Epson Precision Malaysia Sdn. Bhd.
Epson Precision Malaysia Sdn. Bhd.
EPMY commit to respect the human rights of workers, and to treat them with dignity and respect understood by the international community. This applies to all workers including temporary, migrant, student, contract, direct employees, and any other type of worker.
The labor standards are as follows:
| • | Forced labor in any form, including but not limited to, bonded (including debt bondage) or indentured labor, involuntary or exploitative prison labor, slavery or trafficking of persons is not permitted. This includes transporting, harboring, recruiting, transferring, or receiving persons by means of threat, force, coercion, abduction or fraud for labor or service |
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| • | There shall be no unreasonable restrictions on workers’ freedom of movement in the facility in addition to unreasonable restrictions on entering or exiting company- provided facilities including workers’ dormitories or living quarters. |
| • | All work shall be voluntary, and workers shall be free to leave work at any time or terminate their employment without penalty if reasonable notice is given, which shall be clearly stated in workers’ contract. The Company shall maintain documentation on all leaving workers. The Company, agents, and sub-agents’ may not hold or otherwise destroy, conceal, or confiscate identity or immigration documents, such as government-issued identification, passports or work permits, unless such holdings are required by law |
| • | Workers shall not be required to pay the Company’s, agents or sub-agents’ recruitment fees or other related fees for their employment. If any such fees are found to have been paid by workers, such fees shall be repaid to the worker |
| • | Child labor is not to be used in any stage of manufacturing. The term “child” refers to any person under the age of 15, or under the age for completing compulsory education, or under the minimum age for employment in the country, whichever is greatest. The use of legitimate workplace learning programs, which comply with all laws and regulations, is supported. |
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| • | Young Workers – Workers who are older than the applicable legal minimum age but are under the age of 18 shall not
perform work that is likely to jeopardize their health or safety, including night shifts and overtime. Should EPMY employ Young Worker (also refer to as Juvenile worker), they shall not perform work that might jeopardize their health, safety, or morals, consistent with ILO Minimum Age Convention No. 138. |
| • | Student Workers - EPMY shall not employ student worker and should there is, EPMY shall ensure proper management of student workers through proper maintenance of student records, rigorous due diligence of educational partners, and protection of students’ rights in accordance with applicable law and regulations, should there is a case. EPMY shall implement appropriate support and training to all student workers. |
| • | EPMY shall implement an appropriate mechanism to verify the age of workers. |
| • | In the absence of local law, the wage rate for student workers, interns and apprentices shall be at least the same wage rate as other entry-level workers performing equal or similar tasks. |
| • | If child labor is identified, assistance/remediation shall be provided. |
| • | Working hours are not to exceed the maximum set by local law. |
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| • | A workweek shall not be more than 60 hours per week, including overtime, except in emergency or unusual situations and all overtime work shall be voluntary. |
| • | Workers shall be allowed at least one day off for every seven days. |
| • | Regular workweeks shall not exceed 45 hours. |
| • | Compensation paid to workers shall comply with all applicable wage laws, including those relating to minimum wages, overtime hours and legally mandated benefits. |
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| • | All workers shall receive equal pay for equal work and qualification. |
| • | In compliance with local laws, workers shall be compensated for overtime at pay rates greater than regular hourly rates. |
| • | Deductions from wages as a disciplinary measure shall not be permitted. |
| • | For each pay period, workers shall be provided with a timely and understandable wage statement that includes sufficient information to verify accurate compensation for work performed. |
| • | All use of temporary, dispatch and outsourced labor shall be within the limits of the local law. |
| • | EPMY shall commit to a workplace free of harassment and unlawful discrimination. There shall be no harsh or inhumane treatment including violence, gender-based violence, sexual harassment, sexual abuse, corporal punishment, mental or physical coercion, bullying, public shaming, or verbal abuse of workers; nor is there to be the threat of any such treatment. |
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| • | EPMY shall not engage in discrimination or harassment based on race, color, age, gender, sexual orientation, gender identity or expression, ethnicity or national origin, disability, pregnancy, religion, political affiliation, union membership, covered veteran status, protected genetic information or marital status in hiring and employment practices such as wages, promotions, rewards, and access to training. |
| • | Disciplinary policies and procedures in support of these requirements shall be clearly defined and communicated to workers. |
| • | Workers shall be provided with reasonable accommodation for religious practices and disability. |
| • | Grievance System – EPMY shall ensure that workers have an effective mechanism to report grievances and that facilitates open communication between management and workers. |
| • | In addition, workers or potential workers should not be subjected to medical tests, including pregnancy or virginity tests, or physical exams that could be used in a discriminatory way. This was drafted in consideration of ILO Discrimination (Employment and Occupation) Convention (No.111). |
| • | Open communication and direct engagement between workers and management are the most effective ways to resolve workplace and compensation issues. |
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| • | Workers and/or their representatives shall be able to openly communicate and share ideas and concerns with management regarding working conditions and management practices without fear of discrimination, reprisal, intimidation, or harassment. |
| • | EPMY shall respect the right of all workers to form and join trade unions of their own choosing, to bargain collectively and to engage in peaceful assembly as well as respect the right of workers to refrain from such activities. |
| • | Where the right of freedom of association and collective bargaining is restricted by applicable laws and regulations, workers shall be allowed to elect and join alternate lawful forms of worker representations. |
EPMY recognize that in addition to minimizing the incidence of work-related injuries and illnesses, a safe and healthy work environment enhances the quality of products and services, consistency of production and worker retention and morale. EPMY also recognize that ongoing worker input and education is essential to identifying and solving health and safety issues in the workplace.
Recognized management systems such as OHSAS 18001 and ILO Guidelines on Occupational Safety and Health were used as references in preparing the Code and may be a useful source of additional information
The health and safety standards are as follow:
| • | Worker potential for exposure to health and safety hazards (chemical, electrical, and other energy sources, fire, vehicles, and fall hazards, etc.) shall be identified and assessed, mitigated using the Hierarchy of Controls. |
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| • | Where hazards cannot be adequately controlled by these means, workers shall be provided with appropriate, well-maintained, personal protective equipment and educational materials about risks to them associated with these hazards. |
| • | Gender-responsive measures shall be taken, such as not having pregnant women and nursing mothers in working conditions, which could be hazardous to them or their child and provide reasonable accommodations for nursing mothers. |
| • | Potential emergency situations and events shall be identified and assessed, and their impact minimized by implementing emergency plans and response procedures including emergency reporting, employee notification and evacuation procedures, worker training and drills. |
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| • | Emergency drills shall be executed at least annually or as required by local law, whichever is more stringent. |
| • | Emergency plan shall also include appropriate fire detection and suppression equipment, clear and unobstructed egress, adequate exit facilities, contact information for emergency responders, and recovery plans. Such plans and procedures shall focus on minimizing harm to life, the environment and property. |
| • | Procedures and systems shall be in place to prevent, manage, track and report occupational injuries and illnesses, including provisions to encourage worker reporting, classify and record injury and illness cases, provide necessary medical treatment, investigate cases and implement corrective actions to eliminate their causes, and facilitate the return of workers to work. |
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| • | Participants shall allow workers to remove themselves from imminent harm, and not return until the situation is mitigated, without fear of retaliation. |
| • | Worker exposure to chemical, biological, and physical agents shall be identified, evaluated, and controlled according to the Hierarchy of Controls |
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| • | When hazards cannot be adequately controlled, workers shall be provided with and use appropriate, well-maintained, personal protective equipment free of charge. |
| • | Participants shall provide workers with safe and healthy working environments, which shall be maintained through ongoing, systematic monitoring of workers’ health and working environments. |
| • | Participants shall provide occupational health monitoring to routinely evaluate if workers’ health is being harmed from occupational exposures. |
| • | Protective programs shall include educational materials about the risks associated with these hazards. |
| • | Worker exposure to the hazards of physically demanding tasks, including manual material handling and heavy or repetitive lifting, prolonged standing and highly repetitive or forceful assembly tasks shall be identified, evaluated, and controlled. |
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| • | Production and other machinery shall be evaluated for safety hazards. Physical guards, interlocks, and barriers shall be provided and properly maintained where machinery presents an injury hazard to workers. |
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| • | Workers shall be provided with ready access to clean toilet facilities, potable water and sanitary food preparation, storage, and eating facilities. |
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| • | Worker dormitories shall be maintained to be clean and safe, and provided with appropriate emergency egress, adequate lighting, and adequate conditioned ventilation, individually secured accommodations for storing personal and valuable items, and reasonable personal space along with reasonable entry and exit privileges. |
EPMY recognize that environmental responsibility is integral to producing world-class products. EPMY shall identify the environment impacts and minimize adverse on the community, environment, and natural resources, while safeguarding the health and safety of the public
Recognized management systems such as ISO 14001 and the Eco Management and Audit System(EMAS) were used as references in preparing the Code and may be a useful source of additional information.
The environmental standards are as follows:
| • | All required environmental permits (e.g. discharge monitoring), approvals and registrations shall be obtained, maintained and kept current and their operational and reporting requirements shall be followed. |
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| • | Chemicals, waste and other materials posing a hazard to humans, or the environment shall be identified, labelled and managed to ensure their safe handling, movement, storage, use, recycling or reuse and disposal. |
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| • | Hazardous waste data shall be tracked and documented. |
| • | EPMY shall implement a systematic approach to identify, manage, reduce, and responsibly dispose of or recycle solid waste (non-hazardous). |
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| • | Waste data shall be tracked and documented. |
| • | Air emissions of volatile organic chemicals, aerosols, corrosives, particulates, ozone depleting chemicals and combustion by-products generated from operations shall be characterized, routinely monitored, controlled and treated as required prior to discharge. |
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| • | Ozone-depleting substances shall be effectively managed in accordance with the Montreal Protocol and applicable regulations. |
| • | EPMY shall conduct routine monitoring of the performance of its air emission control systems. |
| • | EPMY shall implement a water management program that documents, characterizes, and monitors water sources, use and discharge; seeks opportunities to conserve water; and controls channels of contamination. |
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| • | All wastewater is to be characterized, monitored, controlled, and treated as required prior to discharge or disposal. |
| • | EPMY shall conduct routine monitoring of the performance of its wastewater treatment and containment systems to ensure optimal performance and regulatory compliance. |
| • | EPMY shall establish and report against an absolute corporate-wide greenhouse gas reduction goal. |
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| • | Energy consumption and all Scopes 1, 2, and significant categories of Scope 3 greenhouse gas emissions shall be tracked, documented, and publicly reported. |
| • | EPMY shall look for cost- effective methods to improve energy efficiency and to minimize their energy consumption and greenhouse gas emissions. |
To meet social responsibilities and to achieve success in the marketplace, EPMY are to uphold the highest standards of ethics including the following:
| • | The highest standards of integrity shall be upheld in all business interactions. |
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| • | Bribes or other means of obtaining undue or improper advantage shall not be promised, offered, authorized, given, or accepted. |
| • | This prohibition covers promising, offering, authorizing, giving, or accepting anything of value, either directly or indirectly through a third party, in order to obtain or retain business, direct business to any person, or otherwise gain an improper advantage. |
| • | EMonitoring, record keeping, and enforcement procedures shall be implemented to ensure compliance with anti-corruption laws. |
| • | All business dealings shall be transparently performed and accurately reflected on EPMY’s business books and records. Information regarding EPMY labor, health and safety, environmental practices, business activities, structure, financial situation and performance shall be disclosed in accordance with applicable regulations and prevailing industry practices. |
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| • | Falsification of records or misrepresentations of conditions or practices in the supply chain are unacceptable. |
| • | Intellectual property rights are to be respected; transfer of technology and know- how is to be done in a manner that protects intellectual property rights; and, customer and supplier information shall be safeguarded. |
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| • | Worker must keep strictly confidential information relating to business activities, financial situation, proprietary information, information relating to customers, suppliers, workers, business partners etc. and in accordance to the Non Disclosure Agreement and applicable laws and regulations. |
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| • | EPMY shall have a communicated process for their personnel to be able to raise any concerns without fear of retaliation. |
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| • | Programs that ensure the confidentiality, anonymity and protection of supplier and employee whistleblowers shall be maintained, unless prohibited by law. |
| • | EPMY shall commit to protecting the reasonable privacy expectations of personal information of everyone they do business with, including suppliers, customers, consumers, and employees |
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| • | EPMY shall comply with privacy and information security laws and regulatory requirements when personal information is collected, stored, processed, transmitted, and shared. |
EPMY shall adopt or establish a management system whose scope is related to the content of this Code. The management system shall be designed to ensure: (a) compliance with applicable laws, regulations and customer requirements related to the participant’s operations and products; (b) conformance with this Code; and (c) identification and mitigation of operational risks related to this Code. It should also facilitate continual improvement.
The management system should contain the following elements:
| • | EPMY shall establish human rights, health and safety, environmental and ethics policy statements affirming EPMY’s commitment to due diligence and continual improvement, endorsed by executive management. |
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| • | Policy statements shall be made public and communicated to workers in a language they understand via accessible channels. |
| • | EPMY shall adhere to all applicable laws, regulations, and customer requirements regarding the prohibition or restriction of specific substances in products and manufacturing, including labeling for recycling and disposal. |
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| • | EPMY shall adopt a policy and exercise due diligence on the source and chain of custody of the tantalum, tin, tungsten, gold, and cobalt in the products they manufacture to reasonably assure that they are sourced in a way consistent with the Organization for Economic Co-operation and Development (OECD). |
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| • | Guidance for Responsible Supply Chains of Minerals from Conflict- Affected and High-Risk Areas or an equivalent and recognized due diligence framework. |
| • | A process to communicate Code requirements to suppliers and to monitor supplier compliance to the Code. |
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