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Human Rights:Performance

Overseas Human Resources and Labor Assessment

  • Overseas human resources and labor assessments have been conducted at 34 sites since fiscal 2008, including 20 companies in China, 10 companies in Asia and 4 companies in other regions.
  • Issues that were identified by the assessments were handled primarily by the assessment leader (usually a person in charge of human resources) to work toward a solution, thereby improving the level of labor management.

[Column] Our Approach to ILO Fundamental Labor Standards

Please click on the following links to read about our responses to the International Labour Organization's (ILO) fundamental labor standards, as they pertain to the eight ILO conventions in four fields below.

Field and ILO Convention

Respect for Freedom of Association, Right to Collective Bargaining

  • Freedom of Association and Protection of the Right to Organise Convention (No. 87)
  • Right to Organise and Collective Bargaining Convention (No. 98)

Rules and System:"Respect for Freedom of Association, Right to Collective Bargaining"
http://panasonic.net/sustainability/en/human_rights/regulation/

Prohibition of Forced Labor

  • Forced Labour Convention (No. 29)
  • Abolition of Forced Labour Convention (No. 105)

Rules and System:"Prohibition of Child Labor and Forced Labor"
http://panasonic.net/sustainability/en/human_rights/regulation/

Effective Abolition of Child Labor

  • Minimum Age Convention (No. 138)
  • Worst Forms of Child Labour Convention (No. 182)

Rules and System:"Prohibition of Child Labor and Forced Labor"
http://panasonic.net/sustainability/en/human_rights/regulation/

Elimination of Employment and Occupation Discrimnination

  • Equal Remuneration Convention (No. 100)
  • Discrimination (Employment and Occupation) Convention (No. 111)

Rules and System:"Prohibition of Discrimination and Humane Treatment"
http://panasonic.net/sustainability/en/human_rights/regulation/

[Column] Our Approach to the California Transparency in Supply Chains Act of 2010

In 2010, the State of California passed the California Transparency in Supply Chains Act of 2010. The law came into effect in January 2012 with the aim of improving for consumers the visibility of corporate efforts to eradicate slavery and human trafficking. The law applies to retailers and manufacturers that do business in California and have global sales of over $100 million annually, obligating these companies to disclose on their websites their efforts to prevent human trafficking.
Panasonic has affirmed that it is adhering to this law and has ascertained the status of its efforts on this front, as a part of the Panasonic Code of Conduct. We have also required our suppliers to do the same in our Standard Ppurchase Agreements with them. In addition to conducting an annual review of the details that have been confirmed through assessments undertaken prior to the commencement of transactions, steps are taken to issue remedial instructions or review or cancel transactions depending on the severity of any breach by a supplier.

Panasonic Code of Conduct (excerpts)

Chapter 3: Employee Relations

(Omitted)

(2) Respect for Human Rights
2. The Company will not employ people against their will, and will not use child labor. The Company will comply with the employment laws and regulations of the countries and regions in which it conducts business.

Click here for more information on Chapter 3: Employee Relations.
http://panasonic.net/corporate/philosophy/code/17.html

Standard Purchase Agreement (Requirement that suppliers respect human rights)

Our Standard Purchase Agreement requires that suppliers will comply with the laws and regulations of countries and regions in which business activities are undertaken, and that suppliers will not engage in forced labor, child labor, illegal employment of foreign workers or other unlawful/inappropriate labor practices. The Agreement also has stipulations about employment conditions, including wages and work hours.

[Column] Our Approach to the SA8000 Standard

The SA8000 standard is a set of international standards for labor and human rights published by Social Accountability International, an NGO in the United States. It details the criteria that employers must satisfy on their own to comply with the standard, including the rights of workers and labor conditions at the workplace, and related management systems. Panasonic has worked actively to address each of the eight criteria required by the SA8000 standard and implemented related management systems. For more information, please click on the links below each of the following elements of the SA8000 standard.

1.Child Labor
Rules and System: "Prohibition of Child Labor and Forced Labor"
http://panasonic.net/sustainability/en/human_rights/regulation/
2.Forced & Compulsory Labor
Rules and System: "Prohibition of Child Labor and Forced Labor"
http://panasonic.net/sustainability/en/human_rights/regulation/
3.Health & Safety
Employees / Rules and System: "Occupational Safety and Health"
http://panasonic.net/sustainability/en/employee/safety/
4.Freedom of Association & Right to Collective Bargaining
Rules and System: "Respect for Freedom of Association, Right to Collective Bargaining"
http://panasonic.net/sustainability/en/human_rights/regulation/
5.Discrimination
Rules and System: "Prohibition of Discrimination and Humane Treatment"
http://panasonic.net/sustainability/en/human_rights/regulation/
6.Disciplinary Practices
Rules and System: "Prohibition of Discrimination and Humane Treatment"
http://panasonic.net/sustainability/en/human_rights/regulation/
7.Working Hours
Rules and System: "Management of Work Hours and Wages"
http://panasonic.net/sustainability/en/human_rights/regulation/
8.Remuneration
Rules and System: "Management of Work Hours and Wages"
http://panasonic.net/sustainability/en/human_rights/regulation/

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