Our Commitment to Corporate Responsibility

As the trusted name in custom-embellished uniforms, warm-ups and practice apparel for college, school and club sports teams, Champion Teamwear values the contributions of its employees and takes its obligation to respect them very seriously.

To honor this commitment, Champion Teamwear believes all of its employees should have the right to safe and ethical working conditions. It is Champion Teamwear’s 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. These actions result in improved workplace conditions and reduced environmental impacts over time.

Champion Teamwear implements its commitments through strategic partnerships with stakeholders who share in their values and collaborate with trusted individuals and organizations with knowledge and expertise.

Supply Chain Management

We take the obligation to be transparent in our Supply Chain seriously. We expect all of Champion Teamwear’s business stakeholders, including but not limited to, Champion Teamwear’s agents, suppliers and subcontractors to operate their businesses on the same principles as provided for in the Champion Teamwear Supplier Code of Conduct.

Risk Assessment

We place orders in facilities worldwide. We routinely review reports on workplace issues in the countries where our products are produced. Using internal audits, independent external audits, and monitoring conducted by the Fair Labor Association (FLA), 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 team.

Agreements With Suppliers

Champion Teamwear obtains a signed agreement each year from our suppliers, attesting to their commitment to abide by the Champion Teamwear Supplier Code of Conduct and agreeing to accept the monitoring conducted by the Fair Labor Association. A Corrective Action Plan is required when improvements are needed. In cases where non-compliance is not resolved within a timely manner, Champion Teamwear may terminate the business relationship.

Site Auditing

Champion Teamwear and its agent conduct audits of the factories that produce its products on a regular basis. Third party auditors, accredited by the Fair Labor Association, also conduct the audits and examine the full range of issues contained in the Champion Teamwear Supplier Code of Conduct. The annual audit is scheduled by Champion Teamwear. Auditors use the Champion Teamwear Code of Conduct for guidelines, including the appropriate documents to review, interviews to conduct, and the types of inspections needed to assess each item. Auditors conduct a closing meeting with facility management to review preliminary results and work out Corrective Action Plans together with the factories.

Continuous Improvement

Champion Teamwear strives for continuous improvement, believing education and training will make the difference. Champion Teamwear works together with agents and suppliers to share best practice in its base, the industry and FLA. Champion Teamwear auditors follow up and verify completion of each corrective action after auditing. Through a continual cycle of auditing, improvement plans, and verification, Champion Teamwear works with their suppliers to make sure they comply with the Code of Conduct and live up to these ideals.

Code of Conduct

The Champion Teamwear Supplier Code of Conduct is based on benchmarks created by the FLA. Champion Teamwear is committed to conducting business with all of our trading partners in a moral, legal and ethical manner. As such we insist that all of our trading partners, including suppliers, contractors and agents adhere to the Champion Teamwear Code of Conduct as set forth below.

Employment Relationship

Employers shall adopt and adhere to rules and conditions of employment that respects workers and, at a minimum, safeguards their rights under national and international labor and social security laws and regulations.


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.

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.

Forced Labor

There shall be no use of forced labor, including prison labor, indentured labor, bonded labor or other forms of forced labor.

Child Labor

No person shall be employed under the age of 15 or under the age for completion of compulsory education, whichever is higher.

Freedom of Association and Collective Bargaining

Employers shall recognize and respect the right of employees to freedom of association and collective bargaining.

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 as a result of the employers' facilities. Employers shall adopt responsible measures to mitigate negative impacts that the workplace has on the environment.

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.


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.