, No Forced or
Compulsory Labor, Fair Wages and Benefits, No Child Labor
Freedom of Association, Non-Harassment etc.
 QUESTIONS
1. Discuss the human rights protection endeavours of
Reebok.
2. What are its implications for the developing
countries suppliers? Will these standards pose a
problem for the suppliers? In what ways will these
standards benefits the suppliers in particular and
developing country industrial sector in general?
 SOLUTIONS
• N o n - d i s c r i m i n a t i o n - Reebok will seek business partners who do
not discriminate in hiring and employment practices, and who make
decisions about hiring, salary, benefits, training opportunities, work
assignments, advancement, discipline, termination and retirement solely on
the basis of a person’s ability to do the job.
• No Forced or Compulsory Labor - No factory making Reebok products shall use forced or
other compulsory labor, including labor that is required as a means of political coercion or as
punishment for holding or for peacefully expressing political views. Employers will maintain
sufficient hiring and employment records to demonstrate and verify compliance with this
provision. Reebok will not purchase materials produced by any form of compulsory labor and
will terminate business relationships with any sources found to utilize such labor.
 Working Hours/Overtime - Workers shall not be required to
work more than 60 hours per week, including overtime, except in
extraordinary circumstances. In countries where the maximum workweek
is less, that standard shall apply. Workers shall be entitled to at least one
day off in every seven-day period. Adherence to this Reebok Standard is
a sign that factory management efficiently organizes its production
planning and workflow.

• F a i r Wa g e s a n d B e n e f i t s - Reebok will seek

business partners committed to the betterment of
wage and benefit levels to the extent appropriate in
light of national practices and conditions. Reebok
will not select business partners who pay less than
the minimum wage required by applicable law or who
pay less than the prevailing local industry wages.
• No Child Labor -

Reebok will not work with business partners that use child labour. The term
“child” refers to a person who is younger than 15, or younger than the age for
completing compulsory education in the country of manufacture, whichever is
higher.

• Non-Harassment-

Reebok will seek business partners that treat their employees

w i t h r e s p e c t a n d d i g n i t y. N o w o r k e r w i l l b e s u b j e c t t o a n y

physical, sexual, psychological, or verbal harassment or abuse .

• Safe and Healthy WorkEnvironment -
Reebok will seek business partners that strive to assure
employees a safe and healthy workplace that does
not expose workers to hazardous conditions.
 An essential part of achieving
factory compliance with the
Reebok Standards is creating an
informed workplace.

F a c t o r i e s m u s t p u b l i c i z e a n d e n f o r c e a n o n - r e t a l i a t i o n
policy that permits factory workers to express their concerns
about workplace conditions without fear of retribution or
l o s i n g t h e i r j o b s . Wo r k e r s s h o u l d b e a b l e t o s p e a k w i t h o u t
fear directly to factory management or to Reebok
representatives.

F a c t o r i e s o u g h t t o e m p l o y d i s c i p l i n a r y m e a s u r e s t h a t a r e
based upon positive incentives rather than punitive
measures. Monetary fines are prohibited.Threats are
prohibited. Positive incentives are the optimal way to create
a climate of good morale and to motivate workers. Public
r e c o g n i t i o n o f g o o d a t t e n d a n c e , p r o d u c t i v i t y, a n d l o n g e v i t y
p r o v i d e r o l e m o d e l s f o r o t h e r s t o f o l l o w.
 All factory managers and supervisors must receive training
in the Reebok Standards.
 Wo r k e r s m u s t k n o w t h e i r r i g h t s . R e e b o k r e c o m m e n d s t h a t
all workers, as part of their orientation, receive information
about the Reebok Standards and how to contact Reebok
d i r e c t l y. T h i s i n f o r m a t i o n i s t o b e p o s t e d i n a p r o m i n e n t
l o c a t i o n i n e v e r y f a c t o r y.
 Reebok requires that each factory distribute a handbook or
post a written copy of factory rules in order to communicate
factory policies directly to workers.
 CONCLUSION
R e e b o k ’s e x p e r i e n c e w i t h f a c t o r i e s a r o u n d t h e w o r l d
is the basis for recommending that our suppliers
adopt key processes that will strengthen their
internal systems and resolve and prevent problems.
We s t r o n g l y r e c o m m e n d t h a t e v e r y f a c t o r y d e v e l o p
these recommendations in a manner appropriate to
its existing management systems.