Asics

Japan sportswear company says factory management accepts workers' right to organize

We acknowledge the gravity of Mr. Chan's situation and commit to upholding labor rights and fair labor practices within our supply chain. ASICS has been in communication with CATU and CENTER FOR ALLIANCE OF LABOR AND HUMAN RIGHTS (CENTRAL) throughout the case, and we have requested Wing Star Shoes Co., Ltd. to cease all forms of interference and retaliation against union activities and to respect the right of workers to organize.

We recognize, however, that this by itself does not erase the hardship and losses he and his family have suffered, and we continue to work with our supplier to address any remaining concerns. Moving forward, we are reinforcing measures to prevent such situations and to remediate impacts on workers in our supply chain. We have also taken measures to monitor the post-reinstatement situation closely, including periodic discussions with the factory and direct involvement in on-site worker commitments and grievance mechanisms. To foster a culture of accountability and open dialogue at the factory, we supported the formation of a Human Rights Committee with participation from an ASICS representative, and advocated for the adoption of the Worker Voice program, an independent grievance platform that allows workers to confidentially report concerns via mobile app, thereby strengthening worker voice beyond traditional channels and reinforcing our commitment to responsible workplace practices.

In its decision of 26 August 2015 pursuant to section 32 (3) of the German Act against Restraints of Competition (Gesetz gegen Wettbewerbsbeschränkungen – GWB), the Bundeskartellamt made a retrospective declaration that the use of the “distribution system 1.0” by ASICS Deutschland GmbH vis-à-vis its authorised distributors based in Germany violated Art. 101 (1) of the Treaty on the Functioning of the European Union (TFEU)/section 1 GWB.

According to the EEOC’s lawsuit, a temporary staffing agency assigned a worker with hearing and speech disabilities to work at ASICS’s warehouse distribution center in Byhalia, Miss. After the worker completed an orientation meeting, members of ASICS’s human resources department told her the com­pany could not employ her due to her disabilities and failed to engage in the interactive process with the worker to determine whether she could perform the essential functions of the position.

According to the EEOC's suit, on or about the first week in March of 2015, a temporary staffing agency assigned Shelby Orsburn, who has hearing and speech impairments, to work at ASICS's warehouse distribution center in Byhalia, Mississippi. The lawsuit further alleges that after Orsburn completed an orientation meeting and a video, members of ASICS's human resources department told Orsburn that the company could not employ her because of her impairments. They said it was unsafe for her to work in the facility due to her disabilities and sent her home. The EEOC charges that ASICS failed to engage in the interactive process with Orsburn to determine whether she could fulfill the essential functions of the position.