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RESPONSIBLE BUSINNESS ALLIANCE General Awareness – Labor, Ethics & Management System

About RBA Code of Conduct  RBA  Requirements RBA Members WMY  Wistron  Committee Members Overview of  RBA Main Requirement RBA Standard Requirements

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ETHICS
LABOR
iiaii
Busir•ss
HEALTH
& SAFETY
ENVIRONMENT
Responsible Business Albance

The Responsible Business Alliance (RBA), formerly the Electronic Industry Citizenship Coalition (EICC ) Code  of Conduct  to  ensure  workers  are treated with respect and dignity, and that business operations are environmentally responsible and conducted ethically.  The  Code may be voluntarily adopted by any business in the electronics sector and subsequently applied by that business to its supply chain and  subcontractors Fundamental  to adopting the Code is the understanding  to operate  in full compliance with the laws, rules, and regulations of the countries in which it operates . The  Code is made up of five sections.  Labor, Health and Safety, Environment and business ethics.

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'-JABIL
KONICA MINOLT
FLEXTRONICS
BEST BUY
Logitech
CELESTICA
+1GST
a Western Digital company
: freescale
nTc
u;etl
lenovo
nv1DlA
uantaCom
nMSUN
SAMSUNG ELECTRONICS
Seagate
PHILIPS
till h?PLlED
ONY
SANMIIINAÆCI
intel'
BlackBerry
TEXAS INSTRUMENTS

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A
D
Labor(Human Rights)
Freely Chosen Employment
Young Workers
Working Hours
Wages and Benefits
Humane Treatment
Non-Discrimination
Freedom of Association
Ethics
Business Integrity
No Improper Advantage
Disclosure of Information
Intellectual Property
ETHICS
LABOR
HEALTH
& SAFETY
ENVIRONMENT
Fair Business, Advertising and Competition
Protection of Identity and Non-Retaliation
Responsible Sourcing of Minerals
privacy
E Management System
Company Commitment
Manager-rV1t and
Legal and Customer Requirements
Risk Assessment and Risk Management
Improvement Objectives
Training
Communication
Wcyker Feec%æk. Partk:ipatbn Grievance
Audits and Assessments
Corrective Action Process
Documentation and Records
Supplier Responsibility
B Health & Safety
Occupational Safety
Emergency Preparedness
Occupational Injury and Illness
Industrial Hygiene
Physically Demanding Work
Pvlachine Safeguarding
Sanitation. Food, and Housing
Health and Safety Communication
C Environment
Environmental Permits and Reporting
Pollution Prevention and Resource Reduction
Hazardous Substances
Solid Waste
Air Emissions
Materials Restrictions
Water Management
Erzgy Corsurmtjm a-d Greg-tug Gö

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About RBA Labor (Human Right) Standard Requirements

A: LABOR
120
I.
2.
3.
4.
5.
6.
7.
Freely Chosen Employment.
Child Labour Avoidance.
Working Hours.
Wages and benefits.
Humane Treatment.
Non-Discrimination.
Freedom of Association.

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No forced, bonded or indentured labor, involuntary or exploitative prison labor, slavery or trafficking of persons shall not be allowed. There shall be no unreasonable restriction of workers’ freedom of movement in the facility Workers must be provided with a written employment country of origin and there should be no substitution or change allowed in the agreement All work must be voluntary and workers shall be free to leave work at any time Employers and agents may not hold, conceal, confiscate or deny access by employees to employee’s identity or immigration documents Workers shall not be required to pay employers’ or agents’ recruitment fees or other fees for their employment

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All W«-kers are not bdow minimum age.
must ge
OPERRTE

A22 adequate and effective and process is e.staHisYed to
ensw•e tint w•crkers tie legal milirrurn workitg age are not Yied
eit\er cfrectly Vo latrr agg&s/corttractcrs.

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Working hours not to exceed maximum set by local law A workweek should not be more than 60 hours per week Workers shall be allowed at least one day off every seven days

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Compensation paid to workers shall comply with all applicable laws. No deductions from wages as disciplinary measures permitted Workers shall be provided with a timely and understandable wage statement All use of labor will be within the limit of law

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There is to be no harsh inhumane treatment Disciplinary Policies and Procedures to be Clearly defined and Communicated

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A5.3 Wages are not deducted or reduced for disciplinary reasons.
DISCIPLINARY
Recoo

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Workforce free of harassment and unlawful discrimination Company shall not engage in discrimination based employment practices Workers provided with reasonable accommodation of religious practices No discrimination in term of medical tests or physical examination

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A7: FREEDOM OF ASSOCTATTON
The rights of wcrkers to
• Form and Jon tra& unions of them doosng
• Bargan codectively
• Engage n peaceful assembly
• Workers Yall be able to q)enly commtnicnte and share grievances
with managemdlt regardng ccnditms and managemait
practkes without fear of reprisal. ntirni&atm Ynrassnmt

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l.
2.
3.
4.
5.
6.
7.
8.
Business Integrity.
No Improper Advantage (Inducements).
Disclosure of Information.
Intellectual Property.
Fair Business, Advertising and Competition.
Protection of Identity.
Responsible Sourcing of Minerals
Privacy

D. ETHICS
stanchrds Of ntegrity are to n all ntg•actms
Particoants a tokrance pdky to prcHxt any ond all forms of
br&ry. canvtim. extcrtim and embezzlenmt. A1 basness &atlgs
transparently performed and accurately reflected m Particirnnt's Enshes.s tms
and rec.crds Mmitoring and Ulforcement procedures irnplernglted to
ensw•e conviance with anti-corruptbn hws
aco
1

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• Zero—tderance policy
• Conflct of merest reporting groceüe
• EnVoyee protectim

D1.1 .  This requirement state about the need to have adequate and effective policy and procedures to uphold the highest standards of integrity in all business interactions with a zero tolerance to any and all forms of bribery, corruption, extortion and embezzlement.

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Ü2.1 Nb i&ntified rid( of bræs or cbtanng (ndue cr irng•orr advantage
promised offered autmrized given accepted Approrriate nvestigatms
and sanctms occur '...hen there is an alleged vaatioru
• Pdky
• Doaxrnuutaton
• Investigative Fh«.ess
• Traning
• Flcnitcrng

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D31 Bb dU1tifed risk of misrepcrtng reccrd falsificntöru cr misrepresentatk:n
steueo
nnnn

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DAI Bb i&ntified rid< of Intelecti.ol Prcv•ty busness nformatm loss
unauthTized cisclosure (tFe Audtee's own and that of cu.stcyners/sur"ers).
OBJ • O vsuosu«e

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D.5. Fair Business, Advertising and Competition

No identified risk or evidence of non-conformance with fair business, advertising and competition  standards

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D.6. Protection of Identity and Non Retaliation

D6.1  states that there should be No identified risk or evidence of retaliation or reduced protection of identity

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D71 kkntified risk Of unauth(Tized disclcmre Of rmscnal hfcrmatim.
AlJfii0QI?EO
COMFID&ÆflAt

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About Management System Standard Requirements

1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
Company Commitment.
Management Accountability and Responsibility.
Legal and customer requirements.
Risk Assessment and Risk Management.
Improvement Objectives.
Training.
Communication .
Worker Feedback and Participation.
Audits and Assessments.
Corrective Action Process.
Documentation and Records.
Supplier Responsibility

E: Management Systems
• Documented Pricy & Proceri-uses
• Pec*e a.sSgned and traned to
• Checkiug to see if are and
makhg adjustments if not
• A compré•ensive by management
of overan effectiveness of tie system
o
*SER — Social. and
Énvr•onm€ntal
TIP. Tf a company gets its
EHS and Labor management
systems 3rd party certifed it
makes it more Ikdy Hot it
(_g&rstand to meet
requiements sectm

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E': Company Commitment
Adequate and effective policies/Code(s) that are endorsed by executive
management, covering: A) Labor B) Health & Safety C) Environment and D) Ethics
LABOR
RBA
ETHICS
SAFETY

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E.2. Management Accountability and Responsibility

E2.1 Responsibilities and authorities are adequately and effectively defined and
assigned for all employees/workers (senior managers to workers) for
implementation of management systems, and for compliance with laws,
regulations and codes pertaining to A) Labor B) Health & Safety C) Environment
and D) Ethics

E2.2: An adequate and effective management review and continuous
improvement process for A) Labor B) Health & Safety C) Environment and D)
Ethics performance and management systems are established.
C DE
TT evak•atim Of social
envömmental and et}knl management
system is most effective
as part of company's overall
Ensness reVew rrocess

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E3.1. An  adequate and effective compliance process to monitor, identify, understand and ensure compliance with applicable laws and regulations and customer requirements pertaining to Labor, Health & Safety, Environment and Ethics is established

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E4.1. An  adequate and effective risk management process to identify, assess, and minimize or mitigate or control its risks in the areas of Labor, Environment and Ethics is in place

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E5.1 An adequate and effective performance management process for A) Labor, B) Health & Safety, and D) Ethics, including setting performance (improvement) objectives and targets, developing and implementing improvement plans, regularly reviewing progress toward achieving targets, and making appropriate adjustments if needed is in place

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E61 o&quate and effective trainng is estaHi.+Éd an
monogcns/worV,ers all rdated ayects and (M*fmrnance
targets rdoted to A) I-at" B) health ond Safety C) Envöcnment and D)
E thks.
•
•
Tranng needs
Tranng
Tronng cn
Tronng

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E7.1 An adequate and effective worker/manager, supplier and customer
communication/reporting process for A) Labor C) Environment and D) Ethics
policies, practices, and performance is established.
00

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E8.1 An adequate and effective grievance/complaint process where work-related
and Code-related grievances or complaints without fear of reprisal or intimidation
is established can be confidentially communicated.
CHECK
4
TTE •.•.orkers ta aucitor•s tiey
t\ülk true-ss frem?
TO Vith thS stoncbrd
to yes'

E8.2 An adequate and effective process to solicit and encourage worker
participation, input and feedback for improvement
DTD ym Research
wor*qers fed nvdved
are mcre yuiactive. reman
Imger. and oftm
save comrnnies
* "Effective" also means that comrnny basness
makers this hformaticn prov&i by workers to
improve SER AND b-&le.ss (Erformonce
CHECK

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E9.1 An adequate and effective self-audit process to periodically assess
conformance with the RBA Code pertaining to : A) Labor B) Health & Safety C)
Environment and D) Ethics.
CHECK
• Reviewng cbcunmts and reU*ds
IntervQhg managers and •enkers
Evaluatng emrioymg-tt rmctices
• Tnspectng the workplace

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CHECK
Kit. CORRECTIVE ACTI(hJ PROCESS
EISI Has an a&quate and effective c.orrective actms to
recto and tybnconfcrmances with ETCC ildu&ig
Oltified vh nternal external Au&ts assessments
nspectms Wivesttgatms and reVews. cnverng A) B) hkolth &
C) Envhmmmt and D) Et\ks
TIP Comrnnk.s wot o VÆ meit
need to submit o Ron (Cæ)
to tte ETCC Arit Program nanoger
(AR-I) Uld custonprs must
•.•m v.åth tie to ver-fy dayr-e of any
Ft&ity and with custmrs
to of o c:bstre aucft
at otter

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Wistron Smart Devices

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Electronic Industry Citizenship Coalition

UN Guiding Principles on Business and Human Rights

ILO Declaration on Fundamental Principles and Rights at Work

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Health and Safety, Environment, Ethics and Management System

OECD Guidance for Responsible Supply Chains of Minerals