As one of the most trusted names in licensed sports merchandise, '47 values the contributions of its employees and takes seriously its obligation to respect the people who manufacture its products and to protect the environment.

To honor this commitment, ’47 believes it is its responsibility to reward and recognize employees, to identify social and environmental risks in its business operations and to apply its influence to address those risks, resulting in improved workplace conditions and reduced environmental impacts over time.

’47 builds a foundation for implementing these commitments through strategic partnerships with business partners who share its values and in collaboration with trusted individuals and organizations that have knowledge and expertise.

California Transparency in Supply Chains Act of 2010 Statement

The California Transparency in Supply Chains Act requires the disclosure of companies' efforts to eradicate slavery and human trafficking from direct supply chains. We take this obligation very seriously. Human trafficking and slavery is the result of exploitation, deception and coercion that can occur during the recruitment process or within the workplace. We seek business partners who comply with all applicable national laws and international principles aimed at preventing and eradicating trafficking and slavery as described in the 2000 United Nations Polermo Protocol and the 1926 Slavery Convention.

Assessing risk.

We place orders in approximately 30 factories around the world. To monitor risks in these countries, we routinely review reports on workplace issues in these countries that are compiled by governments, international agencies and civil society organizations. Together with the results of internal audit reports and reports of independent external monitoring conducted by the Fair Labor Association, we are able to understand our risks and to maintain a careful watch on our supply chain. The assessment is conducted with the assistance of a highly qualified corporate responsibility consultancy.

Conducting audits.

’47 conducts audits of the factories that make its products on a regular basis. Third party auditors, who have been accredited by the Fair Labor Association, conduct the audits and examine the full range of issues contained in the ’47 Workplace Code of Conduct, including issues that are indicators of human trafficking and slavery. In cases where subcontract facilities are used, the primary factory is required to apply the ’47 Workplace Code of Conduct to the subcontract factories. The Fair Labor Association independently assesses a subset of the factories that make our products annually.

Agreements with factories.

’47 obtains signed workplace disclosure statements each year from the management of the factories that make our products attesting to their commitments to abide by the ’47 Workplace Code of Conduct. Indicators of human trafficking and slavery are contained within the provisions of the ’47Workplace Code of Conduct Code. Additionally, all factories have indicated in writing their commitment to comply with the laws regarding slavery and human trafficking of the country or countries in which they are doing business.

Maintaining and enforcing accountability.

’47 maintains and enforces internal accountability procedures for employees and contractors regarding company standards about slavery and human trafficking. In the case of non-compliance, ’47 reserves the right to examine the specific situation and develop a best possible strategy for resolution. In cases where non-compliance is not resolved within a timely manner, ’47 may terminate the business relationship.

Training for supply chain managers. A certificate of successful course completion was issued to the executive manager for supply chain and the company's compliance officer after enrolling in an online training course offered by the University of Delaware and The Cahn Group, titled: Risks of Human Trafficking and Slavery: A Short Course for Supply Chain Professionals. Participants took a pre- and post-course assessment that demonstrates:

• Company awareness of human trafficking and slavery in supply chains;
• Ability to identify human trafficking and slavery risks present in company supply chains; and
• Ability to support prevention and mitigation efforts when human trafficking and slavery is suspected.

Code of Conduct

’47 is committed to conducting its business affairs in a socially responsible manner consistent with its ethical accountability for improving the workplace. This Code of Conduct shall apply to all employees, including contractors, subcontractors, and any person or entity involved with the production of ’47 products.

1. Employment Relationship - Employers shall adopt and adhere to rules and conditions of employment that respect workers and at a minimum, safeguard their rights under national and international labor and social security laws and regulations.
2. Nondiscrimination - No person shall be subject to any discrimination in employment, including hiring, compensation, advancement, discipline, termination, or retirement, on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, social group or ethnic origin.
3. Harassment or Abuse - Every employee shall be treated with respect and dignity. No employee shall be subject to any physical, sexual, psychological or verbal harassment or abuse.
4. Forced Labor - There shall be no use of forced labor, including prison labor, indentured labor, bonded labor or other forms of forced labor.
5. Child Labor - No person shall be employed under the age of 15 or under the age for completion of compulsory education, whichever is higher.
6. Freedom of Association and Collective Bargaining - Employers shall recognize and respect the right of employees to freedom of association and collective bargaining.
7. Health, Safety and Environment - Employers shall provide a safe and healthy workplace setting to prevent accidents and injury to health arising out of, linked with, or occurring in the course of work, or as a result of the operation of employers' facilities. Employers shall adopt responsible measures to mitigate negative impacts that the workplace has on the environment.
8. Hours of Work - Employers shall not require workers to work more than the regular and overtime hours allowed by the law of the country where the workers are employed. The regular work week shall not exceed 48 hours. Employers shall allow workers at least 24 consecutive hours of rest in every seven-day period. All overtime work shall be consensual. Employers shall not request overtime on a regular basis and shall compensate all overtime work at a premium rate. Other than in exceptional circumstances, the sum of regular and overtime hours in a week shall not exceed 60 hours.
9. Compensation - Every worker has a right to compensation for a regular work week that is sufficient to meet the workers' basic needs and provide some discretionary income. Employers shall 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. Where compensation does not meet workers' basic needs and provide some discretionary income, each employer shall work with the FLA to take appropriate actions that seek to progressively realize a level of compensation that does.
10. Women's Rights - Because the overwhelming majority of apparel workers are women, women will receive equal remuneration including benefits, equal treatment, equal evaluation of the quality of their work, and equal opportunity to fill positions as male workers. Pregnancy tests will not be demanded of employees nor will employees be pressured to use contraception. Pregnant workers who are taking maternity leave will not face dismissal nor threat of dismissal, loss of seniority or deduction of wages, and will be able to return to their former employment at the same rate of pay and benefits. Women workers will not be exposed to conditions that may endanger their reproductive health.

Anita D'Angelo
Robert D'Angelo
Mark D'Angelo
David D'Angelo
Steven D'Angelo (Owners)