Approach to Human Rights and Labor Policies
Murata supports and respects the spirit of the UN and ILO’s stance related to the fundamental principles and rights associated with labor and the global standards of social responsibility, as espoused by such entities as the RBA. We will clearly communicate our expectations toward human rights to all interested parties including business partners. We respect the rights and labor of all workers, have formulated Human Rights and Labor Policies and are working to introduce management systems to enable us to advance the application of these policies
Human Rights and Labor Policies
We (Murata Manufacturing Co., Ltd. and the member companies of the Murata Group; referred to as “Murata”) have formulated a CSR Charter, which provides standards to be observed by all individuals working for Murata. Recognizing that human rights are both universal and an important element in business, and that respect for human rights is a social responsibility in the quest to realize sustainable business activities, we hereby establish the following policies:
1.Respect for fundamental human rights
Murata will respect internationally-recognized standards and the laws and regulations, cultures, religions, customs, and histories of all countries and regions where Murata conducts business, and use these as the basis for respecting, protecting, and never violating the fundamental human rights of all Murata employees.
Murata will comply with the Universal Declaration of Human Rights, the Declaration on Fundamental Principles and Rights at Work of the International Labor Organization (ILO), the two human rights principles and four labor principles of the United Nations Global Compact, Guiding Principles on Business and Human Rights, The OECD Guidelines for Multinational Enterprises, Convention on the Elimination of all forms of Discrimination Against Women and the Code of Conduct of the Responsible Business Alliance (RBA).
2.Prohibition of discrimination and harassment
Murata will not engage in any form of discrimination or inhumane conduct that harms the personal dignity of employees in employment practices including hiring, wages, promotions, compensation, and availability of education and training.
Murata will not engage in any form of discrimination or offensive and inhumane conduct that harms the personal dignity of employees on the basis of race, color, age, sex, sexual orientation, gender identify or gender expression, race, national origin, disability, pregnancy, religion, political affiliation, union membership, military or veteran status, protected genetic information, current or past marital status, or having children including, for example, violence, gender-based violence, power harassment, sexual harassment, sexual abuse, corporal punishment, emotional or physical oppression, bullying, public shaming, and verbal abuse.
Murata will investigate, examine, or confirm matters that may be grounds for the discrimination set forth above to the minimum extent necessary and by necessary means only in cases where doing so is necessary to comply with laws and regulations or to ensure workplace health and safety or to maintain employee health. Specifically. Murata do not make workers or potential workers to take medical or physical tests, including pregnancy and virginity tests and HIV tests.
Murata will strictly manage personal information (e.g., pregnancy, hepatitis B infection, HIV infection, etc.) obtained through such investigation, examination, or confirmation and shall not use such information for any purpose other than the purposes specified above.
3.Prohibition of forced labor
Murata strictly prohibits any forced labor by employees in its business activities.
Murata will guarantee that all employee labor including overtime work in its business activities is voluntary and shall cause managers not to force employees to perform labor contrary to their will.
When concluding labor agreements, Murata will take the following measures to ensure that forced labor does not occur:
Labor agreements will be concluded in the employee’s native language or a language that the employee understands.
Employee personal identification document and work qualification documents issued by a public authority will be confirmed to the minimum extent necessary and by necessary means when concluding a labor agreement, and demands to deliver or entrust original documents to the employer shall not be made.
No fees, guarantee money, or other monies, regardless of designation, will be collected or received. If any such fees are found to have been paid by workers, such fees shall be repaid to the worker.
Foreign migrant workers must receive the employment agreement prior to the worker departing from his or her country of origin and there shall be no substitution or change(s) allowed in the employment agreement upon arrival in the receiving country unless these changes are made to meet local law and provide equal or better terms.
All workers shall be free to leave work at any time or terminate their employment without penalty if reasonable notice is given as per worker’s contract.
4.Prohibition of child labor and restrictions on the employment of minor workers
Murata strictly prohibits employment of children in its business activities. In this policy, “child” means a person under the age of fifteen (15) or a person who has not reached the age for the completion of compulsory education in the respective country or region, or the age at which labor is permitted pursuant to the laws and regulations of the respective country or region, whichever is later.
Murata prohibits the employment of workers under the age of eighteen (18) years (referred to as “Minor Workers”) at night or on days off or in work that exposes the Minor Worker to health or safety risks.
Murata shall cause managers not to hire or employ children and not to allow Minor Workers to engage in the work prohibited in Paragraph (1).
When concluding labor agreements, Murata will confirm employee ages using documents issued by public authorities to prevent situations contrary to the preceding three subclauses from occurring.
Murata 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 laws and regulations. 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.
5.Respect for the rights of labor organizations
Murata will respect and will not infringe on employees’ freedom of membership in labor unions and the right of collective bargaining by labor unions in accordance with internationally-recognized standards and the laws and regulations of each country and region where Murata conducts business.
Murata will respect the operations of labor unions, engage in open collective bargaining based on mutual trust, and strive to resolve problems with labor unions through good-faith and constructive discussion, taking into account the labor practices of the relevant region.
Murata will not engage in discrimination, retaliation, harassment, or any other disadvantageous treatment on the basis of employee membership in a labor union, request for collective bargaining, participation in collective bargaining, or exercise by workers of the right to organize or the right to collective bargaining.
6.Ensuring proper working conditions
Murata will properly comply with working conditions relating to working hours, days off and holidays, breaks, wages, and so on in accordance with the laws and regulations of each country and region where Murata conducts business pursuant to internationally-recognized standards. In cases where there are discrepancies between internationally-recognized standards and the laws and regulations of each country and region where Murata conducts business, Murata shall seek methods to comply with internationally-recognized standards. Workers shall be compensated for overtime at pay rates greater than regular hourly rates.
Murata shall establish reliable working time management systems, accurately record working time and days off in accordance with such systems, formulate rules for proper working time management, and conduct management to prevent deviation from those rules.
Murata shall present to employees pay statements in each employee’s native language or a language that the employee understands, pay wages in accurately-calculated amounts by the pay dates accurately specified in accordance with (1) and (2) above, and shall not make any improper deductions.
With respect to the payment of wages pursuant to the preceding paragraph, in cases where minimum wages are specified by the laws and regulations of each country and region where Murata conduct business, Murata will ensure that wages exceed such minimum wages.
7.Human rights due diligence
In order to carry out these policies, Murata will establish a Management Manual on Fundamental Human Rights and Labor Policies, conduct management in accordance with the manual, and make revisions and improvements as necessary.
Murata will periodically and continuously conduct appropriate education for officers, managers, and employees and confirm the status of such education so that human rights due diligence is understood and effectively carried out.
If any circumstances contrary to these policies are discovered, Murata will promptly implement appropriate corrective measures.
8.Support for business partners
Murata will request that business partners throughout the Murata supply chain endeavor to realize a society in which these policies are complied with and shall provide support for those efforts.
This revised policy shall take effect on the day when the decision establishing it is made.
Revision and revocation of this policy shall be determined by the executive officer responsible for personnel matters.
Murata Manufacturing Co.,Ltd.
President Norio Nakajima
*This policy is subject to periodic supervision by the Board of Directors.
Management System on Human Rights and Labor
Murata has formulated a Management Manual on Human Rights and Labor, and we are effectively and efficiently advancing initiatives based on our Human Rights and Labor Policies.
System of operation
Respect for human rights and diversity is one of the Company's key issues (materiality). Human rights related policies and the progress of activities are reported and deliberated within the CSR Management Committee while the status of the management system is periodically reviewed with the officer in charge of "human rights and labor" and the President, who is the highest-ranking person regarding "human rights and labor" in the Murata Group.
In addition to responding to various human rights related issues in cooperation with the following relevant departments, we will consult with the appropriate relevant departments with respect to newly occurring issues while building a system.
||Highest-ranking person regarding "human rights and labor" in the Murata Group
|Officer in charge of
"human rights and labor"
|Overall manager of the construction, implementation, and maintenance of the "human rights and labor" management system in the Murata Group
|Person in charge of company-wide
"human rights and labor"
(Manager of the HR Department)
|Establishment, implementation, and maintenance of the "human rights and labor" management system in the Murata Group
Clarifies issues and proposed improvements regarding "human rights and labor" in the Murata Group as an assistant to the person in charge of company-wide "human rights and labor"
Operation of the "human rights and labor" management system in the Murata Group
|Full-time executive officer
||Person responsible for the implementation and management of the "human rights and labor" management system at worksites and affiliated companies
Clarifies issues and proposed improvements regarding "human rights and labor" at worksites and affiliated companies and operates the "human rights and labor" management system at worksites and affiliated companies as the assistant to the full-time executive officer
(Department Manager, Section Manager)
Execute initiatives based on the "human rights and labor" management system within the organizations that they manage
- Achievement of "human rights and labor" fiscal year targets
- Implementation of corrective actions for non-compliant processes and preventive measures
|Human Rights and Labor Committee
||Place of communication for maintenance, operation, and improvement of the management manual regarding "human rights and labor"
Due diligence in relation to human rights
We have established a Management System on Human Rights and Labor at each of our domestic worksites. We are conducting risk assessments, formulating targets and plans, putting the systems into operation, and conducting audits and evaluations to enable corrections to be made. We are also holding management reviews once a year, seeking to establish a solid cycle. We are also promoting consideration for human rights when new worksites are constructed, or worksites are expanded by conducting a variety of assessments and considering our impact on the regional environment. Starting from fiscal year 2020, with the help of external experts, we reviewed our human rights due diligence system and established a process to reconfirm and improve the actual state of each plant and each business from various perspectives, such as forced labor (including child labor, foreign workers, working hour issues, etc.), gender disparity, various forms of harassment, impact on the community, and the impact of products on society.
We are not restricting our efforts to existing worksites. We are also promoting consideration for human rights when new worksites are constructed or worksites are expanded by conducting a variety of assessments and considering our impact on the regional environment.
Hidemi Tomita (Director at Lloyd's Register Japan K.K.)
The human rights risks in a company's own factories and supply chains as well as the risks when procuring the minerals that are the raw materials have been widely pointed out in the electronics industry. In addition, it is believed that products based on the application of new technologies and service related human rights risks will also increase in importance going forward. I hope that Murata Manufacturing continuously strengthens its corrective actions based on the human rights and labor management system and monitoring through CSR procurement as well as its initiatives to prevent human rights risks with respect to the diverse human rights risks identified in the current human rights risk evaluation.
Cooperation with business partners
Murata cooperates with the employees of a large number of business partners at its manufacturing sites. We require that everyone working at Murata, including the employees of our business partners, must understand and comply with Murata’s Human Rights and Labor Policies and EHS Accident Prevention Guidelines. Murata has received a letter of agreement from each of its partner companies in support of this policy. We are working to ensure comprehensive observance of Murata’s policies by obtaining agreement regarding those policies from our business partners and planning related initiatives. In order to ensure that employees of our business partners share the same understanding and feelings about Murata’s view of human rights, we conduct human rights and harassment prevention education through partner companies, and we have a system in place to deal with any comments, reports, or complaints regarding human rights or harassment, sharing this information with them as necessary.
Murata employees and local coexistence
As stated in the basic policy on social and local community contribution activities, Murata hopes to be "a company whose presence in local communities is a source of pride and joy to those communities."
Therefore, in regard to the hiring of employees, we strive to consider the impact on local communities while actively conducting local hiring to create employment in local communities. Moreover, we establish periodic opportunities to exchange opinions with everyone in the local community to avoid causing various problems including human rights issues arising from Murata factories.
In addition, with the increase in foreign workers at Murata, we are dispatching Japanese language instructors to elementary schools, donating supplies for Japanese language educational environments, supporting the endowment of Portuguese language courses at local universities, and gifting Portuguese books to nearby libraries to make it easier for the workers to coexist with local communities.
As an example, Fukui Murata Manufacturing is hosting a Portuguese language course for its employees. It has become an ambitious undertaking with the number of persons wishing to participate exceeding the class capacity, and some participants even stating that they will "try a morning greeting in Portuguese starting from tomorrow." We hope that initiatives such as this will lead to more active communication between employees and foreign workers.
Creating a workplace environment and personnel system free from discrimination
We are working to create a workplace environment and personnel system free from discrimination, in line with the tenets of the “Human Rights and Labor” section of our CSR Charter.
We will respect the human rights of every individual and respond with dignity.
- We will prohibit forced labor, and will not permit any child labor be involved in any of our processes.
- We are working to go beyond the standards stipulated by law for working hours, holidays, rest periods, and minimum wage.
- Wages are paid regularly in full and on time. Also, deductions are detailed in pay stubs.
- In accordance with the laws of each country in which we are involved, we will respect the right of free association and the right of workers to join labor unions, etc. and we will facilitate free communication between workers and unions. Moreover, even in countries and regions where the formation of labor unions is not allowed under the laws, etc. of each country, we strive to promote problem-solving through dialog between labor and management, which is the objective of executing the rights appended to the freedom of association and labor unions, etc.
- In consultation with labor unions and employee representatives, we pay the wages necessary to maintain a standard of living.
- We do not discriminate against women in our personnel system, including the wage system. Regarding the issue of equal pay for equal work, we respect and comply with locally applied laws.
- We strive to reduce overwork so that employees may lead a life which is mentally and physically healthy.
- We conduct visiting classes so that foreign immigrant workers will properly understand their rights.
In addition, in order to boost our employees’ awareness of human rights, we have translated our basic policies regarding human rights and labor from Japanese to both English and Chinese, and are conducting human rights education as part of our stratified education programs. Throughout the Murata Group's offices and plants, both in Japan and overseas, child and forced labor are strictly prohibited.
*To abolish child labor, we have identification check during employment. for preventions.
Cases of child labor violations in the past five years
Human rights education・Measures to prevent harassment
As part of our efforts to prevent harassment, Murata conducts harassment education every year not only for management-level staff, but also for employees whose role it is to form teams (team leaders, etc.).
Starting in fiscal 2019, we have been using e-learning to provide all employees with training on basic policies related to human rights and labor, as well as harassment of women, sexual harassment, power harassment, SOGI(Sexual orientation & gender identity) harassment, and reporting. We also ask temporary staff and contract employees to participate, with the cooperation of each company. For supervisors and managers, we also provide management level education with more specialized content in conjunction with the education for all employees. Moreover we provide CSR related education, which includes human rights, to human resources representatives and procurement staff, etc. according to their work duties.
Furthermore, we have established channels that all employees can use for anonymous consultation both inside and outside the company; we implemented a system allowing the Compliance Promotion Office to take the appropriate response should incidents of harassment or violations of human rights occur. Retaliation against workers and other interested parties who have used this consultation service is prohibited.
The training described above also incorporates guidelines for first response when the possibility of harassment in the workplace is recognized.
Responding to the UK Modern Slavery Act
In accordance with the Modern Slavery Act that came into force in the UK in 2015, we have released the following statement on slavery and human trafficking.
Link: Statement pertaining to the UK Modern Slavery Act