Yet we rely equally on social infrastructure.
This Supplier Code of Conduct "Code" goes further, drawing upon internationally recognized standards, in order to advance social and environmental responsibility. Apple requires that Suppliers implement this Code using the management systems described below. Violations of this Code may result in immediate termination as an Apple Supplier and in legal action.
A complete list of references is provided at the end of this Code. As an extension of the Code, Apple maintains a series of detailed Standards that clarify our expectations for compliance. Labor and Human Rights Suppliers must uphold the human rights of workers, and treat them with dignity and respect as understood by the international community.
Antidiscrimination Suppliers shall not discriminate against any worker based on race, color, age, gender, sexual orientation, ethnicity, disability, religion, political affiliation, union membership, national origin, or marital status in hiring and employment practices such as applications for employment, promotions, rewards, access to training, job assignments, wages, benefits, discipline, and termination.
Suppliers shall not require a pregnancy test or discriminate against pregnant workers except where required by applicable laws or regulations or prudent for workplace safety. In addition, Suppliers shall not require workers or potential workers to undergo medical tests that could be used in a discriminatory way except where required by applicable laws or regulations or prudent for workplace safety.
Suppliers shall not threaten workers with or subject them to harsh or inhumane treatment, including sexual harassment, sexual abuse, corporal punishment, mental coercion, physical coercion, verbal abuse, or Business ethics analysis employment of underage restrictions on entering or exiting company-provided facilities.
Suppliers shall prohibit harassment and unlawful discrimination in the workplace.
Prevention of Involuntary Labor and Human Trafficking Suppliers shall not traffic in persons or use any form of slave, forced, bonded, indentured, or prison labor. This includes the transportation, harboring, recruitment, transfer, or receipt of persons by means of threat, force, coercion, abduction, fraud, or payments to any person having control over another person for the purpose of exploitation.
All work must be voluntary and workers shall be free to leave work or terminate their employment with reasonable notice. Workers must not be required to surrender any government-issued identification, passports, or work permits as a condition of employment.
Suppliers shall ensure that third-party agencies providing workers are compliant with the provisions of the Code and the laws of the sending and receiving countries, whichever is more stringent in its protection of workers. Suppliers shall ensure that contracts for both direct and contract workers clearly convey the conditions of employment in a language understood by the worker.
Such fees and expenses include, but are not limited to, expenses associated with recruitment, processing, or placement of both direct and contract workers. Prevention of Underage Labor Child labor is strictly prohibited.
Suppliers shall not employ children. The minimum age for employment or work shall be 15 years of age, the minimum age for employment in that country, or the age for completing compulsory education in that country, whichever is higher.
Juvenile Worker Protections Suppliers may employ juveniles who are older than the applicable legal minimum age for employment but are younger than 18 years of age, provided they do not perform work likely to jeopardize their heath, safety, or morals, consistent with ILO Minimum Age Convention No.
Working Hours Except in emergency or unusual situations, a work week shall be restricted to 60 hours, including overtime, and workers shall take at least one day off every seven days. All overtime shall be voluntary. Under no circumstances shall work weeks exceed the maximum permitted under applicable laws and regulations.
Wages and Benefits Suppliers shall pay all workers at least the minimum wage required by applicable laws and regulations and provide all legally mandated benefits.
In addition to their compensation for regular hours of work, workers shall be compensated for overtime hours at the premium rate required by applicable laws and regulations.
Suppliers shall not use deductions from wages as a disciplinary measure. Apple Supplier Code of Conduct Suppliers shall offer vacation time, leave periods, and holidays consistent with applicable laws and regulations.
Suppliers shall pay workers in a timely manner and clearly convey the basis on which workers are being paid. Suppliers shall not discriminate with respect to employment based on union membership and, in particular, shall not make employment subject to the condition that the worker relinquish union membership or agree not to join a union; or cause the dismissal of or otherwise prejudice a worker by reason of union membership or participation in union activities outside working hours or within working hours if the Supplier has consented to such activities or if required by applicable laws or regulations.
Health and Safety Apple recognizes that integrating sound health and safety management practices into all aspects of business is essential to maintain high morale and produce innovative products. Suppliers shall commit to creating safe working conditions and a healthy work environment for all of their workers.
Occupational Injury Prevention Suppliers shall eliminate physical hazards where possible. Where physical hazards cannot be eliminated, Suppliers shall provide appropriate engineering controls such as physical guards, interlocks, and barriers.
Where appropriate engineering controls are not possible, Suppliers shall establish appropriate administrative controls such as safe work procedures.
In all cases, Suppliers shall provide workers with appropriate personal protective equipment. Workers shall not be disciplined for raising safety concerns and shall have the right to refuse unsafe working conditions without fear of reprisal until management adequately addresses their concerns.We would like to show you a description here but the site won’t allow us.
Bogdan Ana Maria, Group Apple and business ethics I will begin with stating the Apple Inc. Vision and Mission because I consider it to be very interesting fir this case study.5/5(2).
An assessment of several works on Business and HR ethics, indicate that much of the literature argues explicitly or implicitly that HRM as an approach to management, with its prescriptions of labour flexibility, unitarism, individualisation, and business strategy integration, requires ethical evaluation and critical analysis (Cornelius & Gagnon.
The direct job creation, presuming that legal citizens are linign up to take the jobs that illegal workers have filled, in the restaurant business may perhaps benefit the ‘real’ Americans referred to in Ethics Alarm blog, but indirectly how many American jobs are lost in the slimming down of the economy.
They require careful analysis, not gut feeling or simplistic platitudes. One of the managers involved in the affair was an idealistic young man named Dennis Gioia, who went into the auto industry to make a contribution to society.
John Hooker is a T. Jerome Holleran Professor of Business Ethics and Social Responsibility, and . What is the meaning of ethics in business?
At its most basic definition, business ethics revolves around relationships. It can be said that business ethics is the analysis of moral behavior in practice and activities, and is a reflection of morals and values in any given society. Many people are rightfully concerned that they will have.