EXHIBIT (14)
Dear Fellow Employees,
Since 1902, Russell Corporation has worked hard to maintain the respect and
trust of our consumers, our business partners and the communities where our
employees live and work. We are proud of the reputation Russell has developed
for our brands, our operations and our people. Today, more than ever, our
reputation is an asset that we need to protect and enhance.
We have a commitment to the highest standards of business ethics for all of our
locations and business partnerships around the world. A key element of our
success to date, and for the future, is operating with integrity in every aspect
of our business. We cannot and will not compromise on sound standards of ethical
behavior, even if an action is based on a sincere belief that it might actually
help us improve our financial performance. Each of us must place a high value on
honesty, fair dealings and ethics.
Attached is a brochure designed to help you understand what Russell Corporation
expects of you. It does not cover every ethical issue, but the basic concepts
are there that set the standards for our commitment to integrity. If an action
seems questionable or is not covered in the information, then seek guidance from
your manager. You may also contact the Corporate Legal Department, Internal
Audit or call our confidential toll-free PRIDE hotline at 877-774-3367.
We ask you to be sensitive to situations that could result in illegal, unethical
or improper actions. You also should be alert to activities that even look
improper. We need your efforts and your support. Additionally, we encourage you
to communicate any possible violations of our ethical principles and business
practices through the PRIDE hotline at 877-774-3367.
Russell Corporation's reputation is in our hands and the company's success
depends on each of us. Acting with integrity is not only the right thing to do,
it makes good business sense. Our employees and our shareholders are relying on
us to do the right thing and I know I can count on you to do your part.
Jack Ward
Table of Contents
Message from the Chairman
Introduction
Consequences of Violation
Obligation to Report Violations
Contact Information for Reporting Violations
No Retaliation for Reporting
False Reporting of Possible Violations
Our Commitments
Your Responsibilities
Our Responsibility to Our Business Partners
Sales and Marketing
Purchasing Practices
Gifts, Favors and Entertainment
Fair Competition, Trade Regulations and Antitrust
Our Responsibility to Russell Corporation and our Stockholders
Conflicts of Interest
Dealings with Suppliers and Customers
Dealings with Competitors
Opportunities Resulting from Employment
Inside Information and Securities Trading
Confidential Information
Accurate Books and Records
Protecting Russell's Assets
Company Funds
Computer Systems
Electronic Communications Systems
Our Responsibility to Each Other
Fair Treatment
Diversity
No-Harassment and No-Discrimination
Work Place Safety and Health
Employee Privacy
Drug-Free Workplace
Our Responsibility to the Community and as a Global Company
Applicability of Laws
Community Involvement and Commitment
The Environment
Individual Political Activities
Company Political Activities
International Business Transactions
Conclusion
INTRODUCTION
RUSSELL CORPORATION'S BUSINESS CONDUCT GUIDELINES
THE BUSINESS CONDUCT GUIDELINES CONTAINED IN THIS BOOKLET ARE THE FOUNDATION ON
WHICH RUSSELL CORPORATION WILL CONTINUE TO BUILD ITS BUSINESS AROUND THE WORLD.
YOU ARE RESPONSIBLE FOR CONDUCTING YOURSELF AS A RUSSELL EMPLOYEE IN ACCORDANCE
WITH THEM.
CONSEQUENCES OF VIOLATION OF THE BUSINESS CONDUCT GUIDELINES
Subject to applicable law and agreements, if you are found to have violated any
of the Business Conduct Guidelines, you will be subject to disciplinary actions
that can include written reprimands, suspensions from employment with or without
pay, demotion, reduction in pay and even including termination of employment.
Such disciplinary action will follow an investigation of alleged violations and
will be taken in compliance with applicable employment and labor laws.
OBLIGATION TO REPORT POSSIBLE VIOLATIONS OF GUIDELINES
You should be alert and sensitive to situations that could result in actions by
you or others that might violate national or local laws, or the standards of
conduct set forth in this statement of the Business Conduct Guidelines. If you
believe your own conduct or that of a fellow employee may have violated any such
laws or any standards of conduct, you have an obligation to report the matter.
Generally, you should raise your concerns first with your immediate supervisor.
However, if you are not comfortable bringing the matter up with your immediate
supervisor, or you do not believe the supervisor has dealt with the matter
properly, you should raise the matter with human resources, internal audit or
the legal department. The matter will be treated on a confidential basis.
You may also report a possible violation directly to the Russell legal
department at the following address and contact numbers.
THE MOST IMPORTANT POINT IS THAT POSSIBLE VIOLATIONS NEED TO BE REPORTED.
CONTACT INFORMATION FOR REPORTING VIOLATIONS
Russell Corporation 1-877-774-3367 Toll Free
1-678-742-8104 General Counsel
Legal Department 1-678-742-8514 Fax
3330 Cumberland Boulevard
Suite 800 [Collect calls will be accepted from overseas]
Atlanta, GA 30339
NO RETALIATION FOR REPORTING POSSIBLE VIOLATIONS
If you report an ethical or legal concern that you believe in good faith may
violate the Business Conduct Guidelines, you will not be subject to retaliation.
Any employee responsible for retaliation in any form, including, but not limited
to, derogatory comments against an individual who in good faith reports a known
or suspected violation, will be subject to disciplinary action.
FALSE REPORTING OF POSSIBLE VIOLATIONS
Under no circumstances will you be subject to any disciplinary or retaliatory
action for filing a good faith report of a potential violation that is later
determined not to have been a violation. However, Russell Corporation will not
tolerate the filing of knowingly false or malicious reports and, if you do so,
you will be subject to appropriate disciplinary action.
[RUSSELL LOGO]
Russell
OUR COMMITMENTS
There are five key relationships in the business of Russell Corporation. These
relationships involve customers, suppliers, fellow employees, shareholders and
the communities in which we operate. All employees participate in one way or
another in these relationships. The following commitments serve as broad ideals
for shaping these relationships.
- To our customers we will be attentive and strive to maximize
the value and quality of our products and services.
- To our suppliers we will be the best customer we can be and
will emphasize fair competition and relationships built on
trust.
- To each other, as employees, we will treat one another fairly
and with the dignity and respect due all human beings.
- To our shareholders we will pursue our growth and earnings
objective while always keeping ethical standards at the
forefront of our activities.
- To the many communities of which we are a member, we will act
as responsible and responsive corporate citizens and in a
moral and ethical manner.
We fulfill these commitments by following our Business Conduct . These
Guidelines describe the ethical and legal responsibilities of all Russell
employees as you conduct business on the company's behalf. The Business Conduct
Guidelines are not an express or implied contract of employment and do not
create any right in the nature of an employment contract.
This booklet is a guide and a resource to point you in the right direction and
to allow you to make mid-course corrections and rethink what you are doing. It
is intended to make you aware of significant legal and ethical issues that may
cross your path in the course of your work for Russell. It is not a
comprehensive document compiling all Russell policies, but a summary of key
values that are the foundation of the Russell Way.
As you read the Business Conduct Guidelines and apply them to your work and
daily responsibilities, ask yourself the following questions:
- - Are the actions you are about to take for Russell legal? If not, don't
do them. It's as simple as that.
- - Does the proposed action violate company policy? Is it consistent with
Russell's values?
- - What will others think if you take these actions? Could you justify
them to your supervisor, your family, or to the news media?
- - How will your actions affect other Russell employees, our customers,
our business partners or the communities where Russell does business?
- - How does it affect Russell and its future?
- - How does your conscience feel about the actions? What would a
trusted friend think?
- - Will you sleep soundly tonight? How will you feel about yourself?
Your responsibility
AS A RUSSELL EMPLOYEE, YOU ARE EXPECTED TO EXEMPLIFY THE HIGHEST STANDARDS OF
ETHICAL BUSINESS CONDUCT AND ENCOURAGE DISCUSSION OF THE ETHICAL AND LEGAL
IMPLICATIONS OF BUSINESS DECISIONS WITH YOUR FELLOW EMPLOYEES.
Managers have an additional responsibility to create and sustain a work
environment in which employees, consultants, contractors, contract workers and
all business partners know that ethical and legal behavior is expected of them.
You are responsible for ensuring that our Business Conduct Guidelines are
communicated to all those who work for you. You are also responsible for
ensuring that employees who need additional information in order to do their
jobs, such as information regarding environmental health and safety, trade
regulations or international business practices, receive appropriate policies
and training.
You must also be careful not to hire or delegate authority to any individual
that you have reason to believe has a tendency to engage in unlawful conduct or
unethical activities or who does not live up to the core values of Russell
Corporation.
Our Responsibility to Our Business Partners
OUR SUCCESS DEPENDS ON MAINTAINING STRONG RELATIONSHIPS WITH OUR CUSTOMERS,
SUPPLIERS AND OTHER BUSINESS PARTNERS. THIS PARTNERSHIP ALLOWS US TO PROVIDE THE
HIGH QUALITY PRODUCTS AND VALUE THAT OUR CONSUMERS DEMAND AND THAT IS THE
FOUNDATION OF OUR SUCCESS.
BUSINESS PARTNER GUIDELINES
Russell Corporation will only do business with vendors and suppliers that share
the company's adherence to high legal, ethical and moral standards. Russell's
goal is to create and encourage the creation of model operations that provide
good jobs at fair wages and also improve conditions in their communities.
All suppliers, joint ventures and other business partners are expected to comply
with the Business Conduct Guidelines and to assure compliance in all
contracting, subcontracting or other relationships. Russell believes it is
effectively exercising its economic leverage with business partners to encourage
their full compliance with laws designed to protect their employees and to
support the highest standards of business conduct.
Additional guidance and details for our business partners are included in the
Business Partner Guidelines and the International Operating Principles.
SALES AND MARKETING
Russell will compete for business aggressively and honestly. Marketing of
products should be based on quality, durability, distinctiveness, brand
recognition, fair pricing and promotional programs, and honest advertising
practices. Product, service and price attributes must not be misrepresented.
PURCHASING PRACTICES
All purchasing decisions must be made based on the value received by Russell.
This policy extends to services such as banking, auditing, legal, advertising,
and construction/maintenance, as well as to purchasing goods used by Russell
business units. If you are responsible for making purchasing decisions, you
should attempt to obtain the best terms for Russell through firm and
professional means, while at the same time conducting your negotiations in an
ethical manner.
All purchases, whether of capital assets, services, supplies, materials or
inventory items, and regardless of dollar value, should be researched and priced
on a regular basis to ascertain that Russell Corporation is receiving the best
value. While value for purchases of commodity items will most often be
determined by price alone, overall value is determined as the best mix of
quality, service, convenience and price. Purchases in excess of $1,000, but less
than $3,000, should be supported by evidence, such as a notation of a phone
quote or reference to catalog listings, that value was considered.
All purchases over $3,000 must be supported by multiple, documented bids, in
accordance with the established policies and procedures, indicating that the
purchasing decision adequately considered all pertinent circumstances, including
but not limited to vendor qualification, customer service and reliability,
product or service availability, suitability, and price. . Any exception to this
bidding requirement requires the approval of the Corporate CFO.
Russell Corporation will only do business with vendors and suppliers that share
the company's adherence to high legal, ethical and moral standards as evidenced
by our operating principles, Business Conduct Guidelines and company policies.
Vendors with an active diversity program may be given preference in the decision
making process
All purchases, other than minor purchases of supplies, are to be supported by a
properly completed and approved purchase order, prior to commitment being made
of the behalf of Russell. Minor purchases of supplies and other items should be
made using the Company purchasing card system.
You should ensure that personal, family, or other long-term relationships do not
influence or appear to influence your objective business decisions. Obtaining
competitive bids, verifying quality and service claims on a regular basis and
confirming the financial and legal condition of the supplier are all important
steps in good purchasing decisions. Agreements with vendors should be in writing
and should clearly specify the terms and
conditions of the order, including payment terms. Prices of goods and services
obtained should be reasonable and commensurate with industry standards, local
market conditions and with the value received. Vendor selection should be based
on value, with due consideration given to service and reliability, not on
relationships
GIFTS, FAVORS AND ENTERTAINMENT
In many industries and countries, gifts and entertainment are used to strengthen
business relationships. Throughout the global community in which Russell
operates, one principle is common and clear:
NO GIFT, FAVOR, OR ENTERTAINMENT SHOULD BE ACCEPTED OR PROVIDED IF IT WILL
OBLIGATE, OR APPEAR TO OBLIGATE, THE RECIPIENT.
You may provide gifts or entertainment if they are reasonable complements to
business relationships, of modest value, and not against local law or the policy
of the recipient's company.
GIFTS TO ANY GOVERNMENT OFFICIALS REQUIRE ADVANCE CONSULTATION WITH AND APPROVAL
FROM THE RUSSELL LEGAL DEPARTMENT.
Requesting or soliciting personal gifts, favors, entertainment, or services is
unacceptable. Accepting gifts of cash or cash equivalents is strictly
prohibited. Additionally, you may not use your position with Russell to solicit
vendors, financial institutions or others to provide preferential treatment to
you in your personal capacity.
Any gifts and entertainment, whether provided or accepted, that may appear to be
lavish or excessive should be reported to management. You may accept gifts or
entertainment of less than $200 if doing so furthers business relationships that
may benefit Russell, provided they are modest and not in excess of generally
accepted business practices in our industry and in the country where you work.
The dollar limitation on gifts and entertainment is to be applied on a
cumulative basis over a year's time and across all divisions or units of the
donor corporation.
There may be instances where it is in the best interest of the Company to
participate in events, trips or other entertainment offered by existing or
potential business partners that have a value greater than $200. Any such offers
should be discussed with and written approval obtained from the business unit
CEO prior to accepting such an invitation.
Recipients of prohibited gifts or favors should let management know and return
the gift with a letter explaining Russell Corporation policy. If returning the
gift is not practical or if doing so would insult the giver, the gift should be
given to the company for company use or for donation to a non-profit group for
use in their activities or fund raising purposes.
FAIR COMPETITION, TRADE REGULATION AND ANTITRUST
Laws governing competition exist in most of the industrialized countries in
which Russell does business. Russell will conduct its business in compliance
with all applicable fair competition, trade regulation and antitrust laws in the
countries where it operates. These laws generally prohibit agreements, actions
and practices that may reduce competition without providing benefits to
consumers. The basic idea behind these laws is that all companies should compete
individually rather than join together in agreements that restrict their
individual actions. Russell believes in free and open competition and fully
complies with these laws.
There are several issues common to many trade regulations:
- - You, on behalf of Russell, may not enter into any formal or informal
agreement with a competitor that fixes prices or allocates production,
sales territories, products, customers or suppliers.
- - You, on behalf of Russell, may not enter into agreements with customers
or suppliers that establish the resale price of a product, limit a
customer's right to sell a product, condition the sale of products on
an agreement to buy other Russell products, or require Russell or its
customers or suppler to refrain from buying a competitor's products if
such agreements are prohibited in the country where the agreement is
proposed.
- - Decisions to terminate business relationships, pricing of a product
below cost and certain other pricing policies may also be constrained
by antitrust laws.
More detailed information about the laws of specific locations and countries is
available from the Legal Department.
YOU SHOULD CONSULT WITH THE LEGAL DEPARTMENT BEFORE UNDERTAKING ANY ACTION OF
COMPETITIVE SIGNIFICANCE.
Trade regulations or antitrust laws adopted by one country may also apply to
international operations and transactions related to imports to or exports from,
other countries. This is particularly true as the economies of different
countries become more interrelated due to worldwide sourcing of raw materials
and finished goods by many of our partners who operate worldwide.
You should never exchange information with competitors regarding pricing,
marketing, production or customers without consulting with the legal department.
The penalties for violation, of antitrust laws in particular, can be quite
severe and include substantial monetary fines to Russell and monetary fines and
prison terms for individual who were involved in the improper actions. The cost
to Russell's reputation and to the reputation of the individuals is even
greater.
OUR RESPONSIBILITY TO RUSSELL CORPORATION AND OUR STOCKHOLDERS
AS EMPLOYEES, WE HAVE A RESPONSIBILITY TO ENSURE THAT THE BUSINESS OF RUSSELL
CORPORATION IS CONDUCTED ACCORDING TO THE HIGHEST ETHICAL STANDARDS. THIS
INCLUDES KEEPING ACCURATE RECORDS, PROTECTING CONFIDENTIAL INFORMATION AND
AVOIDING CONFLICTS OF INTEREST.
CONFLICTS OF INTEREST
YOU ARE EXPECTED TO CONDUCT YOURSELF IN ACCORDANCE WITH THE HIGHEST STANDARDS OF
INTEGRITY, HONESTY AND FAIR DEALING TO PREVENT A CONFLICT BETWEEN THE INTEREST
OF RUSSELL AND YOUR PERSONAL INTERESTS.
Likewise, it is the responsibility of Russell to conduct all its business in
accordance with all laws and in conformity with the highest ethical standards.
Any situation that creates or appears to create a conflict of interest between
your personal interest and the interest of Russell must be avoided. Actions must
be based on sound business judgment, not motivated by personal interest or gain.
As with many issues, the best way to avoid embarrassing conflict on interest
situations is to disclose any circumstances that have the potential to be
misinterpreted by others, including other employees, customers, suppliers and
the public.
WHAT IS A CONFLICT OF INTEREST?
A conflict of interest occurs whenever you permit the prospect of
direct or indirect personal gain to improperly influence your judgment
or actions in conducting Russell business. A conflict of interest also
arises when you use confidential Russell information for personal or
family gain. While it is not practical to specify every action that
might create a conflict of interest, the following situations create
potential conflicts of interest and should be avoided.
OUTSIDE EMPLOYMENT: A conflict of interest may exist when you, or one
of your close family members, directly or indirectly, serves as a
director, officer, employee, consultant, or agent of an organization
that is a competitor of Russell, or that has current or prospective
business with Russell as a supplier, customer, or contractor.
Similarly, a conflict of interest may exist when you undertake to
engage in an independent business venture or to perform work or
services for another business venture or to perform work or services
for another business or
other organization to the extent that the activity prevents you from
devoting the necessary time and effort to your duties with Russell.
EMPLOYEES MAY NOT WORK FOR OR RECEIVE PAYMENTS FOR SERVICES FROM ANY
BUSINESS ENTITY WHERE THE APPEARANCE OF A CONFLICT OF INTEREST WOULD
RESULT. NEITHER SHOULD YOU PERFORM SERVICES FOR AN ENTITY THAT WOULD
REFLECT ADVERSELY UPON THE INTEGRITY OF RUSSELL.
DEALINGS WITH SUPPLIERS AND CUSTOMERS: You are expected to maintain
impartial relationships with Russell's suppliers, customers and
business partners. You must be motivated solely to acquire goods and
services and to make sales and other transactions on terms favorable to
Russell Corporation. Care must be exercised to avoid even the
appearance of special influence being exerted on behalf of a supplier,
customer or business partner due to personal relationships. In
addition, you should not have any interest in any supplier, customer or
partner of Russell Corporation. An investment in a publicly traded
company that is less than 5% of that company's total assets or less
that 5% of the total assets of you and/or family members will not be
considered a violation of this policy unless such an interest would or
would appear to influence your decisions.
Disclosure should be made where you or an immediate family member has
or acquires an interest in a supplier or customer's business.
DEALINGS WITH COMPETITORS: You should not perform services of any kind
for any competitor of Russell. Disclosure should be made if your
spouse, children or any other immediate family member performs services
for any competitor of Russell.
OPPORTUNITIES RESULTING FROM EMPLOYMENT: The acquisition by you or any
related party of any interest (real estate, patent rights, securities,
or any other type of tangible or intangible property) in which Russell
has or might have an interest may create a conflict of interest. This
occurs when you, without the knowledge and consent of Russell, take for
yourself or give to another person or organization the benefit of any
business venture, opportunity, or potential opportunity about which you
learn or develop in the course of your employment, and which is related
to any current or prospective business of Russell. An example of such a
situation is if you were to buy a building that you were aware that
Russell was considering purchasing for its use.
INSIDE INFORMATION AND SECURITIES TRADING: It is strictly prohibited
for any employee who has material non-public information relating to
Russell to buy or sell securities of Russell or engage in any other
action to take advantage of, or pass on to others, that information.
This also applies to information relating to any other company,
including our customers and suppliers. Such information includes
financial results, important management changes, and other information
that has the potential to affect the stock prices of Russell or another
company. Refer to the Company's Insider Trading Policy for additional
information.
IF DOUBT EXISTS AS TO WHETHER THE INFORMATION IS MATERIAL OR HAS BEEN RELEASED
TO THE PUBLIC, DO NOT TRADE UNTIL YOU HAVE CONSULTED WITH THE LEGAL DEPARTMENT.
IN ORDER TO AVOID THE APPEARANCE THAT ANY RUSSELL EMPLOYEE IS TRADING ON INSIDE
INFORMATION, EMPLOYEES SHOULD REFRAIN FROM SHORT SALES, OR TRADING IN PUTS,
CALLS OR OTHER OPTIONS ON RUSSELL STOCK. EMPLOYEES MAY, OF COURSE, PURCHASE AND
TRADE RUSSELL CORPORATION SECURITIES AND EXERCISE OPTIONS GRANTED TO THEM, AS
LONG AS THEY ARE NOT BASING DECISIONS ON INSIDE INFORMATION.
CONFIDENTIAL INFORMATION
Proprietary information is information that is the sole property of Russell.
Russell proprietary information includes intellectual property, such as ideas
for new products and confidential data entrusted to many employees in connection
with their jobs as well as financial, performance, research and development
ideas or information; manufacturing processes; internal costs; price lists,
information about potential acquisitions, divestitures and investments and names
of suppliers and customers. It also includes personnel information, medical
records and salary data.
You should treat as confidential and safeguard proprietary information at all
times by keeping it secure, limiting access only to those who need access to the
information in order to do their job, and avoiding discussion of confidential
information in public areas, such as while traveling on airplanes, talking in a
restaurant or riding in an elevator.
You should always be alert to inadvertent disclosures that may arise in either
social conversations or in normal business relationships with our supplier or
customers. Please refer to the Confidentiality Policy of Russell for additional
information.
ANY DISCLOSURE OF RUSSELL'S TRADE SECRETS OR CONFIDENTIAL INFORMATION OUTSIDE OF
THE COMPANY REQUIRES THE PARTY RECEIVING THE CONFIDENTIAL INFORMATION TO FIRST
SIGN A CONFIDENTIALITY OR NONDISCLOSURE AGREEMENT. THE LEGAL DEPARTMENT CAN HELP
YOU PREPARE SUCH AN AGREEMENT.
When Russell provides information to the news media, securities analysts and
stockholders it has an obligation to accurately and completely report all
related material facts. In order to ensure that Russell complies with its
obligations, employees receiving inquiries regarding Russell's activities,
results, plans or its position on public issues should refer the request to the
designated business unit or corporate spokesperson. Please refer to the
Corporate Disclosure Policy for additional information
ACCURATE BOOKS AND RECORDS
All financial books, records and accounts must accurately reflect transactions
and events, conform both to generally accepted accounting principles and
Russell's system of internal controls, and be created with care and honesty.
Undisclosed or unrecorded funds or assets are not allowed.
Sound business decisions are based on reliable information. You should never
create or participate in the creation of any records that are intended to
mislead anyone or conceal anything that is improper. This policy applies not
only to financial and accounting records, but also to any and all records kept
pursuant to legal requirements and/or Russell policy, including production,
inventory, and quality.
You should not make false claims on an expense report or time sheet, falsify
quality or safety results, record false sales or record them early, understate
or overstate known liabilities and assets, or defer recording items that should
be expensed. No entry may be made that intentionally hides or disguises the true
nature of any transactions. If you are uncertain about the validity of an entry
or process, you are expected to consult your supervisor, the chief financial
officer, internal audit, or the legal department.
PROTECTING RUSSELL'S ASSETS
As an employee, you are entrusted with numerous company assets and have a
responsibility to ensure that Russell assets and resources are used only for
ethical, legal, and proper purposes that directly benefit Russell. Company
resources should be used only to conduct company business or for purposes
authorized by management. This includes not only cash and financial assets, but
also assets like plant and equipment, inventory, supplies and resources such as
time, material, equipment, or our extremely valuable proprietary information.
COMPANY FUNDS
You are personally accountable for Russell funds over which you have control. If
you are responsible for handling company revenues and associated records, you
are also responsible for their safekeeping and should follow all Russell
procedures. When you spend company funds, or your personal funds for which you
will be reimbursed later, you should always be sure that Russell receives proper
value in return and you should obtain appropriate receipts to document the
expenses. When you approve or certify the correctness of an expense report,
purchase order, voucher or payment, you should have personal knowledge that the
purchases and amounts are proper.
COMPUTER SYSTEMS
Computer systems are essential for the daily operations of Russell businesses.
They help us operate our plants; maintain records of company activities, assets
and revenues; and
communicate with each other around the world. Accordingly, you must observe the
internal controls, security procedures and other safeguards that Russell has
established to protect its hardware, software and the data stored in Russell
computer systems. These safeguards include protecting computer systems against
theft fire and other damage, viruses, alteration of data, and unauthorized
access. You should report immediately to your supervisor or personnel in your
information services department any violations of computer system security.
You must also observe copyright restrictions on the use of software and
associated documentation. Unlicensed use of software on Russell computer systems
is prohibited.
ELECTRONIC COMMUNICATIONS SYSTEMS
Russell provides voice and electronic mail systems and access to the Internet to
many of you to assist you in the conduct of Russell business. All telephone
systems, computers and the data stored on them are the property of Russell
Corporation. This includes any messages that you send or receive. Russell
reserves all rights, to the fullest extent permitted by law, in respect to such
messages.
The voice and electronic mail systems and access to the Internet are intended to
be used in the conduct of Russell's business. Occasional personal use is
acceptable provided that the employee's manager has approved such use and the
Company's computer resources are being used in a manner consistent with the
spirit and intent of this policy. Company computer resources may not be used for
personal gain or profit and may not result in misuse of work-time. Similarly,
Company computer resources may not be used in a manner that is unprofessional or
unethical or in any way compromises the Company or its business reputation.
Please see the Russell Internet/telephone Usage Policy for details.
OUR RESPONSIBILITY TO EACH OTHER
We have a responsibility to each other to create and maintain a work environment
where we can all contribute effectively to Russell's growth and success and
where we can pursue our individual career goals.
FAIR TREATMENT
RUSSELL IS FIRMLY COMMITTED TO THE FAIR AND EQUITABLE TREATMENT OF ALL ITS
EMPLOYEES AND QUALIFIED APPLICANTS FOR EMPLOYMENT. ALL APPLICANTS AND EMPLOYEES
ARE JUDGED BY THEIR QUALIFICATIONS, DEMONSTRATED SKILLS AND ACHIEVEMENTS.
Russell strictly prohibits discrimination with regard to race, color, national
origin, religion, gender, age, sexual orientation or disability. Russell
Corporation will comply
with all in-country laws, including those regulating working hours, child labor,
worker's rights and wages and benefits, in every country in which we operate.
DIVERSITY
WE WILL ACTIVELY RESPECT, PROMOTE AND MANAGE DIVERSITY WITHIN OUR WORKFORCE AND
CREATE A FAIR AND EQUITABLE CULTURE IN WHICH EVERY MEMBER OF OUR GLOBAL TEAM
REINFORCES OUR VALUES AND CONTRIBUTES TO ACHIEVING OUR BUSINESS GOALS.
At Russell, "Our Diversity is Our Success". To us, diversity is a collection of
people, functions, teams, processes and qualities characterized by both
differences and similarities.
NO-HARASSMENT AND NO-DISCRIMINATION
RUSSELL EMPLOYEES HAVE THE RIGHT TO WORK IN AN ENVIRONMENT THAT IS FREE FROM
INTIMIDATION AND HARASSMENT. VERBAL OR PHYSICAL CONDUCT BY ANY EMPLOYEE THAT
HARASSES ANOTHER OR DISRUPTS ANOTHER'S WORK PERFORMANCE OR CREATES AN
INTIMIDATING, OFFENSIVE, ABUSIVE, OR HOSTILE WORK ENVIRONMENT WILL NOT BE
TOLERATED.
Sexual harassment is expressly prohibited and Russell will take all steps
necessary to prevent it from occurring in its workplaces. Sexual harassment
consists of unwelcome sexual advances, requests for sexual favors, and other
verbal or physical conduct of a sexual nature.
If you believe that you are subject to such conduct, you should bring such
activity to the attention of the company. All employee complaints of such
conduct will be investigated promptly. Employees, who are found to have engaged
in harassment or discrimination, or to have misused their positions of authority
in this regard, are subject to disciplinary measures, including dismissal.
Also, please refer to Russell's No-Harassment and No-Discrimination Policy for
details.
WORK PLACE SAFETY AND HEALTH
Russell is committed to providing a safe and healthy work environment. Every
facility is required to have a safety program in place that includes appropriate
training and meets applicable laws and government standards, as well as
Russell's own high standards.
To support this commitment, you are responsible for complying with the safety
and health rules and practices that apply to your job. You are also responsible
for taking precautions necessary to protect yourself and your co-workers. This
includes immediately reporting accidents, injuries and unsafe practices or
conditions. Russell will take appropriate and timely action to correct known
unsafe conditions.
Some other activities that are prohibited because they clearly are not conducive
to a safe and healthy environment are: (1) threats, (2) violent behavior, (3)
possession of weapons of any type and (4) the use, distribution, sale or
possession of illegal drugs as described below.
EMPLOYEE PRIVACY
Russell collects or maintains personal information which relates to your
employment, including medical and benefit information. Access to such
information is restricted to people with a need to know. Personal information is
released outside of Russell only with employee approval, except to verify
employment or in response to appropriate investigatory or legal requirements.
DRUG-FREE WORKPLACE
Russell is concerned about the effects of drug and alcohol abuse upon the health
and safety of its employees. No alcoholic beverages of any kind are allowed on
Russell property other than at approved, company-sponsored events and locations.
We recognize that alcoholism and the abuse of drugs leads to increased accidents
and medical claims and can lead to the destruction of an employee's health as
well as adversely affecting his or her family life. Employees who abuse drugs
and alcohol are not only a danger to themselves but to their fellow employees as
well.
In light of these concerns, Russell intends to maintain a workplace free of
problems associated with the abuse of drugs and alcohol. Illicit drugs or
alcohol may not be brought onto Russell property or the property of any Russell
customer. In addition, no one employed by or representing Russell may come onto
Russell property or the property of a Russell customer with any level of illicit
drugs in their body system. Russell employees will be subject to drug testing
under specific circumstances.
OUR RESPONSIBILITY TO THE COMMUNITY AND AS A GLOBAL COMPANY
Russell Corporation actively seeks opportunities to contribute to the
communities in which we do business, and to improve the environment that
sustains us all.
APPLICABILITY OF UNITED STATES AND OTHER NATION'S LAWS TO OPERATIONS IN OTHER
COUNTRIES
Russell is a global company and a member of the global society. As a result, the
Business Conduct Guidelines apply to all business activities of Russell in all
countries. Most countries have laws that address the subjects covered in the
Business Conduct Guidelines. Russell's principles are subject to the particular
provisions of the applicable law in the nation where you work as a Russell
employee. Additionally, certain federal laws of the United States apply to
Russell activities wherever conducted throughout the world.
While you may not understand why a particular Global Business Standard applies
to your business that is operating outside of the United States, you must
understand that Russell Corporation has a legal obligation to comply with these
laws. As a Russell employee, you are expected to assist the company in doing so.
Similarly, there may be laws of the European Union or other nations that have
extra-territorial application to Russell operations outside of the nation that
has adopted the laws. Russell Corporation, as a global company, recognizes its
obligation to comply with such laws and you are also expected to assist the
company in doing so.
The Russell Legal Department is the source for information about laws applicable
to your business and can provide an explanation of actions you need to take to
be in compliance with those laws.
OUR FIRST AND MOST IMPORTANT OBLIGATION IS TO OBEY THE LAWS OF THE COUNTRIES AND
COMMUNITIES WHERE WE DO BUSINESS.
Any case of noncompliance with applicable law may subject the employee to
disciplinary action. The fact that in some jurisdictions certain standards of
conduct are legally prohibited, but the prohibitions are not enforced in
practice, or their violation is not subject to public criticism or censure, will
not excuse an illegal action by a Russell employee.
COMMUNITY INVOLVEMENT AND COMMITMENT
Russell is proud of its commitment to the economic and social development of the
locations where we have operations. We strongly encourage each of our facilities
to become actively involved in the life of the community by sponsoring and
participating in initiatives for the betterment of the quality of life. Russell
Corporation supports the efforts of Russell employees for charity and the
voluntary charitable leadership offered by many Russell employees around the
world. No one in the company, however, may bring undue pressure on another
employee to contribute to a charitable organization.
THE ENVIRONMENT
Russell is committed to protecting the quality of the environment around the
world through sound environmental management. Russell Corporation will meet or
exceed applicable environmental laws and regulations applicable to its
operations in all locations.
INDIVIDUAL POLITICAL ACTIVITIES
Russell respects the right of each of its employees to participate in the
political process and to engage in political activities of his or her choosing.
While involved in personal civic and political affairs, however, you must at all
times make clear that your views and actions are your own, and not those of
Russell Corporation. You may not use Russell resources to support your choice of
political parties, causes or candidates. You should not use work time to promote
your political views or subject your co-workers to discussions about your
political views.
COMPANY POLITICAL ACTIVITIES
Contributions by corporations to political parties and individual candidates are
regulated in many countries. In the United States, corporations may not make
contributions to candidates for federal offices -- President, Senator or
Congressman. State and local laws permit corporations to make contributions to
state and local political parties and individual candidates, but in many cases
impose specific limitations on the amount and type of permitted contributions.
The sensitivity of political contributions and the potential for illegal acts or
the appearance of improper behavior is such that you may not cause Russell
Corporation to make contributions for political candidates or campaigns (whether
financial or in kind donations of company products or use of company assets),
even where permitted by law, unless you have obtained the prior written approval
of the legal department.
Lobbying activity on behalf of the interest of Russell is permitted, but highly
regulated by law. Employees who communicate with government officials and
employees on issues that affect Russell should contact the legal department to
ensure that such activities fully comply with the law and that Russell's
lobbying efforts are coordinated.
INTERNATIONAL BUSINESS TRANSACTIONS
The conduct of trade for all Russell business units is governed by the laws of
the United States and other jurisdictions. This section will briefly identify a
few of the United States laws applicable to international trade. You and agents
acting for Russell on your behalf shall comply with the ethical standards and
applicable legal requirements of each foreign country in which business is
transacted. Questions related to these and all other laws applicable to
international trade should be directed to the legal department.
ANTIBOYCOTT LAWS: United States law prohibits you from cooperating in any way
with a boycott of countries friendly to the United States if the boycott is not
sanctioned by the United States government. The largest international boycott
today is the boycott of Israel by certain countries and the related blacklist of
companies doing business with Israel.
You must be alert to requests for any information about Russell, its
shareholders, officers and employees, from a customer or supplier because such
information is often sought as a way to identify blacklisted companies. Such
requests for information are commonplace in international trade documents such
as letters of credit and shipping documents. Not only is furnishing the
information illegal, but United States laws require Russell to report the mere
request for such information to government agencies. Any request for information
or action that seems to relate to this or any other unsanctioned boycott should
be forwarded immediately to the legal department.
EXPORT CONTROLS: In general, anything Russell ships out of the United States
must be covered by an export license. Export control regulations, however, are
quite complex and, if you are involved in export transactions, you must take
care to observe all of the requirements of the export control regulations. You
also have an obligation to be reasonably alert to situations in which inaccurate
information may have been furnished, whether to Russell or to any of our agents,
involving the ultimate destination, use or value of the goods.
The definition of export is quite broad and can include conversations of a
technical nature with a citizen of another country even though that conversation
takes place entirely within the United States. Another example of a possible
export would be plant tours where foreign visitors are touring our facilities
and could obtain technical information. If there is any doubt as to whether any
situation involves an "export" within the meaning of the export control laws,
you should consult the legal department.
FOREIGN CORRUPT PRACTICES ACT: The Foreign Corrupt Practices Act prohibits the
giving of money or anything of value to a foreign government official for the
purpose of influencing a foreign government. Essentially, the Foreign Corrupt
Practices Act prohibits bribing any government official. Other laws, as well as
Russell's policy, prohibit any commercial bribery of any other nature. Payments
that are made to agents or distributors should always be strictly for services
rendered, and the amount stated should be reasonable given the nature of the
services.
CONCLUSION
Unless otherwise specifically noted the Business Conduct Guidelines in this
booklet apply across Russell Corporation, in all businesses, countries, and
regions. The Business Conduct Guidelines do not cover all Russell policies or
all laws.
- If a local Law conflicts with a policy in the Business Conduct
Guidelines, you must comply with the law;
- If a local custom or practice conflicts with one of the
Business Conduct Guidelines, you must comply with the Business
Conduct Guidelines.
- Your business or region may have policies and practices which
require more of you than is required by the Business Conduct
Guidelines, and the same may be true of local law; in all of
these instances, you must follow the stricter policy,
practice, or law.
THINK OF THE BUSINESS CONDUCT GUIDELINES AS A BASELINE, OR A MINIMUM
REQUIREMENT, WHICH MUST ALWAYS BE FOLLOWED. THE ONLY TIME YOU CAN GO BELOW THE
BASELINE IS IF A LAW ABSOLUTELY REQUIRES YOU TO DO SO, OR IF RUSSELL
CORPORATION'S CHIEF EXECUTIVE OFFICER HAS APPROVED THE EXCEPTION.
Every employee, agent, consultant, independent contractor and representative
must read and understand the Business Conduct Guidelines, and must sign the
acknowledgment in the front of this booklet.