Réponses de Puma

Proposition A1:

Exige des fournisseurs qu'ils émettent des « garanties du droit d'organiser » au bénéfice des travailleurs et travailleuses.

Puma affirme que : « créer un environnement propice à l'exercice responsable de la liberté d'association constitue notre rôle principal, et comme tel, nous ne procédons pas à l'organisation de syndicats dans les usines, mais nous nous assurons que le droit d'association des travailleurs et travailleuses ne soit pas entravé ». Toutefois, elle n'exige pas des fournisseurs qu'ils émettent des garanties du droit d'organiser et remet en question l'applicabilité de cette clause dans « les pays fournisseurs » où la liberté d'association se trouve restreinte par la loi.

Réponse complète (en anglais)

"While some PUMA suppliers have strong worker representation systems in place and follow collective bargaining agreements, in the majority of our main sourcing countries, these enabling rights are restricted either by law or are impeded by strong cultural biases from both factory management and workers themselves. In our experience, legal frameworks that promote unionism do not result in a mature culture of workplace engagement in and of itself. Even where local regulations allow freedom of association and collective bargaining we recognize that the negative perceptions of factory management against any collective workers’ action are deeply embedded. "In PUMA we have always maintained that setting the proper atmosphere for the responsible exercise of freedom of association is our main role, and as such we do not initiate the formation of unions in factories but we do ensure that the workers’ right to form association will not be hindered."

Proposition A4:

Prévoir des procédures de traitement des plaintes pour les travailleurs et travailleuses.

Puma affirme qu'il existe déjà un système de plaintes par une tierce partie et qu'elle a appuyé de nombreux programmes d'amélioration d'analyse des griefs à l'échelle locale.

Réponse complète (en anglais)

On the provision of accessible complaints process for workers, PUMA's complaints process for the workers has been in place for a long time as it is a requirement for becoming a member of the Fair Labor Association. PUMA’s 3rd party complaint system has been proven to work at a global level. We remediated numerous complaints that were raised through this channel from Turkey and China. In Cambodia, PUMA supports the decisions that were made by the national arbitration system. Although we established grievance hotlines in key countries such as China, we believe that employers and employees must be given the capacity to manage and resolve disputes internally. For this reason, PUMA supports various grievance management improvement programs at the local level in key sourcing countries such as China, Turkey, Romania and Vietnam.

Proposition A9:

Exiger des fournisseurs la signature d'accords garantissant l'accès syndical aux lieux de travail.

Puma déclare : qu'« étant donné le retard du mouvement syndical dans les principaux pays fournisseurs par rapport aux normes syndicales internationales, nous ne sommes pas enclins à obliger nos fournisseurs à appliquer l'accès aux lieux de travail à ce type de syndicats… »

Réponse complète (en anglais)

"We have been involved in various projects such as the JO-IN Initiative in Turkey and a pilot project of the German Roundtable on Codes of Conduct in Romania and Bulgaria, wherein freedom of association was addressed and local as well as international unions actively participated. Though these projects are broad and innovative, the results of the initiatives still need to be adjusted to the local specifications and cultural context of other sourcing countries in order to be effective. Our current work on the Human Resource Management System (HRMS) collaboration as mentioned above is at this stage. "We are often reminded that we are not the appropriate party to provide worker education on freedom of association and collective bargaining, and in accordance with the recommendations of the ILO, our suppliers are not tasked with this in the interest of impartiality and fairness. Given that the trade union movement in major sourcing countries is immature according to international union standards, we are not inclined to enforce mandatory access to our suppliers to these kinds of unions for worker education purposes. However, we continue to support training from credible NGOs and international industrial relations organizations in Romania, China and in a number of other countries."

Proposition B2:

Éliminer le recours à des plans d'embauche par l'intermédiaire de parties tierces.

Puma s'attend à ce que ses fournisseurs soient responsables des conditions de recrutement, d'embauche et d'emploi, mais ne prend pas d'engagement relativement à l'élimination des plans d'embauche généralisés par l'intermédiaire de tierces parties.

Réponse complète (en anglais)

On the elimination of third party employment schemes, PUMA communicated clearly to its suppliers that they are immediately responsible for all terms and conditions of recruitment, employment and workplace environment, including any subcontract work that is being carried out in their facilities. As PUMA sources from countries where there is a heavy use of foreign labor such as in Malaysia and South Korea, the monitoring of recruitment agency practices is also expected to be taken care of by the suppliers themselves. We have recently started auditing a percentage of the total number of second and third tier suppliers, which are essentially materials and process subcontractors of our first tier suppliers. Through this, we have strengthened the standards for subcontractor monitoring of our first tier suppliers.

Proposition B3:

Éliminer les contrats à durée déterminée.

Même si PUMA prétend que « la vaste majorité de nos employé-e-s indirects sont embauchés sous des contrats à durée indéterminée », l'entreprise ne veut pas s'engager à éliminer les contrats à durée déterminée, à définir clairement leur utilisation en accordant le même salaire et les mêmes prestations dans les contrats à durée déterminée, ou à accorder automatiquement des contrats à durée indéterminée aux travailleurs et travailleuses après deux contrats à durée déterminée ou deux ans d'emploi. Selon l'entreprise, « la flexibilité du travail demeure une des principales composantes pour assurer la survie et la croissance de chaque entreprise... »

Réponse complète (en anglais)

"Given that labor is only one component of production, labor flexibility remains one of the key components to ensure that individual companies survive and grow. Conditions in the supply chain do not exist in a vacuum, but are affected by local and global economic and social circumstances. We understand that individuals cannot be fully flexible in the global economy; hence PUMA supports legal and extra-legal measures to ensure that worker welfare is addressed. It is guaranteed within PUMA’s Code of Conduct that all worker income must be paid on time and in accordance with local labor law. Each PUMA supplier must provide a copy of a formal working contract to employees and the vast majority of our indirect employees are hired on unlimited-period working contracts to ensure that they have continued access to benefits that accrue over the length of their service. In countries where fixed-term contracts do not impede the accrual of tenure-based benefits or rights, we do not strongly enforce open-ended contracts. We believe that there is no need to do this, as the factories themselves would want to keep their workers who have already acquired certain skills. However, we do investigate against any unlawful termination. We have also strengthened our policies and monitoring regarding apprenticeship schemes and have in fact been able to stop a few cases of questionable apprenticeship programs as part of our compliance auditing routine."

Proposition B6:

Établir des relations de longue date avec les usines.

Aucune réponse

Réponse complète (en anglais)

Proposition C1:

Adopter des politiques de transitions responsables.

Puma travaille actuellement à des politiques relatives à la gestion des fermetures en prenant en considération les directives du Forum AMF, mais l'entreprise n'a pas pris d'engagement pour rendre ces politiques publiques.

Réponse complète (en anglais)

"We are also strengthening our policies on managing factory closures, taking into consideration the guidelines already established by the Fair Labor Association and the MFA (Multi-Fiber-Agreement) Forum. In this regard, the local governing bodies have more power in enforcing the law and we will be working with such bodies wherever we feel it would be most effective."

Proposition C3:

Communiquer publiquement les rapports sur la durée moyenne des relations avec les usines des fournisseurs.

Puma affirme qu'elle entretient des relations de longue durée avec ses « principaux fournisseurs » et qu'elle peut fournir de l'information sur la durée de ses relations avec ses partenaires stratégiques. Toutefois, elle ne peut pas retrouver l'information sur les fournisseurs secondaires ou sous licence.

Réponse complète (en anglais)

"PUMA sources directly through WorldCat as well as through licensees and subsidiaries. Suppliers through licensees and subsidiaries are encouraged to apply to become WorldCat suppliers, which receive priority orders and key support in areas of quality, production and puma.safe compliance. We implemented a Strategic Partner Concept and Vendor Rating System in early 2005 for WorldCat suppliers, which essentially formalized the process in which supplier performance is rated. Key suppliers are reviewed against key strategic parameters, which are long term in nature, aside from Techical parameters of price, quality and delivery lead times. Adherence to puma.safe standards and commitment to PUMA are two key Strategic Criteria in the Vendor Rating System. PUMA maintains long-term relationships with key suppliers. Some suppliers in footwear have been manufacturing for PUMA for 20 years. By adding all suppliers to this rating system – including our long-term partners - we are able to apply an objective performance rating for each supplier. This helps them to identify areas of improvement which is a clear benefit of the Strategic Partnership. It is possible for PUMA to give accurate information on the length of our relationships with WorldCat suppliers. Information on licensee and subsidiary suppliers, however, is not available yet. "

Proposition C4:

Communiquer publiquement des rapports sur la sélection des fournisseurs; leur choix ou leur rejet.

Puma divulguera l'information sur son processus de sélection de ses fournisseurs dans son prochain rapport de viabilité. L'entreprise ne se prononce pas relativement à sa politique de délocalisation ou sa stratégie de gestion de ses impacts.

Réponse complète (en anglais)

"Both the VRS and our Strategic Partner concepts ensure that there is an objective basis for purchasing decisions based on equal consideration to price, quality, delivery, compliance and medium- to long-term investment commitment. We are constantly improving the implementation of our VRS and the Strategic Partner concept and we will be reporting on this in greater detail in our upcoming Sustainability Report. In our latest report, we have already provided information on the performance of direct and licensee sourcing in each country."

Proposition D1:

S’engager à payer un salaire vital.

PUMA affirme ne travailler qu’avec des fournisseurs qui pourvoient une rémunération qui respecte les besoins essentiels et tous les avantages sociaux exigés par la loi, comme le stipule son Code de conduite.

Réponse complète (en anglais)

"PUMA explicitly guarantees to work only with suppliers that provide compensation that is 'respectful of basic needs and all benefits mandated by law' within our Code of Conduct."

Proposition D3:

Garantir que les prix suffisent à payer un salaire vital.

PUMA “ne se trouve pas en position de déterminer elle-même quel serait le niveau de salaire suffisant pour assurer un « salaire vital » dans plus de 50 pays fournisseurs »; et ne s’engagera pas à un examen des prix payés par une tierce partie aux fournisseurs.

Réponse complète (en anglais)

"While PUMA does not see itself in a position to determine which wage level would be sufficient to provide a “living wage” in over 50 sourcing countries, many of our suppliers already pay on average wages which are well above the minimum wages set by national law. PUMA announced in its 2008 Annual Shareholders Meeting that we increased the prices paid out to strategic suppliers to cover inflationary pressures in some sourcing countries. In turn, some of our Strategic Partners have granted seniority pay in recognition for the workers’ length of service. Some have provided additional cost of living and other allowances and bonuses in recognition of the increased cost of living for workers. A number of these arrangements were accomplished through the enterprise-level collective bargaining process."

Proposition D6:

Prendre des mesures pour améliorer les salaires des travailleurs et travailleuses.

Puma considère que le climat économique actuel ne constitue pas le meilleur moment pour faire campagne en faveur du salaire vital. L’entreprise se préoccupe également du fait que des questions antitrust limitent l’envergure de la collaboration qui pourrait exister dans ce domaine.

Réponse complète (en anglais)

"We are currently following the discussion within the Fair Labor Association on the possibility of the inclusion of the living wage in the FLA Code of Conduct. However, because of the general lowered forecast of global demand for consumer goods next coupled together with the findings mentioned above, we believe that this is not the most appropriate time to strongly campaign for living wages. "In a decision by the U.S. Department of Justice on buyer collaboration to monitor compliance, parameters such as pricing, supply agreement terms and buyer-factory negotiations were identified as data that cannot be shared. Though PUMA is willing to share compliance information to third parties in the spirit of collaboration, these anti-trust limitations have to be considered prior to the sharing of commercial information that maybe accessed by competitors. We are actively looking at the wage ladder methodology developed under the Jo-In pilot project in Turkey to objectively identify the steps or rungs by which worker welfare can be improved. PUMA continues, however, to maintain that this ladder has to be benchmarked against the local industry and local best practices in order to be effective."

Réponses types

La marque soutient qu’elle met en application toutes les parties de cette proposition ou elle a accepté de le faire dans les délais proposés par Play Fair.

La marque met actuellement en application ou a accepté de mettre en application certaines parties essentielles de la proposition, mais a refusé de mettre en pratique, ou a omis, ou a soulevé des objections par rapport à une ou plusieurs parties importantes, ou la marque a accepté de mettre la proposition en pratique, mais en dehors des délais proposés par Play Fair.

La marque a refusé de mettre en application les parties essentielles de la proposition.

La marque n’a pas compris ou n’a pas réagi à la proposition, ou la marque examine la proposition, mais n’a pas encore pris une décision.