Human Rights & Labor Standards
Lexmark upholds the human rights of its employees, and treats them with dignity and respect as understood by the international community. Recognized standards such as the Universal Declaration of Human Rights (UDHR), Social Accountability International (SAI), the Ethical Trading Initiative (ETI) and the Global Reporting Indicators (GRI) are to be used as references in evaluating Lexmark’s commitment to human rights. These standards embody the following Lexmark endorsed labor standards that it addresses with its major Suppliers:
1) Freely Chosen Employment
Forced, bonded or indentured labor or involuntary prison labor is not to be used. All work will be voluntary, and workers should be free to leave upon reasonable notice. Workers shall not be required to hand over government-issued identification, passports or work permits as a condition of employment, except to the extent that the company needs to take brief possession of such documents in order to comply with applicable law including but not limited to immigration law.
2) Child Labor
Child labor is not to be used in any stage of manufacturing. The term "child" refers to any person employed under the age of 15 (or 14 where the law of the country permits), 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 apprenticeship programs, which comply with all applicable laws and regulations, is supported. Workers under the age of 18 should not perform hazardous work and may be restricted from night work with consideration given to educational needs.
Lexmark is committed to a workforce free of harassment and unlawful discrimination and does not tolerate unlawful discrimination based on race, color, age, gender, gender identity, sexual orientation, ethnicity, disability, religion, political affiliation, union membership or marital status in hiring and employment practices such as promotions, rewards, and access to training. In addition, workers or potential workers are not to be subjected to medical/pregnancy tests for the purposes of unlawfully discriminating against such an individual.
4) Harsh or Inhumane Treatment
There is to be no harsh or inhumane treatment, including but not limited to any sexual harassment, sexual abuse, corporal punishment, mental or physical coercion or verbal abuse of workers; nor is there to be the threat of any such treatment.
5) Minimum Wages
Compensation paid to workers shall comply with all applicable wage laws, including those relating to minimum wages, overtime hours and legally mandated benefits. Any disciplinary wage deductions are to conform to local law. The basis on which workers are being paid is to be clearly conveyed to them in a timely manner.
6) Working Hours for Manufacturing
Studies of good manufacturing practices clearly link worker strain to reduced productivity, increased turnover and increased injury and illness. Work weeks are not to exceed the maximum set by local law. Further, a work week should not be more than 60 hours per week, including overtime, except in emergency or unusual situations. Workers should be allowed at least one day off per seven-day week.
7) Freedom of Association
Open communication and direct engagement between workers and management are the most effective ways to resolve workplace issues. Lexmark respects the rights of workers to associate freely and seek representation in accordance with local laws. Workers shall be able to communicate openly with management regarding working conditions without fear of reprisal, intimidation or harassment.