Corning’s Supplier Code of Conduct embraces the key principles of the International Labour Organization’s (ILO) eight fundamental conventions, which cover subjects that are considered by the ILO as fundamental principles and rights at work. These conventions are:
1. Freedom of Association and Protection of the Right to Organise Convention, 1948 (No. 87)
2. Right to Organise and Collective Bargaining Convention, 1949 (No. 98)
3. Forced Labour Convention, 1930 (No. 29)
4. Abolition of Forced Labour Convention, 1957 (No. 105)
5. Minimum Age Convention, 1973 (No. 138)
6. Worst Forms of Child Labour Convention, 1999 (No. 182)
7. Equal Remuneration Convention, 1951 (No. 100)
8. Discrimination (Employment and Occupation) Convention, 1958 (No. 111)
In accordance with the ILO fundamental conventions, and as set forth more fully below, Suppliers shall commit to uphold human rights of workers and treat workers with dignity and respect. This commitment applies to all workers including temporary, migrant, student, contract, direct employees or any other worker.
Corning is aware the use of recruitment and labor agencies increases the risk of forced labor.
All labor agents acting on behalf of Corning and its suppliers must have a clear policy that adheres to this Code. Labor agents acting on behalf of Corning must conduct due diligence with employment and recruitment agencies and sub-agents in relevant countries of operation to ensure compliance to Corning’s Supplier Code of Conduct.
1. Freely Chosen Employment
Suppliers shall not use forced, bonded or indentured labor or involuntary prison labor. All work will be voluntary, and workers should be free to leave work or terminate employment upon reasonable notice. Prohibited actions include transporting, harboring, recruiting, transferring or receiving persons by means of threat, force, coercion, abduction or fraud for labor or services. In the hiring process, Suppliers should provide workers with a written employment agreement in their native language that contains a description of terms and conditions of employment. No changes or substitutions to this agreement should be allowed unless these changes are to meet local law or provide equal/better terms. 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. Employers and agents may not hold or otherwise destroy, conceal, confiscate or deny access by employees to their identity or immigration documents, such as government-issued identification, passports or work permits, unless such holdings are required by law. Workers should not be required to pay employers’ or agents’ recruitment fees or other related fees for employment. If such fees are found then these fees should be repaid to the worker.
2. Young Workers
Suppliers shall not use child labor. “Child” in this section means 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. Workers under the age of 18 shall not perform work that is likely to jeopardize their health and safety, including night shifts and overtime. Supplier 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. Supplier shall provide appropriate support and training to all student workers. In the absence of local law, the wage rate for student workers, interns and apprentices shall be at least the same age rate as other entry-level workers performing equal or similar tasks.
3. Working Hours
Workweeks are not to exceed the maximum working hours and shall include the minimum breaks and rest periods set by local law.
4. Working and Living Conditions
Working, and living (if applicable), conditions must meet, at a minimum, standards set by local law. Workers must not face any undue health or safety risks from working or living conditions. The foregoing requirements shall be applicable to any lodging provided to workers as part of or in connection with their employment.
5. Humane Treatment
Suppliers shall not subject or threaten workers to any inhumane treatment, including any sexual abuse, corporal punishment, mental or physical coercion or verbal abuse. Supplier shall clearly define and communicate disciplinary policies and procedures in support of these requirements to its workers.
6. Wages and Benefits
Compensation paid to workers shall comply with all applicable wage laws and regulations, including those relating to minimum wages, overtime hours and legally mandated benefits. Supplier shall ensure that all workers are paid equally for work of equal value, without regard to their sex. Supplier shall not make deductions from wages as a disciplinary measure. Workers shall be informed of all deductions from their pay. Supplier shall establish measures to eliminate health and safety concerns that are especially prevalent among women workers (for example, physical security and sexual harassment).
Supplier shall be committed to a workforce free of harassment and unlawful discrimination. Supplier shall not engage in or permit discrimination or harassment based on race, color, age, gender, sexual orientation, gender identity or expression, ethnicity, disability, pregnancy, religion, political affiliation, or marital status in its workforce, including but not limited to in hiring and employment practices such as promotions, rewards, and access to training. Supplier shall ensure equal opportunities throughout all levels of employment. There shall be no discrimination or retaliation against workers, including migrant workers, who raise grievances in good faith.
8. Freedom of Association
In conformance with local law, Suppliers 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. Workers and/or their representative 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.