Wash test, CPSIA Prop 65, and OEKO-TEX Reporting Results For Supacolor

In the garment printing and manufacturing industry, understanding product quality is critical, as is compliance with government safety regulations. We proudly manufacture Supacolor on-site, in our factories in the US, UK and New Zealand, and we hold ourselves to the highest standards. Therefore, Supacolor has implemented thorough, laboratory testing procedures on our products, conducted by certified, third parties. 

First, we engaged Intertek Testing Services for a rigorous review of our heat transfer’s durability through machine washing. The results were stellar. No damage (such as cracking or color fading) was seen on our prints until the 70th wash cycle, at which point only minimal cracking began to appear.

View The Full Wash Test Results

Next, we underwent child safety testing in regard to chemical safety testing. The CPSIA requires businesses to provide a General Conformity Certification (GCC) that confirms products meet a range of safety specifications and requires mandatory third party testing for all children’s products. Proposition 65 sets out specific requirements regarding the toxicity of materials used in certain products that are to be sold in the State of California. We’re proud to announce that our water based, phthalate free, lead free inks and adhesives passed these tests with flying colors.

View The Full CPSIA Prop 65 Compliance Report

Supacolor is certified with the coveted STANDARD 100 by OEKO-TEX® - the gold standard for textile product testing for harmful substances. This label certifies that our transfers have been rigorously tested for toxicity against up to 350 chemicals.

We really want you to love your heat transfers, and we think part of loving Supacolor is feeling good about how they’re made. Producing products responsibly and safely is something your customers not only deserve but demand.

Sometimes in the heat transfer industry, manufacturers develop new ways to make things faster and cheaper, but if they're not careful, they can cause problems. At Supacolor, we're all about helping you find the best products out there and ensuring you have all the info you need to make smart choices regarding heat transfers.

"Supacolor's commitment to consumer safety is essential in our mission to manufacture the world's best heat transfers. Every ingredient we use, starting with water-based inks, is with you and your customers in mind." - Rum Walia, President of Supacolor

STANDARD 100 by OEKO-TEX® is a certification system that tests textile products to prove they are safe from harmful levels of toxic substances from exposure during product manufacturing. Testing is important because the safety of textiles cannot be determined from visual inspection alone. Products that carry the STANDARD 100 by OEKO-TEX® label give consumers confidence about product safety.

View The OEKO-TEX Standard 100 Certificate

Supacolor prides itself on making a product of unparalleled quality, and compliant with the most stringent safety measures. Not only are we Supafast and Supaeasy, we’re also Supapremium and Supasafe!

In the video below, we discuss how our use of water-based inks, recyclable PET film, and rigorous safety certifications not only combat the issues of fast fashion but also ensure that every t-shirt you print supports environmental sustainability. Join us in making a positive impact on the planet with apparel that's designed to last and leave a minimal ecological footprint. Watch now to see how choosing Supacolor is a step towards a more sustainable future!

Picture this: You're pumped about a new order for some killer custom gear, ready to unleash your creativity onto the blank canvas of fabric. But uh-oh, what happens when things don't go as planned? There’s a problem with your order – and you’re up against a deadline.

Surprisingly, that’s when you’re most likely to be thankful you chose Supacolor. Because that’s when you need to rely on your heat transfer company to have your back.


You might not expect us to be talking about things going wrong. And 99.9% of the time, things go beautifully. But in those 0.1% of times there’s an issue, and your back’s against the wall, that’s when the true nature of a company is revealed.

Award-Winning Support

We always try to make things right for our customers, even if there was a problem with the artwork that wasn’t our fault. It’s why we have one of the highest customer satisfaction scores in the world, as proven by Front’s 2024 Game Changer Award.

Yep, Supacolor just snagged Front’s Game Changer Award for Best Customer Service, because we go above and beyond to look after our customers.

Supacolor - Official Winner CSAT Leader, Front Game Changer Awards 2024

More than just heat transfers

If you ever hit a snag with a transfer application, colors aren’t popping like they should, or you're scratching your head about the best settings for a tricky fabric, that's when our rockstar customer support team swoops in. We're not just here to troubleshoot; we're your ride-or-die partners, ready to dish out advice and hold your hand through the process.

From helping you pick the perfect products to sharing expert tips on nailing those applications, we're all about making your life easier. And we're not stopping there. We're constantly itching to hear your feedback, learn what's working (and what's not), and tweak our offerings to stay ahead of the game.

Our Awesome Supateam

Our awesome Supateam that helps you make it!

Bottom line?

Awesome customer support isn't just about fixing stuff—it's about building relationships, earning your trust, and helping you unleash your inner creative beast. As we strut away with our shiny Game Changer Award, we're inviting you to jump on board this wild ride where every question, every hiccup, and every victory is part of the adventure.

In a world where every shirt tells a story and every transfer is a stroke of genius, killer customer support is the secret sauce that takes your game to the next level. So, as Supacolor pops the champagne for snagging the award, we're throwing open the doors and inviting you to join the party. Helping our customers is what drives our entire business, like it does with our most successful customers. We’re raising a glass to all of you - here’s to being there for our customers and helping them make it!

Ready to get started?

The 4 things you need to know when building a Sales Compensation Plan

Written by Kevin Baumgart, SetSales.co

Building a sales compensation plan? Here’s what you need to know…

Sales commission can be a tricky practice to dial in. I get it though. Most shops haven’t created sales commission plans before. If you’re looking at hiring new sales talent or trying to motivate current team members to go out and sell, it’s probably a good time to dial in sales compensation. 

Here are a few key items to keep in mind as you sculpt your sales compensation plans:

  1. How much should you pay?

This is different for every shop. In order to understand how much to pay a salesperson, you should complete an analysis to figure out what amount of revenue they need to bring in and then base the commission percentages off of that. 

Commission should always be tied to quota, or how much they need to sell. Paying on every dollar they sell(or every dollar of profit) isn’t the worst strategy, but I want them to always be thinking about their monthly number and motivated to close that amount every month. 

Either way, I think there should be a base salary/hourly component and then a variable commission based payment as well. I see a 60/40 (salary/commission) or 70/30 (salary/commission) as most common in our industry.

  1. Commission should be tied to the role and the behaviors you’re trying to motivate.

Great example that I’ve seen work in shops is this: We have an inside sales person/account manager/order taker that might have the chops to go out and sell and we’d like to motivate them to do so. Why not incent those behaviors by paying a higher commission percentage for bringing in net new opportunities? I’ve seen this work really well in shops. I’ve also seen this not work well as they might neglect current customers to focus on new sales/commission. 

Important to note that the best performing sales organizations that I’ve seen in shops have specialized roles. For example, outbound sales focus 100% of their time on closing new clients and then transitions the relationship over to the inside team/account managers. Account managers focus 100% of their time on supporting and driving revenue from their current customers. I’ve seen this separation of duties have a huge impact on revenue. 

  1. Metrics matter.

We talked about quota. Simply put a salesperson's quota is either the amount of profit or revenue they need to bring in during a time period (usually monthly.) It should be clear to the company and the employee what these numbers are. We live in a cyclical business and have seasons where more sales happen. Quota should follow this. We should heavily track both input and outcome metrics. Income metrics being activities like calls, emails, in-person visits or LinkedIn messages. Outcomes being meetings held, new jobs quoted, deals closed, revenue brought in, etc.

The beautiful thing about sales is that it’s a numbers game. Typically, the more activities or inputs, the more sales we get. This takes a diligent approach however. You have to live in the data, communicate it well and work with the team on a weekly basis to track performance and drive behaviors. 

  1. Communication is key.

Like everything in dealing with people and teams, communication is key with compensation. For strong sales people, compensation is one of the most important parts of their work. Solid communication around the plans, changes to the plans, timeframe, KPI’s tied to them, etc. are all really critical.

We should also regularly evaluate the effectiveness of the compensation structure. Are the behaviors we want to drive improving? Is the plan fair for the team member and for the company? We should be monitoring this on a quarterly basis and making changes if needed. 

Earlier in my career, I was interviewing for a head of sales role and toward the end of the hiring process as we were talking compensation the CEO said, “I’ll promise you right now that we will mess this comp plan up. Either it’s going to be too rich for us, or it’s going to be too rich for you. But, I’ll also promise you that we will make it right.” This stuck with me and I’ve repeated it to many sales people that I hired along the way. As we build out these compensation plans for new or existing team members, I think it’s a good message to keep in mind. 

Good selling!

At Supacolor, "We help you make it." And in that vein we wanted to inform and introduce our partners to Kevin Baumgart and SetSales. Kevin has helped hundreds of decorated apparel providers of all sizes with sales coaching, consulting and support. 

A topic that Kevin often works with shops on is how to measure and compensate sales people in the industry. If growth and increasing revenue is an area of focus for you in 2024, reach out to Kevin here. He'd be happy to help.