To make the Zephyr brand synonymous with quality headwear. To build Brand Loyalty and Company Value by being the industry leader in design, delivery, and customer satisfaction. To ensure profitability by fostering a fun, creative, and effective workplace.

WHAT WE STAND FOR

  » Zephyr is a hat company.
  » Zephyr is a consumer driven company.
  » Zephyr's success is based upon its understanding of the consumer.
  » Zephyr's consumer focus is not limited by cultural, ethnic, or national boundaries.
  » Zephyr believes in doing business ethically, honestly, and openly.
  » Zephyr believes solid, honest relationships within and outside the company are key to success.
  » Zephyr believes brand loyalty is based on quality and design.
  » Zephyr believes the best way to sell is to make it easy to buy.
  » Zephyr believes that no success can compensate for failure in the home.
  » Zephyr believes that charity and giving is an important part of the company’s purpose.
  » Zephyr believes its products should be made in the best factories with the highest standards.
  » Zephyr believes in standing out by being different and creative.

    Workers & Factories

At Zephyr, we have always been drawn to business partners that share our passion, vision, and values. In the apparel industry, it is especially important to work with ethical factories that will ensure workers' rights.

While we have worked towards this goal since our inception in 1993, the Zephyr Social Compliance Program officially began in 2001 when we joined the Fair Labor Association (FLA). We base the program on the FLA Code of Conduct, which we have adopted to help us implement better working conditions in the factories. As members of the FLA, we are required to periodically audit all factories that produce our hats to guarantee they are following the standards set forth in the Code.

    Code of Conduct

Forced Labor
There shall not be any use of forced labor, whether in the form of prison labor, indentured labor, bonded labor or otherwise.

Child Labor
No person shall be employed at an age younger than 15 (or 14 where the law of the country of manufacture allows) or younger than the age for completing compulsory education in the country of manufacture where such age is higher than 15.

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.

Nondiscrimination
No person shall be subject to any discrimination in employment, including hiring, salary, benefits, advancement, discipline, termination or retirement, on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, or social or ethnic origin.

Health and Safety
Employers shall provide a safe and healthy working environment to prevent accidents and injury to health arising out of, linked with, or occurring in the course of work or as a result of the operation of employer facilities.

Freedom of Association and Collective Bargaining
Employers shall recognize and respect the right of employees to freedom of association and collective bargaining.

Wages and Benefits
Employers recognize that wages are essential to meeting employees’ basic needs. Employers shall pay employees, as a floor, at least the minimum wage required by local law or the prevailing industry wage, whichever is higher, and shall provide legally mandated benefits.

Hours of Work
Except in extraordinary business circumstances, employees shall (i) not be required to work more than the lesser of (a) 48 hours per week and 12 hours overtime or (b) the limits on regular and overtime hours allowed by the law of the country of manufacture or, where the laws of such country do not limit the hours of work, the regular work week in such country plus 12 hours overtime and (ii) be entitled to at least one day off in every seven day period.

Overtime Compensation
In addition to their compensation for regular hours of work, employees shall be compensated for overtime hours at such premium rate as is legally required in the country of manufacture or, in those countries where such laws do not exist, at a rate at least equal to their regular hourly compensation rate.