PVH CR Supplier Guidelines

CORPORATE
RESPONSIBILITY
SUPPLY CHAIN STANDARDS AND GUIDELINES FOR MEETING
PVH’S SHARED COMMITMENT
CR SUPPLY CHAIN GUIDELINES
TABLE OF CONTENTS
I. INTRODUCTION...............................................................................................3
II. PVH CODE OF CONDUCT - A SHARED COMMITMENT.........................................5
III. DEFINITIONS..................................................................................................7
IV. TERMS OF ENGAGEMENT.............................................................................. 17
V. FACTORY AUTHORIZATION POLICIES..............................................................19
A. Licensee Initial Factory Engagement Workflow..........................................................................30
VI. NON CODE VIOLATIONS.................................................................................35

VII. THE STANDARDS (PVH CODE OF CONDUCT)....................................................37
A. Employment Relationship.....................................................................................................38
B. Non-Discrimination..............................................................................................................44
C. Harassment and Abuse.........................................................................................................48
D. Forced Labor.......................................................................................................................54
E. Child Labor.........................................................................................................................58
F. Freedom of Association........................................................................................................62
G. Health and Safety................................................................................................................66
H. Compensation And Benefits..................................................................................................91
I. Hours of Work.....................................................................................................................96
J. The Environment...............................................................................................................100
i. Responsible Chemical Management..................................................................................109
VIII. OTHER POLICIES.........................................................................................119

A. Migrant Worker Policy........................................................................................................120
B. Hostel, Dormitory and Shared Spaces..................................................................................134
C. Uzbekistan and Turkmentisan Cotton Policy..........................................................................140
D. Responsible Retrenchment Policy........................................................................................142
E. Abrasive Blasting...............................................................................................................144
XIII. APPENDICES...............................................................................................146
A. Appendix 1: Source to Store Diagram..................................................................................147
B. Appendix 2: Level Definitions Guidance for Accessories and Footwear Processes......................148
C. Appendix 3: Fair Labor Association (FLA) Principles of Fair Labor and Responsible Sourcing.....149
D. Appendix 4: Observational Indicators of High Risk................................................................152
E. Appendix 5: PVH Zero Tolerance Issues................................................................................154
F. Appendix 6: Non Code of Conduct Issues.............................................................................155
G. Appendix 7: PVH Critical–Immediate Action Issues...............................................................157
H. Appendix 8: Guiding Principles & PVH Partnerships..............................................................159
I. Appendix 9: Root Cause Guidance.......................................................................................164
J. Appendix 10: Responsible Retrenchment.............................................................................172
K. Appendix 11: Restricted Country List...................................................................................176
L. Appendix 12: References...................................................................................................178
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CR SUPPLY CHAIN GUIDELINES | INTRODUCTION
INTRODUCTION
Dear Business Partner:
At PVH, Corporate Responsibility (“CR”) is central to how we conduct business. We recognize both the
opportunity and the responsibility for business to take a lead role in addressing pressing global issues. As we
continue to embrace change and position our company for long-term success, we believe that CR will help us
achieve sustainable growth by managing risk, maximizing efficiency and driving value. Through our collective
efforts, we seek to create value for society, the environment, and our business, all while moving the industry in
a positive direction.
We are committed to addressing social and environmental issues, with a focus on those that matter most
to our business, our partners, associates, and stakeholders worldwide. We aim to drive fashion forward for
good: reducing our negative impacts to zero, increasing positive impacts to 100%, and improving the lives of
over one million people across our value chain – associates, workers, and their communities. This “Forward
Fashion” approach builds on our 25-plus year commitment to responsible business (See appendix 1: Source
to Store) as one of the first apparel companies to issue a Code of Conduct, build a global team to support this
work, and serve as a founding member of the Fair Labor Association (FLA).
As PVH and the apparel industry have evolved, so too has our approach to our partnerships with suppliers – from
solely assessing and addressing compliance with local laws and standards to deepening our engagement with
suppliers and capability building. We are committed to partnering with suppliers to address the root causes of both
human rights and environmental challenges by going beyond auditing to focus more on value-added improvement
initiatives, such as training our assessors to become advisors, and by building our suppliers’ own capability
to improve working conditions through systems change. These initiatives include the creation of worker-
management committees that will help empower and give voice to workers. We are also focused on supporting
industry action through the utilization of industry tools rather than a traditional company-by-company
approach. Through this evolved program, we believe we can enable sustainable, positive changes throughout
both our supply chain and the apparel industry as a whole.
PVH’s Corporate Responsibility Supply Chain Guidelines outline standards and expectations of our
business partnerships with suppliers. They provide guidance on how we will support them in achieving our
standards and moving beyond compliance. This document will be updated periodically to enable continuous
improvement.
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CR SUPPLY CHAIN GUIDELINES | INTRODUCTION
In particular, the Corporate Responsibility Supply Chain Guidelines outline our current approach to
assessing our global supply chain. They also provide clarity on our expectations related to remediating and
implementing corrective actions. This document emphasizes our Code of Conduct, “A Shared Commitment,”
and includes the following:
• Overview of PVH’s CR program
• Terms of engagement
• Supplier authorization policies
• Additional policies
• The Standards - PVH Code of Conduct
While these guidelines convey our expectations of our suppliers and the conditions for continued
business, we recognize that our business partners also have expectations for PVH. With this in mind, we
invite your engagement and a candid dialogue, and ask for feedback on how we can work together most
effectively. A responsible supply chain cannot be achieved without the support, diligence and resolve of
our business partners.
We are proud of the commitment we have made together to uphold the highest values and standards of
respect for workers and our environment. We look forward to our continued partnership in this pledge to
make continuous improvements across our supply chain. For more information on PVH’s “Forward Fashion”
approach to CR and recent developments, please visit https://www.pvh.com/responsibility.
Sincerely,
Marissa Pagnani McGowan

Senior Vice President, Corporate Responsibility
PVH Corp.
Melanie Steiner
Chief Risk Officer
PVH Corp.
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CR SUPPLY CHAIN GUIDELINES | PVH CODE OF CONDUCT - A SHARED COMMITMENT
PVH CODE OF
CONDUCT - A SHARED
COMMITMENT
PVH first introduced its Code, entitled A Shared Commitment, in 1991. Our Code is informed by the United
Nation’s Universal Declaration of Human Rights and is based on the Core Conventions of the International
Labour Organization (ILO). Our Code is also updated regularly to align with the FLA’s Workplace Code of
Conduct which is designed to establish industry standards through a multi-stakeholder process. Our Code
encompasses 10 standards which are outlined below.
EMPLOYMENT RELATIONSHIP FORCED LABOR
Our business partners are required to adopt and Our business partners are prohibited from utilizing
adhere to rules and conditions of employment that forced labor, whether in the form of prison labor,
respect workers and, at a minimum, safeguard their indentured labor, bonded labor or otherwise. Mental
rights under applicable national and international and physical coercion, slavery and human trafficking
labor and social security laws and regulations. are prohibited throughout our supply chain.
NON-DISCRIMINATION CHILD LABOR
Our business partners cannot discriminate in Employees of our business partners must be at
employment, including with regard to hiring, least 15 years old or over the age required for
compensation, advancement, discipline, completion of compulsory education in the country
termination and retirement, whether on the basis of manufacture, whichever is higher. Our business
of gender, race, religion, age, disability, sexual partners are also required to observe all legal
orientation, nationality, political opinion, social requirements for the work of authorized minors,
class or ethnic origin. including those pertaining to hours of work, wages,
work type and working conditions.
HARASSMENT AND ABUSE
Our business partners must treat employees with

respect and dignity. No employee can be subjected
to any physical, sexual, psychological or verbal
harassment and/or abuse.
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CR SUPPLY CHAIN GUIDELINES | PVH CODE OF CONDUCT - A SHARED COMMITMENT
FREEDOM OF ASSOCIATION HOURS OF WORK
Our business partners are required to recognize and Our business partners are prohibited from
respect the right of their employees to freedom of requiring their employees to work more than the
association and collective bargaining. Employees regular and overtime hours permitted under the
should be free to join organizations of their choice. law of the country where they are employed. In
Employees should not be subjected to intimidation no circumstance may regular hours exceed 48
or harassment in the exercise of their right to join or hours in a week and, other than in exceptional
to refrain from joining any organization. circumstances, the sum of regular and overtime
hours in a week cannot exceed 60 hours.
HEALTH AND SAFETY Employees must have at least 24 consecutive hours
of rest in every seven-day period.
Our business partners must provide a safe and
healthy workplace designed and maintained to Our business partners are not permitted to request
prevent accidents, illness and injury attributable to overtime on a regular basis. All overtime must be
the work performed or the operation of the facility consensual and compensated at a premium rate.
and machinery. In doing so, our business partners
must comply with all national laws, regulations ENVIRONMENT
and best practices concerning health and safety in
Our business partners are required to comply
the workplace, as well as provide all required and
with all applicable environmental laws, rules
appropriate workers compensation coverage in the
and regulations at their facilities and in the
event of injury or fatality.
communities in which they operate, particularly
with respect to water, energy, hazardous chemicals,
COMPENSATION AND BENEFITS air quality and waste. Further, we expect our
Every worker has a right to compensation for business partners to incorporate environmentally
a regular work week that is sufficient to meet responsible practices into all of their activities that
the worker’s basic needs and provide some relate to their business with us.
discretionary income. Our business partners must
pay at least the minimum wage or the appropriate
prevailing wage, whichever is higher, comply with
all legal requirements on wages, and provide any
fringe benefits required by law or contract if the
compensation paid does not meet the workers’
basic needs and provide some discretionary
income. Our business partners are required to take
appropriate actions that seek to progressively realize
a level of compensation that does.
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CR SUPPLY CHAIN GUIDELINES | DEFINITIONS
DEFINITIONS
Agent: Any individual or company acting on behalf of PVH in the selection of factories to produce product
for PVH branded businesses. This individual or organization provides oversight of production and delivery
of PVH products.
American Conference of Governmental Industrial Hygienists (ACGIH): A member-based organization

that advances occupational and environmental health though various activities including publication of
threshold limit Values (TLV) and Biological exposure indices (BEI).
American National Standards Institute (ANSI): As the voice of the United States standards and conformity
assessment system, this institute oversees the creation, promulgation and use of thousands of norms and
guidelines that directly impact businesses in nearly every sector. ANSI is the official U. S representative to
the international organization for Standardization (ISO). More info can be found at www.ansi.org.
ANSI/ISEAZ308.1-2009 – Minimum Requirements for Workplace First Aid Kits and Supplies: This
standard establishes minimum performance requirements for first aid kits and their supplies that are
intended for use in various work environments.
ANSI/ISEA Z358.1-2009 American National standard for Emergency Eyewash and Shower Equipment:
This standard establishes minimum performance and use requirements for eyewash and shower
equipment for the emergency treatment of the eyes or body of a person who has been exposed to
hazardous materials. It covers the following types of equipment: emergency showers, eyewashes, eye/face
washes, and combination units.
Annual Leave/Vacation: A certain number of paid days per year given to a worker, as time off from
his or her occupation, for the purpose of rest or recreation and usually mandated by law or through
collective bargaining.
Apprenticeship: A program that allows students of vocational schools and other educational institutions to
gain practical work experience in their course of study. A way for young workers to be paid while learning
a specific technical skill or trade a specific monitoring of apprentices is required to ensure no violation
occurs in the nature of the work they perform and in their compensation.
Asbestos: A naturally occurring mineral, made up of long thin fibers. These fibers can be dangerous if
they are inhaled as dust and are known to contribute to increased risk of lung cancer. Asbestos containing
material (ACM) is generally considered to be any material that contains more than 1% asbestos by weight.
Asbestos is commonly found in insulation, roof tiles/sheets, floor tile and other building materials. The
import, export and use of asbestos is restricted in some countries.
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Assessor: An external third-party vendor contracted to perform an assessment of a level 1, 2 or 3

factory or facility.
Assessment Report: A detailed, written record of the findings cited during a full factory assessment.
Assessment Workflow: The basic timing, procedures and protocol for completing an assessment of a factory.
ASTM International (ASTM): Globally recognized leader in the development and delivery of international
voluntary consensus standards. ASTM members deliver the test methods, specifications, guides, and
practices that support industries and governments worldwide.
Denial of Access: Any situation where a PVH associate or representative, Independent External Assessor,
project partner or consultant is refused entry to the manufacturing site, access to documents or
permission to interview workers.
Discretionary Income: The amount of a worker’s wages available for spending or saving after basic needs
have been met.
Discrimination: Any distinction, exclusion or preference based on a personal characteristic which deprives
a person of access to equal opportunity or treatment in any area of employment.
Draft Findings: The finalized copy with all of the associated details that will be provided to the factory
after the assessment and sent to PVH CR within 48 hours of the assessment.
Emergency Action Plan: An emergency action plan (or contingency plan) is a building or site-specific plan
that takes into account all actions (e.g. evacuation), by all employees related to fire or other emergencies
with a clear definition of roles and responsibilities to prevent, mitigate and recover from an event such as
a workplace fire or other emergency (e.g. earthquake, flood, act or terrorism, etc.). An emergency action
plan must be in writing, kept in the workplace, and available to employees for review.
Employee: All men and women directly employed or contracted by an employer, including executives,
managers, supervisors, production workers and administrative (office) workers. All persons hired directly by
the factory or hired indirectly through a third party, to work on the production or to provide support thereof.
Ergonomics: The applied science of equipment design, as for the workplace, intended to maximize
productivity by reducing operator fatigue and discomfort.
Evacuation Map: Maps posted in buildings used to advise building occupants, be they employees,
residents, or visitors, of the best route(s) to egress the building, or to offer temporary shelter from their
location. The maps are developed from floor diagrams and include arrows that designate the exit route
assignments. These maps also show locations of exits, assembly points, and equipment (such as fire
extinguishers, first aid kits, and spill kits) that may be needed in an emergency. In absence of local
regulations determining the design and placement of these signs, standards such as ASTM E2238 can be
used as reference.
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Exposure Control Plan (ECP): A written plan that identifies those tasks and procedures in which
occupational exposure to blood borne pathogens may occur, and identifies duties of the persons involved
in cases of occupational exposure.
Mid-Cycle Check-In: A meeting between the PVH CR team and the factory where the PVH CR team
or its representative (e.g., Licensee) provides remediation or capability building activities, such as
training or referral to expert resources. It can be in the form of a call or an on-site visit depending on
the factory’s needs.
Extraordinary Circumstances: Events which are extremely unusual, including natural calamities such
as earthquakes and floods, fires, riots and demonstrations, and in some cases severe power failures.
Events which happen frequently, such as interrupted electrical supply or late delivery of materials, do not
constitute extraordinary circumstances. May also be referred to as unusual or emergency circumstances.
Fair Wage: Compensation sufficient to meet worker’s basic needs and provide some discretionary income.
Factory: Supply chain partner who manufactures product.
Fire Brigade: An organized group of employees that are trained to help extinguish fires and assist the
fire department in an emergency. The Fire Safety Management Plan will include the basic organizational
structure; and the type, amount, and frequency of training to be provided to fire brigade members as well
as their responsibilities in case of fire emergency.
Fire Safety Management Plan: A fire safety management plan is a building or site-specific plan for the
prevention of fires and protection of workers and property. A fire safety management plan includes a
documented risk assessment to identify all potential fire risks/hazards at the site, general fire precautions
in the building, emergency contact information, location of firefighting and other emergency response
equipment, basic firefighting procedures, evacuation procedures, specific duties/responsibilities of
personnel and requirements for training on the above.
Migrant Workers: Workers who are commonly recruited to work in the factory by labor recruitment
agencies (Agents) in the worker’s country of origin, which can be the country where the supplier is located
(an internal migrant) or a different country (a foreign migrant) for a fee. When this situation is present,
the Assessor needs to be aware that this may be a problem as the recruitment fees are often times
excessive, and often need to be paid back by the worker during their period of employment, creating a
bonded employment situation. In addition, migrant laborers are often subjected to extremely poor working
conditions such as low pay, long hours, illegal pay deductions and withholding of their travel documents.
Forced Labor: According to the International Labor Organization (ILO), the term ‘forced labor’ refers to
situations in which women and men, girls and boys are made to work against their free will, coerced
by their recruiter or employer. Coercion tactics include violence or threats of violence, or more subtle
means such as accumulated debt, retention of identity papers or threats of denunciation to immigration
authorities. Human trafficking and slave labor are also forms of forced labor.
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Forced Overtime: Overtime that is imposed under some form of penalty (dismissal, transferring to a lower
grade job, no future overtime opportunities, etc.), by threat of force, by physically prohibiting from exiting
by closing factory gates, or by restricting access to transportation. Workers are only obligated to work the
hours agreed to in their work contracts, any work hours above and beyond that agreed schedule, must be
performed on a totally voluntary basis.
Fringe Benefits: Remuneration in cash, kind or services in addition to payment for work done. This takes
the form of holidays or leave with pay, social security benefits, medical care, health services, various
allowances and bonuses, and housing, educational or recreational facilities. Additional benefits may be
granted by employer, either on his/her own initiative or as a result of collective bargaining.
Higg Facility Environmental Module (FEM): A self-assessment tool completed by factories to assess the
environmental impacts of apparel and footwear products.
Higg Facility Environmental Module (FEM) Verification: The Higg Index Verification is the process to
evaluate the Higg Self-Assessment to ensure the answers have been fully captured and performance has
accurately been measured. Higg Index verification is completed by Sustainable Apparel Coalition (SAC)
designated Verifiers who engage in site visits to determine the validity of a facilities self- assessment.
Harassment: Unwelcome conduct that is based on race, color, religion, sex (including pregnancy),
national origin, age, disability or genetic information. Harassment becomes unlawful where 1) enduring
the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or
pervasive enough to create a work environment that a reasonable person would consider intimidating,
hostile, or abusive. Petty slights, annoyances, and isolated incidents (unless extremely serious) will not
rise to the level of illegality. To be unlawful, the conduct must create a work environment that would be
intimidating, hostile, or offensive to reasonable people.
Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling,
physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or
pictures, and interference with work performance. Harassment can occur in a variety of circumstances,
including, but not limited to, the following:
• The harasser can be the victim’s supervisor, a supervisor in another area, an agent of the employer, a
co-worker, or a non-employee.
• The victim does not have to be the person harassed, but can be anyone affected by the offensive conduct.
• Unlawful harassment may occur without economic injury to, or discharge of, the victim.
Hazardous Work: Conditions by which work would be considered hazardous include:
• Work underground, underwater, at dangerous heights or in confined spaces.

• Work with dangerous machinery, equipment, tools, or requires heavy handling.
• Work which is performed in an unhealthy or hazardous environment, or under particularly
difficult conditions.
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Hazardous Material: Any substance or material, which presents a risk to health, safety, environment, and
property when used, stored or transported. The term includes hazardous materials and hazardous wastes.
Hazardous Waste: Any waste or combination of wastes with the potential to damage human health, living
organisms or the environment when improperly treated, stored, transported or disposed.
Health and Safety Committee: A committee of both worker representatives (on-managerial position
typically, responsible for the hands on labor) and management representatives (i.e. manager, supervisor, or
a departmental position which manages, monitors, evaluates and coordinates factory operations) equally
represented that meets regularly (i.e. at least monthly) to establish procedures for investigating all health
and safety related incidents, ensure workplace inspections are performed, and make recommendations
for actions. The purpose of a committee is to get workers and management working together to prevent
workplace injuries and accidents, ultimately producing a safer and healthier workplace.
Home Worker: Workers usually with no contract, or under a “self-employment” relationship working
within a home. While most garment and textile workers are employed in factories or workshops, some
are “homeworkers” – subcontracted workers who carry out paid work for firms/businesses or their
intermediaries, typically on a piece-rate basis, usually within their own homes. The ready-made garment
and cloth-related industry is the most common home-based industry in the world.
Independent External Assessors: An individual or organization contracted by PVH or a Licensee to

conduct a PVH CR Assessment on behalf of PVH.
Initial Assessment: An initial assessment is conducted when a new factory is being considered for
PVH production.
Re-Evaluation Audit: A re-evaluation assessment is conducted to verify completion or progress of the

corrective action plan.
Initial Factory Engagement Letter: The first written communication PVH CR sends to a factory
prior to an assessment that explains PVH’s values and approach to CR, as well as next steps in the
authorization process.
In-scope Facility: PVH categorizes its global supply chain into three levels to reflect suppliers involved in:
(i) Level 1 - manufacturing, assembly, or finishing of products; (ii) Level 2 - wet-processing, mills, trim
facilities, and tanneries; and (iii) Level 3 - raw material or component production. Examples of Level 1
suppliers: Finishing, cut-and-sew, and vertically-integrated suppliers. These facilities may have on-site
processes such as ironing, packing, embroidery, and cutting.
International Code Council: An association dedicated to developing model codes and standards used
in the design, build and compliance process to construct safe, sustainable, affordable and resilient
structures. More info can be found at http://www.iccsafe.org/.
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International Safety Equipment Association (ISEA): Association for personal protective equipment and
technologies – equipment and systems that enable people to do work in hazardous environments. Its
member companies are world leaders in the design, manufacture, testing and application of protective
clothing and equipment used in factories, construction sites, hospitals and clinics, farms, schools,
laboratories, emergency response and in the home. More info can be found at
http://www.safetyequipment.org.
International Standards Organization (ISO): An independent, non-governmental membership

organization and the world’s largest developer of voluntary International Standards. Standards can
be found at www.iso.org.
ISO 8995-1:2002 (CIE S 008/E:2001): An international standard that specifies lighting requirements for
indoor work places and for people to perform the visual tasks efficiently, in comfort and safety throughout
the whole work period.
ISO/FDIS 10821: An international standard intended to provide manufacturers, users and official
bodies with safety requirements which, in view of the state of the art, are to be met for industrial sewing
machines, units and systems.
ISO 23601:2009 Safety identification — Escape and Evacuation Plan Signs: Standard that establishes
design principles for displayed escape plans that contain information relevant to fire safety, escape,
evacuation and rescue of the factory’s occupants. These plans may also be used by intervention forces in
case of emergency.
Juvenile Workers: Employees who are between the minimum working age and the age of 18. Typically,
they need written permission to work and are restricted from working overtime and in hazardous
occupations.
Labor Broker: Person or agency that recruits workers for companies, and typically charges recruitment
fees directly to the workers.
Legally Mandated Benefits: Those benefits, such as annual leave social insurance and medical care which
must be provided to employees by law.
Lockout/tagout (LOTO): Procedure to ensure that dangerous machines are properly shut off and not
started up again prior to the completion of maintenance or servicing work. A ‘lock’ is placed on the device
or the power source so that no hazardous power sources can be turned on. A ‘tag’ is affixed to a device
indicating that it should not be turned on.
Material Safety Data Sheet (MSDS) or Safety Data Sheet (SDS): An informational document intended to
provide workers and emergency personnel with procedures for handling or working with that substance in
a safe manner and includes information such as physical data (melting point, boiling point, flash point,
etc.), toxicity, health effects, first aid, reactivity, storage, disposal, protective equipment, and spill-
handling procedures.
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Maternity Leave: The period during which a worker takes leave to give birth and/or care for an infant. In
most jurisdictions, maternity leave is defined and usually ranges from 3 months to 1 year.
Minimum Wage: Minimum sum payable to a worker for work performed or services rendered, within a
given period, whether calculated on the basis of time or output, which may not be reduced either by
individual or collective agreement, which is guaranteed by law.
Minimum Working Age: The legal age requirement that is mandated by the government and/or defined by
international law.
Mistreatment of PVH Associates and Representatives: Physically intimidating or verbally threatening

a PVH associate or representative, including Independent External Assessors, project partners or
consultants. The behavior is prohibited and a factory will receive sanctions as a result.
National Fire Protection Association (NFPA): International nonprofit with a mission to reduce the
worldwide burden of fire and other hazards on the quality of life by providing and advocating consensus
codes and standards, research, training, and education. More info can be found at www.nfpa.org.
NFPA 30 Flammable and Combustible Liquids Code: Standard developed by NFPA for fire and explosion
prevention and risk control, storage of liquids in containers, storage of liquids in tanks, piping systems,
processing facilities, bulk loading and unloading, and wharves.
NFPA 72 National Fire Alarm and Signaling Code: Standard that covers the application, installation,
location, performance, inspection, testing, and maintenance of fire alarm systems, supervising station
alarm systems, public emergency alarm reporting systems, fire warning equipment and emergency
communications systems (ECS), and their components. Provisions are expressed in prescriptive
requirements with performance based design methods and risk analysis requirements provided and
essential for the proper design and integration of mass notification systems.
NFPA 101 Life Safety Code: Code standard that includes strategies to protect people based on building
construction, protection, and occupancy features that minimize the effects of fire and related hazards.
The code has provisions for all types of occupancies, with requirements for egress, features of fire
protection, sprinkler systems, alarms, emergency lighting, smoke barriers, and special hazard protection.
Night Work: Any work done between 10 pm and 5 am is considered night work, unless there are country
regulations that identify it differently.
Non-Transparency: The act of intentionally hiding information for the purposes of deceiving the Assessor
and/or violating PVH’s Code.
Observational Indicators of High Risk: Any issue or questionable practice observed in the PVH supply
chain that has the potential to cause damage to workers’ health, safety and/or well-being in the factories
and surrounding communities, and/or the reputation of the brands.
Occupational Exposure Limit: Upper limit on the acceptable concentration of a hazardous substance in
workplace air for a particular material or limit of exposure to physical hazard (e.g. noise, vibration, radiation).
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OHSAS 18001: OHSAS 18001 is an international occupational health and safety management system. It
includes criteria for a Health and Safety Management System that enables an organization to control its
risks and improve its performance.
Overtime: Work performed in addition to regular working hours as defined by country law. In many
countries, this is usually time worked over 8 hours in a day and 48 in a week.
Overtime Wage: Compensation for work that exceeds the basic hours established by law, paid typically at
a premium rate of 25%-100% over the regular rate, as is legally required.
Personal Protective Equipment (PPE): Devices used to protect employees from injury or illness resulting
from contact with chemical, radiological, physical, electrical, mechanical, or other workplace hazards.
Physical Abuse: Physical abuse is any act that includes pushing, slapping, cutting, punching, kicking,
and/or tripping which is intended to inflict pain on another person.
Powered Motor Vehicle (PMV): Any mobile power propelled vehicle used to carry, push, pull, lift, stack
or tier materials. They are commonly known as forklifts, pallet trucks, tractors, platform lift trucks,
motorized hand trucks, rider trucks fork trucks and lift trucks.
Prison Labor: Work performed by individuals who are incarcerated by the state, military, or any other entity.
Pre-Assessment Check-In: Before the in-scope supplier assessment, PVH or Supply Chain Partner will
arrange a meeting or call with the supplier to review the pre-sourcing assessment requirements and
orientation. The check-in will review PVH’s Code of Conduct and what to expect before, during and after
the assessment. It will also review the Factory Datasheet (FDS) that the supplier was sent and asked to
submit prior to the call.
Prevailing Wage: The level of wage generally paid in the relevant country or region of the country for work
in the same sector and for comparable levels of responsibility and experience.
Production Workers: Any non-salaried employee in a factory except office employees, sales employees
and drivers.
Purchase Order: The order documentation placed with the factory following approval by PVH CR.
PVH: PVH Corp., together with its subsidiaries.
PVH Assessment Tool: A spreadsheet based computer file used to gather and store data on compliance
with PVH’s Code of Conduct and non-code of conduct elements collected during an assessment.
PVH CR: The global PVH Corporate Responsibility department.
PVH CR Assessment (Assessment): A complete assessment based on PVH’s Code of Conduct and non-
code Zero Tolerance issues conducted at an in-scope factory by a lead Assessor on behalf of PVH or any
Supply Chain Partner.
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PVH CR Short Form Assessment (Short Form Assessment): An on-site visit by PVH CR Assessors, PVH
Business Divisions or PVH quality assurance associations to identify the presence of Zero Tolerance issues
at a factory. In some instances, when a factory is deemed to be low risk or in cases of low volume or one-
off orders, PVH may opt to conduct a short-form assessment, which concentrates on zero-tolerance and
other priority issues.
Psychological Abuse: Behavior that may result in psychological trauma, including anxiety, chronic
depression, or post-traumatic stress disorder. For example, telling migrant or foreign contract workers that
they risk being deported if they leave their employment with the factory or telling workers they will have
to close if a union is formed.
Re-evaluation Assessment: A re-evaluation assessment is a regularly scheduled comprehensive (complete)

assessment e.g. for orange-rated factories a full re-evaluation assessment will be conducted every 6
months; for yellow-rated factories an assessment will be conducted every 12–18 months; for green-rated
factories an assessment will be conducted every 18–24 months).
Recruitment: The engagement of a person in a territory on behalf of an employer in another territory,

or the giving of an undertaking to a person in territory to provide him/ her with employment in another
territory; and the making of arrangements as mentioned above, including the recruitment and selection of
migrants and the preparation for departure of migrants.
Retaliation: Any negative action or credible threat against an employee who in good faith reports problems
to management, participates in worker interviews during compliance assessments, or helps in the
investigation of a worker’s grievance.
Risk Assessment: A systematic process of evaluating the potential risks that may be involved in an area
task, job, or other activity.
Sexual Harassment: Harassment involving the making of unwanted sexual advances or obscene remarks.
Short Term Contract: An employment agreement that is valid for a short period of time, typically less than
the amount of time in which a worker would legally be considered a permanent worker.
Sludge: Solid or semisolid residue that is removed during the wastewater treatment process.
Solid Waste: Non-hazardous, discarded materials from the consumption of goods and services and the
manufacture of goods. Examples of solid waste include food and yard/garden waste, paper, cardboard,
cloth, leather, product packaging, glass and metal containers.
Subcontracting: Refers to the process of outsourcing part of all of production under a PVH Purchase order
to another supplier, factory or facility, including by not limited to sewing, cutting, embroidery, dyeing,
washing, ironing, packing, screen-printing, fabric mills) to another factory or facility.
Supplier: any entity that supplies the Supply Chain as it relates to product execution and delivery, and
may involve manufacturing in one or multiple factories.
15
Supply Chain Partner: Any agent, licensee, or other third-party business entity that sources product for
any PVH brand.
Temporary Worker: A person with a labor contract of limited or unspecified duration with no guarantee of
continuation. Unlike workers on indefinite work contracts (also referred to as permanent work contracts),
temporary workers are usually not entitled to benefits that the local labor codes require such as vacation
pay and leave and severance pay upon termination of employment.
Tenement: An unsafe factory building, particularly in Bangladesh, India, and Pakistan, which is identified
as follows:
• A multi-use building (e.g. mixed purpose shared commercial, industrial, and/or residential). One
example would be a factory located on the upper floors of a building with a retail bazaar on the
main floor.
• A building that is not properly zoned for industrial use and is, therefore, not meant or able to support
industrial manufacturing.
• A building that does not have the proper governmental approvals, duly approved by a qualified
engineer or municipal authority. For example, additions are made to a building (e.g. the construction
of additional floors) or additional equipment is installed (e.g. generators) without a proper load
assessment from a qualified structural engineer and/or without the approval of government of
municipal authorities.
• A building with an obvious or reported structural concern, integrity faults or deficiencies (e.g. cracks,
sagging floors, tilts, etc.) that indicate it has significant defects, as determined by a qualified engineer.
• A multi-factory building (e.g. multiple owners, with different legal entities on different floors).
Unauthorized Subcontracting: The subcontracting of any part of a Purchase Order to a factory without
prior written authorization from PVH CR is strictly prohibited under PVH policies. PVH reserves the right
to immediately and permanently discontinue business with any in-scope factory engaging in unauthorized
subcontracting, including the right to refuse delivery of the relevant products without payment and
prevent the sale of those products.
Verbal Abuse: Behavior that includes screaming, insulting language, name calling, threatening, and/or
sexually demeaning language.
Wastewater: Water and water-carried solids that have been used or impacted by production processes,
including industrial, sanitary and storm water discharges.
16
CR SUPPLY CHAIN GUIDELINES | TERMS OF ENGAGEMENT
TERMS OF
ENGAGEMENT
As part of our Shared Commitment, PVH expects our business partners to adhere to our Code and fulfill
the terms of engagement we view as the foundation upon which our partnership and business relationship
can be built and sustained. This section outlines what we believe to be critical terms of engagement for our
business partners. They include commitments to:
1. Transparency
2. Accountability
3. Responsible Sourcing
4. Worker Non-Retaliation
TRANSPARENCY
PVH expects our business partners, whether 2. Suppliers, factories and facilities should
supply complete access to all records and
they are suppliers, factories, facilities, licensees
documentation relevant to the assessment.
or agents, to be completely transparent with
Concealed, falsified or altered records are
us on their ability to adhere to our policies,
prohibited from being presented during an
processes and standards in relation to the Code,
assessment or investigation.
assessments or supplier /factory investigations.
3. Suppliers, factories and facilities must provide free
Transparency is a fundamental component of our
access to all employees including management
business relationship. Without transparency, the
and directly and indirectly employed workers.
business relationship may be severely impacted
Coaching employees prior to or during an
and may even be dissolved if appropriate assessment or supplier investigation is prohibited,
corrective actions are not implemented (Denial of Access is also referenced in the
immediately. We expect our business partners to “Additional Policies” section as a Non-Code of
fulfill the following terms of engagement: Conduct violation.)
1. Suppliers, factories and facilities are expected Any factory that becomes transparent during an
to provide Assessors complete and accurate assessment or immediately following will not have
business records (including but not limited to a finding of transparency on the assessment report.
wages, working hours, personnel, production, For transparency coming after the assessment, the
permits, registrations, etc.) on site as onus will be on the factory to provide all records
mandated by law or for at least 12 months. demonstrating the real records and conditions at
the factory.
17
CR SUPPLY CHAIN GUIDELINES | TERMS OF ENGAGEMENT
ACCOUNTABILITY conditions. By enhancing our business processes

and maintaining an open dialogue with suppliers, we
PVH expects accountability from our business aim to improve transparency and working conditions
partners, meaning they assume direct or shared while minimizing risk in our supply chain.
responsibility for non-compliance issues, address
For example, by improving the accuracy of our
the issue immediately and implement corrective
supply forecasting, we can better ensure that
actions accordingly. Business partners should
suppliers have sufficient time to meet our delivery
be committed to educating their management
dates. This reduces the risk of suppliers contracting
and workforce on the Code through trainings and
work to unauthorized companies or subjecting
consistent enforcement of the Code.
workers to excessive working hours or other unfair
1. Factories are expected to take immediate treatment. We raise awareness of these issues with
responsibility for any non-compliance issues relevant internal teams, support them with training
and act swiftly to correct them. materials, and work with them to create a culture of
2. Factories, licensees, and agents should educate transparency and accountability within our company
their suppliers on their responsibilities in terms and with our suppliers. Additionally, PVH is
of accountability and transparency. committed to upholding the Fair Labor Association’s
Principles of Fair Labor and Responsible Sourcing
3. Factories should train their management
listed in Appendix 2.
including supervisors on the PVH Code and
instill responsibility for compliance as it relates
to their job performance.
4. Factories should train their employees and
WORKER
managers on their rights and responsibilities RETALIATION
regarding the PVH Code.
Retaliation of any kind against employees who
5. All trainings should be conducted in the
provided information during an assessment is
languages that the employees understand.
strictly prohibited. After an assessment, supplier
Where possible written information should
be distributed to employees for retention workers can also communicate with PVH using
purposes. All trainings should be documented. Tell PVH, a hotline service offered by the PVH CR
department. Tell PVH is not a substitute for any
existing supplier grievance mechanisms. PVH has
RESPONSIBLE zero-tolerance for any retaliation against workers,
SOURCING including punishment by termination, for disclosing

certain information to PVH or PVH representatives.
PVH works in partnership with relevant cross- The supplier should not interfere with, discourage
functional teams to help them adopt responsible or punish workers for communicating with PVH or
practices that enable our suppliers to plan PVH representatives.
production effectively and improve working
18
CR SUPPLY CHAIN GUIDELINES | FACTORY AUTHORIZATION POLICIES
FACTORY
AUTHORIZATION
POLICIES
All prospective (new) factories must go through a PVH CR authorization process as outlined below and
receive a written PVH CR Assessment Notification indicating that the factory is approved prior to the
placement of production in their facilities, including the manufacturing of samples and test orders.
The authorization process includes:
• New Factory Set-up

• Assessment Planning and Preparation
• Conducting the Assessment
• Post-Assessment
• Remediation and Capability Building
Verification through assessments is a well-established mechanism for determining whether or not a

management system has been established, implemented, and is being monitored. Assessments are used
to determine whether these systems result in compliance with international standards, the PVH Shared
Commitment, and applicable laws and regulations.
Assessments are not intended to be a punishment or burden on business. They are a tool that can be used
by both PVH and its business partners to take a critical look at systems and processes and assist in making
continuous improvements.
The ultimate aim of PVH assessment requirements is to assess progress rather than merely retrospective
performance. The PVH system will help to identify whether the supplier’s performance has improved over
time in relation to our standards as well as those established through international and local laws otherwise
described as continuous improvement.
19
CORPORATE RESPONSIBILITY:
INITIAL FACTORY ENGAGEMENT WORKFLOW
1 New Factory Set Up *
Vendor completes Factory Evaluation Request
& Profile
Varies
Supply Team submits the Factory Evaluation Request &
Profile to CR and completes CR IT Platform set up 2 Assessment Planning
CR contacts IEM to request initial assessment
CR team reviews paperwork and conducts Initial
Risk Assessment; determines factory eligibility for
IEM schedules on-site assessment at factory and
the following designations:
collects payment
• Gray rating: PVH-branded production will
remain below 20,000 pieces in a 12-month 30 Days CR team facilitates Factory Pre-Assessment
period Check-In and, where applicable, prepares for
• Blue rating: Factory will enroll in Better Work Higg Facility Environmental Module (FEM)
or ABVTEX self-assessment and verification
If applicable, factory completes and submits Higg

3 Factory Assessment FEM self-assessment
IEM conducts on-site assessment
2 Days
If verification is required, IEM conducts Higg FEM

verification once a year 4 Post Assessment
During closing meeting, IEM reviews assessment

findings and CAP guidance materials with factory
15 Days
"Ratings" on page 24
5 Remediation & Capability Building
CR team provides value-added activities which If factory is APPROVED for production, proceed
may include CAP development, Mid-cycle Check-In, to Step 5. If the factory is NOT APPROVED for
training, and Higg FEM capability building production (no orders can be placed). Factory
can request re-evaluation in 12 months
For an INITIAL FACTORY assessment, if the factory
Varies
If any findings are deemed no progress with alert,

is NOT APPROVED a white rating will be issued and
during the CAP remediation visit, the CR team contacts
re-evaluation assessment can be requested within
Sourcing to initiate an escalation call with the vendor
three to twelve months, at the CR team's discretion
and the factory
6 Exit for Business Reasons

Supply Team informs the CR team of planned factory exit Supply Team
Varies
Sourcing and CR teams assess risk and manage Vendor / Factory

factory exit
CR Team
* Set-up process may be different for Level 2 facilities. Please Independent External Monitor (IEM)
contact your CR representative for more details
Days indicated in workflow refer to business days
20
NEW FACTORY SET-UP

The Supplier should complete the Supplier/ 1 factories, defined as assembly and finishing
Factory Evaluation Request and Profile, and all factories, involved in the manufacturing of PVH
necessary set-up forms, provided by the respective product. Please see the below for the definitions of
PVH Business Divisions, for the in-scope factory. factory levels and guidance on factory disclosure
The factory disclosure form applies to all Level requirements:
FACTORY LEVELS
LEVEL 1 LEVEL 2 LEVEL 3

Assembly and finishing factories Material suppliers, processing units for Commodity sources and processing
Level 1 suppliers, such as: units for Level 2 suppliers
• Product manufacturing units that
perform cut/sew, on-site embroidery, • Fabric mills (weavers/knitters) • Cotton, polyester, leather, metals,
packaging/ warehousing, ironing and paper, plastics
• Wet processing units (dye houses,
other assembly processes for finished
printers, laundry/wash/ finishing units) • Ginners
goods
• Trim suppliers • Spinning mills
• Vertically integrated factories
• Embroidery units (off-site)
• Molders
• Tanneries
FACTORY DISCLOSURE
PVH CR requires any Level 1 factory involved in the making of PVH product be disclosed to PVH CR regardless
of the brand or Business Division.
Updated information (e.g. supplier name, address and production process) should be provided to PVH CR
before each assessment, as part of the Pre-Assessment Check In.
FACTORY ASSESSMENTS BY LEVEL
In addition to disclosure, PVH CR requires that all may be required to conduct the Higg Facility
Level 1 factories undergo a PVH CR assessment and Environmental Module self-assessment and
receive a written PVH CR Assessment Notification verification. A PVH CR team representative will
contact Level 2 factories that are considered
indicating that the factory is approved prior to any
within scope of PVH’s CR assessment program
sampling or placement of Purchase Orders. Additional
and Higg FEM requirements.
assessment requirements vary by Level and business
• Level 3 – Level 3 factories are currently out
volume but PVH expects all factories to engage in
of scope of PVH’s CR authorization process
ongoing remediation and capability building efforts.
and assessment program. The Higg Facility
• Level 1 - All Level 1 factories will be subject to Environmental Module self-assessment and
a PVH CR assessment and may be required to module are not required but are strongly
complete the Higg Facility Environmental Module encouraged.
(FEM) self-assessment and verification. A PVH CR At PVH CR’s discretion, factories may be required
team representative will contact Level 1 factories to undergo additional assessments pending
that are considered within scope for Higg FEM. considerations such as:
• Level 2 - Strategic Level 2 factories are • Location

required to undergo a PVH CR assessment and • Compliance risks
• Factory Level
• Involvement in PVH or brand-specific initiatives
21
ASSESSMENT PLANNING AND PREPARATION

Receipt of the completed Supplier/Factory Evaluation Request and Profile form will trigger the initiation of
the PVH CR authorization process described below:
Introductory letter: All factories will be sent the Initial Factory Engagement Letter and the PVH’s Code
of Conduct (Code) to familiarize them with our values and approach to corporate responsibility (CR) and
explain the pre-sourcing authorization process.
Assessment fees: All fees must be paid prior to the scheduling of the assessment or verification. An
invoice will be issued by the IEM. In the case of licensees, the licensee will generally be charged by the
Independent External Monitor.
Assessment scheduling: Every effort will be made to schedule the assessment as soon as possible,
barring any delays in payment or paperwork from the factory or PVH Business Division. The assessment is
scheduled and person-days are allocated according to total number of workers, facilities to be included in
the assessment scope and the time required to travel to the factory.
Pre-Assessment Check In: Before the factory assessment, a PVH CR representative or Supply
Chain Partner will arrange a meeting or call with the factory to review the pre-sourcing assessment
requirements and orientation. The check in will include a review Code and what to expect before,
during and after the assessment.
Short Form Assessment: In the case of production areas (e.g. building or floor) that are not involved
in PVH production or fall under different business licenses, a Short Form Assessment of those areas
may be conducted at a minimum. Buildings or areas onsite that are involved in any part of Level 2 or 3
manufacturing processes of PVH product, including but not limited to a washing facility or, in the case of
partially or fully vertically integrated factories, mills, dye houses, and effluent treatment plants, may be
considered within the assessment boundary line. Additionally, a short form assessment may be used in
factories that manufacture PVH product under a certain volume threshold as determined by PVH.
Self-Assessment: Factories that manufacture PVH product under a certain volume threshold may be eligible
to complete a self-assessment. Eligibility is determined by PVH based on production volume and risk.
22
CONDUCTING THE ASSESSMENT

The initial assessment will be conducted by an Independent External Monitor and will include the review of
all 10 Code elements and non-code of conduct issues in all in-scope facilities.
Scope: PVH CR uses a factory’s “Boundary Line” Each assessment will include the following:
to determine the physical scope of an Assessment.
• Opening Meeting
Accordingly, any building physically located on
the premises and under the business license will • Assessment
receive an Assessment. In the case of multiple • Facility Walkthrough
buildings on the same compound, the Assessment
• Management interviews
will include any shared/common areas such as food
• Worker interviews
service areas, childcare facilities, health clinics,
dormitories, chemical storage areas, waste disposal • Documentation review
areas, generator rooms and so forth. • Closing Meeting
Exceptions: There may be exceptional cases when Opening Meeting: At the start of an assessment,
it is not possible or allowed to include all aspects an opening meeting shall take place whereby
of production within the Assessment’s defined the Assessor meets with the facility’s senior
Boundary Line. Such instances include but are not management to discuss the assessment process in
limited to: detail. Key factory senior management should be
present in order for the Assessors to properly make
• Factories on the same premise but in different introductions and explain overall assessment roles
buildings and under different ownership and
and objectives.
management.
• Supplier compounds with multiple buildings Assessment: Each assessment will include
under the same management and business walkthrough of in-scope facilities with a factory
license but with the production for brands staff manager (ideally the Health and Safety
segregated into separate buildings. manager), a review of key documents related to
human resources, factory regulations, wages, hours,
Under such circumstances, the buildings owned
benefits, health and safety and environmental
by different management or not associated with
practices (please see the “Documentation” list
PVH production will be considered out of scope. All
under each Code element in the Standards section)
common or shared areas will be considered within
and interviews with management as well as workers.
scope of the Assessment.
Closing Meeting: A closing meeting shall be held
If the lead Assessor is not permitted entry into a
at the end of the assessment with at least one staff
production or common/shared area that is involved
member, preferably the owner or general manager
in PVH production, this will be treated as a denial
that has decision-making power and the authority
of access.
to sign off on the summary of findings as well as
Note: PVH CR reserves the right to include all the compliance or HR manager. The Assessor will
parts of a compound or building and all production discuss all non-compliances found during the
processes within the scope of the Assessment if the assessment and the standard they failed to meet
country or area has been determined high risk or if (i.e., the Code, local laws, international standards)
there are known or perceived risks of concern. with senior factory management and, whenever
possible, the Supply Chain Partner representative.
23
A copy of the Draft Findings will be left with the explain why they may not agree with a finding and
factory management and factory management document the objection on the assessment report.
will be asked to sign it as an acknowledgement The factory is welcome to add any comments to be
of receipt. Management will be allowed the included in the Draft Findings.
opportunity to explain why a finding exists or
POST-ASSESSMENT
The post-assessment process includes a review of the assessment findings, rating application and
communication to the supplier of the final findings, rating and guidance for remediation next steps.
Immediate follow-up: The Independent External generated by its assessment tool. PVH uses a color-
Monitor will review draft findings with the supplier coded rating system to indicate the CR performance
immediately after the assessment is completed, status of factories.
highlight any Zero Tolerance, Critical Immediate
The table below summarizes the color ratings
Action and Critical issues with the supplier, and
that will be applied to factories and what they
send an e-copy of the Draft Findings to PVH within
mean from the perspective of: (i) compliance
2 business days of the assessment.
performance; (ii) assessment prioritization and
Internal CR review and rating application: PVH CR frequency; and (iii) guidance for the decision-
reviews the assessment report and the rating is making of PVH Business Divisions.
RATINGS
PVH uses a color-coded rating system to indicate the compliance status of factories. A summary of the
designation are found in the Table below.
RATING
RATING MEANING AND FOLLOW-UP SCHEDULE
CATEGORY
GOLD Authorized for production (CR Accredited to Self-Manage Compliance)

• Supplier is an industry leader with a formal CR program and systems in place to self-manage
environmental and social performance. Supplier is accredited by PVH or another accepted
accreditation program. Gold rated suppliers must submit internal or third party audits on an
annual basis to the PVH CR team in lieu of PVH CR audits.
• PVH Business Divisions are encouraged to pursue initiatives with these strategic suppliers.
Accreditation review to take place on a 36-month cycle. Spot check assessments may be scheduled to
validate accreditation status. New factories that are wholly owned by a Gold supplier must submit either an
internal or a third party audit to the PVH CR team prior to authorization for production. New factories that are
either part of a joint venture with or contracted by a Gold supplier must complete a full PVH CR assessment
prior to authorization for production.
24
RATING
RATING MEANING AND FOLLOW-UP SCHEDULE
CATEGORY
GREEN Authorized for production

• Factory meets/exceeds Code standards. Factory has systems in place to identify and manage
problems emerging in the workplace.
• PVH Business Divisions are encouraged to place business.
Re-evaluation assessment will take place on a 24-month cycle.
YELLOW Authorized for production

• Factory meets minimum Code requirements to enter into a business relationship with PVH. There
are little to no critical issues, particularly with regards to wages, building safety, working hours
and industrial relations.
• Factory is transparent and is making continuous improvements.
• PVH Business Divisions are encouraged to place business.
Re-evaluation assessment will take place on a 12-month cycle.
ORANGE Authorized for production exercising vigilance and caution

1ST
• Factory has critical issues, which may include transparency and a lack of commitment to
continuous improvement. Factory has two chances to demonstrate progress before moving to the
red category.
• PVH Business Divisions may place orders while reinforcing the importance of compliance and
making continuous improvements against a plan. PVH Business Divisions should consider a
second source in case no improvement is made.
Re-evaluation assessment/assessments are required within a maximum of 6 months.
ORANGE Authorization for production maintained – strong intervention required to continue business relationship
2ND
• Factory has not shown improvement after being in orange for one cycle. Factory will be moved to
the red category if no progress is made by the next assessment.
• PVH Business Divisions will exercise caution, create, and implement back-up plans for production.
Re-evaluation assessment is required within a maximum of 6 months.
RED Not authorized for production

• Factory has one or more Zero Tolerance Issues or has not responded to warnings and/or
demonstrated a lack of commitment and transparency. See Appendix 156 for a list of PVH CR’s
Zero Tolerance Issues.
• An existing Purchase Order may be completed but no new Purchase Orders will be placed.
Factory will not be considered for future business for 12 months. On an exceptional basis, the factory
may apply for a re-evaluation sooner if they can present compelling evidence of effective remediation.
25
Other Factory Designations
Aside from above-described factory ratings, PVH CR uses other color-coded designations for in- scope
factories to indicate participation in alternative assessment types. The table below summarizes the meaning
of the other color designations.
COLOR
MEANING
DESIGNATION
BLUE Participation in formal continuous improvement program (Authorized for production)

• Factory is participating in an internal or external continuous improvement program that fulfils
the following requirements: (i) develops management systems; (ii) has performance targets/
requirements; (iii) provides progress reports; and (iv) has a verification component.
• Examples include: participation in Better Work; part of PVH or another organization’s supplier
ownership program.
No PVH CR assessments if (1) program assessments/progress reports are received and engagement
continues; and (2) progress is made against plans.
BLUE-ORANGE Participation in formal continuous improvement program (Authorized for production exercising
1ST (BLUE-O1) vigilance and caution)
Factory is participating in an internal or external continuous improvement program that met criteria
for the Blue rating.
Factory has critical issues, which may include transparency and a lack of commitment to continuous
improvement. Factory has two chances to demonstrate progress before moving to the red category.
PVH Business Divisions may place orders while reinforcing the importance of compliance and
making continuous improvements against a plan. PVH Business Divisions should consider a second
source in case no improvement is made.
BLUE-ORANGE Participation in formal continuous improvement program (Authorization for production maintained –
2ND (BLUE-O2) strong intervention required to continue business relationship)
Factory is participating in an internal or external continuous improvement program that met criteria
for Blue rating.
Factory has not shown improvement after being in Blue-Orange 1st for one cycle. Factory will be
moved to the red category if no progress is made by the next program assessment.
PVH Business Divisions will exercise caution, create, and implement back-up plans for production.
26
COLOR
MEANING
DESIGNATION
GRAY Factory falls under the de minimis or other exemptions category (Authorized for production)
• Factory meets criteria that allows it to be exempt from a full CR Assessment in a particular
assessment cycle, based on business volume or risk criteria.
• Exemptions must be reviewed on an annual basis to determine if factory continues to meet
the criteria.
No PVH CR assessments but factory Self-Assessments or a PVH CR Short Form Assessment is required.
Factories with valid recent social compliance audit reports from reputable brands or auditing firms may
submit these reports for review in lieu of completing the self-assessment or the PVH CR Short Form
Assessment.
WHITE Pending Authorization

(Not Authorized for production)
• Factory did not pass initial assessment and threshold (Green, Yellow or Blue rating) to
become an authorized PVH factory.
Factory will be given a second chance to address critical issues. If the next rating is Green, Yellow or
Blue, it will be authorized for production. It will otherwise not be authorized for production.
Re-evaluation may be requested within three to twelve months.
Note: All new in-scope factories will be expected to enter production in the Yellow, Blue, or better rating category at a minimum.
PVH CR Assessment Notification: Within 30 to submit a CAP to PVH CR within 14 calendar

calendar days of the assessment date, the final days after receiving the Assessment report (or
findings with suggested actions and timelines Authorization letter) and a verification assessment
will be provided to the factory management via must take place within the timeframe defined by
email. PVH CR will send the PVH CR Assessment the factory rating.
Notification to the in-scope factory or Supply Chain
Factories receiving a Red or White rating will
Partner and attach the corrective action plan (CAP)
receive a PVH CR Assessment Notification stating
form as well as the Supplier Guidelines, copying
that they are not authorized for production and will
the respective PVH Business Division head(s). The
not be eligible for reconsideration for a minimum
factory is responsible to complete the CAP form
duration noted in the Assessment Notification. On
by specifying how each finding will be remediated,
an exceptional basis, the factory may apply for a re-
including a responsible individual and timeframe.
assessment sooner if they can present compelling
Follow-up timeline: As stated in the PVH CR evidence of effective remediation.
Assessment Notification, the factory will be required
27
ADDITIONAL NOTES ON AUTHORIZATION

Deactivation and Reactivation: If an in-scope new building on either the same premises or
factory has not been actively producing PVH orders new premises, authorization can be maintained
and there are no plans for product to be placed in subject to PVH CR completing a Short Form
the coming 12 months, PVH CR will deactivate the Assessment of the new building(s). This is
factory in the PVH CR IT Platform. contingent upon management, payroll systems
and policies remaining the same.
• A factory that has been deactivated for • In cases in which an active in-scope factory
less than 12 months can be reactivated changes management, payroll systems and
by contacting PVH CR. Reactivation and policies and procedures, authorization will
authorization can only occur if the factory has a be contingent upon passing the Assessment
valid CR rating. to ensure continued compliance with all PVH
• A factory that has been deactivated for standards. PVH Business Divisions and Supply
12 months or more will be subject to Chain Partners shall notify PVH CR, in a timely
reauthorization per this SOP. manner, if they plan to deactivate a factory and
relocate production.
Relocation to a new building, premise, or change
in management:
• In cases in which an active in-scope factory

moves production from an old building to a
LICENSEE FACTORY SET-UP

Licensees shall conduct business in compliance with the moral, ethical and legal standards set forth in
PVH’s “Statement of Corporate Responsibility” and PVH’s Code of Conduct entitled “A Shared Commitment”
as detailed within the Supplier Guidelines. Licensees and their manufacturers, agents, contractors, and/or
suppliers involved in the manufacture of licensed products are expected to abide by these standards as well
as those set forth in this document as a condition of doing business with PVH.
The Licensee should complete the Supplier/Factory Evaluation Request and Profile, provided by the CR
Team for Level 1 factories.1 Please see the below for guidance on requirements for factory disclosure:
FACTORY DISCLOSURE FACTORY ASSESSMENTS

PVH CR requires licensees to disclose all Level In addition to disclosure, PVH CR requires that all
1 factories involved in the manufacturing of PVH Level 1 licensee factories undergo an assessment
product. Updated information (e.g., supplier name, and receive a written PVH CR Assessment
address and production process) must be provided Notification indicating that the factory is approved
to PVH CR before the assessment. prior to any sampling or placement of Purchase
Orders. The assessment requirements vary by
business volume, but PVH CR expects all licensee
factories to engage in ongoing remediation and
capability building efforts.
1 For all Level definitions please see page 21
28
ASSESSMENT PLANNING AND PREPARATION

Upon receipt of the Supplier/Factory Evaluation Request and Profile, the PVH CR team will determine the
appropriate assessment type for the factory.
Assessment fees: All fees must be paid prior to the Pre-Assessment Check In: Before a factory
scheduling of the assessment. Assessment invoices assessment, PVH CR encourages licensees to
can be paid by the licensee, factory or agent. arrange a meeting or call with the factory to review
PVH’s Code of Conduct and what to expect before,
Assessment scheduling: We expect licensees to during and after the assessment. Please contact
schedule all assessments in a timely manner, PVH CR if you are interested in learning more about
barring any delays in payment or paperwork how to conduct a Pre-Assessment Check In with
from the factory. The assessment is scheduled your factory.
and person-days are allocated according to total
number of workers, facilities to be included in the For more information on assessment scope
assessment scope, and the time required to travel and process please see pg 23 “Conducting the
to the factory. Assessment”
POST-ASSESSMENT: LICENSEE FACTORY

ASSESSMENT LIFE-CYCLE
Post-assessment, the licensee is expected to communicate the assessment findings, rating application and
guidance for remediation to the licensee factory.
Immediate follow-up: A copy of the Draft Findings Factories receiving a Red or White rating will
will be sent to the licensee within 2 business days receive a PVH CR Assessment Notification stating
of the assessment. that they are not authorized for production and will
not be eligible for reconsideration for a minimum
Internal CR review and rating application: PVH duration noted in the Assessment Notification.
CR reviews the assessment report, and the
rating is generated by the assessment tool. PVH Mid-Cycle Check-In): PVH CR encourages licensees
uses a color-coded rating system to indicate to hold a Mid-Cycle Check-In either in person
the compliance status of factories. Please refer (preferred) or via phone at least once with all
to the “Post Assessment” section (pg. 24) for Green, Yellow and Orange rated factories between
information on color ratings. assessments to review progress on the CAP. The
meeting should provide support and guidance to the
PVH CR Assessment Notification: Within 30 calendar factory related to root cause analysis, identification
days of the assessment, PVH CR will send out an of immediate and sustainable actions and guidance
Authorization Letter to the licensee and attach the on policies and procedures that promote long-term
draft findings as well as the Supplier Guidelines. compliance and continuous improvement. Please
The licensee is expected to work with the factory to contact PVH CR for more information.
input corrective actions for remediating the issues
described in the attached draft findings. For information on deactivation, reactivation,
relocation to a new building or premises and change
Follow-up timeline: As stated in the Authorization in management, please refer to “Additional Notes on
Letter, the licensee will be required to submit Authorization” (pg. 28).
a CAP to PVH CR within 30 calendar days after
receiving the PVH CR Assessment Notification.
29
CORPORATE RESPONSIBILITY: Licensee
LICENSEE INITIAL FACTORY CR Team
ENGAGEMENT WORKFLOW Independent External Monitor (IEM)
1 New Factory Set Up

Licensee completes Factory Evaluation Request &
Profile and sends documents to CR
2 Days
CR completes CR IT platform set up
2 Assessment Planning
CR reviews paperwork and conducts initial risk
Licensee facilitates Factory Pre-Assessment
assessment; determines factory eligibility for the
Check-In
following designations:
• Gray rating: PVH-branded production Licensee contacts (IEM) to request assessment
will remain below 20,000 pieces in a
Varies
12-month period* IEM issues assessment fee invoice to the

• Blue rating: Factory is, or will be, enrolled in responsible party
Better Work**
Responsible party sends payment for the
assessment to the IEM
3 Factory Assessment IEM schedules on-site assessment at the factory

IEM conducts on-site assessment
2 Days
IEM reviews findings at closing meeting

4 Post Assessment
IEM submits red flag warnings within 24 hours,
draft findings within 48 hours and final report
37 Days
within 5 days
CR reviews the assessment report, determines
color rating, and sends the factory AC letter to the
5a Remediation & Capability Building Licensee within 30 days
Licensee sends factory authorization letter and

Licensee collaborates with the factory on finalized CAP Template to the factory
CAP development and submits the finalized CAP
Template to CR within 30 days Based on color rating, factory is assessed within
6 months. For specific PVH approval ratings,
37 Days
CR reviews the CAP Template and sends CAP reference "Ratings" on page 24
acceptance of rejection notification to the Licensee
with comments within 7 days
If a CAP for an Orange 2nd factory is rejected the

Licensee must resubmit CAP to the CR team for a 5b Post Assessment Engagement Meeting
second review (recommended)
Licensee conducts an engagement meeting, either
Varies
* Please submit a recent other brand social compliance report in person (preferred) or via phone, with the factory
to CR for review. If unavailable, please have the factory fill to assess progress on the CAP, at least once
out a PVH CR self-assessment.
before the next assessment
** Submit Third Party Access Form (TPAF) to Better Work
Licensee supports the factory in any revisions to
Days indicated in workflow refer to business days the CAP
30
REMEDIATION AND CAPABILTY BUILDING

Immediately after an assessment, any discovered communicated to PVH CR representatives within 7
non-compliances will result in creation of business days after assessment. Completion of other
corrective actions will be verified during reevaluation
a corrective action plan (CAP) with draft findings of assessments and/or through regular communication/
non-compliance issues. The final corrective action contact with the supplier.
plan (CAP) (with detailed root cause evaluation,
timelines for completion, responsible parties, etc.) PVH is dedicated to supporting the supplier’s
should be developed by the factory and provided continuous improvement. PVH CR provides
to PVH CR within 14 calendar days and within remediation and capability building services focused
30 calendar days for licensees, unless otherwise on long-term solutions created through dialogue
specified after the assessment. PVH CR will approve and cooperation between management and workers.
final CAP via email. Facilities are supported through a range of services
including tailored phone calls or facility visits,
Suppliers are expected to make progress in training customized for the facility’s specific needs,
correction of all identified issues, with priority or referral to expert resources.
given to address the most serious issues first.
Progress or completion of issues identified as
‘Critical – Immediate Action’ must be immediately
31
ANTI-TRUST CONSIDERATIONS
Whenever discussions are started regarding sharing of assessments, considerations must be made regarding
anti-trust regulations. The following items must always be avoided by all parties in these discussions:
• Prices paid to Contract Manufacturers or any other terms relating to the commercial relationship
between a Contract Manufacturer and PVH or another Brand / Buyer;
• Commercial discussion with Contract Manufacturers or plans relating to Contract Manufacturers,
including contract negotiations or renewals, plans to continue or terminate relations with a specific
Contract Manufacturer or the like;
• Commercial actions to be taken where a Contract Manufacturer refuses to remedy labor law or other
worker protection compliance issue raised by an assessment or Brand / Buyer;
• Cost of production, transportation or importation of PVH products, or those of any other Brand / Buyer;
• Prices or terms at which PVH sells its products to others; or
• Relations with or details concerning any PVH customer or customer of another contracting Brand / Buyer.
32
BETTER WORK
PVH originally joined the International Labor Organization’s Better Factories Cambodia program in 2005, and
progressively joined other Better Work country programs as they developed. PVH became an official partner of
Better Work in 2012.
Better Work represents a partnership between the United Nations’ International Labor Organization (ILO)
and the World Bank’s International Finance Corporation (IFC) and seeks to work in a tripartite manner across
enterprise/industry associations, labor/ union representatives, and governments to improve the workplace
conditions and industry competitiveness in key countries. Better Work Enterprise Assessments are factory
assessments that create a framework for assessing compliance with core international labor standards and
national labor law. Better Work Advisory Services work with the factory on an on-going basis to improve working
conditions and foster better worker management communication and cooperation.
PVH REQUIREMENT TO JOIN BETTER WORK
All in-scope factories are required to join Better annually). PVH CR will then register with Better
Work and submit to its monitoring program and Work and pay for access to Better Work Enterprise
advisory services. Better Work advisory and training Assessment reports. PVH CR will also work with
services can support the factory in addressing non- Better Work to address any non-compliance issues.
compliance issues in a timely and effective fashion,
before and after the assessment takes place. PVH disengagement: PVH CR reserves the right to
withdraw from any factory despite their participation
Factories can apply for an exemption from the Better in the Better Work Program due to business decision
Work Program if they meet one of the following two or sourcing strategy change. PVH CR will not solely
criteria: (1) the factory has a one-time order or has a disengage on compliance if progress is being made.
short-term relationship with PVH, or (2) the factory
self-manages a sophisticated corporate responsibility Factory obligations: The factory enrolled in this
(CR) program or implements a CR strategy run by program is expected to be proactive, transparent and
another PVH-recognized program. cooperative with Better Work and PVH CR, including
supporting the work of a Performance Improvement
PVH CR will accept Better Work Enterprise Consultative Committee (PICC Committee). The
Assessment reports for an in-scope factory in lieu supplier is required to address non-compliance
of Assessments. If the factory is authorized for PVH issues through the bipartite committee and to
production based on the findings in the Better Work provide regular updates on their status in the online
report, the factory will receive a Blue, Blue-Orange Better Work improvement plan. The factory must
1st or Blue-Orange 2nd rating. The Blue rating allocate sufficient resources and support the worker-
signifies that the factory is actively participating in management committee for it to function effectively.
the Better Work program and demonstrates good
faith efforts to comply with Better Work standards PVH CR will closely monitor the factory’s
and requirements. The Blue-Orange 1st and Blue- Improvement Plan Progress Report and factory is
Orange 2nd rating signifies that the factory is expected to meet with PVH CR, if requested, to
participating in the program, but is considered High discuss their Improvement and Learning Plan. PVH
Risk by PVH CR due lack of commitment, non- CR reserves the right to remove or downgrade the
transparency, or the severity of non-compliances. factory from the Blue, Blue-Orange 1st or Blue-
Orange 2nd rating due to lack of commitment, non-
The schedule for follow-up assessments will be set transparency, or the severity of non-compliances.
by the respective Better Work Country program, (e.g.
33
• The factory must enroll, schedule and pay the • If the in-scope factory is dismissed from
annual Better Work Program registration fee on the Better Work Program, the factory will
a timely basis. automatically be placed into the Assessment
program with a rating of Orange 1st.
ADVISORY SERVICES
• Factory engagement: Factories are required to Better Work classifies factories as being in “Stage
participate in Better Work Enterprise Advisory Two” if they consistently demonstrate high levels
Services in all Better Work Countries and PVH of compliance, a mature level of social dialogue,
CR will strive to participate in at least one effective management systems and a commitment to
advisory service visit per factory per year. learning. PVH encourages BW registered factories to
• Requirement for joining: PVH CR requires all work towards BW “Stage Two” status.
factories to regularly participate in the Better
Costs: There is no additional cost to factories for
Work Enterprise Advisory Services. Factories
Better Work Enterprise Advisory Services in any
must present a specific reason for wanting to
country, except for Cambodia.
decline to PVH CR (Regional Representative)
for their approval.
ACCORD ON FIRE AND BUILDING

SAFETY IN BANGLADESH
In Bangladesh, assessments addressing health and safety of buildings will be performed as part of the
independent inspections conducted by the Accord. We require our suppliers to participate in the Accord
and meet a certain criteria of performance as defined by PVH CR. In these cases, the Accord standards
will supersede or supplement any requirements of PVH. The Accord will apply its own protocol for these
assessments and the findings of the Accord assessments will be accepted by PVH.
The Accord had a scheduled expiration in May 2018. In 2017, PVH signed a new three-year Accord agreement
along with 175 other brand owners and retailers. The agreement, which became effective in May 2018, is
designed to continue the Accord’s work while supporting the Bangladeshi government’s own capacity to oversee
fire and building safety, and transition fire and building safety to them going forward. There has been a legal
challenge to the continuation of the Accord beyond November 2018. Regardless of the outcome, PVH remains
committed to continuing the ideals of the Accord in fostering safe workplaces and protecting workers rights
in the Bangladesh ready-made garment industry, including efforts by the Bangladeshi government to assume
responsibility for the oversight of fire and building safety when deemed appropriate by relevant stakeholders.
More info on PVH and the Accord can be found in Appendix 8: Guiding Principles and PVH Partnerships.
FAIR LABOR ASSOCIATION (FLA)

PVH was a founding member of the FLA. As part of our FLA commitments, PVH allows the FLA to spot check a
percentage of our supply chain each year to verify adherence to the Code of Conduct and how PVH works with
its suppliers to manage any non-compliance issues that arise. These assessments are increasingly announced
but may be unannounced both to PVH and the factory. Additionally, as part of the FLA accreditation process,
representatives of the FLA may observe our Assessors and evaluate them on the FLA standards. More info on
PVH and the FLA can be found in Appendix 8: Guiding Principles and Partnerships.
34
CR SUPPLY CHAIN GUIDELINES | NON CODE VIOLATIONS
NON CODE
VIOLATIONS
PVH considers the following five policy positions to be corporate polices, which apply to all Suppliers and
Licensees. These issues fall outside the scope of PVH’s Code of Conduct and are therefore require special
handling. PVH believes in a firm but fair enforcement process and will, therefore, seek to understand the
context within which the violation occurred.
• Unauthorized Subcontracting
• Unauthorized Production
• Bribery
• Denial of Access
• Mistreatment of PVH Associates or Representatives
• Counterfeiting
If one of the above named violations is found, PVH will issue a warning letter accordingly. PVH may
require the factory and/or Supplier/Licensee to attend and pay for trainings conducted online or in-
person. The content and length of the training will be determined by PVH in collaboration with the factory
and/or Supplier/Licensee. PVH may also require the factory and/or Supplier/Licensee to develop and
submit a corrective action plan detailing the reason the violation occurred and subsequent remediation.
Additionally non-code violations may impact factory color ratings.
UNAUTHORIZED SUBCONTRACTING
The subcontracting of any part of a Purchase Order PVH CR recognizes there are unforeseeable or
to a factory without prior written authorization extraordinary circumstances which may require
from PVH CR is strictly prohibited under PVH production to be shifted to a new production site.
policies. PVH reserves the right to immediately We expect and require that the in-scope factory
and permanently discontinue business with any or Supply Chain Partner informs PVH CR of the
supplier engaging in unauthorized subcontracting, issue and need to subcontract. We will support our
including the right to refuse delivery of the partner in resolving the issue up to and including an
relevant products, without payment and prevent expedited authorization of production or an alternative
the sale of those products. arrangement prior to completion of the assessment.
35
CR SUPPLY CHAIN GUIDELINES | NON CODE VIOLATIONS
UNAUTHORIZED conduct which means they cannot, directly or

indirectly, seek or accept monetary “kickbacks” or
PRODUCTION: any other benefit (e.g. gifts, free products, favors,
promises of future worker) in connection with an
The practice of placing purchase orders at third
assessment or any related follow-up work.
party factories which have not gone through the
vetting procedures of PVH CR is strictly prohibited
under PVH policies. Purchase orders issued by
one of the supply chain divisions of PVH or by a
DENIAL OF ACCESS
Licensee must be issued to a factory that has been Denial of access occurs when a PVH associate or
authorized by PVH CR. representative, Independent External Assessor,
project partner or consultant is refused entry to
PVH CR recognizes there are unforeseeable or
the manufacturing site, access to documents, or
extraordinary circumstances that may require
permission to interview workers. All these activities
production to be shifted to a new production
are required for monitoring of the workplace. If
site. We expect and require the in-scope factory
management does not permit such activities to
or Licensee informs PVH CR of the issue and
proceed, then the supplier is obstructing the work
need to subcontract. We will support our partner
of PVH CR. In rare cases, an emergency may
in resolving the issue up to and including an
genuinely preclude access, such as a workers’
expedited authorization of production or an
strike or natural disaster, and in such instances
alternative arrangement prior to completion of the
the factory would not be penalized.
assessment, if warranted.
BRIBERY MISTREATMENT OF
PVH has a strict policy prohibiting any factory from
PVH ASSOCIATES OR
offering, promising or giving any money, gifts, meals REPRESENTATIVES
(other than in the factory canteen), accommodations,
entertainment or anything else of value to any PVH Physically intimidating or verbally threatening
associate or Independent External Assessor. If PVH a PVH associate or representative including
determines that a factory provided any of the above Independent External Assessors, project partners
to an associate or Independent External Assessor or consultants is prohibited and will result in
in order to inappropriately influence their actions, sanctions being applied to the factory.
PVH will likely terminate the Company’s relationship
with that factory. If a PVH associate or Independent
External Assessor requests anything of value from
COUNTERFEITING
a factory, the factory should report these request to PVH reserves the right to immediately and
[email protected] immediately. permanently discontinue business with any
supplier engaging in counterfeiting or the use of
Similarly, if an authorized Independent External
counterfeit components, including the right to
Assessor is accused of soliciting or accepting a
refuse delivery of the relevant products, without
bribe, they and their employer can have their PVH
payment and prevent the sale of those products.
CR accreditation revoked.
Incidences of alleged counterfeiting will be
All authorized Independent External Assessors handled by PVH’s legal and brand protection team.
are held to an unconditional Code of professional
36
CR SUPPLY CHAIN GUIDELINES | THE STANDARDS (PVH CODE OF CONDUCT)
THE
STANDARDS
(PVH CODE
OF CONDUCT)
37
EMPLOYMENT RELATIONSHIP
A SHARED COMMITMENT
OUR BUSINESS PARTNERS ARE REQUIRED TO ADOPT AND ADHERE TO RULES AND CONDITIONS OF
EMPLOYMENT THAT RESPECT WORKERS AND, AT A MINIMUM, SAFEGUARD THEIR RIGHTS UNDER
APPLICABLE NATIONAL AND INTERNATIONAL LABOR AND SOCIAL SECURITY LAWS AND REGULATIONS
WHAT DOES IT MEAN?
Recognized employment relationships are established through country law and practice. These laws and
practices govern the terms between workers and their employers. Regular employment means that all
workers are provided with a legally recognized employment relationship and that every effort is made to
ensure that employment is continuous.
WHAT DO YOU NEED TO DO?
Workers in temporary/casual working arrangements are vulnerable to abuse and therefore it’s important to
establish legal, well-defined employment relationships that result in regular employment. Work performed
must be on the basis of a recognized employment relationship established through national law and
practice. The rights of employees should be protected by:
• Providing formal employment agreements (contracts) that spell out the terms and conditions of the
employment.
• Clearly, communicating the employment policies of the business.
• Providing regular employment whenever possible.
• Retaining all records pertaining to the employment relationships.
38
BUSINESS BENEFITS OF REGULAR EMPLOYMENT
REGULAR EMPLOYMENT SHOULD BE THE GOAL OF ALL BUSINESS, AS IT CAN HAVE SEVERAL
BENEFITS TO BOTH THE EMPLOYER AND THE EMPLOYEE. RELIEVED OF THE UNCERTAINTY OF NON-
REGULAR EMPLOYMENT, WORKER SATISFACTION AND MORALE IS INCREASED. AS SATISFACTION
AND MORALE INCREASES, SO DOES PRODUCTIVITY. ADDITIONALLY, WORKER RETENTION IS
INCREASED RESULTING IN REDUCED COSTS OF RECRUITMENT, HIRING AND TRAINING DUE TO LESS
EMPLOYEE TURNOVER.
KEY TERMS
Apprenticeship: A program that allows students Home Worker: Workers usually with no contract,
of vocational schools and other educational or under a “self-employment” relationship working
institutions to gain practical work experience within a home. While most garment and textile
in their course of study. A way for young workers workers are employed in factories or workshops,
to be paid while learning a specific technical some are “homeworkers” – subcontracted workers
skill or trade. who carry out paid work for firms/businesses or
their intermediaries, typically on a piece-rate
Temporary Worker: A person with a labor contract
basis, usually within their own homes. The ready-
of limited or unspecified duration with no
made garment and cloth-related industry is the
guarantee of continuation. Unlike workers on
most common home-based industry in the world.
indefinite work contracts (also referred to as
permanent work contracts), temporary workers are Short Term Contract: An employment agreement
usually not entitled to benefits that the local labor that is valid for a short period of time, typically
Codes require such as vacation pay and leave and less than the amount of time in which a worker
severance pay upon termination of employment. would legally be considered a permanent worker.
39
ACHIEVING AND MAINTAINING STANDARDS
How do you do it? DO have a mechanism that allows workers

to report grievances confidentially.
NEVER operate your business without a
Employers shall have in place written
valid factory license/ permit to operate or
procedures in place for filing, recording,
evidence that a valid application has been
and follow-up of grievances.
submitted where one is required by law.
DO provide transparency to the follow-up
DO make compliance documents available
process and response to suggestions or
to PVH and Independent External Assessors
complaints (e.g. posting the management
commissioned by PVH and allow Assessors
responses and follow-up actions).
to access all areas of the business and
DO ensure that the grievance procedures
residential facilities.
and applicable rules are known to workers.
DO maintain liability insurance or other
Post all procedures and rules in easily
commercial insurances or certificates as
identified areas (e.g. near suggestion
required by law.
boxes).
DO assign responsibility for the
DO define the job functions or tasks that
administration of human resources to a
contract/contingent/ temporary workers are
clearly defined and adequately qualified
hired to perform and maintain information
staff member or staff members.
on the use of contract/contingent/ temporary
DO implement a regular review process of workers in relation to production needs.
policies, procedures and their implementation.
DO ensure contract/contingent/ temporary
DO maintain all documentation needed workers receive at least the minimum wage
to demonstrate compliance with the PVH or the prevailing industry wage, whichever
requirements and required laws. is higher, and all legally mandated fringe
benefits.
DO ensure contract/contingent workers

receive at least the same compensation as
regular workers performing the same job
functions or tasks with similar levels of
experience or seniority.
DO ensure workplace rules and regulations

apply to contract/ contingent/temporary
DO inform workers about rights and workers the same as for permanent workers.
obligations through the posting of legally
DO maintain personnel files and all relevant
required notices and the Code; and through
employment information for contract/
training on general Code provisions and
contingent/temporary workers at the
legal standards.
workplace site.
40
DO give priority to contract/contingent/ DO NOT hire contract/ contingent/temporary

temporary workers when seeking ‘new’ workers if such hiring is not allowed by law.
permanent employees.
DO NOT hire contract or temporary
DO date all seniority and other fringe workers unless the permanent workforce
benefits eligibility from the first date as of the enterprise is not sufficient to meet
a contract/contingent/ temporary worker unexpected or unusually large volume of
and not from the first day of permanent orders, exceptional circumstances may
employment for any contract/contingent/ result in great financial loss to the supplier
temporary worker who becomes a if delivery of goods cannot be met on
permanent employee. time, or work that needs to be done and is
DO provide apprentices at least the outside the professional expertise of the
minimum wage or the prevailing industry permanent workforce.
wage, all legal mandated fringe benefits, DO NOT use contract/ contingent/temporary
and subject them to workplace conditions workers on a regular basis for the long-term
as set by PVH Code and national laws and or multiple short-terms.
regulations.
DO NOT hire contract/ contingent/temporary
DO ensure that all legally mandated workers as a means to support normal
requirements for the protection or business needs on a continuous basis or as
management of special categories of regular employment practice.
workers, including migrant, juvenile,
DO NOT make excessive use of fixed-term
contract/ contingent/temporary, home
contracts or schemes where there is no real
workers, pregnant or disabled workers, are
intent to impart skills or provide regular
implemented.
employment.
DO maintain proper and accurate records in
DO NOT hire workers on a temporary basis
relation to termination and retrenchment.
in order to avoid paying the same wages
DO develop and implement a plan and benefits as permanent workers.
that mitigates the adverse effects of
DO NOT coerce or require any employees to
major changes in production, program,
make use of company owned stores.
organization, structure, or technology
that are likely to result in temporary or DO NOT make workers sign on blank
permanent layoffs. contracts or other documents.
DO give retrenched workers the opportunity DO NOT use homeworkers in the
to transfer to other owned facilities in the manufacturing of PVH product without
country at a comparable wage and make all express permission from PVH.
efforts to facilitate re-employment in other

enterprises in the country.
41
AMPLECRGRIEVANCE PROCESS
SUPPLY CHAIN GUIDELINES | THE STANDARDS (PVH CODE OF CONDUCT)
Use the below diagram as a guide for developing specific grievance policies and procedures at your company.
SAMPLE GRIEVANCE PROCESS
• Method: Written or Verbal

• Reported To: Immediate Supervisor
STAGE 1 • Procedure: Supervisor decision, with written response to worker
Worker Grievance • Conditions: If grievance contested, worker asked to attend
meeting to discuss issue. Worker may have representative present
• Response Time: 5 days
• Method: Written or Verbal

• Nature of Grievance: Unresolved Stage 1, or Subject is
worker’s Immediate supervisor
STAGE 2 • Reported To: HR Manager or other “neutral” party
Escalation • Procedure: Hear both worker and supervisor side; written

response to worker
• Conditions: Worker may have representative present at hearing
• Method: Written
• Nature of Grievance: Appeal unfavorable resolution or
Compliant about handling of grievance
STAGE 3 • Reported To: Grievance Committee
Appeal Process • Procedure: Formal hearing for worker to present grievance and
hear from other parties
• Conditions: Worker may have representative present at hearing
42
DOCUMENTATION
Proper documentation is important for providing evidence of compliance with the law and the standards above.
You must keep the following documents on file and available to Assessors and other authorized personnel:
• Copies of national and local labor codes, health and safety regulations, and environmental requirements.
• Liability insurance documents.
• Compliance record of subcontractor/recruitment agent.
• Business registrations and certificates.
• Government registrations or permits.
• Taxation and other financial records.
• Inspection records.
• Standard contracts.
• Factory guidelines, policies and workplace rules.
• Working permits for foreign employees.
• Training records on factory rules/regulations.
BEST PRACTICES
Training Program for New Hires skills in order to advance in their careers within the
factory or beyond.
Develop a training program for new hires that
includes several weeks of instruction in a training Hiring Priority
module environment (sample shop). Training should
Install a hiring system that gives priority to
include a variety of skillsets that will enable the
contract/contingent/temporary workers when
worker to become cross trained on a variety of jobs.
seeking ‘new’ permanent employees. Providing
Properly trained workers are more valuable and
regular employment to contract/contingent/
more likely to be regularly employed. This training
temporary workers saves money on skills and
will help the employer to find employees earlier
other training, offers a clear path to regular
that do not fit their needs without affecting the
employment, and removes and suspicion that
production lines.
hiring of temporary workers is for the purpose of
avoiding duties under the law.
Grievance Committee
Develop a grievance committee that includes

worker representatives to review the grievances
and ensure that the resolution is fair and without
bias. The committee should be well trained on the
company’s policies, rules and regulations in order
to be able to judge the situation correctly.
Also encourage ongoing training of all categories
of workers with the goal of raising or broadening
43
NON-DISCRIMINATION
A SHARED COMMITMENT
OUR BUSINESS PARTNERS CANNOT DISCRIMINATE IN EMPLOYMENT, INCLUDING WITH REGARD TO

HIRING, COMPENSATION, ADVANCEMENT, DISCIPLINE, TERMINATION AND RETIREMENT, WHETHER
ON THE BASIS OF GENDER, RACE, RELIGION, AGE, DISABILITY, SEXUAL ORIENTATION, NATIONALITY,
POLITICAL OPINION, SOCIAL CLASS OR ETHNIC ORIGIN.
WHAT DOES IT MEAN?
Discrimination occurs when a person is treated differently, either favorably or unfavorably, due to personal
characteristics such as religion, age, disability, gender, race, sexual orientation, caste, marital status, or
union or political membership or affiliation. The non-discrimination standard will apply throughout the entire
life cycle of the employee, for example; during the recruitment and hiring process, in making salary and
promotion decisions, or in termination. The purpose of the standard is to ensure equality of treatment and
opportunity for all workforces regardless of location.
Discrimination can be deeply rooted in some countries or cultures, and can lead to an underclass of workers
who lack opportunities to develop and improve, or to earn enough to support themselves or their families.
Discrimination must be prohibited in any form and all businesses must ensure:
• All hiring, compensation, promotion, termination and retirement practices and access to training should
be based solely on a person’s ability to perform the job effectively.
• Compliance with law regarding designated categories of employees (e.g. special treatment of the
physically impaired, veterans and protected minorities).
• Protection of women’s rights.
BUSINESS BENEFITS OF NON-DISCRIMINATORY POLICIES
Promoting a diverse workforce is good for business. Discriminatory practices restrict the available pool of
workers and skills. Companies with a wide range of experiences, perspectives, and cultural understandings
within the organization are typically more creative, innovative, and productive. Productivity will also be
improved due to increased employee morale, job satisfaction and reduced turnover. Additionally, having a
diverse workforce can increase penetration into some markets, based on the image which their workforce
gives to potential and actual customers.
44
KEY TERMS
Discrimination: Any distinction, exclusion or Blacklisting: Creating, maintaining, using and/
preference based on a personal characteristic or communicating lists of employees or potential
which deprives a person of access to equal employees for the purpose of denying employment
opportunity or treatment in any area of or other penalty based on legally protected status
employment. or non-job-related criteria.
Maternity Leave: The period during which a worker

takes leave to give birth and/or care for an infant.
In most jurisdictions, maternity leave is defined
and usually ranges from 3 months to 1 year.
How do you do it? DO abide by all local laws and regulations

benefiting pregnant workers and new
DO have a written policy prohibiting
mothers.
discrimination. This policy should include
DO provide training programs for new
methods for voicing grievances regarding
managers and supervisors and newly hired
discrimination and include a statement that
workers on your company’s policies and
no employee will be punished or retaliated
procedures on equality and prevention of
against for reporting discriminatory
discrimination.
treatment or behaviour.
DO make sure the employment agreement
DO have recruitment and employment
or contract is explained to all newly hired
policies and practices that are free from
workers, including their right to protection
any type of discriminatory bias, for example
against discrimination.
questions about race, marital status, or
political memberships. DO prominently and permanently display
DO have all employment and promotion company policies and any laws relating to
decisions made solely on the basis of a equality at work in a language or languages
person’s qualifications. that all workers can understand.
DO NOT use pregnancy tests or the use of

DO pay men and women workers equally for
contraception as a condition of hiring or of
equal work.
continued employment.
DO NOT require pregnancy testing of

female workers, except as required by
national law. In such cases, DO NOT use
(the results of) such tests as a condition of
hiring or continued employment.
45
DO NOT require women to provide DO NOT make any employment decision

commitments (verbally or in writing) that on the basis of person’s health status
they will not become pregnant within a (unless such decision is dictated by the
certain period. inherent requirements of the job or a
DO NOT threaten or penalize female medical necessity to protect the worker
workers who get married or become and/or other workers).
pregnant. DO NOT blacklist based on union

membership or participation in union activity.
KEYS TO AVOIDING DISCRIMINATION

Use the below diagram as a guide for developing specific policies and procedures for avoiding
discrimination at your company.
KEYS TO AVOIDING DISCRIMINATION

Each Step should focus on the skills and experience required and not on the personal attributes of candidates.
JOB ANALYSIS • Task, responsibilities, relationship, targets
• Focus on job requirements

JOB DESCRIPTION • No unlawful requests for information
• No discrimination
ADVERTISEMENT • No mention of age or gender
• No pregnancy testing
INTERVIEW • No questions about union membership
• Check age on original ID
• Check if migrant worker is given free night and fare to return home by recruitment agency
• Give workers contract

APPOINTMENT
• Discipline and grievance procedures

TRAINING • Job skills
• Factory regulations
• HSE training
• Equal Pay for Equal Work

FULL EMPLOYMENT
• Proper job evaluations
• Documented promotion and other post-hiring decisions
• Documented performance and disciplinary records

TERMINATION • Documented termination decisions
46
DOCUMENTATION
You must keep the following documents on file and available to Assessors and other authorized personnel:
• All employment agreements or contracts.

• Documentation on employment decisions such as to hire or not hire, transfer, promote or dismiss an
employee.
• Transfer notices, annual leave applications or pregnancy benefits.
• Records of any grievances (and their resolution) relating to the implementation of your non-
discrimination policies.
• Employment applications.
• Interview and skills tests forms, even when a candidate is rejected.
• Performance evaluations, which should be signed by the worker and manager/supervisor.
• Medical records (where permitted by law).
• Termination notices and records of disciplinary actions.
• Maternity leave register, if required by law.
• Other documents required by law.
BEST PRACTICES
Unified Pay Scale / Grade System • Establish and monitor key performance
indicators for business processes so that
Create a unified pay scale / pay grade system you can measure their effectiveness on a
where all groups are on one pay scale and are not continuous basis. For example, you could
segregated by differing terms and conditions. All measure the percentage of women in
workers would be advised on the type of work, supervisory positions, number of grievances
the pay grade, and the pay levels for each. This about discriminatory practices, etc.
type of program makes compensation transparent,
Job Performance Ratings
non-discriminatory and motivates workers to
increase productivity to achieve well defined pay Create job performance ratings based on clearly
grade promotion. Promotion criteria should be well defined, objective criteria. A job performance
defined and based on job performance ratings. evaluation should have both qualitative and
numerical ratings such as scores for productivity,
Monitor Trends
absenteeism, work quality, and other areas of
Monitor trends and performance indicators job performance. Additionally, job performance
(KPIs) to identify actual and potential problems, evaluations should include a two-way feedback
including: process where workers have the opportunity to
explain reasons for any possible negative results
• Review on a regular basis any suggestions
of an evaluation to an impartial Human Resources
from worker meetings and surveys related to
officer before an evaluation is made final.
equal employment policies.
47
HARASSMENT AND ABUSE
A SHARED COMMITMENT
OUR BUSINESS PARTNERS MUST TREAT EMPLOYEES WITH RESPECT AND DIGNITY. NO EMPLOYEE
CAN BE SUBJECTED TO ANY PHYSICAL, SEXUAL, PSYCHOLOGICAL OR VERBAL HARASSMENT AND/
OR ABUSE.
WHAT DOES IT MEAN?
Harassment and abuse is any uninvited and unwelcome conduct directed at an individual or improper or
excessive treatment or discipline. This standard requires employers to be responsible for ensuring that
all workers are treated with the utmost dignity and respect by management and fellow co-workers in their
workplace.
Harassment and abuse can be very demoralizing to a workforce. These types of activities can emotionally
and/or physically scar workers. Business must ensure that employees are treated with respect and dignity by:
• Strictly prohibiting all forms of abuse and harassment and communicating this position to both
managements and workers.
• Developing effective grievance systems that allow for unacceptable behaviors to be reported to
management.
• Applying consistent, well understood disciplinary systems across the company.
BUSINESS BENEFITS OF PREVENTING HARASSMENT AND ABUSE
Harassment and abuse can have a serious impact on the productivity of businesses. Harassing or abusive behavior
by management can result in lower productivity, employee absences, worker unrest, and in the worst case even
worker suicide. Prevention of harassment and abuse provides workers with a work environment unencumbered
by fear or anxiety. A comfortable workplace, free of harassment promotes happy and productive employees, and
positively affects a company’s bottom-line. Additionally, worker satisfaction increases, resulting in less absenteeism
and work stoppages.
48
KEY TERMS
Harassment: Unwelcome conduct that is based on Sexual Harassment: Harassment involving the
race, colour, religion, sex (including pregnancy), making of unwanted sexual advances or obscene
national origin, age, disability or genetic remarks.
information. Harassment becomes unlawful where
Retaliation: Any negative action or credible threat
1) enduring the offensive conduct becomes a
against an employee who in good faith reports
condition of continued employment, or 2) the
problems to management, participates in worker
conduct is severe or pervasive enough to create a
interviews during compliance assessments, or
work environment that a reasonable person would
helps in the investigation of a worker’s grievance.
consider intimidating, hostile, or abusive.
Verbal Abuse: Behavior that includes screaming,

Petty slights, annoyances, and isolated incidents
insulting language, name calling, threatening,
(unless extremely serious) will not rise to the level of
and/or sexually demeaning language.
illegality. To be unlawful, the conduct must create
a work environment that would be intimidating, Psychological Abuse: Behavior that may result in
hostile, or offensive to reasonable people. psychological trauma, including anxiety, chronic
depression, or post-traumatic stress disorder. For
Offensive conduct may include, but is not limited
example, telling migrant or foreign contract workers
to, offensive jokes, slurs, epithets or name calling,
that they risk being deported if they leave their
physical assaults or threats, intimidation, ridicule
employment with the factory or telling workers the
or mockery, insults or put-downs, offensive
factory will have to close if a union is formed.
objects or pictures, and interference with work
performance. Harassment can Physical Abuse: Physical abuse is any act that
includes pushing, slapping, cutting, punching,
occur in a variety of circumstances, including, but
kicking, and/or tripping which is intended to inflict
not limited to, the following:
pain on another person.
• The harasser can be the victim’s supervisor,
a supervisor in another area, an agent of the
employer, a co-worker, or a non-employee.
• The victim does not have to be the person
harassed, but can be anyone affected by the
offensive conduct.
• Unlawful harassment may occur without
economic injury to, or discharge of, the victim.
49
The below figure summarizes the types of harassment and abuse that may be present in a workplace. All
forms of abuse should be avoided.
WORKPLACE ABUSE
WORKPLACE
ABUSE
SEXUAL
HARASSMENT PHYSICAL ABUSE
Inappropriate Touching, Pushes, Slaps
Sexual Jokes
VERBAL ABUSE PSYCHOLOGICAL

Screaming, Yelling, ABUSE
Insulting Language
Demeaning
Criticism
How do you do it? DO have a written system of progressive

discipline (e.g., a system of maintaining
NEVER knowingly permit or condone
discipline through the application of
physical, sexual, or psychological
escalating disciplinary action moving, for
harassment or abuse to persist on a
instance, from verbal warnings to written
systematic and repetitive basis in day-to-
warnings to suspension and finally to
day running of business operations
termination)
DO have a written policy strictly
DO ensure Human Resources personnel
prohibiting harassment and abusive
have sufficient training on how to deal with
behavior. This policy should include
sensitive issues such as sexual harassment.
protocols and procedures on how the
DO conduct trainings on harassment and
company will deal with these types of
abuse, workplace violence and bullying.
behavior, methods by which employees
can voice grievances, and a non-retaliation DO ensure that disciplinary actions taken
policy for reporting of such behavior. against workers or management are
consistent across the company.
50
DO have written Security policies DO NOT locate suggestion boxes in areas

regarding the use of Security Personnel that could cause workers not to use the
(if applicable), notifying all of their role in suggestion box because they may feel
the factory and during certain situations. threatened (e.g. near the security station).
Be sure that the policies include proper
DO NOT use monetary fines and penalties
protocols for employee searches, crisis
including withdrawal of benefits as a means
situations, and security services for
to maintain labor discipline, including for
dormitories.
poor performance or for violating company
DO ensure that security practices are rules, regulations or policies.
gender appropriate and non-intrusive.
DO NOT restrain freedom of movement of
DO track grievances regarding harassment workers (e.g. not allowing employees to
or abusive behavior, and ensure that they leave the premises during breaks/lunch,
are appropriately resolved. restricting movement in the dormitories and
DO ensure that there the grievance system canteens), or deny access to water, food, or
has a way for workers to report issues medical care as a means to maintain labor
confidentially and anonymously. See discipline.
Employment Relationship for more info on DO NOT allow force to be used by any
grievance systems. security personnel except for self-defence
DO ensure that workers are informed when or when absolutely necessary, meaning
a disciplinary procedure has been initiated when other employees are in danger.
against them, allowing them to participate DO NOT allow Security to administer
and have a voice during disciplinary disciplinary action against employees or to
proceedings. discharge workers.
DO allow workers to provide a written DO NOT force workers to sign disciplinary
response to any disciplinary notice, and warning letters when they do not agree with
they acknowledge the notice by signing it. the warning.
It should be stated that in the notice, that
DO NOT allow supervisors or managers
they are only acknowledging the notice not
to threaten workers with arbitrary threats
agreeing to it.
such as dismissal to control their work and
DO NOT allow intrusive body searches behavior.
and physical pat downs unless there is a
DO NOT retaliate against or interrogate
legitimate reason to do so and upon consent
workers who have been interviewed during a
of the worker, unless an officer from the
compliance audit.
state/government has been ordered the
search. Searching of bags and other personal DO NOT use threats or pressure to force
items to prevent theft is acceptable. employee(s) to leave the factory or resign.
51
Use the below diagram as a guide for developing disciplinary procedures at your company.
EXAMPLE
EXAMPLE DISCIPLINARY
DISCIPLINARY PROCEDURE
PROCEDURE
EMPLOYEE BEHAVIOR OR Informal Stage NO FURTHER DISCIPLINARY

CONDUCT IN QUESTION • Investigation ACTION NEEDED
• Counseling
• Informal action – verbal warning
• Review perio
More action needed
Formal Stage NO FURTHER DISCIPLINARY

SERIOUS TRANSGRESSION
• Investigation ACTION NEEDED
• Formal meetings involving witness
and/or worker rep.
• Action – written warning/transfer
• Review period
More action needed
More serious discipline required FULL RECORDS OF FORMAL

following legal requirements – DISCIPLINARY ACTION MUST
e.g. Correct number of warnings
BE KEPT ON THE EMPLOYEE FILE
52
DOCUMENTATION
You must keep the following documents on file and available to auditors and other authorized personnel:
• Termination notices and records of disciplinary actions.

• All reported grievances along with the investigation report, and resolution.
• Training materials and training records (Harassment, Abuse, Workplace Violence and Bullying - both for
management and workers).
• Wages paid to employees – verification that monetary fines are not being deducted.
• Grievance committee records or union records (if applicable).
• CCTV recording of the factory to review security searches (if applicable).
• Dormitory rules and regulations.
• Management organizational charts.
BEST PRACTICES
Worker Hotline
Implement a workers hotline that can handle

sensitive grievance such as Harassment and
Abuse to gather information for the investigations.
The hotline will allow workers the ability to file a
grievance anonymously if so desired.
53
FORCED LABOR
A SHARED COMMITMENT
OUR BUSINESS PARTNERS ARE PROHIBITED FROM UTILIZING FORCED LABOR, WHETHER IN THE
FORM OF PRISON LABOR, INDENTURED LABOR, BONDED LABOR OR OTHERWISE. MENTAL AND
PHYSICAL COERCION, SLAVERY AND HUMAN TRAFFICKING ARE PROHIBITED THROUGHOUT THE
SUPPLY CHAIN.
WHAT DOES IT MEAN?
The use of Forced Labor has existed for centuries, primarily through the use of slave or prison labor. In
today’s world forced labor occurs through more sophisticated mechanisms that may be more difficult to
identify. The most common type of forced labor is overtime imposed through threat of punishment, penalty
or force. More severe examples occur through human trafficking of migrant laborers or the use of bonded
labor. Workers are usually exploited by contractual agreement with labor brokers who end up garnishing
most of the worker’s wages. Forced labor is common with migrant workers. See the “Migrant Worker Policy”
(pg. 120) for migrant-specific guidance.
Companies should ensure that employment is freely chosen. This is accomplished by implementing
mechanisms in place that:
• Ensure overtime is voluntary without the threat of penalty or dismissal.

• Workers can freely resign from their employer after the worker has been provided reasonable notice.
• Labor brokers or others are monitored to ensure they do not entice workers into compulsory
arrangements, e.g. having to pay exorbitant upfront recruitment or referral fees.
• Migrant workers are treated equally to national workers.
BUSINESS BENEFITS OF VOLUNTARY LABOR
The use of voluntary labor has many direct and indirect business benefits to companies. When workers are
not forced to work overtime through penalties and threats worker morale increases which leads to improved
productivity and worker retention. The stigma of producing products in a ‘sweatshop’ is a very real risk to
buyers and therefore companies with a reputation of using forced labor are less attractive business partners.
54
KEY TERMS
Bonded Labor: Worker who are indebted to Forced Overtime: Overtime that is imposed under
labor brokers or companies through recruitment some form of penalty (dismissal, transferring to a
fees, which usually garnish most, if not all of lower grade job, no future overtime opportunities,
their wages. etc.), by threat of force, by physically prohibiting
from exiting by closing factory gates, or by
Labor Broker: Any third party involved in the
restricting access to transportation. Workers are
recruitment, selection, hiring, transportation, and/
only obligated to work the hours agreed to in their
or occasionally in the management of migrant
work contracts, any work hours above and beyond
workers. This includes sending/receiving labor
that agreed schedule must be performed on a
brokers. Also referred to as labor recruitment
totally voluntary basis.
agencies, recruiters or agents.
Prison Labor: Work performed by individuals who
are incarcerated by either the state or military.
How do you do it? DO require the labor broker to provide you

with copies of the labor contracts that
NEVER knowingly use forced labor –
migrant workers signed (See Migrant Worker
including prison labor, trafficking, slavery,
Policy). Ensure that the contract is legal,
and/or indentured or bonded labor – in
does not have any unethical items and that
which workers’ freedom of movement,
the worker received a copy of the contract
ability to willingly leave work, and human
written in his/her own language.
rights are denied or severely restricted.
DO ensure all overtime hours are voluntary
DO have a written policy prohibiting the
(not imposed under threat of penalty or
use of Forced Labor of any kind. This
force).
policy should be clear identifying the
DO verify with migrant workers that their
different types of situations which would
contracts were freely signed. (See Migrant
be classified as Forced Labor and type of
Worker Policy)
action that will be taken if any form of
Forced Labor is uncovered. DO use only government registered or
DO provide training to management and legally licensed recruitment agencies,
workers policies and procedure regarding either locally or from foreign countries.
the use of Forced Labor. Maintain a database of reputable

employment agencies (if using employment
DO verify that workers hired through a
agencies is common practice). (See Migrant
labor broker have not paid any recruitment
Worker Policy)
fee or deposit.
55
DO have a resignation policy in the language DO NOT impose unreasonable curfews in

of workers that outlines procedures and dormitories that restrict the movement of
protocols to follow upon resignation. workers during their leisure time (curfews
DO verify that approved subcontractors should be agreed to by residents to be
have written policies and procedures in reasonable for personal safety).
place to prevent incidents of forced labor. DO NOT deduct from workers’ wages,
DO provide workers with appropriate costs or fees associated with employment
benefits such as meals, beverages, rest eligibility such as health check,
breaks, transportation, etc., during overtime employment registration, work permits or
work hours as required by law or as per labor broker fees.
factory mandates. DO NOT restrict foreign workers from
DO NOT prevent workers from resigning joining unions.
from employment with reasonable notice DO NOT refuse to return the worker’s
(workers can resign at any time but may savings at the end of the contract or upon
face well-communicated consequences for resignation.
not following company rules).
DO NOT restrict the amount of times a
DO NOT confiscate any original personal worker can use the toilets.
documents of workers. Ensure that migrant
DO NOT unnecessarily delay the granting
workers have free access to their personal
of permission for workers to leave the
documents such as passport, work visa,
workplace (workers may face reasonable
birth certificate, etc.
penalties for not following agreed upon
DO NOT require workers to live in factory company rules).
owned or controlled residences.
DO NOT pay the labor brokers the worker’s

wages, benefits or bonuses. (See Migrant
Worker Policy)
56
DOCUMENTATION
• Listing of all contract workers identifying the labor broker, the date of hire, length of contract and
country of origin (if applicable).
• All employment contracts/agreements.
• Agreement with labor brokers, recruitment agencies, or security agencies.
• Copies of worker visas, passports, emergency contact information.
• Worker agreement to follow factory rules and regulations.
• Evidence that workers were not responsible for the payment of recruitment fees and associated costs
that may have been charged in connection with obtaining employment.
Example of an Overtime Request Form
BEST PRACTICES
Social Integration Program Worker Surveys
Develop a program of social integration to Survey workers periodically to ensure that workers
assimilate foreign workers to their host country are not being forced by their supervisors to work
and their working environment. The program overtime, and their movement is not being limited
should focus on the cultural difference of the new either in the factory or in the dormitories. This
country, such as food, etiquette, language, etc. will help to determine whether management and
Also train local workers to understand the foreign supervisors need more training on the policies and
workers cultural differences. This will help promote procedures for Forced Labor.
understanding to all of social tolerance.
57
CHILD LABOR
A SHARED COMMITMENT
EMPLOYEES OF OUR BUSINESS PARTNERS MUST BE AT LEAST 15 YEARS OLD OR OVER THE AGE
REQUIRED FOR COMPLETION OF COMPULSORY EDUCATION IN THE COUNTRY OF MANUFACTURE,
WHICHEVER IS HIGHER. OUR BUSINESS PARTNERS ARE ALSO REQUIRED TO OBSERVE ALL LEGAL
REQUIREMENTS FOR THE WORK OF AUTHORIZED MINORS, INCLUDING THOSE PERTAINING TO
HOURS OF WORK, WAGES, WORK TYPE AND WORKING CONDITIONS.
WHAT DOES IT MEAN?
The use of Child Labor occurs when an employer hires a worker who is either too young to work, they are
below the age of required for compulsory education, or younger than the legal minimum age for employment.
Juvenile employees working beyond the legal limits, under hazardous conditions and certain types of
industrial work will also be classified as Child Labor violations.
The use of Child Labor has negative impacts on children and consequentially all of society. Companies must
protect the rights of children and young workers by:
• Implementing internal policies that prohibit the recruitment of under-age workers.

• Implementing a system of age verification.
• Ensuring young workers do not work in hazardous conditions.
• Providing financial and other support to young workers who may be found in, or forced into, the
workforce.
BUSINESS BENEFITS OF ADDRESSING CHILD LABOR
Despite the common perception that children have higher dexterity and lower cost, research indicates that
these advantages are more perceived than real. Children, in general, have a shorter attention span and low-
quality control appreciation resulting in higher rejection rates and therefore no net savings. Additionally, the
use of child labor can reduce the upcoming pool of healthy, educated and well-motivated workers that will
be needed for future growth and innovation.
58
KEY TERMS
Minimum Working Age: The legal age requirement Work underground, underwater, at dangerous
for employment that is mandated by the heights or in confined spaces.
government and/ or defined by international law. • Work with dangerous machinery, equipment,
tools, or requires heavy handling.
Juvenile Workers: Employees who are between the
minimum working age and the age of 18, typically • Work which is performed in an unhealthy or
hazardous environment, or under particularly
they need written permission to work.
difficult conditions.
Hazardous Work: Conditions by which work would
be considered hazardous include:
Night Work: Any work done between 10 pm and
• Work which exposes juvenile workers to 5 am is considered night work, unless there are
physical, psychological or sexual abuse.
country regulations that identify it differently.
How do you do it? necessity of medical exams for juvenile

workers (if required), identification of the
NEVER employ child labor especially
type of permission juvenile workers need
under abusive conditions such that could
to provide and restrictions on allowing
be considered ‘worst forms of child labor,’
children on the premises and remediation
endangering the health, safety, well-being
process if child labor is uncovered.
or morals of a child. Such forms of abuse
DO have mechanisms in place that can help
include hazardous working conditions,
HR or management, identify falsification of
slavery, trafficking, sale, bondage,
age documentation.
prostitution and so forth.
DO have a written child labor policy which DO have good record keeping of age
verification and permission to work for
is communicated to all personnel and which
juvenile workers (if applicable) on file for
clearly describes the procedure by which the
all personnel in their employee files.
factory will ensure it adheres to the policy.
DO make emergency child intervention
DO ensure that recruitment policies and
available if a child is found to be working
procedures prohibit the recruitment and
in the factory. Ensure that the child
hiring of under aged workers and child labor.
receives legal schooling and payment of
DO include a section in the Human
base wages (if in school) until reaching
Resources policies that focuses only on
legal working age.
Child Labor. It should clearly identify the
DO provide training to all management/
legal working age, types of documentation
supervisors on the legal restrictions for
that will be accepted for age verification,
juvenile workers (if applicable).
legal restrictions for juvenile workers,
59
DO provide training to all juvenile workers DO NOT keep original age verification
on the legal restrictions they are subject to documents. Keep copies only.
(if applicable).
DO NOT accept any age verification
DO create/maintain a juvenile registry that documents that are copies or have been
easily identifies the workers, the jobs they altered.
perform, and their working schedule.
DO NOT allow children onto the premises
DO follow the legal requirements when during work hours or onto any work area.
hiring and employing apprentices
DO NOT allow children under the minimum
or vocational students. The legal
working age access to the factory work
requirements would include hiring age,
areas at any time, unless they are part of a
wages, and legal restrictions.
school group or such type of event and have
DO NOT allow juvenile workers to work proper escort in the facility.
night hours, to perform hazardous work, or
to work overtime (if prohibited by law).
KEYS TO AVOIDING UNLAWFUL USE OF CHILD LABOR

Use the below as an example of practices for avoiding unlawful use of child labor and as a guide for
developing specific policies and procedures at your
KEYS TO AVOIDING UNLAWFUL

USE OF CHILD LABOR
RECRUITMENT
• Cross-check with other ID documents to verify age
• Keep a register of juvenile workers

• No heavy, night or hazardous work
JUVENILE • No overtime
EMPLOYEES • Workers under 18 wear color coded ID cards or other ID
• Managers + supervisors trained to understand policy
• Comply with the law
• Pay for schooling if worker below legal age for education and
REMEDIATION continue paying wage during education
WHEN CHILD LABOR • Factory to provide vocational training if worker is too old for
schooling but too young to work – continue paying wage
IS DISCOVERED • Comply with law
60
DOCUMENTATION
Analyzing and maintaining proper records for age verification, juvenile workers, and apprentice or vocational
students is essential to ensure compliance with Child Labor standards. Keeping the following documentation
on file will help resolve any allegations of Child Labor.
• Employee files should contain copies of age verification documentation such as birth certificate, driver’s
license, passport, etc.
• Juvenile worker files should have permission from school or legal entity allowing the juvenile worker to
be able to work.
• Employer should maintain a registry for juvenile workers, apprentices, and vocational students that
easily identifies all workers, their job, and working hours.
BEST PRACTICES
Multiple Proofs of Age Workstation Risk Assessment
Always require at least two proofs of age/identity, If juvenile workers are utilized, conduct a thorough
preferably one with photo ID. By making this a risk assessment of all workstations. Based on this
requirement it will reduce the risk of possibly hiring assessment maintain a list of areas and operations
underage workers. that are off limits to juvenile workers. These areas
should be marked with appropriate signage and
Training and Document Database restricted to personnel of sufficient age.
Provide training to hiring staff on identifying

signs of falsified documents and age records and
how to properly question employee or new hire
regarding their age. Keep copies of the types of
official documents as well as falsified proof-of-age
documents found in the hiring process. Use this
database as a screening tool by comparing them
with the documents submitted by job applicants
and to track the number of underage workers who
have tried to be hired at the company.
61
FREEDOM OF ASSOCIATION
Our business partners are required to recognize and respect the right of their employees to freedom of
association (FOA) and collective bargaining. Employees should be free to form and join organizations of their
choice. Employees should not be subjected to punishment, intimidation or harassment due to the exercise of
their right to join or to refrain from joining any organization, or due to their union activities.
WHAT DOES IT MEAN?
FOA means the employer will not interfere or retaliate, in any form, against workers who want to exercise
their right to join or form unions of their own choosing. In addition, the employer engages in good faith
negotiations with union(s) seeking to bargain collectively in order to protect and improve the terms and
conditions of employment, and/or to regulate relations between the employer and the union. This does not
mean that in order for a factory to be in compliance with FOA it must have a union, but it should have a
policy affirming workers’ rights to freedom of association and collective bargaining, and stating that these
rights will be respected.
All workers and employers have the right to establish and to join organizations of their choice to promote and
defend their respective interests, and to negotiate collectively with the other party. They should be able to do this
freely, without interference by the other party or the government. Worker freedoms to associate and collectively
bargain are recognized in international labor standards as the basic building blocks for healthy employer-worker
relations. These rights are a reflection of human dignity as they guarantee protection against discrimination,
interference and harassment and promote fair employment practices. Rights of freedom of association and the
right to collective bargaining must be respected. Businesses must ensure:
• There is a written FOA policy which is regularly communicated to all workers, via postings, trainings and/
or inclusion in employee handbooks. The policy should recognize and affirm a commitment to uphold the
rights to freedom of association and collective bargaining as part of the body of universal human rights.
• There is no discrimination against those who choose to form or join unions or who choose not to belong
to a union, or against those who participate in union activities.
• There is no management interference or influence in union elections, unions drawing up their
constitutions and rules, or unions organizing their administration, activities, and programs.
• When there is a union, the employer seeks to reach agreement with the union on processes for two-way
communication between the union(s) and management and for union/ worker participation in workplace
decision-making, in line with legal requirements.
• All negotiations between the employer and the union(s), which are part of the collective bargaining
process, are made in good faith.
62
BUSINESS BENEFITS OF FREEDOM OF ASSOCIATION
Healthy employer-worker relations can yield significant performance improvements. Several academic
and company studies indicate that increased employee satisfaction, due to a working environment where
workers rights are respected and supported, leads to higher quality products and improved productivity.
Effective resolution of worker grievances results in improved trust between workers and management. Good
relationships with workers and their representatives limits the potential for work stoppages due to worker
dissatisfaction (e.g. strikes), which can result in delays in production, by identifying and solving issues
before they escalate into conflict.
KEY TERMS
Collective Bargaining Agreement (“CBA”): Blacklisting: Creating, maintaining, using and/
Set of terms negotiated by worker (union) or communicating lists of employees or potential
representatives and management regarding employees who have attempted to form a union,
employment terms and conditions and/or belonged to a union, or engaged in union
relations between the union and the employer. activities, for the purpose of denying employment
The terms of the CBA are legally binding. to, or imposing a penalty against, those on the list.
How do you do it? any negative effect on their employment

status. See Employment Relationship for
NEVER act deliberately to prohibit workers
more info on grievance systems.
from exercising their rights to freedom of
DO provide worker representatives all
association and collective bargaining by
facilities necessary for the proper exercise
taking actions such as requiring workers
of their functions, including access to
to sign letters agreeing to not organize,
workplaces.
terminating or taking adverse actions
against workers who demonstrate interest DO have a written policy and communicate
in organizing, or blacklisting workers based to workers their rights relating to freedom
on union membership or activities. of association and collective bargaining
DO recognize the rights of unions to freely without reprisal.
engage in voluntary collective bargaining, DO NOT obstruct an alternative or

and, if a CBA is reached, honor the terms parallel means of worker’s association
of the collective bargaining agreement. where the right to freedom of association
DO bargain in good faith, i.e. engage in is restricted by law, and where the
genuine and constructive negotiations and alternative association does not negatively
make every effort to reach an agreement. impact workers’ exercise of their rights
to form and join unions, to the extent
DO ensure workers are able to raise
allowed by law.
work-related issues without retaliation or
63
DO NOT interfere with the right of unions DO NOT dismiss, demote or punish in
to draw up their constitutions and rules, to other ways workers on the basis of anti-
elect their representatives in full freedom, union discrimination.
to organize their administration and
DO deduct union membership fees/dues
activities and to formulate their programs.
from workers’ wages when workers consent
DO NOT favor one union over another. to the deductions in writing, in line with
legal requirements.
DO NOT engage in any act of anti-union
discrimination, i.e., do not make any DO NOT offer severance pay in any form
employment decisions based wholly or in or under any other name as a means
part on a workers’ union membership or of contravening the right to freedom of
participation in union activities. association, or of interfering in union
formation, membership or activities.
DO NOT threaten the use of presence of
police or military to prevent, disrupt or DO NOT hire replacement workers in order
break up any activities that constitute a to prevent, weaken or break up a legal
peaceful exercise of the right to freedom strike or to avoid negotiating in good faith.
of association, including union meetings,
assemblies and strikes.
DO NOT blacklist workers based on their

union membership or participation in
union activities, or engage in other forms
of anti-union discrimination.
64
DOCUMENTATION
• Grievance records (procedures, Suggestion/Grievance box records, follow-up actions, etc.).

• Employment contracts; records of terminations and disciplinary measures.
• Collective bargaining agreements.
• Minutes of the meeting between worker representatives/unions and factory management.
• Authorization from workers on union dues deduction.
• Training record on grievance mechanisms.
BEST PRACTICES
Worker Participation in Setting Rules • Do union representatives have access to the
and Procedures workplace and the workforce?
• Are workers allowed to take part in union
For rules and procedures to be effective, both
activities at the workplace?
management and workers need to agree to them.
Therefore allow workers or worker representatives • Are workplace representatives allowed time
to participate in the setting or revision of workplace and facilities to conduct union business?
rules and standards. Encourage input on potential • Does management seek to interfere in union
improvements to working conditions. Workers activities?
should be permitted to openly discuss issues in the
factory without fear of punishment. • If there is more than one union, does
management treat them equally or as
Monitor Indicators of Freedom of Association stipulated by national law?
• Are union members and their workplace
Monitor the indicators of Freedom of Association by
representatives more likely to be dismissed
conducting regular self-assessments or surveys that
or disciplined? Are union representatives
include questions such as:
and members only dismissed on grounds
• Are there collective agreements in place? not related to their union membership or
What do they cover? How often are they re- activities, and are any dismissals carried out
negotiated? Do the CBAs provide benefits for in line with legal requirements?
workers that go beyond legal requirements? • Are union members less likely to be promoted
• Are workers able to declare openly the fact or to be recruited into certain jobs or areas?
that they are union members? • Are workers punished for participating in
trade union activities, including strikes?
65
HEALTH AND SAFETY
A SHARED COMMITMENT
OUR BUSINESS PARTNERS MUST PROVIDE A SAFE AND HEALTHY WORKPLACE DESIGNED AND
MAINTAINED TO PREVENT ACCIDENTS, ILLNESS AND INJURY ATTRIBUTABLE TO THE WORK
PERFORMED OR THE OPERATION OF THE FACILITY AND MACHINERY. IN DOING SO, OUR BUSINESS
PARTNERS MUST COMPLY WITH ALL NATIONAL LAWS, REGULATIONS AND BEST PRACTICES
CONCERNING HEALTH AND SAFETY IN THE WORKPLACE, AS WELL AS PROVIDE ALL REQUIRED AND
APPROPRIATE WORKERS COMPENSATION COVERAGE IN THE EVENT OF INJURY OR FATALITY.
WHAT DOES IT MEAN?
Health and safety practices are intended to bring about conditions free from risk of injury or threat to the health
and well-being of workers. This is not a natural state of affairs, therefore it must be managed. Procedures,
policies, training, and other management tools must be implemented to ensure continued adherence to the
highest standards of workplace health and safety and compliance with health and safety regulations.
Health and safety management must be integrated in all business operations. When risks are not
appropriately managed, businesses often fail to provide a healthy and safe workplace, which then results in
poor productivity, worker injuries, and loss of business. In general, businesses must provide:
• A clean, hygienic, well-lit workplace free from uncontrolled hazards that could result in severe injury or
illness.
• Information and knowledge to workers on the hazards that they may face and how to avoid injury or
illness.
• Procedures for identifying workplace hazards and assessing their risks.
• Proper equipment for the control of hazards such as guards, locks, ventilation, alarms, personnel
protective equipment, etc. that is properly maintained and available to all that require it.
• Surveillance of the health conditions of the workforce.
BUSINESS BENEFITS OF A HEALTHY AND SAFE WORKPLACE
Studies consistently show the business benefits of well managed health and safety programs. Worker
productivity has been directly linked to the perception of a healthy and safe workplace. Productivity
increases due to worker happiness, security and less absenteeism due to illness or injury. Severe accidents
resulting in injuries or incidents such as fires that cause physical damage can result in significant business
interruptions and have substantial negative impact.
66
KEY TERMS
Health and Safety Committee: A committee working together to prevent workplace injuries
of both worker representatives (on-managerial and accidents, ultimately producing a safer and
position typically responsible for the hands healthier workplace.
on labor) and management representatives
OHSAS 18001: OHSAS 18001 is an
(i.e.. manager, supervisor, or a departmental
international occupational health and safety
position which manages, monitors, evaluates
management system. It includes criteria for a
and coordinates factory operations) equally
Health and Safety Management System that
represented that meets regularly (i.e. at least
enables an organization to control its risks and
monthly) to establish procedures for investigating
improve its performance.
all health and safety related incidents, ensure
workplace inspections are performed, and make Risk Assessment: A systematic process of
recommendations for actions. The purpose of a evaluating the potential risks that may be
committee is to get workers and management involved in an area task, job, or other activity.
How do you do it? medical treatment beyond first aid,

job transfer or termination, or loss of
DO conduct a facility wide risk assessment consciousness.
of all areas, operations, tasks and processes
DO provide training for new managers,
to identify exiting or potential hazards and
supervisors, and newly hired workers on
existing or appropriate controls for these
your company’s health and safety policies
hazards.
and procedures and provide job-specific
DO have a safety program for contractors that health and safety training as needed.
includes a qualification process, induction Training and materials should include
training, and monitoring of activities. health issues for workers.
DO have a health and safety committee that DO provide special safety training to
is active, meets regularly (at least monthly), maintenance staff including electrical safety,
and consists of equal parts management fall protection and ladder safety, confined
representatives, and worker representatives spaces, hazardous energy, proper use of
from all major work activities. The committee power tools, or other applicable maintenance
members should be given time to attend the safety subjects.
meeting during work hours without any form
DO provide effective training to all
of penalty including loss of pay.
workers on the proper use and importance
DO conduct regular health and safety of using safety equipment, guards,
documented internal assessments/audits of and PPE and enforce the use of this
the facility, the policies, and the procedures. equipment when necessary.
DO keep a record of ALL injuries and DO allow workers to refuse to work under
illnesses especially those resulting in a unsafe conditions with no penalty.
fatality, hospitalization, lost workdays,
67
DOCUMENTATION
• Risk assessments.
• Training records for contractors and employees.
• Results of internal audit or assessments.
• Health and Safety committee meeting minutes.
• Records of worker’s injuries/illnesses for at least the last 12 months (or longer if required by law).
BEST PRACTICES
OCCUPATIONAL HEALTH AND SAFETY EMPLOYEE FEEDBACK
MANAGEMENT SYSTEM CERTIFICATION
Allow for multiple ways for workers to provide
Become certified (or use the principles) of feedback on your health and safety training
a standardized certification such as OHSAS programs. Examples include:
18001 to develop your Occupational Health and
• Questionnaires and surveys
Safety Management System. OHSAS 18001 is
an international occupational health and safety • Email/Social Media
management system specification modeled after • Suggestion boxes (including anonymous
ISO 14001 (Environmental Management System). feedback)
It includes criteria for a Health and Safety • Team meetings
Management System that enables an organization
to control its risks and improve its performance. It
does not specify performance criteria, but describes
system elements.
68
HEALTH AND SAFETY CONTINUED:

FACILITY AND WORK ENVIRONMENT
KEY TERMS
American Conference of Governmental Industrial Personal Protective Equipment (PPE): Devices
Hygienists (ACGIH): A member based organization used to protect employees from injury or illness
that advances occupational and environmental resulting from contact with chemical, radiological,
health though varies activities including physical, electrical, mechanical, or other
publication of Threshold Limit Values (TLV) and workplace hazards.
Biological Exposure Indices (BEI).
Decibel (dB): A decibel is a measure of sound
Threshold Limit Values (TLVs): The level of a pressure level (noise). Measurements are most
chemical substance determined by ACGIH for which often made in the A-weighting scale and therefore
it is believed a worker can be exposed day after day are abbreviated as dBA.
for a working lifetime without adverse health effects.
Lockout/tagout (LOTO): Procedure to ensure that
Biological Exposure Indices (BEI): Values, dangerous machines are properly shut off and
determined by ACGIH used for guidance to not started up again prior to the completion of
assess biological monitoring results. Biological maintenance or servicing work. A ‘lock’ is placed
monitoring is the measurement of the on the device or the power source so that no
concentration of a chemical marker in a human hazardous power sources can be turned on. A ‘tag’
biological media (e.g. blood, urine, saliva). is affixed to a device indicating that it should not
The detection and concentration of a marker is be turned on.
indicative of exposure.
International Standards Organization (ISO): An
Ergonomics: The applied science of equipment independent, non-governmental membership
design, as for the workplace, intended to organization and the world’s largest developer of
maximize productivity by reducing operator voluntary International Standards.
fatigue and discomfort.
ISO 8995-1:2002 (CIE S 008/E:2001): An
Occupational Exposure Limit: Upper limit on international standard that specifies lighting
the acceptable concentration of a hazardous requirements for indoor work places and for people
substance in workplace air for a particular to perform the visual tasks efficiently, in comfort
material or limit of exposure to physical hazard and safety throughout the whole work period.
(e.g. noise, vibration, radiation).
ISO/FDIS 10821: An international standard
Powered Motor Vehicle (PMV): Any mobile power intended to provide manufacturers, users and
propelled vehicle used to carry, push, pull, lift, official bodies with safety requirements which,
stack or tier materials. They are commonly known in view of the state of the art, are to be met for
as forklifts, pallet trucks, tractors, platform lift industrial sewing machines, units and systems.
trucks, motorized hand trucks, rider trucks fork
trucks and lift trucks.
69
ACHIEVING AND MAINTAINING STANDARDS STRUCTURAL SAFETY
NEVER use a building for purposes not DO ensure that all architectural and
intended in the original design (e.g. structural designs have the approval of the
residential building) unless approved by government or municipal authorities and a
a qualified engineer and government or qualified civil engineer as required by law.
municipal authorities. DO conduct regular building inspections
NEVER use a building space that is part of as per standard of practice or country law.
a multi-story building that is not designed DO NOT disregard or dismiss reports of
for manufacturing and does not comply potential structural deficiencies (e.g.
with minimum fire safety measures. cracks) without proper investigation by
NEVER allow childcare, dormitories or competent structural engineers.
other living quarters within production or
warehouse buildings.
NEVER conduct business in a building

that has structural concerns (cracks,
sagging floors, tilts, etc.) that indicate
it might have significant defects. Always
ensure the building is free of structural
deficiencies or issues with structural
integrity.
NEVER allow additions to buildings (such

as additional floors, facilities i.e. gardens
etc.) or add equipment (e.g. generators,
water tanks) without proper assessment
from structural engineers and the approval
of government or municipal authorities.
NEVER allow workers to routinely work

on or under a mezzanine that has not
been approved as safe by a third party
structural engineer.
70
GENERAL CONDITIONS to workers with standing jobs.
DO ensure that all areas have sufficient

lighting for the type of work performed.
Light levels should meet local law
requirements or, in absence of available
law, businesses should reference ISO
8995-1:2002 (CIE S 008/E:2001) or
other applicable international standards.
Required lighting levels will vary
based on task and personnel. General
recommendations for light levels can
be found on pg. 71 (guidelines only,
appropriate lighting must account for DO design and set-up workstations in such
glare and other factors, see local law or a manner as to minimize body strain and
international standard for more info). train workers in proper lifting techniques.
DO ensure that all regular work areas are DO ensure all stairways are safe for travel
kept at a comfortable temperature range. including having proper handrails/railings
Temperatures should meet local law as required by building codes and safety
requirements or, in absence of available regulations, minimum width of 0.56 m (22
law, temperatures should generally be in), treads with slip resistant surface, and
maintained between 18.3˚C and 29.5˚C uniform step height and width throughout
(65 ˚F and 85 ˚F) and should never be any flight of stairs.
lower than 50˚F/10˚C or higher than DO keep all places of employment clean,
95˚F/35˚C and/or result in a significant dry and in a good state of repair
number of workers.
DO NOT block access to electrical panels,
DO implement an ergonomics program; eyewash/ shower stations and other
provide training on healthier practices emergency equipment. Mark (e.g. yellow
such as positions, movements, etc.; lines) and maintain a minimum clearance
provide ergonomic chairs with back of 0.9 m (3 ft.) at all times.
support to sitting workers, and floor mats
71
MATERIAL STORAGE, HANDLING, LOADING,

AND TRANSPORT
DO provide lifting devices to pick up

large rolls of fabric, transport stacks of
cut material, and move boxed goods on
pallets.
DO ensure safe stacking of materials

(appropriate height, no leaning). Racking
installations should display the maximum
working load and be inspected at least
annually.
DO ensure that the areas used for

lifting devices are clearly marked with
appropriate caution signs displayed in and
around the area.
DO provide lifting devices to pick up large

rolls of fabric, transport stacks of cut
material, and move boxed goods on pallets.
DO ensure that all cargo lift operators have
DO ensure safe stacking of materials
valid licenses.
(appropriate height, no leaning). Racking
installations should display the maximum DO ensure all PMV’s are inspected and
working load and be inspected at least operated safely by qualified, properly trained
annually. and licensed (where required) operators.
DO ensure that the areas used for DO promote safe driving practices outside
lifting devices are clearly marked with of the factory.
appropriate caution signs displayed in and

around the area.
72
HAZARDOUS EXPOSURES
DO conduct indoor air quality, exposure or DO provide appropriate protections for

risk assessments as necessary to establish any ionizing (e.g. x-ray) or non-ionizing
levels of exposure to various physical, radiation (e.g. Electric and Magnetic Field)
chemical, and biological hazards identified producing equipment.
in the factory. DO NOT allow exposure to chemicals,
DO ensure that all workers exposed dusts, or biological matter that exceed
to excessive noise are provided with local occupational exposure limits or, in
appropriate hearing protection. absence of available law, exposure limits
published by internationally recognized
DO ensure that all machinery with
entities such as the most current
exposed, moving, mechanical parts,
ACGIH Threshold Limit Values (TLVs)
or cutting implements (e.g. lasers) are
and Biological Exposure Indices (BEIs).
equipped with safety devices. Laser-
Exposures should be controlled using
etching machines should have barrier
elimination/ substitution, engineering
guards and interlocks to keep operators
(e.g. ventilation), administrative or PPE as
from opening them while the laser is on.
determined necessary.
DO ensure sewing machines, grinding
equipment, and other machinery have
adequate guards (e.g. eye protection, Acceptable
Length of
Sound Level
needle guards, pedal mat, etc.) in Exposure
(dBA)
place at all times. For sewing machine
requirements, refer to ISO/FDIS 10821 12 hours 83
Industrial sewing machines– Safety
requirements for sewing machines, units 10 hours 84
and systems.
8 hours 85
DO ensure safety instructions are either
displayed or posted near all machinery or
4 hours 88
are readily accessible to the workers in
language(s) spoken by workers. 2 hours 91
DO use 2-hand controlled cutting /
punching machines. 1 hour 94
DO provide appropriate PPE, free of

*Exposures above 114 dBA are not
charge, for all workers who require PPE to
permitted for any length of time.
work safely, including dust masks, needle
guards, respirators, gloves (including metal
mesh gloves) and hearing protection
(e.g. earplugs).
73
The diagram below represents the hierarchy of controls. Controls should be implemented starting at the top
with elimination then proceeding down the chart to PPE.
HIERARCHY OF CONTROLS
HIERARCHY OF CONTROLS
ELIMINATION
EFFECTIVENESS AND RELIABILITY

SUBSTITUTION
ENGINEERING
ADMINISTRATION
PPE
DO NOT allow exposure to chemicals, DO NOT rely on PPE as primary control

dusts, or biological matter that exceed of exposure hazards. PPE should only be
local occupational exposure limits or, in used as a last resort when engineering,
absence of available law, exposure limits work practices or other controls are not
published by internationally recognized feasible or sufficient to reduce exposures.
entities such as the most current American Factories should use the hierarchy of
Conference of Governmental Industrial controls as found in the figure herein.
Hygienists (ACGIH) Threshold Limit Values DO NOT allow the use of PPE without
(TLVs) and Biological Exposure Indices providing proper training on the proper
(BEIs). Exposures should be controlled use, proper maintenance, and proper
using elimination/substitution, engineering storage of PPE.
(e.g. ventilation), administrative or PPE as
determined necessary.
74
FALL PROTECTION HAZARDOUS ENERGY AND ELECTRICAL SAFETY
DO restrict access or provide fall DO ensure that only licensed electricians

protection (e.g. fences or wall) for any inspect, install and repair electrical wiring,
accessible areas greater than 1.8 meters equipment and machinery.
(6 feet) high. DO conduct regular Inspection and
DO provide fall protection equipment preventive maintenance on all electrical
(e.g. body harnesses, shock absorbing installations and machinery.
lanyards, deceleration devices, vertical DO ensure electrical safety protections are
lifelines, and anchorages) for those in place such as proper grounding, suitable
workers that may work at heights insulation, effective guarding to prevent
without sufficient walls, fences, or other contact with live and exposed parts of
barriers. This equipment must be in electrical equipment, and circuit protection
good condition, inspected monthly, and devices (e.g. fuses, circuit breakers, GFCI).
repaired immediately as needed.
DO ensure all electrical distribution panels,
DO provide training to all workers that use
breakers, switches and junction boxes are
ladders, moving stairs or other similar tools.
completely enclosed and protected from wet
DO NOT allow the use of permanently conditions.
attached ladders over two meters tall that DO create and enforce a Lockout and Tagout
do not have a fall cage, secure attachment (LOTO) procedure to protect employees from
to the wall, and are otherwise in good the dangers of accidental or unexpected
condition. startup of electrical equipment, or the release
of stored energy during inspection or repairs.
DO provide locks and tags for

implementation of the LOTO program.
DO NOT permit electrical equipment

with insufficient insulation or protection.
Electrical wiring should be insulated
properly. Exposed conductors must be
installed in an inaccessible area; otherwise,
it must be equipped with safety guards and
have clear warning signs.
75
Illuminance Guidelines: The below are general guidelines for lighting levels based on the processes being performed.
ILLUMINANCE GUIDELINES
TYPE OF INTERIOR, TASK OR ACTIVITY LIGHTING* (LUX / FOOT-CANDLES)
GENERAL
Simple orientation for short temporary visits 50
Working spaces where visual tasks are only occasionally 100

performed
Performance of visual tasks (low – high) 300 -1000
Performance of visual tasks near threshold of person's ability to 3000-10,000

recognize an image
SPECIFIC INDUSTRY EXAMPLES
Warehouse/Loading Docks 150 - 300
Office Work (Filing, copying, circulation, writing, typing, 300 - 500

reading, data processing)
Ironing, Sewing, Knitting 300 - 750
Spreading & Cutting 750 - 1500
Final Inspection 1000 - 3000
* The recommended range is +/- 10% of these values
76
DOCUMENTATION
• Building structural and architectural designs and approvals.

• Building structural safety inspections
• Indoor air quality, lighting, and noise measurements
• Maintenance and inspection records (PMV, Electrical Installations, Machinery)
• Training records (e.g. PPE, Fall Protection, Lock Out/Tag Out)
BEST PRACTICES
MONITORING EQUIPMENT
Purchase equipment for regularly monitoring the

conditions of the factory. Use this equipment to
regularly assess the factory conditions. This may
include:
• Light meters
• Noise meters
• Thermometers
• Indoor Air Quality Meters
All equipment should be properly calibrated and

maintained and the operators properly train on the
use of the equipment.
77

HAZARDOUS MATERIALS
KEY TERMS
Global Harmonization System (GHS): An Asbestos: A naturally occurring mineral, made up
internationally agreed-upon system of of long thin fibers. These fibers can be dangerous
classification of chemicals, created by the United if they are inhaled as dust and are known to
Nations that is designed to replace the various contribute to increased risk of lung cancer.
classification and labelling standards used in Asbestos containing material (ACM) is generally
different countries by using consistent criteria for considered any material that contains more than
classification and labelling on a global level. 1% asbestos by weight. Asbestos is commonly
found in insulation, roof tiles/sheets, floor tile and
Hazardous Material: Any substance or material,
other building materials. The import, export and
which presents a risk to health, safety,
use of asbestos is restricted in some countries.
environment, and property when used, stored
or transported. The term includes hazardous National Fire Protection Association (NFPA):
materials and hazardous wastes. International non-profit with a mission to reduce
the worldwide burden of fire and other hazards
Material Safety Data Sheet (MSDS) or Safety
on the quality of life by providing and advocating
Data Sheet (SDS): An informational document
consensus codes and standards, research,
intended to provide workers and emergency
training, and education.
personnel with procedures for handling or
working with that substance in a safe manner NFPA 30 Flammable and Combustible Liquids
and includes information such as physical data Code: Standard developed by NFPA for fire and
(melting point, boiling point, flash point, etc.), explosion prevention and risk control, storage of
toxicity, health effects, first aid, reactivity, liquids in containers, storage of liquids in tanks,
storage, disposal, protective equipment, and spill piping systems, processing facilities, bulk loading
handling procedures. and unloading, and wharves
78
How do you do it? DO NOT store incompatible chemicals

together. Incompatibilities can be found
HANDLING AND STORAGE
in the Safety Data Sheets or using widely
DO assign overall responsibility for available chemical compatibility charts.
chemicals to qualified and trained DO NOT store hazardous materials at
personnel. workstations in quantities that exceed the
DO have a master chemical inventory/list amount needed for a work shift.
of chemicals. A good inventory includes
the names of the chemical, quantity,
locations, and general hazards.
DO ensure that ALL chemical containers

are properly labelled and are closed with
tightly fitted lids/caps when not in use.
DO store all chemicals in a designated,

labelled, cool and well-ventilated storage
area with access limited to authorized and
trained personnel.
DO store flammable and highly combustible Poor storage of flammable liquids.

chemicals properly to prevent fires.
Flammable and combustibles should be
stored in accordance with local law, or in
absence of local law, the National Fire
Protection Association (NFPA) 30 Flammable
and Combustible Liquids Code. Flammable
chemicals should be stored in specially
designed rooms or cabinets with sufficient
ventilation, and fire suppression equipment.
DO provide secondary containers or other

spill controls to prevent entry of chemicals
Proper storage of flammable liquids in a
into the environment. Generally, secondary
designated and properly designed cabinet.
containment should be able to hold 110%
of the volume of the largest container.
79
HAZARD COMMUNICATION ASBESTOS
DO install warning signs and chemical DO assess whether asbestos containing

handling procedures in chemical storage materials are present on-site.
and use areas. DO NOT disturb asbestos-containing
DO provide access to applicable and valid materials without proper protections or
SDS where any chemical is stored or used. controls. If found on-site, an asbestos
DO provide chemical safety information management plan should be created.
and product labels in local language.
DO provide training to employees on proper

storage, handling, use and disposal of the
chemicals/materials that they work with.
Example warning sign for chemical

storage area.
Example chemical compatibility chart.

Factory should use a chart like this to
determine proper segregation of chemicals
during storage.
See the “Responsible Chemical Management” section (pg. 109) of this document for a full list of Dos and
Don’ts related to chemical management.
80
DOCUMENTATION
• Chemical inventory and Management Plan.

• Safety Data Sheets for any and all chemicals on factory site.
• Training records.
• Asbestos survey and Management Plan (if necessary).
BEST PRACTICES
Summary SDS GHS
Full SDS or MSDS provide very detailed information Use the principles of the Global Harmonization
on the properties of chemicals and may be difficult System (GHS) in your hazard communications.
to understand for most workers. Businesses can The GHS is a global system for standardizing and
create summary information sheets on chemical harmonizing the classification and labelling of
chemicals. Businesses can use the pictograms,
use and handling that are much easier to
SDS standards, and labelling standards throughout
understand. These should be written in simple
factories.
language that is understandable to the workers and
should be posted where the relevant chemicals are The below are GHS pictograms representing the
stored or used. various chemical hazards.
The photo on the left is posting of full MSDS or

SDS and may be hard to read and understand
for worker. On the right is an example summary
information sheet which is easy to understand.
81

FIRE AND EMERGENCY
KEY TERMS
ASTM International (ASTM): Globally recognized NFPA 72 National Fire Alarm and Signaling Code:
leader in the development and delivery of Standard that covers the application, installation,
international voluntary consensus standards. location, performance, inspection, testing, and
ASTM members deliver the test methods, maintenance of fire alarm systems, supervising
specifications, guides, and practices that support station alarm systems, public emergency alarm
industries and governments worldwide. reporting systems, fire warning equipment and
emergency communications systems (ECS), and
ASTM E2238-12 Standard Guide for Evacuation
their components. Provisions are expressed in
Route Diagrams: A standard intended to
prescriptive requirements with performance based
provide minimum guidelines for the design and
design methods and risk analysis requirements
placement of evacuation route diagrams (ERDs)
provided and essential for the proper design and
used in buildings. It covers the evacuation of
integration of mass notification systems.
building occupants when directed by emergency
response authorities in emergencies such as fire, NFPA 101 Life Safety Code: Code standard that
earthquake, and bomb threat. includes strategies to protect people based on
building construction, protection, and occupancy
ISO 23601:2009 Safety identification — Escape
features that minimize the effects of fire and
and Evacuation Plan Signs: Standard that
related hazards. The code has provisions for
establishes design principles for displayed escape
all types of occupancies, with requirements
plans that contain information relevant to fire
for egress, features of fire protection, sprinkler
safety, escape, evacuation and rescue of the factory
systems, alarms, emergency lighting, smoke
or facilities’ occupants. These plans may also be
barriers, and special hazard protection.
used by intervention forces in case of emergency.
National Fire Protection Association (NFPA):

International non-profit with a mission to reduce
the worldwide burden of fire and other hazards
on the quality of life by providing and advocating
consensus codes and standards, research,
training, and education.
82
How do you do it? DO provide fire and emergency response

awareness training for all employees.
EMERGENCY PREPAREDNESS
DO conduct and document emergency
NEVER go more than one year without evaluation drills (at least) twice a year (4
an emergency evacuation drill. Workers times a year for South Asia region; two
should always understand Evacuation announced and two unannounced) in both
procedures. If an emergency drill has production and dormitory facilities that
not been conducted within one year the include all employees and all buildings.
business must agree to conduct one prior
DO maintain and display an evacuation
to the placement of any PVH production.
plan/diagram in strategic locations in all
NEVER lock exit doors while the building buildings, rooms and areas of the factory.
is occupied (a single person in the building Evacuation plans should follow local law
would be considered an occupied building). requirements or in absence of local law,
NEVER conduct operations in areas conform to ASTM E2238-12 Standard
without sufficient and unblocked Guide for Evacuation Route Diagrams or
emergency exits. Generally, each area ISO 23601:2009 Safety identification –
or floor should have at least two (2) Escape and evacuation plan signs.
sufficiently separated and unblocked DO install automatic smoke and heat
emergency exits (more exits may be detectors in accordance with local law
required based on occupancy). This requirements or in absence of local law, in
includes ancillary areas that are utilized conformance with National Fire Protection
but are not continuously occupied Association (NFPA) 101 Life Safety Code.
(warehouse, outbuildings, etc.).
DO mark all exit paths with brightly
colored lines and arrows indicating
STRUCTURAL SAFETY direction to exit.
DO have a site specific emergency DO ensure exit signs are internally or

response plan that includes procedures externally illuminated with at least five
that address the most likely emergencies foot candles (54 lux) surface intensity
and risks, emergency contact numbers, or be self-luminous with a minimum
emergency plans/diagrams, and roles and luminance surface value of at least .06
responsibilities. foot lamberts (0.21 cd/m2).
83
DO comply with local building and fire DO mark any door, passage, or stairway
codes for exit door, stairwell and corridor that is neither an exit nor a way of exit
widths, or in absence of local code, access located or arranged so that it is
comply with International Code Council – likely to be mistaken for an exit with a sign
International Fire Code. At minimum, exit marked “Not an Exit” (this should be in
door width must be 32 inches (813 mm). local language and include pictogram).
DO ensure there are emergency lights

on all exit pathways, above exits and in
stairwells to provide 1 foot candle (10 lux)
of light at any point in the building and
0.1 foot candle (1 lux) of light along the
emergency exit path at floor level. New
stairs must be equipped with illumination
of not less than 108 lux.
Example ‘Not an Exit’ sign with pictogram.
Example of emergency lighting. Examples of emergency signs and notices.
DO provide training on the proper use of DO provide signs and notices for
fire extinguishers to at least 40% of the emergency responses. For example, signs
workforce. Training should be refreshed on elevators indicating they are not to be
annually. used in case of fire, or instructions on the
use of firefighting equipment.
DO NOT obstruct or limit exit pathways or

exits. All primary aisles should be at least
44 inches (112 centimeters) in width, and
must be marked with yellow lines/tapes or
other easily identifiable demarcation. Exit
doors should open in the direction of travel
(outwards) and should open easily and quickly.
DO NOT post emergency evacuation plans

Example of factory providing firefighting
at a height no greater than 1.2 meters
demonstration and training.
above the floor level.
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EQUIPMENT
DO mount extinguishers in a position between

DO provide an alarm system with an
0.15 meters and 1.5 meters above the floor
alarm that is distinctive, recognizable,
or within specially designed containers.
and perceivable above ambient noise and
light levels. The alarm system should be DO ensure fire hoses and/ or sprinkler
inspected and tested in accordance with system have a water supply sufficient to
local law, or in absence of local law, in provide prescribed volume per minute
conformance with National Fire Protection required to fight a fire.
Association (NFPA) 72 – Chapter 10. DO NOT travel a distance of more than
DO provide adequate and appropriate 75 feet (22.86 meters) to access a fire
fire-fighting equipment in all areas of the extinguisher. If the fire extinguisher is
factory including the canteen, child care located in an area subject to Class B
facility, and dormitory. fires (flammable or combustible liquids,
DO conduct regular and periodic inspections flammable gases, greases, etc.) the travel
of fire extinguishers (monthly); and have distance for the employee in this Class B
extinguishers serviced by a qualified, (hazard) area should be no more than 50
licensed company on at least an annual feet (15.24 meters) from a fire extinguisher.
basis. All extinguishers must be ready for DO NOT hide from view or obstruct access to
use (inspected, no broken or missing tamper fire extinguishers. The area in front of the fire
indicators, fully charged, no cracked or extinguishers should be clearly marked with a
damaged hoses, properly labelled). “yellow box” and kept clear of obstruction.
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FIRE PREVENTION
DO NOT allow dust or fibres to build up

on the surface of electrical equipment,
wiring or machinery. Dust should be
removed through regular housekeeping
and should include upper, harder to
reach areas.
DO NOT use naked lighting (fixtures

Example of area in front of fire
without protective covers) where
equipment kept clear.
combustible materials are stored (e.g.
material storerooms, fabric warehouse,
etc.). Lighting in these areas must be
constructed in such a way as to prevent
the escape of sparks or burning materials
and must operate below 165oC (equivalent
of NFPA Class III, Division 2 rated).
Example of blocking of fire equipment.
DOCUMENTATION
• Training files (fire and emergency response).

• Site specific emergency response plan.
• Emergency / fire drill records.
• Equipment and alarm inspection records.
• Fire safety management plan and risk assessment.
• Others documents as required by local / country law.
BEST PRACTICES
PRACTICE VARIOUS SCENARIOS
Emergency drills should be used to practice various and practice your response. Evaluate the drill in
emergency scenarios. In an emergency, things an honest manner, identifying the issues, so you
seldom go exactly to plan. Anticipate various can address the deficiencies of your response and
scenarios (e.g. an exit is blocked by fire) provide corrective actions.
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OCCUPATIONAL HEALT H AND HYGIENE
KEY TERMS
Bloodborne Pathogens: Pathogenic and systems that enable people to do work in
microorganisms that are present in human hazardous environments. Its member companies
bodily fluids and can cause disease in humans. are world leaders in the design, manufacture,
These pathogens include, but are not limited testing and application of protective clothing and
to, hepatitis B virus (HBV) and human equipment used in factories, construction sites,
immunodeficiency virus (HIV). hospitals and clinics, farms, schools, laboratories,
emergency response and in the home.
Exposure Control Plan (ECP): A written plan that
identifies those tasks and procedures in which ANSI/ISEA Z308.1-2009 — Minimum
occupational exposure to bloodborne pathogens Requirements for Workplace First Aid Kits and
may occur, and identifies duties of the persons Supplies: This standard establishes minimum
involved in cases of occupational exposure. performance requirements for first aid kits and
their supplies that are intended for use in various
American National Standards Institute (ANSI):
work environments.
As the voice of the United States standards and
conformity assessment system this institute ANSI/ISEA Z358.1-2009 American National
oversees the creation, promulgation and use of Standard for Emergency Eyewash and Shower
thousands of norms and guidelines that directly Equipment: This standard establishes minimum
impact businesses in nearly every sector. ANSI is performance and use requirements for eyewash and
the official U. S. representative to the International shower equipment for the emergency treatment of
Organization for Standardization (ISO). the eyes or body of a person who has been exposed
to hazardous materials. It covers the following types
International Safety Equipment Association
of equipment: emergency showers, eyewashes, eye/
(ISEA): Association for personal protective
face washes, and combination units.
equipment and technologies – equipment
How do you do it?
CHILDCARE
DO NOT locate childcare facilities within DO NOT permit children under the
production or storage areas. minimum working age in workplace areas
at any time, unless they are part of a
guided school tour or other such unusual
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SANITATION
DO have one functioning (1) sink or tap number of water closets in such case shall
for every 50 workers for the purposes of not be reduced to less than 2/3 of the
general hygiene. minimum water closets specified in the
DO make free, safe and clean drinking table below.
water available at all times and within

reasonable distance of workstations. Number of
Number of Toilets
Employees
DO provide access to individual drinking
cups or bottles with available sanitary 1 to 15 1
storage and cleaning areas for containers.
16 to 35 2
DO have a water sampling program in
place if utilizing ground (well) or surface
36 to 55 3
water as a source for facility provided
drinking water with samples tested at 56 to 80 4
least quarterly for all parameters required
by local law or in absence of local law, 81 to 110 5
international standards of water quality.
111 to 6
DO keep toilets clean and safe and be
150
in compliance with all applicable laws,
including relevant sanitation, medical and
Over 150 One additional fixture
safety and health regulations. for each additional 40
DO segregate lavatories by sex unless it is a employees
single stall with complete privacy and lock.
DO provide toilet supplies such as soap,

DO NOT restrict the time and frequency
toilet paper, garbage pails, and towels.
workers can have drinking water or
DO ensure the number of toilets meets the
unreasonably limit access (time and
minimum number in the table below. In
frequency) to toilets.
men’s lavatories, urinals may be provided
instead of water closets. However, the
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KITCHEN AND CANTEENS of local law, international standards such

as ANSI/ISEA Z308.1- 2009 - Minimum
DO ensure that all food made available to
Requirements for Workplace First Aid Kits
workers is prepared, stored, and served in
and Supplies) readily accessible (in case
a safe and sanitary manner in accordance
of emergency) first aid kit for every 100
with all applicable laws.
workers. If there are multiple floors, ensure
DO have a hygiene certificate or other that there are enough first aid kits per
permit for the kitchen and cafeteria if production floor.
required by law.
DO post signs to indicate the location of
DO keep valid health certificates, and first aid kits.
provide certification or training on food
DO have at least 2% of the workforce or
hygiene and safety for the canteen staff as
2 workers (whichever is higher) trained in
required by law.
CPR/ First Aid.
DO require all workers that handle food to
DO provide eye and body wash stations in
wear an apron, gloves and hair net.
areas where caustic or irritating chemicals
DO ensure the canteen has sufficient may be used in the factory. Stations
seating to accommodate all of workers who should conform to local regulations and
choose to utilize this service. be tested regularly. In the absence of
local regulations, stations should conform
MEDICAL CARE AND FIRST AID to ANSI/ISEA Z358.1- 2009 American
National Standard for Emergency Eyewash
DO ensure medical care should be and Shower Equipment.
available on-site as required by law. If
DO NOT limit access to the first aid kit. If
there is no medical care on-site, workers
kits need to be secured/locked to prevent
should have appropriate access to medical
items from being stolen, then several
care when needed such as a nearby clinic
workers in near vicinity to the kits should
or medical facility.
be selected to have access to the keys. The
DO provide one fully stocked (contents names of these workers should be posted
must comply with local law or in absence next to the first aid kits.
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OCCUPATIONAL HEALTH
DO have a bloodborne pathogens Exposure DO provide free occupational health

Control Plan (ECP) to prevent workers from checks conducted by a qualified medical
contacting blood or other body fluids that professional to workers handling hazardous
may contain harmful organisms, such as materials annually or more frequently if
HIV or HBV. required by law.
DO supply sharps containers for workers

to dispose of broken needles, scissors, or
cutting blades and provide appropriate
supplies to prevent accidental exposure
to blood or other body fluids (e.g. gloves,
disinfectant, etc.).
DOCUMENTATION
• Bloodborne pathogen exposure control plan.

• Records of occupational health checks.
• Canteen hygiene certificate.
• Canteen workers health certificates.
BEST PRACTICES
WELLNESS PROGRAMS • Smoking cessation programs
• Stress management programs
Encourage worker’s and worker’s families to lead
healthy lives. Businesses can do this by conducting • Courses or information sessions on health
various wellness programs. These programs can topics (e.g. women’s health)
include: • Access to fitness center
• Nutrition programs (e.g., “healthy” cafeterias, The US National Institute of Occupational Safety
weight control groups) and Health (NIOSH) provides a model for Total
Worker Health programs.
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COMPENSATION AND BENEFITS
A SHARED COMMITMENT
EVERY WORKER HAS A RIGHT TO GET COMPENSATION FOR A REGULAR WORK WEEK THAT IS
SUFFICIENT TO MEET THE WORKER’S BASIC NEEDS AND PROVIDE SOME DISCRETIONARY INCOME.
OUR BUSINESS PARTNERS MUST PAY AT LEAST THE MINIMUM WAGE OR THE APPROPRIATE
PREVAILING WAGES, WHICHEVER IS HIGHER, COMPLY WITH ALL LEGAL REQUIREMENTS
ON WAGES, AND PROVIDE ANY FRINGE BENEFITS REQUIRED BY LAW OR CONTRACT. IF THE
COMPENSATION PAID DOES NOT MEET THE WORKERS’ BASIC NEEDS AND PROVIDE SOME
DISCRETIONARY INCOME, OUR BUSINESS PARTNERS ARE REQUIRED TO TAKE APPROPRIATE
ACTIONS THAT SEEK TO PROGRESSIVELY REALIZE A LEVEL OF COMPENSATION THAT DOES.
WHAT DOES IT MEAN?
Providing payment to an individual for services rendered. Sufficient wages and benefits are essential for meeting
the basic needs of employees and their families.
Everyone who works has the right to just and favorable remuneration ensuring an existence worthy of
human dignity. Business must ensure payment of the minimum or prevailing wages and any other legally or
contractually required benefits. Businesses can do this by providing:
• Accurate recording and calculation of regular and overtime hours and payments.
• Prompt and correct payment of earned wages in compliance with local laws.
• Ensuring wage and payment information is transparent and well understood by workers.
BUSINESS BENEFITS OR PROVIDING APPROPRIATE AND TIMELY COMPENSATION
Wages and benefits are an important component of a successful business and a viable local community.
Although there is a perception that reducing wages will make a company more profitable, workers who
are well compensated are typically more motivated and therefore more productive, thereby negating any
potential savings. Additionally, paying sufficient wages makes it easier to attract and retain qualified, skilled,
and productive workers.
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KEY TERMS
Base Wage: Base wage is a remuneration received Worker’s Basic Needs: Basic needs include
for a given work period, as an hour, week or month, essential expenses such as food, clean water,
but not including additional pay, such as for clothes, shelter, transport, education and some
overtime work. discretionary income, as well as the workers’ costs
for legally required social benefits if applicable (e.g.
Overtime Wage: Compensation for overtime work,
health care, medical insurance, unemployment
typically at a premium rate as is legally required.
insurance, retirement plan, etc.).
Legally Mandated Benefits: Those benefits, such
Fair Wage: Compensation sufficient to meet
as annual leave social insurance and medical care
workers’ basic needs and provide some
which must be provided to employees by law.
discretionary income.
Prevailing Wage: Wages and benefits paid to the
majority of workers within a particular area and
trade. Prevailing wages are typically published
by regulatory agencies such as local or national
Departments of Labor or their equivalents.
How do you do it? at the internationally recognized overtime

rate, whichever is higher. DO pay overtime
NEVER systematically pay workers below
compensation within legally defined time
the legally mandated minimum wage or not
limits. When no time limits are defined by
pay workers for work performed. All workers
law, compensation shall be paid at least
must be paid at least the legally mandated
once a month.
minimum wage, including workers who are
DO pay all wages, including overtime
trainees, piece rate workers, workers on
compensation in cash, through check, wire
probation or apprentices.
transfer or other secure form of payment.
DO ensure that all legally required payroll
DO provide all legally mandated paid/
documents, journals and reports are
public holidays, annual leave, sick leave,
available, complete, accurate, and up-to date.
severance payments and 13th month
DO include ALL workers in payroll and
payments and bonuses accurately within
social security records.
defined time periods.
DO compensate for overtime hours at a
DO provide social security (insurance) to all
premium rate as is legally required or, in
workers as legally mandated.
those countries where such laws do not
DO retain written consent for any voluntary
exist, employees shall be compensated at
deductions for saving club and loan
the prevailing industry premium rate or
payments.
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DO make necessary back-payments to meet this standard. An absolute formula

workers for missing wages. for calculating a fair or living wage does
DO track the administration of termination not exist; however, companies can use
payouts and packages. Ensure timely estimation techniques, consult with worker
termination payouts regardless of timing representative groups, and consult with
of payroll. other stakeholders (e.g. Non-Governmental

Organization’s) to estimate a fair wage level.
DO make correct deduction from wages
DO NOT allow working during unpaid break
required by law – such as taxation and
or lunch periods.
social security – and deposit in the legally
defined account or transmit to the legally DO NOT have probationary periods
defined agency. exceeding more than 3 months
DO provide workers a pay statement/stub cumulatively.
to show, at minimum, earned wages, wage DO NOT use hidden or multiple payroll
calculations, total number of hours worked records in order to hide overtime, to falsely
(including OT), regular and overtime pay, demonstrate hourly wages, or for any other
bonuses, all deductions, and final total wage. fraudulent reason.
DO ensure workers have a right to choose to DO NOT hold voluntary deduction funds
use or not to use employer provided services, illegally or inappropriately.
such as housing or meals. Deductions for DO NOT hold over any legal funds from
services to workers shall not exceed the cost one pay period to the other unless the law
of the service to the employer. specifies that deposits are to be made less
DO post all legally required “minimum frequently than pay periods.
wage” or other compensation related DO NOT set production target, piece
notifications in factory work areas. rates or any other incentive or production
DO establish a system through which system at such a level that workers need
workers can contest wage payments and to work beyond legal normal working hours
receive clarifications in a timely manner. (excluding overtime), in order to make the
DO communicate to all workers and ensure legal minimum wage.
workers understand the wages, including DO NOT deduct wages as a disciplinary

the calculation of wages, incentives measure.
systems, benefits and bonuses. DO NOT pay wages to anybody on behalf of
DO have a plan to progressively increase a worker, unless the worker concerned has,
wages to meet the basic needs of workers in full freedom, authorized in writing for
(‘fair wage’) if the current wages do not another person to do so.
93
Use the below as a guide for developing specific policies and procedures at your company to ensure accurate
recording and payment of wages and benefits.
KEYS
KEYS TOTO ACCURATE
ACCURATE RECORDING
RECORDING AND AND
PAYMENT
PAYMENT OF WAGES
OF WAGES AND BENEFITS
AND BENEFITS
• Worker responsibility for AUTOMATED TIME CLOCK • Local Labor Bureau
personally clocking on and off LABOR CODE DETAIL
SYSTEM – PUNCH CARDS
• Meal breaks and other unpaid OF BENEFITS
times to be recorded OR ELECTRONIC
& INSURANCE SCHEMES • Written company policies
• Complete record of hours worked WORKING HOURS RECORD
• Show hours worked

• Regular & OT rates
• Performance bonus COMPUTER
• Skill allowance DATABASE /
• Lawful deductions PAYROLL RECORDS ELECTRONIC
• Factory and worker contribution
to social insurance RECORDS
• Leaves used and accrued
• Any special allowances
• Shows basic hours worked

• Shows over time hours + rates
of pay
• Shows allowances + bonuses paid PAY SLIPS ANNUAL OR PERIODIC • Provide workers with
• Shows all deductions STATEMENT OR information

REGISTRATION CARDS • Includes leave record
• Understood by employee
Employees should be allowed to check all records on request
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DOCUMENTATION
• Remuneration policies.
• Authentic and accurate payroll records for all employees.
• Pay slips (stubs) or bank transfer documents.
• Employment contracts.
• Records of deductions deposits to legally required fund / account.
• Documentation of all payments of wages and benefits paid in cash signed by the worker.
• Attendance, work hours records, leave records.
• Termination, dismissal documents and others as required by local law.
BEST PRACTICES
ELECTRONIC PAYROLL REGISTERS
Use electronic payroll registers that automatically the possibility for errors in wage and benefits
calculate payroll entries based on hours of work calculation. Fewer errors mean increased efficiency
rather than manual or handwritten payroll registers. (less time on corrections and complaints) and
Electronic registers typically minimize increased trust from workers.
Example of an electronic payroll register report.
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HOURS OF WORK
A SHARED COMMITMENT
OUR BUSINESS PARTNERS ARE PROHIBITED FROM REQUIRING THEIR EMPLOYEES TO WORK
MORE THAN THE REGULAR AND OVERTIME HOURS PERMITTED UNDER THE LAW OF THE COUNTRY
WHERE THEY ARE EMPLOYED. IN NO CIRCUMSTANCE MAY REGULAR HOURS EXCEED 48 HOURS
IN A WEEK AND, OTHER THAN IN EXCEPTIONAL CIRCUMSTANCES, THE SUM OF REGULAR AND
OVERTIME HOURS IN A WEEK CANNOT EXCEED 60 HOURS. EMPLOYEES MUST HAVE AT LEAST 24
CONSECUTIVE HOURS OF REST IN EVERY SEVEN-DAY PERIOD.
WHAT DOES IT MEAN?
This standard is meant to protect workers from overwork (exceeding legal or other work hour standards) and not
enough rest or free time. Excessive work can lead to fatigue, higher risk of accidents, lower productivity, and
possible damage to workers’ health and wellbeing.
Making sure that workers work a reasonable number of hours recognizes the importance of rest and providing
time for other aspects of a worker’s life such as family, leisure, educational and vocational pursuits.
Factories must ensure what workers are not overworked by:
• Limiting work hours to acceptable levels that are agreed to by the workers and in accordance with local law.
• Making overtime voluntary.
• Providing sufficient time off to rest and to enjoy other aspects of a worker’s life
BUSINESS BENEFITS OF LIMITING HOURS OF WORK
Multiple research studies have shown that longer working hours have an adverse effect on worker health,
owing to fatigue and work stress. These effects keep labor productivity below its potential. Studies also show
that high overtime levels can cause poor employee morale, which can affect productivity and absenteeism.
Working when fatigued can result in mistakes and production of inferior products. Well-rested workers
generally work faster and make fewer mistakes. Additionally, studies have found that long working hours can
contribute to an increase in the risk of work accidents as well as damage workers’ health.
96
KEY TERMS
Overtime: Work performed in addition to regular demonstrations, and in some cases severe power
working hours as defined by country law. In many failures. Events which happen frequently, such
countries, this is usually time worked over 8 hours as interrupted electrical supply or late delivery
in a day and 48 hours in a week. of materials, do not constitute extraordinary
circumstances. May also be referred to as unusual
Annual Leave: A certain number of paid days per
or emergency circumstances.
year given to a worker, as time off from his or her
occupation, for the purpose of rest or recreation Employee: All men and women directly employed
and usually mandated by law or through or contracted by an employer, including
collective bargaining. executives, managers, supervisors, production
workers and administrative (office) workers. All
Extraordinary Circumstances: Events which are
persons hired directly by the factory or hired
extremely unusual, including natural calamities
indirectly through a third party, to work on the
such as earthquakes and floods, fires, riots and
production or to provide support thereof.
How do you do it? DO provide workers with all official public

holidays as required under local laws and
DO maintain electronic time records that
regulations.
accurately records worker’s daily work hours
DO communicate information to all workers
in a timely manner, including overtime
on hours of work policy, including overtime
hours and rest days.
hours and overtime wages.
DO comply with the requirements of
DO provide explanation for all periods
country law regarding daily, weekly,
when extraordinary business circumstances
quarterly and annual limits on hours of
exceptions have been used.
work and overtime hours. Other than
in exceptional circumstances, the total DO provide reasonable meals, beverage,
weekly work hours (regular work hours plus rest breaks, transportation, and other
overtime) should not exceed 60 hours per benefits to workers for normal or overtime
week. work hours, which, at a minimum, must
DO have a voluntary overtime system where comply with local laws.
employees sign up to work overtime hours DO provide least 24 consecutive hours of

and are advised in advance (per contract rest in every seven-day period.
terms, if applicable). DO inform workers in advance about the
planned change of the rest days.
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DO NOT request workers to apply for DO NOT force any undue restrictions on
absence from overtime work. In case of workers’ use of annual leave.
extraordinary business circumstances, DO NOT impose any undue restrictions on
employers shall make reasonable efforts sick leave.
to secure voluntary overtime work prior to
DO NOT destroy or dispose of production
mandating overtime (e.g. ask for volunteers
records (or CCTV recordings if security
to work extra time from all available staff
camera is used).
who are working at the time; contact
all qualified employees who have made DO NOT interfere with the legitimate
themselves available to work extra time; recording of working hours by the workers.
seek qualified personnel from a contracted
temporary agency when such staff is
permitted by law, regulation or applicable
collective bargaining agreement).
DOCUMENTATION
• Time records and payrolls on file for the period of time as required by law.
• Documentation on use of excessive overtime and other exceptions to normal work hour schedule caused
by unexpected events, e.g., power failure, disaster etc.
• Document the training on hours of work and overtime policies and procedures.
• Leave requests and approvals.
• Voluntary overtime agreements, acknowledgements, and sign-up sheets.
• Production records and/or CCTV recordings.
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BEST PRACTICES
CROSS FUNCTIONAL TEAM VOLUNTARY OVERTIME PROGRAM
Create a cross functional team accountable for Create a voluntary overtime program that includes
keeping work hours under control. Involving the following components.
staff from different functions within a company,
provides important insight into the root causes • A written policy stating that workers may be
of excessive work hours. There should be regular asked to work overtime from time to time, but
meetings between production staff and HR or that workers can refuse overtime without fear
other department that tracks work hours. This of penalty or harassment. This policy should
team will work on planning and balancing the be posted prominently and understood by all
workload across the facility, and implementing management.
more efficient production processes (e.g. lean) • A work plan that gives workers at least 24
that will reduce overtime hours and improve hours’ notice when scheduling overtime
product quality. work. This gives sufficient time to make other
arrangements in case some workers cannot
The team should develop relevant Key work overtime as scheduled (for example, to
Performance Indicators (KPIs). In developing find other workers who can and are willing to
these KPIs the following should be considered: do the work).
• How will the monitoring be done? • Workers sign a consent form if they are willing
to work overtime each time it is requested.
• What data and metrics will be monitored?
A process is in place that workers can use to
• What reports will be generated (for example,
anonymously report violations of the working
total overtime hours per month, business
hours policy.
process root causes, recommended solutions)?
• How will the information be used to control
overtime?
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ENVIRONMENT
A SHARED COMMITMENT
OUR BUSINESS PARTNERS ARE REQUIRED TO COMPLY WITH ALL APPLICABLE ENVIRONMENTAL
LAWS, RULES AND REGULATIONS AT THEIR FACILITIES AND IN THE COMMUNITIES IN WHICH
THEY OPERATE, PARTICULARLY WITH RESPECT TO WATER, ENERGY, HAZARDOUS CHEMICALS,
AIR QUALITY AND WASTE. FURTHER, WE EXPECT OUR BUSINESS PARTNERS TO INCORPORATE
ENVIRONMENTALLY RESPONSIBLE PRACTICES INTO ALL OF THEIR ACTIVITIES THAT RELATE TO
THEIR BUSINESS WITH US.
OUR ENVIRONMENTAL COMMITMENTS
At PVH, Corporate Responsibility is central to how we conduct business, as we recognize both the opportunity
and the responsibility for business to take a lead role in addressing pressing global issues. As we continue
to embrace change and position our company for long-term success, we believe that CR will help us achieve
sustainable growth by managing risk, maximizing efficiency and driving value. Through our collective efforts, we
seek to create value for both society and our business by focusing on the following environmental priority areas:
1. Eliminate Carbon: Protect our global climate by reducing energy use and powering our business through
renewable sources
2. End Waste: Divert the waste we send to landfill
3. Eliminate Hazardous Chemicals: Eliminate water pollution from our wet processors
4. Innovate for Circularity: Foster and harness innovation to design and manufacture products that
eliminate product waste
5. Regenerate Materials: Transition key produce and packaging materials to sustainable alternatives
6. Source Ethically: Expand the application of our social and environmental standards to the
manufacturing of all products and materials
7. Provide Access to Water: Ensure access to clean water for communities in our key basins through
collaborative action
WHAT DOES IT MEAN?

Environmentally responsible practices help PVH and its suppliers identify business opportunities and protect
them from risk. This is done by ensuring compliance with local laws and protecting local communities,
identifying efficiencies, cost savings and added value opportunities, particularly through raw material,
product and packaging innovation.
As part of our commitment to promoting environmentally responsible practices, as an active member of

ZDHC, PVH has made a commitment to adopt industry tools and standards on chemical management
in order to drive industry improvement and enable zero discharge of hazardous chemicals through our
membership with ZDHC.
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To meet PVH’s expectations, businesses must commit to environmentally responsible practices including,
but not limited to:
• Committing to reducing your facilities’ use of natural resources, such as energy.

• Ensuring that all hazardous and non-hazardous waste is properly treated, stored, transported and
disposed.
• Meeting all standards for air emissions or discharge to the environment.
• Aligning your operations and practices with the Sustainable Apparel Coalition’s Higg Index Facility
Environmental Module (FEM).
• Maintain compliance with our Restricted Substances List and ZDHC’s Manufacturing Restricted
Substances List (MRSL).
THE SUSTAINABLE APPAREL COALITION’S HIGG FACILITY ENVIRONMENT MODULE

(HIGG FEM)
In 2017, PVH adopted the Sustainable Apparel PVH will contact suppliers who are required to
Coalition’s Higg Facility Environmental Module complete the Higg FEM, but all are encouraged
(FEM) as a way to engage suppliers on the to do so (and connect with PVH on
environmental performance of their facilities. The http://www.higg.org/) and will benefit from the
Higg FEM is an industry-wide self-assessment improved environmental performance realized as
sustainability tool designed to evaluate the a result.
environmental and social impacts of apparel and
PVH aims to partner with stakeholders throughout
footwear products.
our supply chain to use the Higg FEM to drive
The Higg Index suite of tools includes several improvements across facilities that produce for PVH.
different modules, which align with PVH’s
As such, facilities that are required to complete the
environmental commitments, and enable the
Higg FEM will be required to achieve Higg Level 1
evaluation of environmental performance at
across all impact areas by the 2021 assessment
the brand, supplier and product level. PVH has
cycle (2020 reporting year). Additionally, if you
committed to supporting the Higg Index as a key
operate a mill and/or have wet processing in your
tool to assess both its own social and environmental
facility, you will be required to achieve Higg Level 2
performance, and the progress of suppliers in terms
in the Chemicals, Wastewater, and Energy modules
of environmental sustainability.
by the 2021 assessment cycle (2020 reporting year).
Guidance on use of the Higg FEM is included throughout this document and we encourage you to use the
“How to Higg” website at http://www.howtohigg.org/ as a key resource. If you have questions about your
facility’s status or requirements, please contact your PVH CR representative.
101
BEST PRACTICES
APPOINT A LEAD HIGG FEM MANAGER AT AIM TO BE ACCURATE THE FIRST TIME AS YOU
YOUR FACILTY COMPLETE THE HIGG FEM SELF-ASSESSMENT
The coordinator should identify and engage If you answer “yes” to a question, you will be
subject matter experts. For example, appoint expected to provide relevant documents to support
a facility engineer for energy, maintenance your answers. If you are not confident about an
manager for wastewater, a facility engineer, and a answer, we recommend you answer “no.” More
wastewater plan technician. information can be found on
http://www.howtohigg.org.
DEDICATE TIME TO COMPLE THE HIGG FEM
USE THE HOW TO HIGG MANUAL
Time to completing the Higg FEM will vary
depending on your facility type, experience and The How to Higg manual provides practical
current level of effort working on environmental guidance to complete the Higg FEM, including
issues. Plan ahead and give yourself time a document checklist to help complete the
to engage relevant stakeholders, and collect assessment and sample answers. The manual
information needed to complete Higg. can be found at http://www.howtohigg.org. New
resources will regularly become available through
different forums and suppliers are encouraged to
review these as they develop.
102
KEY TERMS
AFIRM: PVH joined the Apparel and Footwear requirements. It should be used as a reference
International RSL Management (AFIRM) tool for answering questions relating to the
Group in 2014 whose mission is “to reduce development, production, quality, and shipping of
the use and impact of harmful substances in PVH products.
the apparel and footwear supply chain.” The
Hazardous Waste: Any waste or combination
industry group, comprised of 23 member brands,
of waste with the potential to damage human
focuses on providing a forum to advance the
health, living organisms or the environment when
global management of restricted substances in
improperly treated, stored, transported or disposed.
apparel and footwear, communicate information
For more information, please visit this link.
about chemical management to the supply
chain, discuss concerns, and exchange ideas Non-Hazardous Waste: Discarded materials from
for improving chemical management. More the consumption of goods and services and the
information on AFIRM can be found at this link: manufacture of goods. For more information,
http://afirm-group.com/. please visit this link.
Air Emissions: Anything the supplier produces Packaging: Packaging can refer to “on-product”
that is released into the atmosphere that packaging, which is any item on a product that a
could potentially cause harm to people or the consumer removes and dispose of prior to wear, or
environment. For more information, please visit “packing”, which includes shipping items such as
this link. boxes and polybags.
Energy Use: Overall energy consumption patterns, PVH RSL: Updated and published annually, the
including those associated with buildings and PVH Restricted Substance List (RSL) applies
manufacturing suppliers (i.e. process heating and to all products for PVH brands including, but
cooling, lighting systems, motors, pumps, fans, not limited to: apparel, components, footwear,
etc.). For more information, please visit this link. packaging, trims, home goods and accessories.
The chemical substances listed within this
Environmental Management System: A
document have been banned, restricted, or
management system-based approach that allows
are being phased out due to either government
a business to better understand its operations and
legislation or PVH’s belief that the chemicals or
environmental impact, and to find the means to
materials present environmental, health, or safety
reduce those impacts and generate environmental
risks. Supply chain partners must ensure that
improvement. For more information, please visit
all products, components, or materials supplied
this link.
to PVH and/or any processes used to produce
Global Quality Manual: The PVH Global Quality products, components, or materials comply with
Manual (GQM) is an online manual (available via the concentrations found in PVH’s RSL.
html and app) used corporately by internal and
Sludge: Solid, semisolid or liquid residue that
external partners, effective for all product shipped
is removed during the wastewater treatment
from January 1st 2017 onwards. It is designed
process. Also includes materials removed from
to provide associates and external partners with a
septic tanks.
clear understanding of PVH product standards and
103
Sustainable Material: A sustainable material is ZDHC MRSL: The ZDHC Manufacturing

a material that is produced in a way that has Restricted Substance List (MRSL) is a list of
reduced environmental impacts or improved chemical substances banned from intentional
social impacts as compared to its traditional use in facilities that process textile materials and
counterpart. trim parts in apparel and footwear. The ZDHC
MRSL establishes acceptable concentration
Wastewater: Water and water-carried solids
limits for substances in chemical formulations
that have been used or impacted by production
used within manufacturing facilities. Refer to
processes, including industrial, sanitary and
the detailed explanation in the “Responsible
storm water discharges. For more information,
Chemical Management” section (pg. 109) of this
please visit this link.
document.
Water Use: Overall water consumption patterns,

ZDHC Wastewater Guidelines: ZDHC Wastewater
including knowledge of what sources of water are
Guidelines define a single, unified expectation for
used (surface water or groundwater), the purpose
wastewater discharge quality that goes beyond
of its use, and the amount. For more information,
regulatory compliance, not only for conventional
please visit this link.
wastewater parameters, but also for hazardous
ZDHC: In 2013, PVH joined the Zero Discharge chemicals.
of Hazardous Chemicals (“ZDHC”) Programme, a

global coalition of leading international brands in
the apparel and footwear sector. ZDHC’s mission
is to transform the global apparel and footwear
industry by improving environmental performance
and chemical safety, thereby delivering a safer
and cleaner environment, with the ultimate goal
of achieving zero discharge of chemicals in our
product life cycle by 2020. The ZDHC foundation
has published many tools to aid suppliers in
achieving good chemical management systems
including the online gateway platform.
For more information please visit
https://www.roadmaptozero.com/.
104
ACHIEVING AND MAINTAINING ENVIRONMENTAL PERFORMANCE
How do you do it? ENERGY & GREENHOUSE GAS (GHG)
Suppliers should focus their efforts on the DO manage energy use and strive to reduce
impact areas that meet all legal and regulatory when possible.
requirements, align with PVH’s environmental
DO track the all sources and quantity
commitments and the Higg FEM, including the
used of energy such as coal, natural gas,
below tips. For more information, please refer to
petrol, hydro, or wind, which are owned or
HowToHigg.org.
controlled by your facility.
• Environmental Management System (EMS)
DO identify the factors that contribute most
• Energy and Greenhouse Gas (GHG) to on-site use of energy and set targets and
an action plan for reduction.
• Water
DO understand and be able to explain your
• Wastewater
sources of scope 1, 2, and 3 emissions.
• Air Emissions Refer to HowToHigg.org for guidance.
• Waste DO Consider producing or purchasing
• Chemicals Management renewable energy. Using renewable energy
is an effective way to reduce a company’s
carbon footprint and impact on climate
ENVIRONMENTAL MANAGEMENT SYSTEM (EMS)
change and global warming. Additionally,
DO obtain all environmental certificates the return on investment can be significant
and permits in accordance with legal due to the reduction in energy costs.
requirements and ensure the environmental Businesses can install solar, wind, or other
certificates and permits are valid. renewable power sources.
DO assign individual(s) (committee, manager,

etc.) to be responsible for overseeing that
the environmental policies, procedures and
systems are in place and functioning.
DO develop a system to ensure compliance

with PVH CR expectations, laws,
regulations, standards, codes and other
legislative and regulatory requirements.
DO maximize environmental performance

by setting a long-term strategy supported by
the EMS that will inform decision-making
on environmental management.
DO consider to certify your facility to

(or use the principles of) a standardized
certification, such as ISO14001, which is
a framework that a company or organization
can follow to set up an effective EMS.
105
WATER AIR EMISSIONS

DO ensure all water extraction, use,
DO track quantity of emissions from facility
storage, transfer, and infrastructure is in
operations and refrigeration and type of
compliance with regulations and permits.
refrigerants used (if applicable).
DO track water sources and quantity used,
including sources on site, such as machines DO track quantity of emissions from
or processes that require water use. production processes (if applicable).
DO establish a normalized baseline of water DO install and maintain pollution control or
use and targets for water reduction with treatment systems such as air scrubbers as
due dates. needed to meet emission standards.
DO consider conducting a water footprint
DO use emissions treatment suppliers
analysis that identifies water use in all
and equipment that are in good
stages of production and ways to identify
water conservation opportunities, which can operating condition, with the appropriate
also save money for the business. A helpful performance parameters monitored by
tool for conducing water footprint analyses qualified personnel.
is the ISO/CD 14046 standard.
WASTE
WASTEWATER
DO ensure the quantity and quality of all
DO ensure the quantity and quality of all
waste discharge complies with relevant
wastewater complies with relevant permits.
permits.
DO install and maintain wastewater treatment
systems or wastewater treatment suppliers as DO check hazardous waste storage
needed to meet discharge standards. containers regularly for spills and provide
secondary containment to capture any
DO use wastewater treatment suppliers
and equipment that are in good operating potential leaks or spills.
condition, with the appropriate performance DO store hazardous waste in containers that
parameters monitored by qualified personnel. are separated from ordinary waste, clearly
DO track the quantity of wastewater and properly marked, protected from the
generated from your industrial and / or weather, protected from fire risk, stored on
domestic operations. solid ground, in good condition, closed, and
DO be prepared to report wastewater in areas that are appropriately ventilated.
quality parameters you noted did not meet
permits or industry standard(s), such as
those outlined in the ZDHC Wastewater
Guidelines, in the most recent quality test.
Improper storage of hazardous waste.
Example wastewater treatment center
106
CHEMICALS
Refer to the “Responsible Chemical

Management” section (pg. 109) and the Health
and Safety Continued: Hazardous Materials”
section (pg. 78) of this document for a full list
of Dos and Don’ts related to chemicals. Key
recommended practices include but are not
limited to:
Properly protected hazardous waste DO maintain and comply with the updated
storage area. PVH Restricted Substance List (RSL),
which is required.
DO maintain test records from raw

DO ensure non-hazardous waste disposal
materials and components (trims, buttons,
complies with all local legislation and
zippers, labels) suppliers and/or RSL
international standards.
declarations.
DO reduce waste generation where possible
DO comply with the requirements of the
and prioritize disposal mechanisms including
ZDHC Manufacturing Restricted Substances
reuse, recycle, biological treatment, and
List (MRSL), which is required.
appropriately controlled incineration with
energy recovery DO receive a valid Safety Data Sheet (SDS)
for each chemical formulation and discuss
DO train applicable workers on the proper
ZDHC MRSL requirements with chemical
handling and storage of hazardous waste and
suppliers.
ensure only authorized (specially trained)
employees handle hazardous waste. DO assign overall responsibility for
chemicals to qualified and trained
DO maintain records on the disposal method,
personnel.
destination and transportation method for
hazardous waste, even if it is handled by DO ensure all bulk hazardous material
suppliers, qualified contractors, etc. storage tanks are properly managed (i.e.
stored in secondary containment).
Example of sorting of waste into different Example of discarding of polluted

waste streams. Facilities should recycle as wastewater into the environment.
must waste as possible.
107
DOCUMENTATION
• Documentation of energy used from on-site and purchased sources.

• Inventory of discharge points of waste and wastewater.
• Government-issued violation records (if any).
• Proof of environmental clearances (if any).
• Hazardous waste inventory and manifests.
• Hazardous and non-hazardous waste container labels.
• Safety Data Sheets (SDS).
• Wastewater and treatment plant inspection, maintenance, and monitoring results.
• Air emission monitoring results, including identification of sources on site.
• Waste storage inspection records.
• Water and energy efficiency monitoring.
• Environmental commitment and strategy documents.
• Environmental impact analysis and aspect evaluation.
Additional documentation that is required to complete Higg FEM Verification is outlined at HowtoHigg.org
within the “How to Higg Guide” under “documentation required” specific to every section.
108
RESPONSIBLE CHEMICAL MANAGEMENT

WHAT DOES IT MEAN?
PVH is committed to using safer substances in materials used to manufacture our products. This includes
eliminating hazardous chemicals from our products and manufacturing processes to protect the consumer,
workers, sourcing communities, and the natural environment. This commitment will move us towards our
ambition of eliminating water pollution from our wet processing facilities.
In order to achieve our chemicals ambition, we ask our suppliers to maintain responsible chemical management
systems that manage chemical risks at the inputs, within production process, and in the outputs.
CHEMICAL FLOW THROUGH

CHEMICAL FLOW THROUGH THE
THE MANUFACTURING PROCESS
MANUFACTURING PROCESS
INPUTS PROCESS OUTPUTS
Air
Raw
Materials
Finished
Product
Chemical
Formulations
Waste
Worker Health
& Safety
Water
Wastewater
ZDHC HIGG/CR Supply PVH ZDHC Wastewater

MRSL Chain Guidelines RSL Guidelines
The above diagram illustrates how chemicals flow through the manufacturing process- good chemical
management addresses hazardous chemical risks at each one of the points reflected in the diagram.
109
To help ensure hazardous chemical impacts are effectively managed and drive consistency across the industry,
we are requiring our suppliers to comply with PVH’s Restricted Substance List (RSL), the Zero Discharge of
Hazardous Chemicals (ZDHC) Manufacturing Restricted Substance List (MRSL). Additionally, we ask that
suppliers stay appraised of PVH requirements regarding the completion and verification of the Higg FEM, as well
as PVH targets set around levels of achievement in the Higg FEM.
More info can be found at: www.pvh.com/responsibility/policy/chemical-management-action-plan.
Manufacturing Restrict Substance List (MRSL)
Good chemical management begins with safer chemical formulations. PVH is requiring suppliers to adopt
the Zero Discharge of Hazardous Chemicals (ZDHC) Manufacturing Restricted Substance List (MRSL), which
is intended to address hazardous substances potentially used and discharged into the environment during
manufacturing and related processes, not just those substances that could be present in finished products. It
establishes acceptable concentration limits for substances in chemical formulations used within manufacturing
facilities and specifically bans hazardous chemicals from intentional use in facilities that process textile and
leather materials as well as trim parts in apparel and footwear.
In order to comply with the ZDHC MRSL, suppliers purchasing chemical formulations will need to work with their
chemical suppliers to ensure they receive a valid Safety Data Sheet (SDS) for each chemical formulation used
for PVH products and inquire whether chemical suppliers are able to verify that chemical formulations meet the
requirements of the ZDHC MRSL. To aid suppliers in procuring these MRSL compliant chemistries, ZDHC has
developed the ZDHC Gateway - Chemical Module, an online portal that allows you to search for formulations rated
for compliance to the MRSL. All suppliers of PVH products are granted free access to this platform. Please see
further details and instructions for use of the Gateway in the sections below.
PVH believes the ZDHC Gateway to be an important platform to enable the industry to demonstrate that there are
non-hazardous chemicals in the supply chain and we strongly encourage suppliers to utilize the platform.
Higg FEM - Chemical Management
PVH’s supplier requirements to adopt the Sustainable Apparel Coalition’s Higg Index Facility Environmental
Module (FEM) enables responsible chemical management at a facility level. The Higg FEM features a
chemicals module created in collaboration with the ZDHC. This module along with the wastewater module,
measures chemical management performance based on facility type. Please see the Environment section
pg. 100) for more information on the Higg adoption requirements, details on the tool and guidance on how
to complete it.
110
Restricted Substance List
PVH maintains a Restricted Substance List (RSL) which applies to all products for PVH brands including,
but not limited to: apparel, components, footwear, packaging, trims, home goods, licensed goods and
accessories. The chemical substances listed within this document have been banned, restricted, or are being
phased out due to either government legislation or PVH’s position that the chemicals or materials present
environmental, health, or safety risks.
PVH intends to update our RSL on an annual basis with the ultimate goal of adopting the Apparel and
Footwear International RSL Management (AFIRM) Group’s RSL. More information on AFIRM is provided in
the Tools and Resources For Driving Positive Impacts section pg. 114 below.
PVH suppliers must ensure that all products, components, or materials produced for PVH and/or any
processes used to produce products, components, or materials comply with PVH’s RSL. Suppliers should
visit https://www.pvh.com/cr to ensure they have the most current version of the PVH RSL.
Additionally, PVH requires RSL verification testing, though testing requirements vary by brand. For more
information on PVH’s RSL testing program, suppliers should refer to the PVH Global Quality Manual (GQM)
or contact their respective PVH Quality Assurance representative.
Wastewater:
Wastewater management is an essential component of good chemical management in the supply chain.
PVH suppliers are obligated to follow all legal requirements for wastewater generated and disposed. In
particular, suppliers should maintain valid wastewater and waste disposal permits to ensure compliance
with all applicable laws and regulations.
To manage wastewater in a way that will remove hazardous chemicals from the supply chain, we encourage
suppliers to go beyond legal requirements, for example, application of the ZDHC Wastewater Guidelines, and
more advanced wastewater treatment technologies.
111
KEY TERMS
AFIRM: PVH joined the Apparel and Footwear ZDHC: In 2013, PVH joined the Zero Discharge
International RSL Management (AFIRM) of Hazardous Chemicals (“ZDHC”) Roadmap to
Group in 2014 whose mission is “to reduce Zero Programme, a global coalition of leading
the use and impact of harmful substances in international brands in the apparel and footwear
the apparel and footwear supply chain.” The sector. ZDHC’s mission is to advance towards
industry group, comprised of 23 member brands, zero discharge of hazardous chemicals in the
focuses on providing a forum to advance the textile, leather and footwear value chain to
global management of restricted substances in improve the environment and people’s well-being.
apparel and footwear, communicate information
Our vision is widespread implementation of
about chemical management to the supply
sustainable chemistry and best practices in the
chain, discuss concerns, and exchange ideas
textile, leather and footwear industries to protect
for improving chemical management. More
consumers, workers and the environment.
information on AFIRM can be found at this link:
http://afirm-group.com/. The ZDHC Foundation has published many tools
to aid suppliers in achieving good chemical
Global Quality Manual: The PVH Global Quality
management systems including the online
Manual (GQM) is an online manual (available
gateway platform. For more information please
via html and app) used corporately by internal
visit http://www.roadmaptozero.com/
and external partners, effective for all product
shipped from January 1st 2017 onwards. It ZDHC MRSL: The ZDHC Manufacturing
is designed to provide associates and external Restricted Substance List (MRSL) is a list of
partners with a clear understanding of PVH chemical substances banned from intentional
product standards and requirements. It should be use in facilities that process textile materials and
used as a reference tool for answering questions trim parts in apparel and footwear. The ZDHC
relating to the development, production, quality, MRSL establishes acceptable concentration
and shipping of PVH products. limits for substances in chemical formulations
used within manufacturing facilities.
PVH RSL: Updated and published annually, the
PVH Restricted Substance List (RSL) applies ZDHC Wastewater Guidelines: ZDHC Wastewater
to all products for PVH brands including, but Guidelines define a single, unified expectation for
not limited to: apparel, components, footwear, wastewater discharge quality that goes beyond
packaging, trims, home goods and accessories. regulatory compliance, not only for conventional
The chemical substances listed within this wastewater parameters, but also for hazardous
document have been banned, restricted, or chemicals.
are being phased out due to either government
legislation or PVH’s belief that the chemicals or
materials present environmental, health, or safety
risks. Supply chain partners must ensure that
all products, components, or materials supplied
to PVH and/or any processes used to produce
products, components, or materials comply with
the concentrations found in PVH’s RSL.
112
How do you do it?
Please reference the How to Higg guide and DO use the ZDHC Gateway- Chemical
the ZDHC tools, including the ZDHC MRSL Module to identify MRSL compliant
and Wastwater Guidelines for more detailed chemistries for apparel and footwear
information on good chemical management production compliant chemicals for
systems. production.
DO assign overall responsibility for DO receive a valid Safety Data Sheet (SDS)
chemicals to qualified and trained for each chemical formulation and discuss
personnel.. This person should be aware of ZDHC MRSL requirements with chemical
the health and safety risks of chemicals as suppliers.
well has the MRSL and RSL requirements
DO provide training to employees on proper
for products and chemical formulations.
storage, handling, use and disposal of the
DO maintain and comply with the PVH RSL chemicals/materials that they work with.
and the ZDHC MRSL.
DO monitor wastewater daily for permit
DO maintain test records from raw limit requirements.
materials and components (trims, buttons,
See the “Health and Safety Continued:
zippers, labels) suppliers and/or RSL
Hazardous Materials” section (pg. 69) of this
declarations. (PVH testing requirements
document for further Dos and Don’ts related to
vary by brand and suppliers should contact
chemicals.
their QA representative for requirements
and more information.)
DO Register for the ZDHC Gateway at

https://www.roadmaptozero.com/gateway/
chemical-module/.
113
DOCUMENTATION
• Current PVH RSL

• RSL related test records. PVH testing requirements vary by brand and suppliers should contact their QA
representative for requirements and more information.
• RSL declarations from material suppliers
• 3rd Party Certifications applicable to PVH products or facilities (ex: bluesign, Standard 100 by Oeko-
tex, STeP by Oeko-tex etc.)
• Chemical Inventory List (see Health & Safety Continued: Hazardous Materials section; pg. 78) and
Management Plan
• Safety Data Sheets for any and all chemicals on supplier site. [Refer to the Health and Safety
Continued: Hazardous Materials section (pg. 78) for further instructions].
• MRSL compliance declarations or certificates from chemical suppliers for chemicals used in production
• Valid wastewater discharge permits
• Wastewater testing results from the latest required permit analysis.
TOOLS AND RESOURCES FOR DRIVING POSITIVE IMPACTS:
AFIRM Chemical Information Sheets: AFIRM Toolkit
AFIRM member brands have produced a Along with the AFIRM chemical information sheets,
comprehensive set of educational materials AFIRM member brands have produced a supplier
advising suppliers about best practices for chemical toolkit to aid suppliers in implementing an RSL
management. Each chemical information sheet testing and chemical management program. This
covers a chemical or class of chemicals, giving an document, translated in four languages, includes
overview of the substance(s), where they are likely to guidance on RSL chemicals, best practices, and
be found in the material manufacturing process, and corrective actions.
how to maintain compliance with the AFIRM RSL.
How to Higg
The complete library of chemical information sheets
is available on the AFIRM website at The How to Higg is the guide to help you understand
http://afirm-group.com; additionally, links to and successfully complete the Higg FEM. The guide
individual information sheets are embedded in each includes detailed information on the intent of each
chemical group section on the RSL. question and any relevant documents needed to
ensure an accurate response and verification.
114
ZDHC Gateway PVH DEVELOPED TOOLS AND

RESOURCES:
The ZDHC Gateway is an online tool for chemical
suppliers, manufacturers, and brands. It contains PVH RSL CHEMICAL GUIDANCE SHEETS
two modules:
Suppliers are encouraged to use the PVH chemical
• The Chemical Module- platform that enables guidance sheets to aid in understanding the
suppliers to find chemical formulations that chemical groups on the RSL and where they may be
meet the requirements of ZDHC’s MRSL to drive found along the supply chain. For more information
better sourcing decisions.
please contact your PVH QA representative.
• The Wastewater Module- an exchange platform
that enables suppliers to securely share PVH RSL TESTING TOOL AND TEST REQUEST
wastewater data in line with ZDHC’s Wastewater FORM TRF GENERATOR To aid our suppliers with
Guidelines, with ZDHC brands in the textile, participation in the PVH RSL Testing Program,
footwear, and leather industry. PVH has developed an online tool to help suppliers
All suppliers of PVH products are granted free identify RSL testing needs based off of material
access to the ZDHC Gateway portal given our type, risk, and PVH requirements. This information
brand membership. We encourage our suppliers to is used to auto-generate a testing request form (TRF)
register by visiting http://www.roadmaptozero.com/ for our suppliers. As testing requirements vary by
programme/wastewater-quality/ and clicking the brand, please consult your PVH QA representative to
“request access” button at the bottom of the page. see if this tool is available for your products.
ZDHC Academy
The https://academy.roadmaptozero.com/ZDHC
Academy provides brands and manufacturers with
ZDHC certified training to improve their knowledge
and practice of responsible chemical management.
Suppliers are encouraged to create a profile here
to attend ZDHC in-person trainings or take online
courses. https://academy.roadmaptozero.com/
115
OTHER ENVIRONMENTAL COMMITMENTS

SUSTAINABLE MATERIALS WOOL:
PVH is committed to sourcing raw materials more PVH believes the sheep that produce wool for
sustainably to minimize social and environmental our products should be treated responsibly and
impacts along the supply chain. Our sustainable raised on farms that preserve land health. To
materials strategy focuses on sourcing materials ensure these standards are met, we are members
with more environmental and social considerations of the Textile Exchange and we intend to use
in respect of all materials, including natural, their Responsible Wool Standard (RWS) wool
synthetic and animal-based fibers. in our products moving forward. We also will
explore other viable standards introduced in the
Cotton represents nearly 70% of PVH’s
market. PVH opposes the practice of mulesing.
raw material use, so we have a great need
We strive to give preference to wool from non-
and opportunity to invest in sourcing more
mulesed sheep with the aim of eliminating wool
sustainable cotton. PVH is taking a portfolio
from mulesed sheep from our supply chain in the
approach to sourcing more sustainable cotton.
future. We also have made the decision to remove
One of the key ways we are driving sustainable
all mohair products by 2020 due to concerns
cotton is through our membership in the Better
about its production. In addition, we will explore
Cotton Initiative and ongoing efforts to procure
other standards introduced in the market.
Better Cotton for our products. We are also
pursuing other sustainable cotton alternatives as DOWN AND FEATHERS:
appropriate for our business.
PVH does not allow down and/or feathers from
For more information, please visit the sustainable birds that have been live plucked or force fed. We
materials section of PVH’s CR Report. also require that down used in our products be
certified by the Textile Exchange’s Responsible
ANIMAL WELFARE
Down Standard (RDS) to ensure it has been
We aim to source materials of animal origin in sourced responsibly.
a humane, ethical and sustainable manner with
EXOTIC SKINS:
respect to animal welfare, and species conservation.
We refer to the “Five Freedoms” concept, promoted PVH is committed to sourcing exotic skins in
by the World Organization for Animal Health (OIE), a responsible manner. PVH does not source
as the guiding principles for our animal welfare exotic skins from any endangered or threatened
policies. All suppliers are required to comply with species, as defined by the International Union for
PVH’s animal welfare policy. Conservation of Nature and Natural Resources
(IUCN) in its red list. We strive to improve
FUR AND ANGORA:
traceability and collaborate on responsible
PVH has discontinued the use of angora in our sourcing practices for exotic skins.
products. Additionally, animal fur, as defined by
Fur Free Retailer, is prohibited and all products
containing synthetic fur must be labelled
appropriately.
116
LEATHER: packing materials, such as cardboard cartons,

used to protect products while in transport, and
All leather must be a bi-product of the meat
in our store and e-commerce operations.
industry.
For more information, please visit the sustainable
Additionally, PVH is actively exploring
packaging section of PVH’s CR Report.
commercially viable substitutes to animal-based
materials that meet the needs of our brands and GREENHOUSE GASES (GHG)
customers. These changes will take place by the
In 2019, PVH will be building off of prior work
end of 2018 and will be reflected in products
and launching new GHG targets as a part of our
that will be in stores and e-commerce sites from
“Eliminate Carbon” ambition, including,
2019 and onwards.
• PVH’s offices, warehouses and stores will be
For more information, please visit the animal
powered by 100% renewable electricity by
welfare section of PVH’s CR Report.
2030
SUSTAINABLE PACKAGING
• Reduce GHG emissions in our Scope 1, 2, and
Packaging is a large and visible source of waste, 3 emissions by 30% by 2030
yet it also plays a vital role in protecting products
As discerned from our targets, our ambition to
for our consumers. In 2016, we launched a
eliminate carbon extends beyond measuring and
sustainable packaging initiative with a view to
reducing energy consumed in our own operations
reduce and send zero waste to landfill. To help
and purchased electricity emissions. We are
pursue this goal, we have created a framework
also committed to measuring and reducing our
and established guidelines centered on the
indirect emissions, including emissions generated
three “Rs” of sustainable packaging: reducing
through third-party logistics and distribution of
packaging (to cut waste to landfill), switching to
goods, business travel, and those arising through
recyclable packaging materials (to cut waste and
purchased goods and services, including impacts
give materials a second life) and rethinking the
from our supply chain and procurement.
materials we use (innovating to find sustainable
alternatives). PVH will work with facilities to eliminate carbon
in the supply chain by driving adoption of industry
As we look forward, we are taking steps to reduce
measurement tools and scalable solutions through
the amount of packaging on our products and use
industry efforts and sustainable innovations.
more recyclable materials as part of our larger
“Regenerate Materials” focus area. In particular, For more information, please visit the greenhouse
we assessed our on-product packaging material gas section of PVH’s CR Report.
footprint and raised awareness of the importance
of packaging reduction and recyclability across CHEMICALS
our company. We also began collaborating with
For more information on PVH’s responsible
our suppliers and other apparel companies on
chemical and waste management program, please
innovative packaging solutions, through groups
see the “Responsible Chemical Management”
like the Sustainable Packaging Coalition.
section (pg. 109) in this document.
Increasingly, we will expand our focus to include
117
WATER
Water is used at every stage of our product We are using a number of different resources,
lifecycles – from growing raw materials (such as insights and tools to develop a comprehensive
cotton) to dyeing, tanning, printing and finishing global water strategy. Our strategy will be
garments, to the way consumers launder clothes. informed by our UN CEO Water Mandate
It is vital that we take steps to safeguard water commitment, a global water risk analysis
resources in our sourcing countries, especially conducted by WWF and insights into the lifecycle
as the global population expands, increasing impacts of our products.
pressure on the world’s available freshwater
For more information, please visit the water
supplies. In support of this, we are developing a
section of PVH’s CR Report.
global water strategy to safeguard and preserve
water resources in the communities where we
manufacture. We aim to ensure continuity and
quality of water supply for community members
and our business.
118
CR SUPPLY CHAIN GUIDELINES | OTHER POLICIES
OTHER
POLICIES
PVH has other policies related to the Code that are explained below.
119
MIGRANT WORKER POLICY & GUIDANCE

WHAT DOES IT MEAN?
PVH supports the development of an open and robust labor market and believes that migrant workers positively
contribute not only to the development of their countries of destination but also to their countries of origin.
As such, PVH is committed to ensuring that migrant workers are recruited ethically, live decently and are
successfully integrated into the factory workforce and local communities. Due to the conditions associated
with global movement of people and current recruitment systems, migrant workers can be disproportionately
vulnerable to situations amounting to forced labor, harassment, discrimination, unsafe and unhealthy living
conditions, and other human rights abuses. PVH recognizes that monitoring the recruitment practices and
employment conditions of migrant workers can be challenging and involves a long-term ongoing commitment.
Because of the global nature and complexity associated with the employment of migrant workers, issues
involving migrant workers and forced labor can only be addressed through partnership and collaboration with
our suppliers. PVH values the insight and cooperation in addressing these issues, and is committed to working
with suppliers, factories, facilities and other key stakeholders to address the challenges faced by migrant
workers to create positive sustainable impact for both workers and supply chains.
As a condition of doing business with PVH, suppliers, factories and facilities are required to comply with all
applicable national and local labor laws and regulations. If the law and guidelines within this policy conflict,
suppliers, factories and facilities should comply with the stricter standard. This policy applies equally to
both foreign and internal/domestic migrant workers.
If you have any questions about the Policy or Guidance please reach out to your PVH CR representative.
120
DEFINITIONS
Migrant Worker: A person who is recruited and Forced Labor: “All work or service which is
migrates from the country he or she inhabits to exacted from any person under the threat of a
another country (foreign migrant) or from another penalty and for which the person has not offered
location within the same country (internal himself or herself voluntarily.” Human trafficking
migrant) specifically for employment. and slave labor are forms of forced labor. 2
Labor Broker: Any third party involved in the Bonded Labor: Labor which involves a worker who
recruitment, selection, hiring, transportation, is indebted to labor brokers and/or companies
and/or occasionally in the management of through financial debts, loans, deposits, or
migrant workers. This includes sending/ recruitment fees, which usually garnish most, if
receiving labor brokers. Also referred to as labor not all of their wages.
recruitment agencies, recruiters or agents.
Human Trafficking: “The recruitment,

transportation, transfer, harboring or receipt of
persons, by means of the threat or use of force or
other forms of coercion, of abduction, of fraud, of
deception, of the abuse of power or of a position
of vulnerability or of the giving or receiving of
payments or benefits to achieve the consent of a
person having control over another person, for the
purpose of exploitation.”1
1 https://www.ohchr.org/en/professionalinterest/pages/protocoltraffickinginpersons.aspx
2 https://www.ilo.org/global/topics/forced-labour/definition/lang--en/index.htm
121
All PVH Vendors, Factories, Facilities, and/or their subcontractors that employ migrant workers are expected
to take on the following responsibilities to ensure that they comply with the Code and local laws and to
safeguard migrant workers’ basic human rights. As part of this commitment, PVH requires factories or
facilities that employ migrant workers to implement functional oversight mechanisms and create well-
defined policies and/or procedures that outline specific protections for migrant workers that address the
unique challenges migrant workers face and as posed by the use of labor brokers, including:
• Human Trafficking
• Forced and bonded labor.
• Recruitment fees.
• Withholding of travel and identification documents.
• Unfair and unequal treatment.
• Unfavorable working conditions.
• Long hours and low wages.
• Unreasonable and/or illegal wage deductions.
• Complying with US sanctions prohibiting the use of labor from North Korea.
We provide below more detailed examples and instructions of how our supply chain partners can implement
these critical policies and procedures throughout the worker life cycle (pre-departure, employment and end-
of-service). These include:
• Requiring formal written employment agreements (contracts) that outline the terms and conditions of
employment are provided to workers, in a language that workers can understand.
• Ensuring that the terms and conditions of employment meet those outlined in the contract.
Conducting proper due diligence in the selection of labor brokers is conducted to ensure workers are
ethically recruited (i.e. no recruitment fees have been charged to the worker in connection with obtaining
employment).
It is important to note that, in certain situations, additional protections, procedures or policies may be
required to ensure compliance with this Policy.
122
MIGRANT WORKER
MIGRANT WORKER
EMPLOYMENT
EMPLOYMENT LIFECYCLE
LIFECYCLE
ENT & NON-DISCR

EATM IMI
NA
TR PRE-DEPARTURE TI
IR – Recruiting
ON
FA
– Hiring
– Passport and Visa
– Travel
– Pregnancy Testing
– Contracts
END OF SERVICE EMPLOYMENT/INTEGRATION

– Payment of Expenses – Training
– Travel – Promotion or advancement
– Resignation/
termination
IR
FA
I
ON
TR A T
EAT M I N
MEN I
T & NO N-DISC R
The above figure can be used as a guide to understand the perspective of a migrant worker and develop
policies and procedures accordingly.
123
FAIR TREATMENT & NON-DISCRIMINATION
All migrant workers, irrespective of their provided), working hours, compensation,

nationality or employment status, shall be social and other insurance (except where
treated fairly and equally and not subject to lawfully required to be different), leaves of
discrimination at any point during the employment absence and benefits (except where lawfully
life-cycle namely during recruitment, hiring, required to be different), and promotion
and discipline
promotion, or advancement, compensation,
benefits, work assignments, training, discipline DO NOT: Treat migrant workers favorably or
and termination. unfavorably due to personal characteristics
such as religion, age, disability, gender,
DO: Ensure that identical policies and race, sexual orientation, caste, marital
procedures apply to migrant workers and status, or union or political membership or
their local counterparts affiliation.
DO: Ensure migrant workers have For more information on PVH’s non-discrimination
conditions of employment equal to their policy please the “Non-Discrimination” section
local counterparts. This includes but (pg. 44).
is not limited to an equal production
environment, residence and eating area (if
124
PRE-DEPARTURE
Labor Brokers • Pre-departure briefing

• Contracts of employment
A labor broker is often enlisted by a supplier,
factory or facility to recruit or hire migrant workers. • Arrival orientation, if applicable
If a labor broker is used, the factory or facility is • Supplier/factory’s right to audit, if
responsible for ensuring that the labor broker fully applicable
understands and aligns with PVH’s expectations
• Record keeping
and all legal requirements of the home country of
the worker and the country to which they migrate. • Ethical conduct
• Wages (regular, overtime, and holiday)
Selection
• Working hours (regular, overtime and
DO: Conduct due diligence on labor brokers holiday)
involved in the recruitment of migrant
• Job description and required job skills
workers to ensure that they have the
capability and willingness to comply with all • Contract term including start and end
legal requirements and PVH policies prior to dates
beginning a new business relationship. If the • The prohibition against hiring workers
engagement is presently active, do a post- directly from North Korea or through a
engagement review to ensure compliance. local North Korean embassy, in violation
Due diligence activities can include ensuring of U.S. sanctions and our Policy on
that the recruitment agency is licensed in Branded Merchandise
the home country, establishing monitoring
systems, etc. DO NOT: Engage with a new labor broker if
the due diligence finds that they do not meet
DO: Communicate directly with the labor or are not willing to meet the requirements
broker and conduct on-site reviews to ensure
outlined in this Policy and Guidance.
that they:
Training:
• Maintain any legally required licenses
and/or permits and is registered with the DO: Communicate with and train labor
government, if legally required. brokers on PVH’s policies and expectations
specifically with respect to standards on
• Have a history of legal and ethical
forced labor and ethical recruitment.
practices
Record-Keeping:
• Is contractually committed to abide by
PVH’s policies and expectations. DO: Maintain an internal database of labor
DO: Execute written legally binding service brokers that have been used.
contracts with labor brokers used in the DO: Refer to the database when selecting a
recruitment of migrant workers, in a labor broker in an effort to continually work
language both parties can understand, that with those who are in compliance and align
align with both PVH’s policies and all legal
with PVH’s expectations.
requirements. At a minimum, a contract
between the labor broker and the factory Ethical Recruitment & Conduct:
should include clauses covering: DO: Have in place a mechanism to ensure
• Fees the factory will pay the labor broker that all labor brokers recruit ethically and
• Non-discrimination in hiring conduct business in an ethical fashion
125
RECRUITMENT FEES
PVH maintains a “no fees” policy and suppliers, factories and facilities are required to ensure that
migrant workers are not responsible for paying fees or expenses to secure or maintain employment
with a factory or facility at any point during the employment life cycle.
Labor brokers frequently charge excessive service fees to migrant workers in exchange for employment
placement. It is often required that these service fees, which represent a large and disproportionate
portion of the wages paid to migrant workers, are paid by the worker in installments throughout the
period of employment. If proper due-diligence is not conducted by the factory or facility throughout
the recruitment and hiring process, incidences of forced labor or bonded labor, which are explicitly
prohibited, can occur. Depending on the severity of the finding, a finding of recruitment fees during a
PVH CR assessment may be considered a Critical Immediate Action issue.
DO: Ensure that migrant workers are not responsible for paying fees or expenses to secure or
maintain employment with the factory or facility at any point during the employment life cycle.
These fees or expenses can be related to the labor broker, factory or facility and incurred as part
of application, recruitment, hiring, placement, processing, transportation or re-location. Migrant
workers are not responsible for paying the following recruitment fees and expenses including but
not limited to:
PRE-DEPARTURE FEES AND COSTS INCLUDING BUT NOT LIMITED TO:
• Skills test. • Informal labor broker, agent, or

intermediary fees and expenses for
• Additional certifications.
assistance in recruitment, both one-
• Medical exams/screening/vaccinations if time and re-occurring.
required by the factory, facility or law.
• Any other requirements to access the
• Pre-departure training or orientation. job opportunity.
Definition of recruitment fees is currently based of the Responsible Business Association definition of fees and may be updated upon the
release of guidance on recruitment fees from the International Labor Organization (ILO)
126
DOCUMENTATION/ PERMITS AND ASSOCIATED COSTS OF OBTAINING SUCH

DOCUMENTS AND/OR PERMITS:
• New passport/identity documents (including renewals).

required for the purposes of obtaining • Police clearance fee.
employment, including renewal(s)
required for the purposes of retaining • Birth certification fee.
employment. • Certificate of good behavior fee.
• Visas (including renewals). • Government fees.
• Temporary work or residence permits • Insurance.
TRANSPORTATION AND LODGING COSTS (INCLUDING ALL TAXES AND FEES):
• Transportation and lodging costs • Airport taxes and fees and border-
after the employment offer has been crossing fees.
extended and accepted, from the • Relocation costs if asked to move once
worker’s home in the sending country to employment has begun.
the port of departure.
• Repatriation, or return transportation
• Transportation from sending country to and reasonable accommodation to the
receiving country port of entry. worker’s home country at conclusion of
• Transportation from receiving country employment.
port of entry to factory, facility or
provided accommodation.
ARRIVAL/ON-BOARDING:
• New-hire training or orientation • Medical exams/screening
OTHER REQUIREMENTS:
• Deposits and/or bonds (including non- the worker shall not pay anything that a
legislated). local worker would not pay.
• In the case of a recruitment-related fee
or expense that is not outlined herein,
127
Contractual Agreements verbally by the labor broker on behalf of

the factory in their native language.
• Contracts are signed by the migrant

worker voluntarily (this shall also be
confirmed by the supplier upon worker
arrival).
• The labor broker has provided the

migrant worker with a hard copy of
the contract on behalf of the supplier,
Clearly agreed upon and defined terms between • Labor brokers provide copies of labor
factories or facilities and migrant workers or contracts signed by the migrant worker
between labor brokers acting on behalf of the to the supplier, factory or facility and
factory and migrant workers ensure that the that the contract is legal and does not
understanding and expectations of both parties have any unethical components. Copies
is captured in a formal way. Additionally, the shall be readily at the factory or facility
execution of contracts breeds compliance as they at all times.
serve as a pre-written guide on how to run a legal DO: Upon arrival at the factory or facility,
and ethically driven operation. This is particularly migrant workers should be provided with a
useful in the event new and unforeseen signed copy of their contract.
circumstances occur. DO NOT: Revise the contract once it has
been signed without following the guidance
Contract of Employment:
below.
DO: Prior to migrant workers departing their
DO: If revisions are necessary, obtain
home country or home location within a
the worker’s full written consent and
country, the factory or facility is responsible
understanding before any amendments are
for ensuring that:
made.
• Migrant workers recruited by labor
DO NOT: Make amendments that are less
brokers are provided with a written
favorable to the worker. In the case that the
legally binding contract in their native
worker does not agree with the proposed
language or a language they understand.
amendment, the worker has the option to
• Contracts for employment are voluntarily end their contract without any
discussed with the migrant worker financial penalty and be repatriated at the
by the labor broker on behalf of the expense of the supplier.
factory to allow for clarification and
DO: Ensure the contract aligns with PVH’s
questions (it shall be confirmed by the
expectations, all legal requirements, and
supplier, factory or facility that this
includes, to the extent legally permissible,
occurred upon worker arrival).
clauses that, at a minimum, cover the
• In the case of illiterate migrant workers, following elements:
the contract is thoroughly explained
128
Worker: • Full name.

• Address in home country.
• Birthdate.
• Passport number or equivalent government-issued identification number.
• Emergency contact full name, address and details of the preferred contact method of
emergency contact (i.e., phone, email, Skype).
Supplier, • Company Name.

Factory, • Address.
Facility:
• National registration identification number (if legally required).
Labor Broker • Full name of the individual managing the specific case.
Signing the • Company name.
Employment
Contract on • Company address.
Behalf of • Details of the preferred contact method of the labor broker signing the contract of
the Supplier, employment on behalf of the supplier, factory or facility (i.e., home address, phone,
Factory or email, Skype).
Facility:
Employment • Period of employment/employment start and end date.

Terms • Nature of work and the address where it will be performed.
• Working hours, including regular and the shift, overtime, maximum allowable working
hours, and rest days.
• Wage rates, including regular, overtime and holiday.
• Estimate of the minimum and maximum (based on upper limit of 60 hours per week) net
pay the worker can expect each month.
• Description of all deductions including specification of the type and amount of each
deductions if exists.
• Applicable allowances, bonuses, incentives, or cash compensation.
• Applicable leaves and holidays.
• Description of additional benefits, including medical and social insurance, accident/
injury insurance, emergency, annual leave and any others.
• Description of line-itemed anticipated wage deductions with numerical estimates.
• Provisions of contract renewal, if applicable.
• Description of repatriation and costs.
• Provisions for voluntary early termination of contract by worker with and without notice.
• Grounds for involuntary termination by the factory.
• Explanation of living conditions and costs (if applicable) for accommodation, meals, and
transportation.
• Description of payment practices, including methods, frequency, and pay slips.
• Prohibition of recruitment fees.
• Identification of document retention and safekeeping.
129
EMPLOYMENT AND INTEGRATION
Identification and Travel Documents Worker Training
DO NOT: Maintain ownership, require the DO: Train migrant workers upon hire and
handing over of, or withhold access to annually on factory policies and procedures.
personal and travel documents at any point DO: Provide training (including written
during the employment term, except for the content or entirely verbally shared content
purpose of copying documentation for legal in the case of illiterate workers) to all
purposes upon initial arrival or for legally migrant workers in their native language
required government approvals. In the unless they are fluent in the local language.
event the factory or facility does procure
DO: Cover training topics important for
personal travel or identification documents
migrant workers to understand their specific
upon initial arrival, the documents must be
rights, including but not limited to:
returned to the worker upon completion of
the legally mandated task. • Forced labor
DO: Ensure that migrant workers have • Use of labor brokers

at all times control over and ownership • Recruitment fees
of personal documents, such as their • Travel documents
passport, visa, government issued or other
• Identity Documents and safekeeping
form of identification, travel documents and
otherwise. • Working conditions
DO: Provide optional private and lockable • Contract termination and repatriation
storage to the worker for personal and • Freedom of Movement
travel documents and make this storage
DO: Clearly document training, noting
accessible to workers at all times without
attendees, date, time, and topics covered.
restriction or notice to the factory or
facility. DO: Maintain a training document with
all attendee signatures acknowledging
DO: If legal requirements mandate that the
attendance and understanding of content.
factory store the documents on the worker’s
behalf or if the worker requests this, keep DO: Ensure that training documentation, as
a written record where the worker grants well as all training materials, can be easily
permission and you commit to keep the accessed by PVH personnel and designated
documents safe and return them within auditors.
12 hours upon request. Provide a copy of

the written record to the worker in their
native language or a language they can
understand.
130
Freedom of Movement and Harassment and Abuse Grievance Procedures
DO: Have in place a mechanism that is

DO: Ensure that migrants are free to return
written or explained in language migrant
their home country during times of annual
workers can understand that allows them
or personal leave without having to pay a
to report grievances confidentially and
deposit, threat of termination or other type
anonymously without fear of intimidation of
of penalty.
retaliation.
DO NOT: Restrict freedom of movement
DO: Ensure written procedures for filing,
within the factory or residences (if
recording, and follow-up of migrant worker
provided).
grievances are kept.
DO NOT: Allow harassment or abuse
DO: Communicate resolution of grievances
(whether physical or mental) at any time.
to workers and permit them to appeal.
Savings Programs
DO: Be fully transparent in the follow-up
DO: Keep in mind that while PVH process and response to worker suggestions
encourages workers to make responsible or complaints (e.g. posting the management
financial decisions, they should be made responses and follow-up actions).
and managed independent of the supplier,
DO: Ensure that grievance procedures
and applicable rules are known to migrant
DO NOT: Have forced worker savings workers and all procedures and rules are
programs or deposits in place for the posted in easily identified areas (e.g. near
purpose of workers saving their money, suggestion boxes).
unless required to do so by applicable
national or local law.
DO: If savings programs are legally

required, workers shall have direct control
of their savings accounts and unrestricted
access at all times.
131
END OF SERVICE
Repatriation
DO: In addition to any legal requirements DO NOT: Pay for repatriation or related fees
of the host country and country of origin if the worker:
regarding repatriation of migrant workers, • Is involuntarily terminated by the factory
at the completion of the employment due to illegal or grossly inappropriate
relationship or earlier upon termination conduct or as per the terms of the
of employment, a return air ticket land internal disciplinary policy.
transport ticket and other reasonable • Obtains other legal employment within
expenses shall be provided to migrant the country
workers.
DO: Pay repatriation costs for the migrant
DO NOT: charge workers any fees or
worker where:
penalties if the worker voluntarily
• The supplier, factory or facility breaches a
terminates his/her contract and provides
material term of the employment contract
full notice period per local law, or if the
worker terminates contract due to abuse or • Termination occurred due to supplier
threat to safety. abuse, harassment or grossly unfair
treatment
132
DOCUMENTATION
Proper documentation is a key component for suppliers, factories and facilities in providing evidence of
compliance with legal and PVH standards. Furthermore, keeping honest and accurate records that can be
conveniently accessed confers benefits to business in that they lead to greater efficiency and effectiveness
in human resource and operational management.
DO: Ensure that the following files and • All worker/factory employment contracts/
documents are readily accessible to PVH agreements.
personnel and designated auditors at any • Human resources documents that
point in time: incorporate the legal and PVH CR
• A list of all migrant workers by first and requirements, including policy and
last name, including a total count. procedural guidance, an Employee
Manual, and beyond.
• For every worker:
• Accurate and honest voluntary overtime
• Country of origin. sign-up logs.
• Position or role of work. • Contracts with labor brokers and related
• Period of employment, including agencies.
start and end date (if applicable). • Worker agreement to follow factory rules
and regulations.
• Copies of worker visas, passports,
emergency contact information. • Evidence of factory payment of
reimbursement (if applicable) of
• The labor broker or related agency
recruitment fees and associated costs.
name, contact, date of hire, length
Receipts of fees paid by workers (if
of contract (if applicable)
applicable).
BEST PRACTICES
DO: If a worker is legally required to DO: Communicate and enforce a non-
pay recruitment fees directly or it is not retaliation policy forbidding discrimination
possible to avoid them paying these fees or retaliatory action against a worker who is
or those outlined in the Recruitment Fees transparent about any recruitment-related
section of this document, the factory should fees paid or requested
reimburse these fees as soon as possible DO: Reimbursement payments provided
and no later than 90 days after employment are clearly documented and shared with
begins the worker, including the conditions of
DO: Ensure that reimbursement payments payment.
provided are clearly documented and DO: Communicate and enforce a non-
shared with the worker, including the retaliation policy forbidding discrimination
conditions of payment. or retaliatory action against a worker who is
transparent about any recruitment-related
fees paid or requested
133
HOSTEL, DORMITORY AND

SHARED SPACES
WHAT DOES IT MEAN?
Hostel, dormitory and shared spaces such as bathrooms, washing and bathing facilities, cooking and eating
areas, and common areas are regularly occupied and utilized by workers. These spaces serve as an extension of
the factories’ workplace as they are often continuously in use as a result of workers’ differing schedules.
Every worker has a right to clean, fair and safe living environments, including shared spaces. These spaces
present unique risks that the factory must account for and manage. In general, factories must provide:
• Adequate management and maintenance to cover living and shared spaces.
• Health and safety standards that meet or exceed that of the factory as applicable.
• Suitable fire safety measures such as holding emergency evacuation drills and making fire
extinguishers available in the quantity and type required.
KEY TERMS
Dormitory/Hostel: A section of a building or an Eating or Cooking Area: A section of a building
entire building that is used for sleeping and as or an entire building that is used of the cooking,
a personal space for workers. This includes the preparation and serving of food for workers. It
toilet, washing and bathing facilities, cooking can also refer to dining areas for workers.
and eating areas, and common spaces contained
within the building.
134
How do you do it? DO have written Security policies regarding

the use of Security Personnel (if applicable)
In order to meet requirements for living and at the dormitory. Be sure that the policies
shared facilities, factories should align their include proper protocols for employee
practices with the following: searches, crisis situations, and security
DO provide a supervisor and/or warden for services for the dormitory.
each dormitory and shared area. DO notify and train wardens/ Security
DO maintain a register book in the Personnel (if applicable) at the dormitory,
dormitory with all worker information, on their role and responsibilities at the
contact details and other emergency housing facility, and appropriate actions
contact information. during the course of their work.
DO have management post in the dormitory DO NOT impose unreasonable curfews in

important contact numbers like hospital, dormitories that restrict the movement of
police and fire station in a language workers workers during their leisure time (curfews
can understand. should be agreed upon by residents to be
reasonable for personal safety).
DO ensure that wardens/security guards are
present at the dormitory areas 24 hours a DO NOT restrain freedom of movement
day, 7 days a week. of workers (e.g. restricting movement
within the dormitory), or deny access to
DO provide transportation to and from the
water, food, or medical care as a means to
dormitory if there is reasonable concern for
maintain discipline.
the personal safety of the workers.
DO ensure that the dormitory is separated by
DO ensure easy and safe access to clean
gender. Male workers should not be allowed
drinking water in the dormitory.
to enter the female floor and vice versa.
135
General Sleeping Areas
DO ensure that all dormitories are DO provide the residents with sleeping and
located in a different building than where common areas that are clean, safe, well-lit
the supplier’s production takes place. and adequate in space.
Additionally, ensure that the building is
DO use doors and windows for the sleeping
used solely as a dormitory facility.
quarters that are fitted with appropriate
DO keep both the dormitory and locking devices and mosquito screens
surrounding location safe and clean. where conditions warrant them.
Specifically, ensure that all health and
DO provide adequate comfort heating,
safety requirements outlined in the “Health
ventilation or air conditioning in hot or cold
and Safety” sections beginning on pg. 66
climates.
and throughout this document are met.
DO establish and maintain procedures for
DO maintain a building that is structurally
the sanitary collection, storage and disposal
sound. The structure should comply with
of waste.
applicable building code and/or laws
pertaining to structural safety or this DO ensure that each worker in the
standard, whichever is stricter. dormitory has at least 30 square feet
(2.8 square meters) of living space or the
DO encourage the establishment of a
amount required by local law, whichever is
residential committee in factory dormitories
more stringent.
to engage with factory management on
issues impacting workers’ living conditions. DO provide each worker with their own
individual mats or beds with sufficient
DO NOT store hazardous materials used in
padding.
the production process in the dormitory and
any connected buildings. DO provide workers with their own secured
storage space for their clothes and personal
possessions.
DO provide laundry facilities.
DO NOT use triple-deck bunk beds. Only

double-deck bunk beds or single beds are
allowed.
DO NOT allow dormitory rooms to have

more than eight (8) individual occupants.
136
Bathroom and Shower Facilities DO make sure that Fire Extinguishers

are accessible in sleeping areas and that
DO provide, at a minimum, at least one residents do not have to travel a distance of
(1) toilet per ten (10) residents. Lavatories more than 75 feet (22.86 meters) to access
should be segregated by sex unless it is a a fire extinguisher.
single stall with complete privacy and lock.
DO conduct fire drills for all residents at
DO ensure that there is, at a minimum, least 4 times a year. If the dormitory is
at least one (1) shower or bathing facility shared by other people, a joint fire drill
per ten (10) residents. These should be should take place. A safe and convenient
segregated by sex. assembly point should be identified.
DO keep the bathrooms clean, well lit, DO provide at least 1 smoke detector per
stocked with toilet paper, and with a floor. If the dormitory hallway is open /
sufficient place for bathing and a wash not enclosed, 1 smoke detector in each
basin. dormitory room is required.
DO clean and sanitize the toilet and shower DO have in place an automatic smoke
facilities at least once daily. detection system that activates notification
DO make hot and cold water available for alarms in the following areas:
showering and washing at all times. • Common spaces outside of sleeping and
DO ensure that the shower and bathroom dwelling area(s).
floor are made of anti-slip, non-absorbent • Laundry room(s).
washable materials.
• Room(s) with cooking and mechanical
DO maintain a maximum separation equipment.
distance from living quarters to toilet/ • Storage room(s).
shower facilities of 165 feet/50 meters.
• Interior corridors of sleeping and
Eating and Food Preparation Areas dwelling area(s).
DO keep the kitchen and cafeteria (if DO inspect, test and maintain the smoke
present) clean and safe. detection system according to local law or
DO maintain a cafeteria that has sufficient in accordance with National Fire Protection
seating to accommodate all employees. Association (NFPA) 72: National Fire
Alarm and Signaling Code, Chapter 10 in
Fire Safety
the absence of local law. All systems should
DO provide at least two exits on each floor be inspected and tested at least annually
and ensure that these exits lead to a safe unless they require different inspection or
location. testing frequency.
DO keep halls and exits clear of obstruction DO install and maintain single or multiple-
and ensure they allow for a safe and rapid station smoke alarms on the ceiling or
evacuation in the case of fire or other wall outside of each sleeping area in the
emergencies. immediate vicinity of bedrooms and in
every room used for sleeping purposes.
DO post in the sleeping areas directions
for evacuations in the case of fire or other
emergencies written in a language that
workers can understand.
137
DO interconnect the fire and smoke DO have in place emergency lighting in

alarm systems in such a manner that the all exit pathways including stairways and
activation of one alarm will activate all of illuminated exit signs that are located at
the alarms in the individual unit (applicable each exit.
where more than one smoke alarm is
DO ensure that all emergency pathway
required to be installed within a unit by law
and exit lighting has a back-up power
or code).
source (i.e. battery) that will keep them
DO ensure that smoke alarms are primarily illuminated in the event of a power outage.
powered by building wiring served by a
DO provide at least one (1) properly stocked
commercial source and are equipped with a
First Aid kit for every 50 workers.
battery backup.
DO train workers in first aid to handle
DO inspect and test at least monthly
emergencies within the dormitory.
single or multiple-station smoke alarms
in accordance with the manufacturer’s DO post “No smoking” signs in the
instructions. dormitory.
DO have in place an audible fire alarm DO NOT allow smoking in the dormitory.
(interconnected to a centralized alarm
system if applicable/required) that can DO NOT store hazardous and combustible
notify all impacted persons. materials or other chemicals near or in
the dormitory or the building connected to
DO inspect and test the alarm system in
sleeping quarters.
accordance with local law, or in absence of
local law, in conformance with National Fire
Protection Association (NFPA) 72 –
Chapter 10.
Dormitory electrical safety should meet the requirements of the “Hazardous Energy and Electrical Safety”
standards for facilities outlined in these guidelines.
138
DOCUMENTATION
Suppliers must keep the following documents on file and available to auditors and other authorized personnel:
• PVH hostel or dormitory policies.

• A register book with all worker information, contact details and other emergency contact information.
• Postings with important contact numbers like hospital, police and fire station
• Policies regarding the use of Security Personnel (if applicable) at the dormitory.
• Valid building permits or required certificates.
• Building maintenance and cleaning records.
• Smoke detector and fire alarm testing records.
• Fire drill records, including date, time, attendee names and total time it took for complete evacuation.
• Fire drill and emergency training policies.
• Fire drill and emergency evacuation instruction postings.
BEST PRACTICES
• Provide common area and recreational space • Survey workers periodically to ensure that
in dormitories in hostels. their movement is not being restricted in
dormitories. This will help to determine
• Implement a worker hotline that can handle
whether management needs more training on
sensitive grievances such as harassment and
Forced Labor policies and procedures.
abuse. The hotline should allow workers the
ability to file a grievance anonymously if so
desired.
139
UZBEKISTAN AND TURKMENTISAN

COTTON POLICY
WHAT DOES IT MEAN?
In September 2011, PVH made an ongoing public commitment through the Responsible Sourcing Network,
to not knowingly source cotton from Uzbekistan in effort to stop the use of child labor and forced labor in the
country’s cotton fields. PVH requires that its suppliers (mills and factories) also adhere to this commitment
by not using Uzbekistan cotton in any product produced for PVH brands – Calvin Klein, Tommy Hilfiger, Van
Heusen, IZOD, Arrow, Speedo, Olga and Warner’s. PVH along with more than 60 U. S. and European brands
have committed to maintain the pledge until the elimination of these practices in the cotton industry of
Uzbekistan is verified by the International Labour Organization.
THE PVH PLEDGE
WE, THE UNDERSIGNED COMPANIES ARE WORKING TO ENSURE THAT FORCED CHILD AND
ADULT LABOR DOES NOT FIND ITS WAY INTO OUR PRODUCTS. WE ARE AWARE OF REPORTS
DOCUMENTING THE SYSTEMIC USE OF FORCED CHILD AND ADULT LABOR IN THE HARVEST OF
COTTON IN UZBEKISTAN. WE ARE COLLABORATING WITH A MULTI-STAKEHOLDER COALITION TO
RAISE AWARENESS OF THIS VERY SERIOUS CONCERN, AND PRESS FOR ITS ELIMINATION.
AS A SIGNATORY TO THIS PLEDGE, WE ARE STATING OUR FIRM OPPOSITION TO THE USE OF
FORCED CHILD AND ADULT LABOR IN THE HARVEST OF UZBEK COTTON. WE COMMIT TO NOT
KNOWINGLY SOURCE UZBEK COTTON FOR THE MANUFACTURING OF ANY OF OUR PRODUCTS
UNTIL THE GOVERNMENT OF UZBEKISTAN ENDS THE PRACTICE OF FORCED CHILD AND ADULT
LABOR IN ITS COTTON SECTOR. UNTIL THE ELIMINATION OF THIS PRACTICE IS INDEPENDENTLY
VERIFIED BY THE INTERNATIONAL LABOR ORGANIZATION, WE WILL MAINTAIN THIS PLEDGE.
140
As we continue our pledge to ban Uzbekistan cotton from our products, PVH mandates that our business
partners act responsibly and ensure that the origin of their cotton is sourced outside of the country of
Uzbekistan. We understand that the cotton supply chain is complex and that tracing the origin of cotton in
finished products is very difficult. However, we are asking our suppliers to make their best efforts to trace their
cotton sources and ensure that Uzbek cotton is not used in any PVH product.
PVH will investigate thoroughly any allegations of Uzbekistan usage in our products. Confirmed use of
Uzbekistan cotton in any of our products will have a serious impact on the business relationship and may lead
to termination of the business relationship.
PVH is committed to maintaining a supply chain that is free of both child labor and forced labor.
More info is available here: sourcingnetwork.org/cotton/
In addition to this restriction on cotton sourced from Uzbekistan suppliers shall not incorporate cotton sourced
from Turkmenistan or textiles produced using Turkmen cotton into any PVH products or components thereof.
In addition, suppliers shall not invest in the cotton sector in Turkmenistan or purchase any textiles for PVH
products or components thereof from a mill that sources cotton from Turkmenistan without PVH’s prior
approval. To the extent that other countries present similar issues, PVH CR reserves the right to apply this
policy to other relevant countries.
141
RESPONSIBLE RETRENCHMENT POLICY

WHAT DOES IT MEAN?
Retrenchment occurs when the employer has bona fide economic, technological, structural or similar reasons
to reduce the size of the workforce or close altogether. PVH requires suppliers to have a formal policy regarding
all aspects and modes of termination and retrenchment in order to alleviate any adverse impact on workers.
Retrenchment involves a unique set of challenges and potential negative impacts that must be mitigated
wherever possible. In general, suppliers must:
• Have in place a formal written policy governing all aspects and modes of termination and retrenchment.
• Maintain proper and accurate records in relation to termination and retrenchment.
• Consult any worker representatives accordingly in advance of making final decisions.
• When factories are faced with major changes in production, program, organization, structure, or
technology and those changes are likely to result in temporary or permanent layoffs, employers shall
communicate any alternatives to retrenchment that have been considered and consult any workers’
representatives as early as possible with a view to averting or minimizing layoffs.
• Where temporary or permanent layoffs are unavoidable, a plan should be developed, implemented,
communicated and posted that mitigates the adverse effects of such changes on workers and their
communities.
• The plan should be clearly communicated and posted, and include feedback channels for workers to ask
questions and clarifications.
142
How do you do it? • Timeline for notification of the workers.

• Determination of financial implications
DO: When PVH CR, PVH sourcing and the
of terminating the workers legally
supplier have come to a general mutual
(exact amounts on what the workers are
agreement on the exit strategy/timeline,
entitled to and/or owed).
the following general information should be
shared with PVH CR and sourcing: • Determination whether the supplier
has the financial capacity to meet all
• Determination and a report regarding
requirements.
impacts of exit on workforce (i.e., partial
terminations, full closure, etc.). • Report on whether the supplier owner
will agree to have regular updates with
• Report on whether the supplier will look
the PVH CR and Sourcing point persons
for new customers to fill the space.
on whether the strategy is working or
• If a closure is anticipated, provide the not. This includes being proactive about
estimated date of closure. challenges they are facing.
• If terminations only, disclosure • Report on whether the supplier owner
of number of workers that will be will agree to an exit interview with
terminated. the PVH CR team about the supplier’s
• A retrenchment plan regardless of relationship with PVH.
terminations vs. full closure. Note: This • Confirmation that all amounts due to
is not the same as a production exit workers have been paid.
strategy – this is specific to workers.
All suppliers should review and follow the guidance found in the “Responsible Retrenchment” appendix (pg. 142).
PVH COMMITMENT TO RESPONSIBLE EXIT
PVH reserves the right to exit a factory in circumstances of reasonable commercial considerations. In the
event that a decision is made to exit a factory for business reasons, PVH will engage with the factory to exit
responsibly so as to mitigate potential adverse impacts to workers in accordance with PVH RESPONSIBLE
EXIT STANDARD OPERATING PROCEDURE. To exit responsibly, PVH will provide adequate notice of the
exit plan and timeline, based on an analysis of the PVH business as a percentage of the factory’s production
capacity, so that the factory has sufficient time to identify other business partners to fill production lines
and minimize the possibility of retrenchment. If applicable, PVH will also endeavour to support the factory
to enable them to conduct retrenchment in a responsible manner.
143
ABRASIVE BLASTING
WHAT DOES IT MEAN?
Abrasive blasting is a finishing technique used to give garments, in particular denim, a used or worn-out
look. When abrasive blasting is used, rigorous work practices must be in place to protect workers from
potentially serious harm resulting from exposure to silica (a compound found in sand and in trace amounts
in other abrasives).
PVH is committed to eliminating harmful exposures in the manufacturing of PVH products. Due to the fact
that these rigorous practices to control the exposure to silica may not be uniformly applied in the supply
chain and due to the serious nature of the health effects of exposure to silica, PVH has banned all forms of
abrasive blasting for its suppliers.
Suppliers must remove all equipment and abrasive materials from manufacturing sites as well as ensure that
no subcontractor’s uses abrasive blasting in manufacturing of PVH products.
144
How do you do it?
DO have a written policy stating that DO NOT allow subcontractors to use abrasive
abrasive blasting is not permitted. blasting as a finishing technique. Factory
should have a process to verify subcontractors
DO identify, dismantle and make non-
are not using abrasive blasting.
operational all abrasive blasting equipment.
KEY TERMS
Abrasives: A solid substance that may contain denim and other apparel products. This process
crystalline silica, even in trace amounts. Common is characterized by using compressed air to
abrasives include sand, aluminum oxide, garnet, accelerate a solid abrasive.
aluminum silicate, copper slag, iron slag, etc.
Abrasive Blasting Equipment: Machinery and tools
Abrasive Blasting: One of a number of finishing used in the abrasive blasting process, including
techniques used to create a worn look for blasting cabinets, hopper bins, and spray hoses.
DOCUMENTATION
• Declarations or other evidence from subcontractor’s that they do not use abrasive blasting in
finishing processes.
145
CR SUPPLY CHAIN GUIDELINES | APPENDICES
APPENDICES
APPENDIX 1: SOURCE TO STORE DIAGRAM.........................................................147
APPENDIX 2: LEVEL DEFINITIONS GUIDANCE FOR

ACCESSORIES AND FOOTWEAR PROCESSES.......................................................148
APPENDIX 3: FAIR LABOR ASSOCIATION (FLA) PRINCIPLES

OF FAIR LABOR AND RESPONSIBLE SOURCING..................................................149
APPENDIX 4: OBSERVATIONAL INDICATORS OF HIGH RISK..................................152
APPENDIX 5: PVH ZERO TOLERANCE ISSUES......................................................154
APPENDIX 6: NON CODE OF CONDUCT ISSUES...................................................155
APPENDIX 7: PVH CRITICAL – IMMEDIATE ACTION ISSUES..................................157
APPENDIX 8: GUIDING PRINCIPLES & PVH PARTNERSHIPS.................................159
APPENDIX 9: ROOT CAUSE GUIDANCE................................................................164
APPENDIX 10: RESPONSIBLE RETRENCHMENT..................................................172
APPENDIX 11: RESTRICTED COUNTRY LIST........................................................176
APPENDIX 12: REFERENCES..............................................................................178
146
SOURCE TO STORE DIAGRAM
APPENDIX 1: SOURCE TO STORE DIAGRAM
SOURCE
(RE)USE MAKE
RESPONSIBLE
BUSINESS
SELL
147
APPENDIX 2: LEVEL DEFINITIONS

LEVEL DEFINITIONS GUIDANCE FOR ACCESSORIES
GUIDANCE FOR
AND ACCESSORIES AND
FOOTWEAR PROCESSES
FOOTWEAR PROCESSES
ACCESSORIES/
FOOTWEAR LEVEL 1
Assembly and finishing factories
• Product manufacturing units

that perform cut/sew, on-site
embroidery, packaging/
warehousing, ironing and
other assembly processes for
Is this process Cutting, finished goods
• Vertically integrated factories
Lasting, or Finishing?
LEVEL 2
Material suppliers, processing units
for Level 1 suppliers, such as:
NO YES • Fabric mills (weavers/knitters)
• Wet processing units
(dye houses, printers,
LEVEL 1 laundry/wash/ finishing units)
• Trim suppliers
• Embroidery units (off-site)
Is this process done to a component • Molders

• Tanneries
or the main body of the product?
LEVEL 3
Commodity sources and
processing units for Level
2 suppliers
• Cotton, polyester, leather,

metals, paper, plastics
• Ginners
• Spinning mills
MAIN
LEVEL 2 COMPONENT LEVEL 1
BODY Note: A PVH CR representative will review
and determine the scope of assessment
and level definitions as relevant during
the factory onboarding process
148
APPENDIX 3: FAIR LABOR ASSOCIATION

(FLA) PRINCIPLES OF FAIR LABOR AND
RESPONSIBLE SOURCING
1. Company Affiliate establishes and commits to b. Company Affiliate obtains written
clear standards (Workplace Standards), agreement of suppliers to (a) submit to
periodic inspections and audits, including
a. Company Affiliate establishes and
assessments conducted by FLA Assessors
articulates clear, written workplace
or independent external monitors or
standards that meet or exceed those
service providers accredited by the FLA for
embodied in the FLA Workplace Code of
compliance with workplace standards, and
Conduct.
(b) collaborate with the Company Affiliate
b. Company Affiliate leadership formally to remediate instances of noncompliance.
commits to uphold workplace standards and
c. Company Affiliate conditions future
to integrate them into company business
business with suppliers upon continuous
practices.
improvement of compliance performance.
2. Company Affiliate identifies and trains
d. Company Affiliate ensures that workplace
appropriate staff (Staff Training),
standards are made available to workers,
a. Company Affiliate identifies all staff managers and supervisors in written form
(and service providers, where relevant) and appropriate languages.
responsible for implementing its workplace
e. Company Affiliate ensures that workers,
standards compliance program.
managers and supervisors are informed
b. Company Affiliate ensures that all staff orally and educated about workplace
(including sourcing) and relevant service standards at regular intervals to take
providers are trained on the company’s account of labor turnover.
commitment to standards and the
4. Company Affiliate ensures workers have access
integration of standards into business
to grievance procedures and confidential
practices.
reporting channels (Grievance Mechanisms and
c. Company Affiliate ensures that staff Confidential Channel),
or service providers responsible for
a. Company Affiliate ensures there are
implementing workplace standards
functioning grievance procedures at
compliance functions have appropriate
supplier production sites.
competencies and suitable training in all
areas under their responsibility. b. Company Affiliate provides channels for
workers to contact the Company directly
d. Company Affiliate ensures that training is
and confidentially.
updated at regular intervals.
c. Company Affiliate ensures training and
3. Company Affiliate shares commitment to
communication is provided to all workers
workplace standards with suppliers and workers
about the grievance procedures and
in the supply chain (Committed Suppliers),
channels.
a. Company Affiliate formally conveys
d. Company Affiliate ensures that grievance
workplace standards to suppliers and
procedures and complaint channels are
receives written acknowledgment of
secure and prevents any punishment or
standards and commitment to uphold them.
prejudice against workers who use the
systems.
149
5. Company Affiliate conducts workplace standards occurrence of noncompliances in other

compliance monitoring (Monitoring), suppliers.
a. Company Affiliate conducts pre-sourcing c. Company Affiliate updates the FLA
assessment of suppliers to review periodically on progress of remediation and
compliance with workplace standards. confirms completion.
b. Company Affiliate monitors an appropriate d. Company Affiliate records and tracks the
sampling of suppliers regularly to assess progress of remediation.
compliance with workplace standards. 8. Company Affiliate aligns planning and
c. Company Affiliate ensures that monitoring purchasing practices with commitment to
includes as appropriate, but not limited to, workplace standards (Responsible Purchasing
worker interviews, management interviews, Practices)
documentation review, visual inspection, a. Company Affiliate has formal written
and occupational safety and health review. policies and procedures for planning
d. Company Affiliate ensures that, where and purchasing that 1) articulate the
relevant, monitoring is consistent many complexities involved in their
with applicable collective bargaining global supply chains, including different
agreements. supplier business models and 2) require
relevant internal representatives to work
6. Company Affiliate collects, manages and
with suppliers to reduce negative impacts
analyses workplace standards compliance
on working conditions. These policies
information (Collection and Management of
and procedures shall address a) the
Compliance Information),
alignment of financial terms with the FLA
a. Company Affiliate maintains a complete Workplace Standards, b) the adequacy
and accurate list of all suppliers. of lead time provided (considering, for
b. Company Affiliate collects and manages example, availability of inputs, testing,
information on suppliers’ compliance with design changes, and production capacity)
workplace standards. to produce without excessive overtime,
unauthorized subcontracting, or other
c. Company Affiliate analyzes noncompliance
negative impacts, and c) attempt at
findings to identify trends, including
balanced annual planning in order to
persistent and/or egregious forms of
eliminate negative outcomes (i.e. lower
noncompliance and reports to the FLA on
efficiency, poor labor retention, and longer
such analysis.
throughput) that arise from traditional
7. Company Affiliate remediates in a timely and seasonal order demand.
preventative manner (Timely and Preventative
b. All relevant business and compliance
Remediation),
staff are trained and knowledgeable of
a. Company Affiliate, upon completion of the consequences of their planning and
the monitoring visit, contacts the supplier purchasing practices on working conditions
concerned within 14 days and collaborates in order to mitigate negative impacts on
with the supplier to create a remediation code compliance.
plan within 60 days that addresses all
c. Company Affiliate holds relevant staff
noncompliances.
accountable for the implementation of
b. Company Affiliate takes steps to conduct planning and purchasing practices that
root cause analysis, apply sustainable help avoid negative impacts on workers and
supply chain solutions and prevent the working conditions.
150
d. Company Affiliate staff responsible for c. Company Affiliate engages with CSOs and
planning and purchasing decisions engage knowledgeable local sources in the design
with their labor compliance staff and and implementation of compliance program
suppliers in regular and constructive strategies, trainings, worker communication
dialogue throughout the production channels, or remediation plans specific to
process and when problems arise to production sites.
support operations at the factory level and d. Company Affiliate consults with legally
avoid negative impacts on workers and/ constituted unions or worker representative
or compliance with standards at supplier structures at the production site during
facilities. audits and remediation.
e. Company Affiliate provides positive 10. Company Affiliate meets FLA verification
incentives for suppliers producing in a and programmatic requirements (Verification
socially responsible and sustainable manner Requirements)
and, if applicable, having internal systems
aligned with FLA Principles. a. Company Affiliate participates in FLA due
diligence activities, including production
9. Company Affiliate establishes and maintains site monitoring, assessments and company
relationships with labor non-governmental headquarter visits, as applicable.
organizations, unions and other civil society
institutions (Consultation with Civil Society). b. Company Affiliate completes a standardized
annual report on fulfillment of Principles of
a. Company Affiliate reviews sourcing base Fair Labor and Responsible Sourcing.
and develops a civil society outreach
strategy that reflects the geographical c. Company Affiliate maintains a complete
distribution of sourcing. and accurate list of applicable suppliers
with the FLA.
b. Company Affiliate develops and maintains
links to civil society organizations (CSOs) d. Company Affiliate responds to FLA requests
involved in labor rights in sourcing countries for documentation, contracts, information
to gain understanding of local compliance and clarification in a timely manner.
issues as referenced in FLA guidance. e. Company Affiliate pays annual dues and
any other applicable fees.
151
APPENDIX 4: OBSERVATIONAL
INDICATORS OF HIGH RISK
Human rights abuses and other ethical violations are difficult to detect by sight alone. The issues listed
below, however, serve as visual and auditory cues of the presence of a potentially serious problem. This
list is not exhaustive. Therefore, PVH associates and representatives of Supply Chain Partners must use
their own judgment and also raise any additional issues that in their view represent instances of unsafe or
unethical behavior.
Subcontracting and Homework: Forced Labor and Restricted Freedom of Movement:
• Unfinished garments in bags or boxes that • Armed guards present in the factory.
do not contain information of their source or • Workers working during breaks and working late
ultimate destination. at night (e.g. after midnight).
• Workers packing large bags into their car or • Instances of migrant workers paying recruitment
simply walking out of the factory or facility fees in connection with obtaining or maintaining
with them. employment at the factory or facility.
• Absence of work areas within the factory that is • Passports and other personal documents are
necessary for manufacturing of the product (for being withheld from workers and workers do not
example, no cutting area, no pressing area, no have free access to them.
washing or embroidery in instances where these
are needed). Discrimination:
• Producing beyond its perceived production • Posted policies that are discriminatory in nature.
capacity.
Hostile Work Environment:
Child Labor:
• Supervisors yelling or using derogatory language
• Younger looking employees viewed on the work to address employees.
floor and in the dormitory.
• Posters with threatening language.
• Children present with parents on the work floor
• Employees appearing to be unduly nervous
(working or not).
or scared (e.g. avoiding eye contact with you,
• Separate or unmarked rooms filled with young leaving their work stations when you approach
looking workers. them).
• Young looking workers running out of a room or • Physical penalties observed, such as workers
out of factory when PVH representatives arrive. made to stand or otherwise reprimanded for
poor work quality or making mistakes.
152
Freedom of Association and Right to Collective Environment:

Bargaining:
• Burning waste, including plastic material, onsite.
• Postings discouraging workers to organize or
• Absence of a water drainage or waste
speak to the union representative.
management plan.
• Workers striking outside.
• Direct discharge of untreated water into sewers
• Any strikes that have occurred since the last or waterways.
assessment or for new factories, within the last
• Hazardous waste not properly marked or stored
two years.3
away from the production area.
• Terminating workers for attempting to form
a union or generally exercising their right to Other observations:
freedom of association.
• Reported or observed corrupt or illicit practices,
Wages and Work Hours: including bribery.
• Signs that workers may be working excessive • Political or social upheaval in the country, e.g.
hours include tired looking employees, coup, workers striking, brink of conflict/war,
employees found sleeping on the work floor, danger of guerrilla activities or endemic street
working late at night and/or weekends, or violence and protests.
working through lunch or rest breaks. • Natural disasters (e.g., earthquake, flood, fires,
• Factories asking for advanced payments hurricane, typhoon, etc.) in the country or
implying financial issues. region where our factory is located that could
potential disrupt PVH business.
• Factories bidding unusually low rates for
contracts implying financial issues. • Work or non-work related fatality on or off
factory premises.
Occupational Health and Safety:
• Reported or observed public information/media
• Potential risks to life and limb.
report on sub-standard working conditions
• Locked or inaccessible exit doors preventing or, illegal activities in any facility where PVH
egress and constituting a potential fire hazard. production is alleged to be taking place.
• Factories located in an unsafe building, such as • Media and/or activists interviewing workers/
a tenement. management or filming in or around the factory.
• Evidence of a serious accident in the factory, • Reports of violence against workers.
e.g., an employee dying while at work, or
• Factory is locked or closed upon arrival.
suffering a serious amputation while operating
one of the machines, or suffering from exposure
to chemicals.
• A fire in the factory or visible evidence of
structural damage.
• Products being manufactured in a building that
also contains dormitory facilities.
• Workers sleeping in the factory.
• Experiencing a burning sensation in the eyes
while walking through the factory.
• Incidents of mass fainting.
3 Better Work factories must follow Better Work policy on strikes.
153
APPENDIX 5: PVH ZERO

TOLERANCE ISSUES
The below is a list of findings that are considered Zero Tolerance issues which are extremely serious and will
impact supplier CR ratings. PVH reserves the right to immediately and permanently discontinue business
with any supplier that is found to have zero tolerance issues.
• Factory does not have a valid factory license/ • Childcare, dormitories or other living quarters
permit (provided by appropriate government are not clearly separated from production or
authorities) to operate where one is required warehouse buildings.
by law, or appropriate evidence has not been
• The building has obvious or reported (from
provided indicating that an application has been
structural engineer) structural concerns, integrity
submitted.
faults or deficiencies (e.g. cracks, sagging floors,
• Factory employs workers below the age required and tilts) that indicate significant defects.
for compulsory education or younger than the
• The factory has allowed additions to buildings
legal minimum age or international standard
(such as additional floors, facilities i.e.
(whichever is stricter).
gardens etc.) or added equipment (e.g., water
• Factory uses forms of forced labor – including tank etc.) without a proper load assessment
prison labor, trafficking, slavery, and indentured from structural engineers and the approval of
workers – in which workers’ freedom of government or municipal authorities.
movement, ability to willingly leave work, and
• The factory has a mezzanine where workers
human rights are denied or severely restricted.
routinely work on or under the mezzanine floor.
• Factory management permits or condones, in
• The factory has a shed with space for storage
its day-to-day running of business operations,
that occupies more than twenty- five percent
sexual, physical or psychological harassment
of the top floor of a factory and a proper
or abuse.
load assessment from a third party structural
• Factory acts deliberately to prohibit workers engineer has not been conducted.
from exercising their rights to freedom of
• Factory operates under extremely hazardous
association or collective bargaining by taking
conditions which may pose an immediate
actions such as requiring workers to sign
threat or irreversible damage to the workers,
letters agreeing to not organize, terminating
environment and local communities. Note: An
or taking adverse actions against workers
example would be direct discharge of dyes or
who demonstrate interest in organizing, or
wastewater without treatment.
blacklisting unionized workers.
• The factory discharges wastes or pollutants
• Factory is using a building space that is part
(including wastewater, air emissions, solid
of a multi-story building that is not designed
waste, hazardous wastes, etc.) in a manner
for manufacturing and/or is used for other
that poses an immediate threat or irreversible
commercial purposes and does not comply with
damage to the workers, environment and local
minimum fire safety measures.
communities.
154
APPENDIX 6: NON-CODE OF
CONDUCT ISSUES
PVH considers the following five policy positions to be corporate polices, which apply to all suppliers and
Licensees. These issues fall outside the scope of PVH’s Code of Conduct and are therefore require special
handling. PVH believes in a firm but fair enforcement process and will, therefore, seek to understand the
context within which the violation occurred.
If one of the below named violations is found, PVH will issue a warning letter accordingly. PVH may
require the factory and/or Supplier/Licensee to attend and pay for trainings conducted online or in-person.
The content and length of the training will be determined by PVH in collaboration with the factory and/
or Supplier/Licensee. PVH may also require the factory and/or Supplier/Licensee to develop and submit a
corrective action plan detailing the reason the violation occurred and subsequent remediation. Additionally
non-code violations may impact factory color ratings.
Unauthorized Subcontracting: The subcontracting PVH CR recognizes there are unforeseeable or

of any part of a Purchase Order to a factory without extraordinary circumstances that may require
prior written authorization from PVH CR is strictly production to be shifted to a new production site.
prohibited under PVH policies. PVH reserves the We expect and require the in-scope factory or
right to immediately and permanently discontinue Licensee informs PVH CR of the issue and need
business with any factory engaging in unauthorized to subcontract. We will support our partner in
subcontracting, including the right to refuse delivery resolving the issue up to and including an expedited
of the relevant products, without payment and authorization of production or an alternative
prevent the sale of those products. arrangement prior to completion of the assessment,
PVH CR recognizes there are unforeseeable or if warranted.
extraordinary circumstances which may require Bribery: PVH has a strict policy prohibiting any
production to be shifted to a new production site. factory from offering, promising or giving any money,
We expect and require that the in-scope factory gifts, meals (other than in the factory canteen),
or Supply Chain Partner informs PVH CR of the accommodations, entertainment or anything else of
issue and need to subcontract. We will support our value to any PVH associate or Independent External
partner in resolving the issue up to and including Assessor. If PVH determines that a factory provided
an expedited authorization of production or an any of the above to an associate or Independent
alternative arrangement prior to completion of the External Assessor in order to inappropriately
assessment, if warranted. influence their actions, PVH will likely terminate the
Unauthorized Production: The practice of placing Company’s relationship with that factory. If a PVH
purchase orders at third party factories which have associate or Independent External Assessor requests
not gone through the vetting procedures of PVH CR anything of value from a factory, the factory should
is strictly prohibited under PVH policies. Purchase report these request to [email protected] immediately.
orders issued by one of the supply chain divisions

of PVH or by a Licensee must be issued to a factory
that has been authorized by PVH CR.
155
PVH CR Assessors and all authorized Independent Mistreatment PVH Associates and Representatives:
External Assessors are held to an unconditional code Physically intimidating or verbally threatening a PVH
of professional conduct which means they cannot, associate or representative including Independent
directly or indirectly, seek or accept monetary External Assessors, project partners or consultants is
“kickbacks” or any other benefit (e.g. gifts, free prohibited and will result in sanctions being applied
products, favors, promises of future worker) in to the factory.
connection with an assessment or any related follow-
Counterfeiting: PVH reserves the right to
up work.
immediately and permanently discontinue business
Denial of Access: Denial of access occurs when with any supplier engaging in counterfeiting or the
a PVH associate or representative, Independent use of counterfeit components, including the right
External Assessor, project partner or consultant is to refuse delivery of the relevant products, without
refused entry to the manufacturing site, access to payment and prevent the sale of those products.
documents, or permission to interview workers. All Incidences of alleged counterfeiting will be handled
these activities are required for monitoring of the by PVH’s legal and brand protection team.
workplace. If management does not permit such
activities to proceed, then the supplier is obstructing
the work of PVH CR. In rare cases, an emergency
may genuinely preclude access, such as a workers’
strike or natural disaster, and in such instances the
factory would not be penalized.
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APPENDIX 7: PVH CRITICAL –

IMMEDIATE ACTION ISSUES
The below is a list of findings that are considered Critical-Immediate Action issues which are serious and
will directly impact supplier CR ratings. PVH expects these issues to be corrected immediately.
• Factory is not transparent in their policies, • Recruitment fees were paid by migrant workers
processes, standards and practices which (foreign or domestic) in connection with
govern their operations and which are related obtaining or maintaining employment at a
to their compliance with laws and standards. factory. (Note: Depending on the severity of the
This includes maintaining complete records recruitment fees finding, this may be considered
and information (including CCTV records or as a Critical Immediate Action Issue)
production records) and making it available so • Factory does not pay workers at least the legally
that compliance can be effectively assessed. mandated minimum wage. Note: All workers
• Factory coaches workers to provide false, must be paid at least the legally mandated
misleading or incomplete information to minimum wage, including workers who are
Assessors. trainees or apprentices.
• Workers are forced to sign on blank contracts or • Factory has not had an emergency evacuation
other documents. drill in over one year (12 months).
• Factory discriminates or penalizes based on • Factory does not have a fire alarm system that
practices such as requiring pregnancy testing is audible and visible throughout all sections of
as a condition of employment (or where the factory, is used only for fire and evacuation
testing is required by law, using the results of notification purposes, and has alarm switches
said testing), requiring employees to provide that are easily identified and accessible.
commitments (verbally or in writing) that they • Designated emergency exit doors in factory
will not become pregnant or marry within a and dormitories are locked at times when the
certain period, failing to maintain the job building is occupied.
position and seniority following pregnancy /
maternity leave, failing to provide full legal • Factory does not have a valid fire certificate,
dues for wage and benefits of women during and there is no evidence that one has been
their pregnancy and maternity leaves, or failing applied for.
to provide full maternity leave or payments per • If structural issues are observed (cracks,
legal requirements. exposed rebar, sagging floors, etc.) the factory
• Factory withholds workers’ original personal has not conducted appropriate inspections or
documents (e.g., passport, national ID evaluations by qualified building professionals
card, etc.) and does not allow workers to or structural engineers to confirm it is not a
keep their personal documents or grant free significant defect.
access to them. This includes free access to
documentation on wages earned.
157
• The building is not being used for purposes • The factory has a mezzanine where workers
intended in the original design (e.g. residential infrequently work on or under the mezzanine
building) or the use has not been approved by a floor and a load assessment from a third-party
qualified engineer and government or municipal structural engineer has not been conducted.
authorities for the current use. • Banned chemicals are used in the factory (e.g.
• Building plans, or other proof of building banned by regulation or according to PVH
structure soundness, is not appropriate, has not Manufacturing RSL) or stored on-site.
been appropriately signed and does not follow
the country standard for approval.
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APPENDIX 8: GUIDING PRINCIPLES &

PVH PARTNERSHIPS
ACCORD ON FIRE AND BUILDING SAFETY IN way that is measurably better for the environment
BANGLADESH and farming communities- mainstream. BCI exists
to make global cotton production better for the
PVH is a signatory of the Accord on Fire and Building
people who produce it, better for the environment
Safety in Bangladesh (Accord). The Accord is an
it grows in and better for the sector’s future,
independent and legally binding agreement between
by developing Better Cotton as a sustainable
international unions IndustriALL and UNI Global,
mainstream commodity.
Bangladesh unions, and international brands and
retailers (Companies). The aim of the Accord is the BETTER WORK
implementation of a program for health and safety PVH originally joined the International Labor
measures to ensure a safe, healthy and sustainable Organization’s Better Factories Cambodia program
Bangladeshi Ready Made Garment industry. in 2005, and progressively joined other Better Work
The Accord had a scheduled expiration in May country programs as they developed. PVH became
2018. In 2017, PVH signed a new three-year Accord an official partner of Better Work in 2012. In 2017,
agreement along with 175 other brand owners and PVH expanded its partnership by joining the Better
retailers. The agreement, which became effective Work Academy (BWA). BWA is a program designed
in May 2018, is designed to continue the Accord’s to facilitate supplier self-ownership by supporting
work while supporting the Bangladeshi government’s brands to work hand-in-hand with suppliers to create
own capacity to oversee fire and building safety, system change by focusing on workplace cooperation
and transition fire and building safety to them going and industrial relations at the factory level. Better
forward. There has been a legal challenge to the Work– a collaboration between the United Nation’s
continuation of the Accord beyond November 2018. International Labour Organization (ILO) and the
Regardless of the outcome, PVH remains committed International Finance Corporation (IFC), a member
to continuing the ideals of the Accord in fostering of the World Bank Group – is a comprehensive
safe workplaces and protecting workers rights in program bringing together all levels of the garment
the Bangladesh ready-made garment industry, industry to improve working conditions and
including efforts by the Bangladeshi government’s respect of labor rights for workers, and boost the
to assume responsibility for the oversight of fire and competitiveness of apparel businesses.
building safety when deemed appropriate by relevant BUSINESS FOR SOCIAL RESPONSIBILITY (BSR):
stakeholders. http://bangladeshaccord.org/about/. PVH is an active member of BSR multi-stakeholder
BETTER COTTON INITIATIVE (BCI): PVH joined BCI cross-industry collaborative initiatives aimed at
in 2017 and is working to source Better Cotton promoting responsible sourcing practices, worker
throughout our business and have set targets engagement, and women’s empowerment across
to measure our progress. BCI is a not-for-profit supply chains. PVH also engages with BSR to
organization leading a global movement to make monitor sustainability trends and thought leadership
“Better Cotton” -cotton produced by farmers in a within corporate responsibility.
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ELLEN MACARTHUR FOUNDATION: The Ellen including by defining focus areas, participating
MacArthur Foundation has been focused on working in the selection of new innovators and providing
with businesses, government and academia to expertise and mentorship to the selected startups.
accelerate the transition to a circular economy.
Positioned as a global thought leader, its work GIZ/iWasp: PVH in partnership with GIZ’s IWaSP
focuses on five interlinking areas including: learning, launched Protecting Lake Hawassa, a multi-
business and government, insight and analysis, stakeholder collective action initiative that aims to
systemic initiatives and communications. The improve water security for the residents, businesses
Foundation’s Make Fashion Circular Initiative brings and the environment surrounding Lake Hawassa.
together stakeholders in the fashion industry to The Deutsche Gesellschaft für Internationale
adopt a circular vision that reimagines the current
Zusammenarbeit (GIZ) GmbH works to develop
take-make-dispose model. As a core partner and
lasting solutions for sustainable development. On
member of the Initiative’s Advisory Board, PVH
behalf of the German Federal Ministry for Economic
collaborates with the Ellen MacArthur Foundation
Cooperation and Development (BMZ) and the UK
to address issues that lead to preventable pollution
and waste in the industry, and deliver solutions to Department for International Development (DfID),
meet the changing global demands and societal GIZ manages the International Water Stewardship
expectations. Programme (IWaSP), which focuses on managing
water risks for people, businesses and ecosystems.
FAIR LABOR ASSOCIATION (FLA)
By facilitating partnerships between the public
We are a founding member of the FLA, a multi- sector, private companies and civil society, IWaSP
stakeholder initiative that combines the efforts combines global best practices in water stewardship
of socially responsible companies, civil society with local know-how.
organizations, and colleges and universities to
GLOBAL FASHION AGENDA: The Global
promote and protect workers’ rights and to improve
Fashion Agenda is a leadership forum on fashion
working conditions globally. As a Participating
sustainability. Anchored around the world’s leading
Company of the FLA, we are involved in a number
business event on sustainability in fashion,
of FLA initiatives supporting the development of
Copenhagen Fashion Summit, Global Fashion
standardized tools, methodologies, and benchmarks
Agenda advances a year-round mission to mobilize
to improve workplace conditions and promote
the global fashion system to change the way we
responsible sourcing. PVH has been accredited
produce, market and consume fashion, for a world
by the FLA three times, most recently in 2016, to
beyond next season.
verify adherence to the Code of Conduct. We are
committed to alignment of our standards to the FLA INTERNATIONAL LABOR ORGANIZATION’S (ILO)
Principles of Fair Labor and Responsible Sourcing. FUNDAMENTAL CONVENTIONS
FASHIONFORGOOD The ILO has identified eight conventions as

“fundamental”, covering subjects that are considered
Fashion for Good is a global initiative working to
as fundamental principles and rights at work: freedom
make all fashion good. It is a global platform for
of association and the effective recognition of the
innovation, made possible through collaboration
right to collective bargaining; the elimination of all
and community. With an open invitation to the
forms of forced or compulsory labor; the effective
entire apparel industry, Fashion for Good convenes
abolition of child labor; and the elimination of
brands, producers, retailers, suppliers, non-profit
discrimination in respect of employment and
organizations, innovators and funders united in their
occupation. We are committed to alignment with the
shared ambition. PVH will play an important role
ILO fundamental conventions.
in setting Fashion for Good’s innovation agenda,
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LEATHER WORKING GROUP (LWG): PVH brand SUSTAINABLE APPAREL COALITION

Tommy Hilfiger has been a member of LWG
PVH is a member of the Sustainable Apparel
since 2014. The LWG is a multi-stakeholder
Coalition (SAC). The SAC is an alliance of brands,
initiative that aims to develop and maintain an
manufacturers, civil society and academia working
environmental auditing protocol that assesses the
toward sustainable production in the apparel,
environmental stewardship and compliance of
footwear and home textile industry. The Coalition
leather manufacturers, while promoting sustainable
develops the Higg Index, a set of standardized
and environmental business practices.
measurement tools for all industry participants. The
LIFE AND BUILDING SAFETY (LaBS): PVH joined Higg Index includes facility, brand, and product tools
LaBS (Life and Building Safety); together with six that measure environmental and social labor impacts
other brands in 2017 to ensure that, the learnings across the supply chain. With the Higg Index, the
from the Bangladesh Accord have a global reach. The industry is addressing inefficiencies, resolving
Life and Building Safety (LaBS) program strives to damaging practices, and working to achieve the
make the apparel and footwear supply chain safe from environmental and social transparency consumers
life safety risks related to structural, electrical, and are demanding. PVH works with our factories to help
fire safety and evacuation. Coordinated by IDH, an them evaluate their environmental sustainability
international sustainable trade initiative (learn more performance using the SAC’s Higg Index Facility
about IDH at pvh.com/cr/partnerships), LaBS aims to Environmental Module (“FEM”) -- a standardized
raise safety standards in multiple apparel production tool for measuring apparel suppliers’ environmental
countries including Vietnam, India, Pakistan and impacts and monitoring progress. We also complete
Cambodia. the Brand Module and have piloted the Product tools
within PVH to begin to understand the impacts of
NEST: In 2015, PVH joined the Nest Artisan
our design decisions. Additionally, we sit on many
Steering Committee – a coalition of fashion and
working groups, including the Brand Module and
home design retailers and brand owners committed
Facility Social Labor Module Steering Teams.
to addressing the industry’s sustainability issues
relating to craft, artisans and homeworkers. Nest https://apparelcoalition.org
is a nonprofit building a new handworker economy
SUSTAINABLE PACKAGING COALITION (SAC):
to increase global workforce inclusivity, improve
The Sustainable Packaging Coalition (SPC) is an
women’s wellbeing beyond factories, and preserve
industry working group, and a project of GreenBlue,
important cultural traditions around the world.
a membership-based nonprofit driving industry
RESPONSIBLE LABOR INITIATIVE: In 2018, to make packaging more sustainable. The SPC
PVH joined the Responsible Labor Initiative, a is the leading voice and resource on sustainable
multi- industry, multi-stakeholder group committed packaging, committed to encouraging innovation
to ensuring that the rights and dignity of workers and best practices to strengthen and advance
vulnerable to forced labor in global supply chains the business case for packaging that is sourced
are consistently respected and promoted through responsibly, optimizes renewable or recycled source
responsible recruitment and employment practices. materials, and meets the industry expectations on
performance and cost.
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TEXTILE EXCHANGE: PVH participated in the THE SOCIAL AND LABOR CONVERGENCE PROJECT
Textile Exchange’s working group to develop a (SLCP): SLCP is a multi-stakeholder project within
Responsible Wool Standard. Textile Exchange the apparel industry that aims to develop a unified
is a global non-profit that works closely with industry-wide assessment framework, thereby
our members to drive industry transformation reducing audit fatigue among suppliers and better
in preferred fibers, integrity and standards and enabling apparel companies to focus on improving
responsible supply networks. performance and capability building. PVH has
taken up a leadership role in joining the Project
THE AMERICAN APPAREL AND FOOTWEAR
Management Team of the SLCP. Along with over 100
ASSOCIATION (AAFA): The American Apparel and
other signatories, PVH plans to adopt the SLCP as
Footwear Association (AAFA) is the public policy
its social and labor assessment tool, furthering our
and political voice of the apparel and footwear
commitment to using industry-wide tools to scale
industry. As a member of the AAFA, PVH attends
positive impact.
various events throughout the year as well as
monitors relevant public policy topics. UNITED NATIONS GLOBAL COMPACT (UNGC): The
UNGC is the world’s largest corporate sustainability
THE APPAREL AND FOOTWEAR INTERNATIONAL
initiative, based on CEO commitments to implement
RSL MANAGEMENT GROUP (AFIRM): PVH
universal sustainability principles and to take steps
is participating in AFIRM to help our industry
to support UN goals, including the Sustainable
develop a shared RSL so that suppliers are subject
Development Goals.
to one standard for the industry. Established
in 2004, AFIRM Group (AFRIM) has developed UNITED NATIONS GUIDING PRINCIPLES FOR
tools to assist the supply chain in implementing BUSINESS AND HUMAN RIGHTS
restricted substance lists (RSLs), presented live
Our Code reflects our commitment to and
training on chemicals management to thousands of
alignment with the United Nations Guiding
apparel and footwear suppliers, and developed an
Principles for Business and Human Rights. These
industry best-practice RSL that has been adopted
principles are: the Stated Duty to Protect against
by multiple leading companies within AFIRM and
human rights abuses by third parties, including
across the industry.
business; the Corporate Responsibility to Respect
THE CEO WATER MANDATE: To underscore our human rights; and the need for Effective Access
commitment to water stewardship, members to Remedies. Recognizing their importance, we
of the PVH, Tommy Hilfiger and Calvin Klein have aligned our program with these principles and
executive teams signed the UN CEO Water report on our efforts.
Mandate. The CEO Water Mandate is a UN
UNITED STATES COUNCIL FOR INTERNATIONAL
Global Compact initiative that mobilizes business
BUSINESS (USCIB): PVH is one of more than
leaders to advance water stewardship, sanitation,
300 global corporations, professional firms and
and the Sustainable Development Goals through
industry associations that consult the USCIB. USCIB
the Mandate’s six elements, direct operations,
advances the global interests of American business
supply chain & watershed management, collective
through advocacy that calls for an open system of
action, public policy, community engagement,
world trade, finance and investment, where business
and transparency.
can flourish and contribute to economic growth,
human welfare and environmental protection
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WORLD WILDLIFE FUND: PVH and WWF currently discharge of hazardous chemicals in the textile,
work together to help conserve freshwater resources leather and footwear value chain. ZDHC’s mission
in Ethiopia’s Lake Hawassa and India’s Cauvery River is to transform the global apparel and footwear
basins. World Wildlife Fund is the world’s leading industry by improving environmental performance
conservation organization, working 100 countries and chemical safety, thereby delivering a safer
with over one million members in the United States and cleaner environment, with the ultimate goal
and close to five million globally. For more than of achieving zero discharge of chemicals in our
50 years, WWF has worked to conserve nature and product life cycle by 2020. PVH aims to address
reduce the most pressing threats to the diversity of chemicals in the manufacturing process by using
life on Earth. ZDHC’s Programme’s Manufacturing Restricted
Substances List (“MRSL”) and Wastewater
ZERO DISCHARGE OF HAZARDOUS CHEMICALS
Guidelines. Adopting and rolling out the ZDHC
(“ZDHC”) PROGRAMME
MRSL and Wastewater Guidelines will further
The Zero Discharge of Hazardous Chemicals ensure the elimination of unintentional traces
(“ZDHC”) Programme is global coalition of of the 11 priority chemical classes in our supply
leading international brands in the apparel and chain.
footwear sector working to advance toward zero
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APPENDIX 9: ROOT CAUSE GUIDANCE
GETTING TO THE ROOT OF THE PROBLEM
“Root Cause Analysis (RCA) is a methodology that helps us find the real causes of a problem to be able to
correct. By using the methodology, we are able to identify the root causes of a problem so the corrective
actions put in place to eliminate the problem are directed not only at the symptoms but also at the root
causes and therefore corrective efforts yield permanent results.”
© 2008 Fair Labor Association
OVERVIEW
Root Cause Analysis (RCA) is a popular and often-used technique that helps people answer the question of
why the problem occurred in the first place.
Root Cause Analysis seeks to identify the origin of a problem. It uses a specific set of steps, with associated
tools, to find the primary cause of the problem, so that you can:
1. Determine what happened.
2. Determine why it happened.
3. Figure out what to do to reduce the likelihood that it will happen again.
RCA assumes that systems and events are interrelated. An action in one area triggers an action in another,
and another, and so on. By tracing back these actions, you can discover where the problem started and how
it grew into the symptom you are now facing.
They are usually three basic types of causes:
1. Physical causes – Tangible, material items failed in some way (for example, a damaged machine guard
failed and resulted in an injury to the worker).
1. Human causes – People did something wrong, or did not do something that was needed. Human causes
typically lead to physical causes (for example, no one checked the machine, which led to the incident).
1. Organizational causes – A system, process, or policy that people use to make decisions or do their work
is faulty (for example, no one person was responsible for machine guard maintenance, and everyone
assumed someone else had ensured the guard was in good working order).
Root Cause Analysis looks at all three types of causes. It involves investigating the patterns of negative
effects, finding hidden flaws in the system, and discovering specific actions that contributed to the problem.
This often means that RCA reveals more than one root cause.
You can apply Root Cause Analysis to almost any situation. Determining how far to go in your investigation
requires good judgment and common sense. When conducting a RCA it is important to consider the scope
of the analysis and the identified causes that can effectively be controlled. Theoretically, you could continue
to trace root causes back to factors that are outside the organization’s control, but the effort would serve no
useful purpose. Be careful to understand when you’ve found a significant cause that can, in fact, be changed.
164
SCOPE Use these tools to help identify causal factors:

This root cause analysis (RCA) procedure provides • 5 Whys – Ask “Why?” until you get to the root of
several models and methods for finding the the problem.
root cause of unexpected or negative outcomes, • Drill Down – Break down a problem into small,
incidents, or events that require corrective or detailed parts to better understand the big
preventive actions. This procedure applies to all PVH picture.
suppliers, and users performing root cause analysis.
• Appreciation – Use the facts and ask
“So what?” to determine all the possible
PROCEDURE consequences of a fact.
Root Cause Analysis has five identifiable steps. • Cause and Effect Diagrams – Create a chart of
all of the possible causal factors, to see where
Step One: Define the Problem
the trouble may have begun.
• What do you see happening?
Step Four: Identify the Root Cause(s)
• What are the specific symptoms?
• Why does the causal factor exist?
Step Two: Collect Data
• What is the real reason the problem occurred?
• What proof do you have that the problem exists?
Use the same tools you used to identify the causal
• How long has the problem existed? factors (in Step Three) to look at the roots of each
• What is the impact of the problem? factor. These tools are designed to encourage you to
dig deeper at each level of cause and effect.
You need to analyze a situation fully before you can
move on to look at factors that contributed to the Step Five: Recommend and Implement Solutions
problem. To maximize the effectiveness of your Root • What can you do to prevent the problem from
Cause Analysis, get together everyone – experts and happening again?
front line staff – who understands the situation.
• How will the solution be implemented?
People who are most familiar with the problem can
help lead you to a better understanding of the issues. • Who will be responsible for it?
Step Three: Identify Possible Causal Factors • What are the risks of implementing the solution?
• What sequence of events lead to the problem? Analyze your cause-and-effect process, and identify
the changes needed for various systems. It’s also
• What conditions allow the problem to occur?
important that you plan ahead to predict the effects
• What other problems surround the occurrence of of your solution. This way, you can spot potential
the central problem? failures before they happen.
During this stage, identify as many causal factors
as possible. Too often, people identify one or two
factors and then stop, but that’s not sufficient.
With RCA, you don’t want to simply treat the most
obvious causes – you want to dig deeper.
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KEY POINTS
• Root Cause Analysis is a useful process for • You can use many tools to support your Root
understanding and solving a problem. Cause Analysis process. Cause and Effect
Diagrams and 5 Whys are integral to the
• Figure out what negative events are occurring.
process itself.
Then, look at the complex systems around
those problems, and identify key points of • As an analytical tool, Root Cause Analysis is
failure. Finally, determine solutions to address an essential way to perform a comprehensive,
those key points, or root causes. system-wide review of significant problems as
well as the events and factors leading to them.
PERFORMING THE INVESTIGATION
DEFINE THE PROBLEM AND COLLECT DATA This problem statement will become more refined
and detailed as the analysis is conducted. To define
Define the problem by developing a clear, complete
the problem, we will have to collect data, such
and concise Problem Statement which includes what
as the ones listed in the following table, through
the problem is, who was involved (not attributing
interviews, review of documents, observation,
blame), where it occurred or was identified, when
statistical data sources, surveys, or other sources.
it occurred or was identified and the magnitude
Always remember that during an investigation,
(e.g., frequency, impact). Operating conditions or
people can forget, overlook, or misinterpret
precursor information which may provide additional
information. Therefore, the more thorough we can
details for consideration might also be required.
be, the better.
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DESCRIPTIVE FACTS
DESCRIPTIVE FACTSABOUT
ABOUTA APROBLEM
PROBLEM
CATEGORY QUESTIONS
What What is happening?

What undesirable behavior or situation is occurring?
What is NOT the problem?
Who Who is involved?

Who does it affect?
Who is not involved?
Who does it not affect?
Where Where is it happening? What unit area, department...?

Where is it not happening?
When When is it happening?

When is it not happening?
With what frequency?
How long does it last?
When is it a problem?
When is it not a problem?
How How does the situation manifest itself?

How does it affect the “what” and the “who” or other working
situation, relationships, etc.?
What other elements are derived from it?
How much/ What are the costs associated with the situation?
How many Intangibles?
How much is it costing?
© 2008 Fair Labor Association
167
EXAMPLE
Management identifies that workers not wearing their Personal Protective Equipment (PPE) is resulting
in poor performance on customer audits. After collecting further information, a clear problem is defined:
“Not using PPE is impacting worker health and reducing audit performance.”
IDENTIFY POSSIBLE CAUSES—CAUSE AND hand side of a large sheet of paper, and draw a line
EFFECT ANALYSIS (FISHBONE DIAGRAM) across the paper horizontally from the box. This
arrangement, looking like the head and spine of a
Follow these steps to solve a problem with Cause
fish, gives you space to develop ideas.
and Effect Analysis:
Next, identify the factors that may be part of
Step 1:
the problem. These may be systems, equipment,
First, write down the exact problem you face. Where materials, external forces, people involved with the
appropriate, identify who is involved, what the problem, and so on. Then draw a line off the “spine”
E AND EFFECT 1-3

problem is, and when and where it occurs. Then,
write the problem statement in a box on the right-
of the diagram for each factor, and label each line.
FACTOR 2 FACTOR 1
PROBLEM /
EFFECT
FACTOR 3 FACTOR 4
Figure 1 – Cause and Effect Analysis Example Step 1
FACTOR 2 FACTOR 1
(level 1) (level 1)
168
CAUSE 2 CAUSE 1
(level 2) (level 2)
FACTOR 2 FACTOR 1
PROBLEM /
EXAMPLE EFFECT
Management identifies three main factors affecting PPE use in the supplier as Workers, Supervisors
and Machines.
FACTOR 3 FACTOR 4
Step 2:
Identify possible causes for each of the factors you “bones” of the diagram. Where a cause is large or
considered in step 2, brainstorm possible causes of complex, then it may be best to break it down into
the problem that may be related to the factor. Show sub-causes. Show these as lines coming off each
these possible causes as shorter lines coming off the cause line.
FACTOR 2 FACTOR 1
(level 1) (level 1)
CAUSE 2 CAUSE 1
(level 2) (level 2)
LEVEL 3 LEVEL 3
PROBLEM /
EFFECT
Figure 2 – Cause and Effect Analysis Example Step 2
FACTOR 2 FACTOR 1
(level 1) (level 1)
CAUSE 2 CAUSE 1
(level 2) (level 2)
Why? (level 3) Why? (level 3)

PROBLEM /
EFFECT
CAUSE 3 CAUSE 4
(level 2) (level 2)
Why? (level 3) Why? (level 3) CAUSE 5

(level 2)
Why? (level 4) FACTOR 3 FACTOR 4
(level 1) (level 1) Why? (level 3)
169
Why? (level 5)
Why? (level 4)
FACTOR 3 FACTOR 4
EXAMPLE
Based on further data collection, surveys and interviews, management identifies that workers feel
that the PPE is uncomfortable and that not all workers have had appropriate PPE training or thought
the PPE training was boring. It was also found that not all supervisors are enforcing the factories or
facilities PPE rules and some supervisors do not fully understand the principles of PPE use and think
FACTOR
it is not needed. Additionally, 2 noted that the machinesFACTOR
it was 1 appropriate safety guards.
do not have
(level 1) (level 1)
CAUSE 2 CAUSE 1
(level 2) (level 2) last “why” of our list could be a root cause under
When the problem is large or very complex, it is
likely that each of the factors may have several that factor. Be careful though, the answers to your
LEVEL 3it might be good to break
causes. In these instances, LEVELshould
“whys” 3 be:
factors down into another level. We can do this PROBLEM /
• Based on facts or actual conditions EFFECT
as
by asking the question “why?” The answer to this
determined by the teams further investigation,
“why” will probably uncover one or more reasons
not on opinions or assumptions
and generate other “whys.” How far to drill down?
• Be looking for a deeper cause
The more the better, but generally five iterations of
asking why is sufficient to get to a root cause. The • Making a mistake in any question or answer can
produce false or misleading results.
FACTOR 2 FACTOR 1
(level 1) (level 1)
CAUSE 2 CAUSE 1
(level 2) (level 2)
Why? (level 3) Why? (level 3)

PROBLEM /
EFFECT
CAUSE 3 CAUSE 4
(level 2) (level 2)
Why? (level 3) Why? (level 3) CAUSE 5

(level 2)
Why? (level 4) FACTOR 3 FACTOR 4
(level 1) (level 1) Why? (level 3)
Why? (level 5)
Why? (level 4)
Why? (level 5)
Figure 3—Cause and Effect Analysis Drill Down

Why? (level 6)
170
Step 3:
Analyze Your Diagram. By this stage you should out surveys, and so on. These will be designed
have a diagram showing all of the possible causes to test which of these possible causes is actually
of the problem that you can think of. Depending on contributing to the problem. If the diagram gets too
the complexity and importance of the problem, you complicated, this could be a sign that there is more
can now investigate the most likely causes further. than one problem. If needed, the diagram can be
This may involve setting up investigations, carrying split to focus on specific factors or causes.
EXAMPLE
Again, further data collection and interviews identified several underlying factors such as;
Management’s training schedule did not appropriately cover all workers and supervisors, the factory’s
health and safety trainer does not have any formal training/education on PPE or conducting effective
training and no one ever evaluates machine safety to determine if hazards can be sufficiently
controlled without PPE before beginning production.
Don’t Stop Here! The causes above begin to look at deeper issues within the company and to continue
the RCA the team should look deeper into these causes by asking “Why” again ( i.e. The reason the
factory’s health and safety trainer does not have formal training or education on PPE is because he was
promoted from a floor supervisor). By asking “Why” again and investigating further, it was found that
the factory does not have a job requirement for health and safety trainers to have formal health and
safety education.
IMPLEMENT SOLUTIONS
It is likely that once the fishbone diagram is If required, revise related policies, procedures and
completed, there will be multiple underlying or root other system management documents and provide
causes identified. It will be important to determine appropriate training on the changes. Implement the
priority areas or causes that are likely to produce the changes and monitor results.
most beneficial results.
Once success has been achieved, results should
Develop an implementation plan including actions, be communicated within the organization to
responsible personnel, timing/milestones, and share lessons learned about both root causes of
performance metrics. Performance metrics should the problem as well as how to perform effective
include both short and long-term measures along investigations.
with a communications component to specify what
A report of the investigation should be created
information should be communicated, to whom,
which includes, at a minimum, the original problem
and frequency (to report progress and effect).
definition, actual causes found and supporting
These items should be input in to a corrective
discussion / evidence, solutions selected and
action system.
rationale for their selection.
171
APPENDIX 10: RESPONSIBLE

RETRENCHMENT
Retrenchments include a wide range of dismissals/ downsizing/redundancy/or closure based on operational
requirements due to economic, technological, structural or similar reasons to reduce the size of the
workforce. This does not necessarily relate to the conduct or capability of the workers. So, the effective
cause of the retrenchment is one or more external or internal factors related to the employer’s business
situation. These include the closure of a plant, supplier workplace, with the total or near total loss of jobs
arising from a reduction in staffing requirements due to efficiency gains or falling demand for the company’s
products or services.
THE OBLIGATIONS OF AN EMPLOYER IN THE 6. Grievance mechanism: The process should be

RETRENCHMENT PROCESS transparent and completed promptly. Grievance
mechanisms should also be in place to deal
1. Reason for retrenchment: Provide sufficient
with any claims if appropriate procedures were
documentation showing that redundancy
not followed.
was the real reason for retrenchment. If an
employer fails to do so, the retrenchment is CRITERIA FOR SELECTING WORKERS FOR
deemed unfair. RETRENCHMENT
2. Notice/Communication to necessary Criteria that are generally accepted as fair in
stakeholders: The employment relationship retrenchment situations include:
should be governed by a set of written policies • Length of service;
and procedures backed by necessary training,
communication and appropriate controls. Give • Skills and qualifications; and
employees, employee representatives where • Implementation of policies of affirmative action.
applicable, and the relevant governmental
The most common principle for selecting who should
authorities as much advance notice and relevant
be dismissed should be last in – first out, meaning
information regarding the redundancies/
that, as a rule, the workers with least time with the
retrenchment as is possible under the
company should be the first to be dismissed on
circumstances.
grounds of redundancy. If the criteria of skills and
3. Consultation: In the event affected employees qualifications are used they have to be objectively
are represented by a union or worker determined and operationally justified.
organization, fully comply with all applicable
DON’Ts:
notice, consultation, payment of severance,
outplacement or other benefits provided for in Do not retrench workers due to characteristics
the current collective bargaining agreement or including but not limited to the following:
otherwise agreed to between the employer and • Association with union membership or activity
such union or employee representatives.
• Race, sex, age, color, political opinion or
4. Fair treatment: Ensure that all possible affiliation, national and social origin or religion
alternatives to retrenchment are explored and that
• Pregnancy
those workers to be dismissed are treated fairly.
The employer should ensure that the worker(s) to • HIV positive status
be retrenched are selected objectively. • Contractual status
5. Severance pay: The employer should also ensure
that severance pay and other benefits are paid
according to law.
172
KEY STEPS IN PLANNING AND MANAGING RETRENCHMENT
1. Ensure retrenchment is necessary: Check if collective agreements and local and

retrenchment is really necessary and also look international rules?
for alternatives to job losses. b. What are the opportunities available in the
2. Finding alternatives to job losses: Options job market to match the skill set his/her
to consider include a freeze on new hiring, workers possess?
enforcement of retirement ages, reduction in c. From what areas and groups of workers will
hours worked by existing staff, outsourcing the cuts come?
of articular activities, an end to using agency
and contract workers, internal transfers, 4. Communication with key stakeholders: Begin
redeployment transfer of employees to consultation with key stakeholders early. Engage
third party organizations, or reduction in workers and the unions or other representatives.
salaries. Consultation may also include local, regional,
or national government agencies. Reach an
3. Obtain information on worker’s rights and agreement with stakeholders on process for
obligations: Gather information to answer: consultation. Form a committee or group within
a. What are the workers’ rights and obligations your organization to manage the process of
in relation to job loss with respect to retrenchment.
RETRENCHMENT CHECKLIST
While planning retrenchment, employers are encouraged to co-operate with independent third parties
to verify compliance with local law and any additional agreements. Below are questions to keep in mind
during the retrenchment process.
• Is governmental permission required to proceed?

• What are the requirements for consultation with unions or other employee representative’s over
retrenchment and downsizing?
• Is voluntary severance/early retirement a possible legal alternative?
• How are minimum severance payments to be calculated?
• How much notice must be given to each employee?
• What are the individual requirements that must be complied with in relation to each worker’s dismissal?
• What legislation, if any, covers unemployment insurance and other aspects of social security, and
regulates joint welfare funds, pension funds, and other such systems of workplace-social supports.
• What rights do workers have in the event of transfers of employment to other employers and outsourcing?
• What state agency procedures exist that relate to disputes resolution, including arbitration,
conciliation, and mediation?
• What laws are in place relating to the rights of workers including temporary, part-time and piece
rate workers?
• What is the position in relation to public and private pension arrangements?
• Are there any rules that require preferential treatment for retrenched employees in respect to any
future employment?
173
SEVERANCE ALLOWANCE and OTHER INCOME PROTECTION
Severance: Fully pay all severance, social security good health, waivers or releases of other rights
and other separation benefits to which employees as a condition of receiving legally entitled
being retrenched are entitled under country law. severance pay or other benefits.
This, however, is a minimum established by the • Notice period: Employees should be fully
law, and where possible consensus should be compensated for their notice period. If not
reached through consultations as to other factors required to work during this time, workers
which could be included to calculate the severance should receive payment that reflects the wages
pay. Any salary or wages owed to the workers on they would have earned if they had been
termination of employment should be fully paid. working.
Payments are to be received by the employee on his • Unused paid/earned leave: Payment should be
or her last day of work. made for any holiday leave that has been earned
by workers but not taken prior to termination of
• Release of claims: Management shall not employment.
require that employees sign any declaration of
RECOMMENDED GOOD PRACTICE

While planning retrenchment, employers are encouraged to co-operate with independent third parties
to verify compliance with local law and any additional agreements. The below are ideas to keep in mind
during the retrenchment process.
• Help employees in setting up “job banks” or otherwise help employees find re-employment
opportunities.
• Develop training programs to provide the employee with new skills and opportunities.
• Providing financial counseling.
• Check for the opportunity to transfer to other owned suppliers.
• If employer plans to re-hire, Workers dismissed for operational requirements should be given
preference.
174
PVH COMMITMENT TO RESPONSIBLE EXIT

PVH RESERVES THE RIGHT TO EXIT A FACTORY IN CIRCUMSTANCES OF REASONABLE COMMERCIAL
CONSIDERATIONS. IN THE EVENT THAT A DECISION IS MADE TO EXIT A FACTORY FOR BUSINESS
REASONS, PVH WILL ENGAGE WITH THE FACTORY TO EXIT RESPONSIBLY SO AS TO MITIGATE
POTENTIAL ADVERSE IMPACTS TO WORKERS IN ACCORDANCE WITH PVH RESPONSIBLE EXIT
STANDARD OPERATING PROCEDURE. TO EXIT RESPONSIBLY, PVH WILL PROVIDE ADEQUATE
NOTICE OF THE EXIT PLAN AND TIMELINE, BASED ON AN ANALYSIS OF THE PVH BUSINESS AS A
PERCENTAGE OF THE FACTORY’S PRODUCTION CAPACITY, SO THAT THE FACTORY HAS SUFFICIENT
TIME TO IDENTIFY OTHER BUSINESS PARTNERS TO FILL PRODUCTION LINES AND MINIMIZE THE
POSSIBILITY OF RETRENCHMENT. IF APPLICABLE, PVH WILL ALSO ENDEAVOUR TO SUPPORT THE
FACTORY TO ENABLE THEM TO CONDUCT RETRENCHMENT IN A RESPONSIBLE MANNER.
175
APPENDIX 11: RESTRICTED COUNTRY LIST

PVH Corp. prohibits or restricts business activities in countries or regions that pose lgal, compliance,
human rights or other risks to our Company or undermine our commitment to Corporate Responsibility.
This includes, but is not limited to, countries or regions currently under economic sanctions by the United
States, European Union or other applicable jurisdictions, countries that pose undue risks for human
trafficking, modern slavery, or unsafe working conditions, and countries that the Company determines at
its discretion, should be included in this list for other reasons, such as the safety of associates. This list is
subject to change from time to time; the current non-approved country list is found below:
Tier 1: No Direct or Indirect Business
• Crimea Region (including Sevastopol and as defined by the U.S. Government)

• Cuba
• Iran
• North Korea
• Syria
Tier 1 includes countries and regions that are currently under country-wide economic sanctions by
applicable regulators, including those in the United States and European Union.
Direct and indirect business activities without exception in all Tier 1 countries, even if such activities are
the result of an existing relationship. This includes but is not limited to:
• Direct operations, such as retail, wholesale and e-commerce sales

• Licensee, franchisee, and distributor arrangements that by their terms permit sales in or shipments into
the region, even if no such activity takes place
• Direct or indirect sourcing of product by PVH, a PVH licensee or other authorized user of a PVH
trademark and
• Exploratory visits to the region or meetings with third parties from or with respect to doing business in
the country/region
176
Tier 2: No Sourcing, All Other Business Needs Approval
• Afghanistan • Lebanon
• Burundi • Myanmar/Burma
• Belize • Mauritania
• Belarus • Papua New Guinea
• Central African Republic • Republic of Congo
• China (Dandong city and Xinjiang province only) • Saudi Arabia
[1]4
• Somalia
• Comoros
• Sudan (North)
• Democratic Republic of Congo
• Sudan (South)
• Democratic Republic of Timor-Leste
• Uzbekistan
• Eritrea
• Turkmenistan
• Iraq
• Venezuela
• Lao People’s Democratic Republic (Laos)
• Yemen
• Liberia
• Zimbabwe
• Libya
Tier 2 includes countries in which the manufacturing industry pose undue CR risks (as defined by “A Shared
Commitment,” the PVH Code of Conduct), associate safety and security risks, or have a significant number
of individuals or entities under economic sanctions.
No direct or indirect sourcing is permitted. Any new business activity (e.g., license or distribution
arrangements) must be approved by Legal and CR. Existing business activities are allowed but cannot be
expanded or renewed without Legal and CR approval.
4 The restriction on Dandong city and the Xinjian province of China applies only to direct and indirect sourcing. New and
expanded commercial relationships may proceed without receiving pre-approval.
177
APPENDIX 12: REFERENCES

ACCORD ON FIRE AND BUILDING SAFETY IN BANGLADESH
https://bangladeshaccord.org/
APPAREL AND FOOTWEAR INTERNATIONAL RSL MANAGEMENT (AFIRM)

http://afirm-group.com/
CHEMICAL MANAGEMENT
https://www.pvh.com/responsibility/policy/chemical-management-action-plan
FLA BENCHMARKS AND GUIDANCE

http://www.fairlabor.org/sites/default/files/fla_complete_code_and_benchmarks.pdf
ILO CONVENTIONS
https://www.ilo.org/global/standards/lang--en/index.htm
INTERNATIONAL CODE COUNCIL

https://www.iccsafe.org/
INTERNATIONAL SAFETY EQUIPMENT ASSOCIATION (ISEA)

https://safetyequipment.org/
INTERNATIONAL STANDARDS ORGANIZATION (ISO)

https://www.iso.org/home.html
NATIONAL FIRE PROTECTION ASSOCIATION (NFPA)

https://www.nfpa.org/
PVH GLOBAL QUALITY MANUAL

https://pvh.be.rs/
PVH RESTRICTED SUBSTANCES LIST

http://www.pvh.com/pdf/corporate_responsibility_RSL.pdf
SUSTAINABLE APPAREL COALITION

http://www.higg.org/
http://www.howtohigg.org
https://apparelcoalition.org/the-higg-index/
https://apparelcoalition.zendesk.com/hc/en-us/articles/115002449451-Air-Emissions
https://apparelcoalition.zendesk.com/hc/en-us/articles/115002449431-Energy-Use-GHG
https://apparelcoalition.zendesk.com/hc/en-us/articles/115002449411-EMS
https://apparelcoalition.zendesk.com/hc/en-us/articles/115002449471-Waste
https://apparelcoalition.zendesk.com/hc/en-us/articles/115002460192-Wastewater
https://apparelcoalition.zendesk.com/hc/en-us/articles/115002460172-Water-Use
178
UN DECLARATION OF HUMAN RIGHTS

http://www.un.org/en/universal-declaration-human-rights/index.html
ZERO DISCHARGE OF HAZARDOUS CHEMICALS (“ZDHC”) PROGRAMME

https://www.roadmaptozero.com/
ZERO DISCHARGE OF HAZARDOUS CHEMICALS (“ZDHC”) ZDHC MNUFACTURING RESTRICTED

SUBSTANCE LIST (MRSL)
http://www.roadmaptozero.com/fileadmin/pdf/MRSL_v1_1.pdf
ZERO DISCHARGE OF HAZARDOUS CHEMICALS (“ZDHC”) ZDHC WASTEWATER GUIDELINES

https://www.roadmaptozero.com/programme/wastewater-quality/
179

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CORPORATE

VI. NON CODE VIOLATIONS.................................................................................35

VIII. OTHER POLICIES.........................................................................................119

• Overview of PVH’s CR program

• Supplier authorization policies

• The Standards - PVH Code of Conduct

Marissa Pagnani McGowan

EMPLOYMENT RELATIONSHIP FORCED LABOR

NON-DISCRIMINATION CHILD LABOR

Our business partners must treat employees with

FREEDOM OF ASSOCIATION HOURS OF WORK

American Conference of Governmental Industrial Hygienists (ACGIH): A member-based organization

Assessor: An external third-party vendor contracted to perform an assessment of a level 1, 2 or 3

Factory: Supply chain partner who manufactures product.

Hazardous Work: Conditions by which work would be considered hazardous include:

• Work underground, underwater, at dangerous heights or in confined spaces.

Independent External Assessors: An individual or organization contracted by PVH or a Licensee to

Re-Evaluation Audit: A re-evaluation assessment is conducted to verify completion or progress of the

International Standards Organization (ISO): An independent, non-governmental membership

Mistreatment of PVH Associates and Representatives: Physically intimidating or verbally threatening

PVH: PVH Corp., together with its subsidiaries.

PVH CR: The global PVH Corporate Responsibility department.

Re-evaluation Assessment: A re-evaluation assessment is a regularly scheduled comprehensive (complete)

Recruitment: The engagement of a person in a territory on behalf of an employer in another territory,

ACCOUNTABILITY conditions. By enhancing our business processes

SOURCING including punishment by termination, for disclosing

The authorization process includes:

• New Factory Set-up

Verification through assessments is a well-established mechanism for determining whether or not a

If applicable, factory completes and submits Higg

If verification is required, IEM conducts Higg FEM

During closing meeting, IEM reviews assessment

If any findings are deemed no progress with alert,

6 Exit for Business Reasons

Sourcing and CR teams assess risk and manage Vendor / Factory

Days indicated in workflow refer to business days

NEW FACTORY SET-UP

LEVEL 1 LEVEL 2 LEVEL 3

FACTORY ASSESSMENTS BY LEVEL

• Level 2 - Strategic Level 2 factories are • Location

ASSESSMENT PLANNING AND PREPARATION

CONDUCTING THE ASSESSMENT

GOLD Authorized for production (CR Accredited to Self-Manage Compliance)

GREEN Authorized for production

Re-evaluation assessment will take place on a 24-month cycle.

YELLOW Authorized for production

• PVH Business Divisions are encouraged to place business.

Re-evaluation assessment will take place on a 12-month cycle.

ORANGE Authorized for production exercising vigilance and caution

Re-evaluation assessment/assessments are required within a maximum of 6 months.

Re-evaluation assessment is required within a maximum of 6 months.

RED Not authorized for production

Other Factory Designations

BLUE Participation in formal continuous improvement program (Authorized for production)

WHITE Pending Authorization

Re-evaluation may be requested within three to twelve months.

PVH CR Assessment Notification: Within 30 to submit a CAP to PVH CR within 14 calendar

ADDITIONAL NOTES ON AUTHORIZATION

• In cases in which an active in-scope factory