Professional Documents
Culture Documents
As you are aware, U.S Customs and Border Protection (CBP) and the importing trade community have collaborated to
develop the Customs-Trade Partnership Against Terrorism (C-TPAT), to protect the global supply chain from terrorism.
The adidas Group is a proud member of C-TPAT and is committed to securing the integrity of its supply chain.
As a foreign business partner of the adidas Group you are required to complete and sign this self-assessment committing
yourself to remedying any shortcomings and affirming your commitment to the adidas Group Supply Chain Security
Program. Should you have any questions on the content of this self-assessment, please contact Debora Situmorang on
deborasitumorang@omegacompliance.com or +62-21-576-0933.
OTHER INFORMATION
Business relationship with adidas Group began in:
The five main customers in decreasing order are (percentage of business) ( %)
( %)
( %)
( %)
( %)
The largest countries of export are:
PERSONNEL SECURITY
44. Do the factory in place written and verifiable processes to screen prospective employee including
Yes No N/A
permanent or temporary?
45. Is employee applications and interview required before hired? Yes No N/A
46. Is employee application information such as employment history and reference verified prior to
Yes No N/A
employment?
47. Does the facility retain copies of each employee's official identification? Yes No N/A
48. Does the factory conduct background checks and investigations upon prospective employees
consistent with federal, state and local regulations? Examples include criminal record checks and Yes No N/A
verifications of former addresses?
49. For factories located in a country where local law prohibits criminal background checks, does the
factory use alternative methods to investigate potential employees:
Asking probing yet noninvasive questions to stimulate conversation with the applicant including in-
depth questions regarding gaps in employment?
Verifying an applicant’s background by conducting in-depth reference checks and requesting
additional references from those personal references? Yes No N/A
Conducting personal visits to references and applicant’s homes?
Verifying driving records (as relevant)?
Verifying current and previous addresses?
Requesting educational transcripts directly from schools?
Checking the applicant’s reputation through local associations?
50. Does the factory perform periodic checks and reinvestigations based on cause and/or the sensitivity of
the employee’s position? Employees working in the shipping and receiving areas, packing area, Yes No N/A
security, IT and HR are considered sensitive positions.
51. Are there procedures in place to remove identification, facility and system access for terminated
Yes No N/A
employees?
52. Does the factory have written employee termination procedures? Yes No N/A
53. Upon termination of employment, does the factory utilize a checklist to ensure that the employee no
Yes No N/A
longer has access to the factory premise and that all company property has been returned?
54. Is the issuance of facility employee identification centralized and controlled by a specific department? Yes No N/A
55. Are lost IDs replaced and recorded as missing? Yes No N/A
56. Is security staff informed of lost ID badges (name, ID number, etc.)? Yes No N/A
57. Is there any guards monitor access on restricted area by checking employee identification? Yes No N/A
ACKNOWLEDGEMENT
By completing and signing this document, you are committing to developing and maintaining a security
program in line with the requirements of the adidas Group, as described above.
Please sign and chop this document and return to Omega Compliance by email
deborasitumorang@omegacompliance.com within 7 days. Your full cooperation is expected.
Signed: __________________________
Date: __________________________