1. The document discusses Reebok's human rights production standards and measures taken to address human rights violations. 2. Reebok worked with lawyers and NGOs to monitor factories, ensured no child labor, and launched education programs. However, complaints of discrimination, low wages, long hours, and lack of freedom of association remained issues. 3. Reebok negotiated with factory management for fair elections of trade unions but Chinese factories still found ways to circumvent the standards for profit. Overall progress was made but challenges remained enforcing human rights protections.

1. SUBMITTED BY: NIKHIL KHURANA
COURSE CODE: EBM 640
FACULTY: DR. SHAMSHER SINGH
ASSIGNMENT 2

2. A.)
Some of the measures or stages been reebok for human rights are firstly the
reebok human right production are been introduced and that are taken by
1.Non retaliation policy-Factory works to speak with Reebok staff without fear.
2.Non-discrimination-Non- discrimination in hiring and employment practices.
3.Working hours/overtime .not work more than 60 hours per week.
4.Forced or compulsory Lab- Reebok will not work business with business that isindulge in
forced or compulsory.
5. Fair wages for the worker to ensure basic needs for worker and family.
6. Child Labour -Reebok will not work with business a partner that useslabour lower than
the age of 14 or 15.
7. Freedom of association-rights of employees to establish and join organisation of their
choosing. Employees will be respected and will give leverage to organise and bargain effort
collectively.
8. Safety and health.
Now some of the actual steps been taken
Reebok asked China’s subcontractors not to employ child labour.
Reebok tied up with lawyers committee for human rightsto closely monitor
withhuman resource development staff with video camera, fax machine and
computer.
In 1995 ,Reebok made sure that people below 15 are not employed in the working
facilities in Sialkot and also put a label to certify.(MANUFACTURE WITHOUT CHILD
LABOUR)
In 1997, Reebok launched a million dollar project in the name reebok education
system to Pakistan.
Workers system association was developed in Indonesia to handle complaints and
grievances and to ensure immediate actions
In 1998, Reebok conducted seminars in Indonesia for organizing for organizing union
and collectively bargaining.

3. B.)
Now let’s see, below as per what Reebok preached or mentioned in their
Human right’s production standards whether they were able to adhere to that
or not.
1. Non retaliating-Complaint boxes were put to fire by the company management
Critical evaluation-Reebok should have investigated the cause of workers for not using the
complaint boxes.
2. Non-discrimination –Problem faced by Chinese women such as drinking, suicide and
mental disturbances.Workers ratio as per women and men were 10:1.Reports of sexual
harassment was also reported by the activists.
Critical evaluation – To offer equal opposite rights to women and men. Pay workers the basic
salary what they deserve.
3. Work hours – Low workers in kong toi , had to work 86 hours per week not because they
had to but they had no option.
Critic – Reebok should have abide by the Chinese labour law and would permit to quit their job if
they want to. Pay in complaint as per Chinese labour law.
4. Fair wages –Dongguan Province, legal wages was $ 1.93 per day but they were paid $1.20
and $1.45.Legal monthly income $42.17 but they were actually paid $30 to $42.
Critical evaluation –Legal requirement for insurance premiums was not filed and even fair wages
were neglected in six factories.
5. Freedom of association –trade unions were not allowed to be set up thereby violating
rights. Chinese trade union was not followed and they were deprived of the 2% wages of the
total work force.
6. Safety and health-constant exposure to toxic and fumes. Workers were also exposed to
high temperature.
Criticalevaluation-Reebok must offer a list of all factories man in China with names and allow NGO
direct access into factories for investigation.
The question that arises is why Reebok can make sure that the products are of the utmost
quality and follow the standards ; whereas human rights are not been preferred enough or
why are there so much loopholes which cannot be filled. The question arises as per why
people are not given what they deserve; forget about the benefits and the perks but the
usual human rights.

4. C.
YES, there were other measures to tackle the problems of human rights
violation and mentioned below in a paragraph format is the answer what
actually was the solution or whether or not there was a solution or not.
Now what happened was Reebok did realise the content and the context of the problem
been faced in the Chinese factories. So, they started to negotiate between the factory
management and the ACFTU for several months. And Reebok was also fixed in a dilemma as
they cannot get directly involved with the workers and the management decision of the
factories. However one thing they could elect personnel in a fair manner belonging to each
of seven departments of the factories. And on top of that, elections were conducted for the
union chairman’s post; all in a fair manner. They also inspected all these factories timely
announced and unannounced. But in spite of efforts that is been continued by Reebok,
there still are some loose strings attached to it. As we all know people work for profit, we
are talking about the Chinese factory management team. They have fooled Reebok in the
past and are really sophisticated, cunning, and have other attributes and capability to fool
them again.