Murata and People
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 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; hereinafter 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, c ultures, religions, creeds, 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 Labour Organization (ILO), the two human rights principles and four labor principles of the United Nations Global Compact, the Guiding Principles on Business and Human Rights, the OECD Guidelines for Multinational Enterprises, the 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, creed, political affiliation, union membership, military or veteran status, protected genetic information, current or past marital status, pregnancy, or having children including, for example, power harassment, sexual harassment, sexual abuse, corporal punishment, emotional or physical oppression, and verbal abuse
Murata will investigate, examine, or confirm matters that may be grounds for the discrimination set forth above to the minimum to the 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 shall not perform pregnancy tests or HIV tests for the purposes of hiring or continued employment.
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 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 documents 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.
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.
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, or employees’ 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 internationallyrecognized 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.
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.
Murata Manufacturing Co.,Ltd.
President Norio Nakajima
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
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 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.
Cooperation with business partners
Murata cooperates with the representatives 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. 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.
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.
- ・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.
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
Measures to prevent harassment
As part of our efforts to prevent harassment, Murata conducts harassment training every year not only for management-level staff, but also for employees whose role it is to form teams (team leaders, etc.). (The table below shows details by fiscal year).
Starting in fiscal 2019, in addition to the above, 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 prevention. We also ask temporary staff and contract employees to participate, with the cooperation of each company. For managers, we provide management education in addition to the training for all employees.
Furthermore, in the event that incidents of harassment or violation of human rights do occur, we have established channels that can be used by all employees and temporary workers for anonymous consultation both inside and outside the company, and put in place a system allowing the Compliance Secretariat to take the appropriate response.
The training described above also incorporates guidelines for first response when the possibility of harassment in the workplace is recognized.
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Results for Murata Manufacturing
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.