International
Code of Conduct
Based on the Corporate Image of TRIUMPH INTERNATIONAL and theCharter of the European Social Partners of the Textile- and Clothing Sectors,
the Management of TRIUMPH INTERNATIONAL and the European Works
Council of TRIUMPH INTERNATIONAL agree to the following

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CODE OFCONDUCTINTRODUCTION
TRIUMPH INTERNATIONAL

TRIUMPH INTERNATIONAL

has been active in Germany for 115
years and internationally for over
50 years. So, over several
generations, a continuous
contribution has been afforded tothe prosperity of employees as wellas a considerable spur to economic
development in somedisadvantaged regions.

is aware of the responsibilities that arise
from its international business activities
and the employment of a labour force
world-wide. TRIUMPH INTERNATIONAL
acknowledges that these responsibilities
extend to all employees who produce
TRIUMPH INTERNATIONAL products
regardless of whether they are employeesof TRIUMPH INTERNATIONAL or not.

Both parties emphasize the paramount importance of the protection of humanrights laid down in the “General Declaration of Human Rights”.
The parties are governed by the relevant agreement from the ILO
and Global Compact of the United Nations for the regulationand furtherance of working and economic relations.
The parties declare themselves in favor of open and fair world trade, because
in this respect they see the best prerequisites for a profitable and lastingdevelopment of the company and consequently for more secure jobs.

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TRIUMPH INTERNATIONAL commits itself to follow
the minimum standards and recommendations listed below:

WORKING VOLUNTARILY –ILLEGAL FORCED LABOUR
Employment within TRIUMPH INTERNATIONAL companies is exclusively on thebasis of a voluntary agreement. Any kind of forced labour, carried out inservitude/bondage or through imprisonment, is prohibited (ILO-Agreement 29 and105).

UNION- AND FREEDOM
OF WAGE NEGOTIATIONSEvery employee has the right to establish and join unions, and the right for wage
negotiations is acknowledged (ILO-Agreement 87 and 98).
Employee-representatives must not be discriminated against and must have access to
all necessary work places so that they are able to look after their representation
function (ILO-Agreement 135 and Recommendation 143).

ACTUAL EXCLUSION OF CHILD LABOURChildren and juveniles must not be employed.
Only persons are employed who, when taking up their job, have reached the age of
15 or passed the compulsory school age (ILO-Agreement 138).

DISCRIMINATION IS FORBIDDEN
All employees are exclusively employed on the basis of their ability and suitability.
Any kind of different treatment or discrimination of persons because of their descent,colour, religion, nationality, origin, political or union involvement or employment or
because of sex or age has to cease (ILO-Agreement 100 and 111).

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APPROPRIATE REMUNERATION ANDOCCUPATIONAL ADVANCEMENTTRIUMPH INTERNATIONAL grants its employees an earned income that isorientated to comparable standards in the relevant country and is within thegeneral remuneration guidelines of TRIUMPH INTERNATIONAL.
Wages and other performance related payments conform to the legal or, for theindustry applicable, minimum wage, which is enough to fulfil the basic needs of theemployee and leaves an amount for free disposal.
Before taking up employment, all employees receive in writing understandable
information regarding the wage conditions and exact particulars regarding theirwages for each period of payment.
Capable employees are supported and whenever possible within the framework of therespective personnel development taken into consideration for future management
function.
All employees are offered an up-to-date working environment, whereby the general
working conditions were created under protection of the relevant national standards
and rules.

JOB SECURITY AND HEALTH & SAFETY
A safe and hygienic working environment is guaranteed at the place of work. Health andSafety measures are promoted under consideration of up to date knowledge andpossible specific dangers within the industry.
Prohibited are physical mistreatment, threatening and physical force and mistreatment,
unusual punishment or disciplinary measures, sexual and other molestation orintimidation.

REGULAR WORKING HOURS
Working hours are set according to the current laws and the industry norm. Generally,a working week is not more than 48 hours and all employees receive at least one day
off within a period of 7 days. Overtime is voluntary and as a rule restricted to no morethan 12 hours per week. Each time this is compensated with an additional overtime
payment, provided nothing different is agreed within flexible working arrangements.

4SUPPLIERS AND
LICENSEES COMMITMENTTRIUMPH INTERNATIONAL binds contractors, sub-contractors,
suppliers and licensees to support and participate
in the monitoring of the Code of Conduct; by:

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Providing
TRIUMPH
INTERNATIONAL
with the relevant
information regarding
their activities.

Allowing the work
place and activities
to be checked at
any time.

Recording the names,age, working hours andwage level of all theemployees and makethis documentation
available upon request.

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Informing theemployees
concerned verballyand in writing
regarding thesetting up of thisCode of Conduct.

Refrain from disciplinary
measures, dismissals orother discrimination ofemployees who passed on
information about theadherence to this Code ofConduct.

If a supplier violates one or more of the regulations contained within this Code ofConduct, the company concerned will be approached to instigate immediate
measures to correct this. Should the requested corrective measures not be
carried out TRIUMPH INTERNATIONAL can stop the actual production, annul
existing orders, suspend future orders or terminate the business relationship.

5IMPLEMENTATIONRULES
TRIUMPH INTERNATIONAL commits itself to take the necessary steps
for the implementation of the Code of Conduct by:

Establishing where responsibility belongs within the Company on
all questions in connection with the Code of Conduct.

Instructing in particular supervisors and operational employee representatives ina suitable way regarding the contents of the described standards,
recommendations and aims.

Ensuring that all employees know the Code of Conduct. For this purpose,
TRIUMPH INTERNATIONAL will instigate that the Code of Conduct is translated
into the relevant language of each country and displayed in each respective
factory and explained to employees in an understandable way.

Product management briefing and informing contractors and suppliers
regarding the contents of the Code of Conduct.

Integrating into all contracts with contractors and suppliers as well as licensees
the duty to keep to the Code of Conduct and all its regulations.

Checking, within the bounds of possibility and reasonability,that the Code of Conduct is being kept.

6MONITORINGTRIUMPH INTERNATIONAL, the European Works Council and the EGV/TBLare setting up a committee for the supervision of the regulations of this Code ofConduct. TRIUMPH INTERNATIONAL is sending 2 representatives to thisMonitoring Committee, likewise the Euro-Works Council 2 representatives andEGV/TBL, 2 representatives. The committee dictates the tasks and authority ofthe Monitoring Committee according to the principle of unanimity.

Zurzach, 12th December 2001

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