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Human Rights:Rules and System

Prohibition of Child Labor and Forced Labor

Age Confirmation in China and Asian Countries

In its hiring process, Panasonic follows the laws and regulations of the country and strictly monitors compliance with respect to fundamental human rights.

Respect for Human Rights of Immigrant Workers

Immigrant workers from other countries are afforded the same basic rights in hiring and onboarding processes based on strict compliance with the laws and regulations of each country.

Prohibition of Discrimination and Humane Treatment

Hiring Rules

Panasonic bases its hiring decisions on the qualifications, skills and ambitions of the applicants, without regard to their age, gender or nationality. Our interviewers are trained to select applicants in a fair manner based on the Hiring and Human Rights manual published by the Employment Security Bureau of the Ministry of Health, Labour and Welfare.

Employee Work Rules

The Employee Work Rules clearly stipulate that employees must respect human rights. The rules also strictly prohibit sexual harassment and other inhumane behavior at the workplace. Employees that violate these and other rules are subject to disciplinary action.

Equal Employment Opportunity Office

Panasonic is dedicated to maintaining working environments where people from diverse backgrounds in terms of gender, age and nationality can easily work together in a spirit of mutual respect, treating each other as valued partners. We therefore will not tolerate gender discrimination or sexual harassment, and power harassment, and use the following measures to prevent these problems.

  • Establishment of sexual harassment policies and programs to explain these policies to employees
  • Distribution of sexual harassment leaflets and manuals
  • Seminars and training sessions about workplace culture, sexual harassment and power harassment

<Operation of an Equal Employment Opportunity Office>

Panasonic established an Equal Employment Opportunity Office and appointed full-time consultants to staff it. In addition, a consultation desk was established at each Company and business division as well, in an effort to provide a place for employees to go and discuss their concerns about equal employment opportunities, sexual harassment, power harassment and a wide range of other topics.

Our Stance on Financial Penalties

If financial penalties are allowed under the laws or regulations of a country or region, Panasonic views them as an optional disciplinary measure, in so far as the penalty procedures and amount are within the scope of the laws, do not overly impair the livelihood of the employee, are clearly described in the Corporate Rules and Standards or the Employee Handbook, and are widely known and understood by the employees.

Management of Work Hours and Wages

Employee Work Rules

Our rules governing work hours, break times, overtime work, holidays and vacations are based on the Labor Standards Act and union agreements.

Rules about Employee Compensation

Our rules about wages and salaries, allowances for commuting expenses, etc., bonuses and other forms of one-time compensation, and retirement benefits are based on the Labor Standards Act and union agreements.

Work Management System

Panasonic diligently follows the laws and regulations of each country with regard to working hours, holidays and break times, and has a work hour management system for administrative purposes. Panasonic also takes a comprehensive approach to managing the health of its employees.

Our overseas affiliates operate their own work management systems. In China for example, employees punch timecards and management double checks the data to make sure the correct number of hours worked is recorded. We use the system to make sure employees do not work excessively long hours, optimally allocate resources, and encourage employees to take better care of their health.

Paychecks and Wage Surveys

  • In Japan, labor unions survey their members once a year about their wages to make sure the results of wage negotiations between labor and management are correctly reflected in the paychecks of their members.
  • Outside Japan, Panasonic adheres strictly to all wage-related laws and regulations in each country, including those related to the minimum wage, statutory benefits, and excessive work. The Company directly pays its employees according to a set schedule and notifies them of the payment via pay statements and electronic data.

Respect for Freedom of Association, Right to Collective Bargaining

Our Policy and Supplier Requirements

As a corporation, Panasonic respects freedom of association and the right to collective bargaining, which it regards as essential components of fundamental human rights. In countries and regions that recognize the formation of labor unions, such as Japan for example, Panasonic Corporation and the Panasonic Group Workers Unions Association are bound by labor agreements that recognize the unions' right to organize, right to collective bargaining, and right to dispute. In countries and regions that do not recognize the formation of labor unions either by law or in actual practice, Panasonic works to practically resolve issues in dialogue between labor and management, in the spirit of the freedom of association and right to collective bargaining and in accordance with our Code of Conduct. We also clearly state in Standard Purchase Agreement with suppliers that we require them to follow the same principles.

Panasonic Code of Conduct (Excerpts)

Chapter 3: Employee Relations

(Omitted)

(2) Respect for Human Rights
5.Taking into account the laws and labor practices of each country, the Company will try to foster a good relationship with its employees and to resolve issues of, among others, workplace and working conditions by constantly having a sincere and constructive dialogue.

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

Standard Purchase Agreement

(Requirement for suppliers to respect human rights)
The Company works to resolve issues and build sound relationships with its own employees through proactive and sincere dialogue.

Initiatives in Various Regions and Countries

Japan

Panasonic has a union shop system where new employees are automatically registered as members of labor unions. The Panasonic Group Workers Unions Association and Panasonic Corporation have signed labor agreements and basic contracts.
As of March 31, 2013, the Panasonic Group Workers Unions Association had a total of 104,230 members.

<Participation of Employees in Important Management Decisions>

At Panasonic, important management issues are discussed in advance with the labor union, and Management-Labor Committees are established as forums for people to express their opinions on these issues. Important decisions are explained to labor union leaders, and Labor-Management Councils are held to provide an opportunity for people to express their approval or dissent. Both the Management-Labor Committees and Labor-Management Councils are held regularly at the corporate level, Company level, and business division level. The top management level Management-Labor Committee is held once a month and is attended by the President, Executive Officer in charge of personnel, and the head of the labor union's Central Executive Committee. The top-management level Labor-Management Council is held twice a year and is attended by all Executive Officers at the level of Managing Director or above and the members of the labor union's Central Executive Committee.

Europe

<Labor-Management Dialogue through the Panasonic European Employee Congress>

Following an EU directive* adopted in 1994, the Company established the Panasonic European Employee Congress and reached a voluntary labor-management agreement to maintain sound relations between labor and management.
In fiscal 2013, 33 representatives from labor and 15 representatives from management gathered in Rome, Italy, and had lively discussions about management strategy and business issues, exchanging information and opinions.

* A directive that obliges all companies employing 1,000 or more employees in two or more countries of the European Union to establish a pan-European labor-management consultation committee.

China

In China, the ratio of labor unions at private-sector companies is widely dispersed, but most Panasonic Group companies there have organized labor groups (associations).
In contrast to Japan, these labor associations are not organized into an all-encompassing group, so each company must work to build amicable relations between labor and management.
This mainly entails periodic discussions between labor and management and recreational activities among labor and management. Important management decisions by the company are implemented after an explanatory briefing with employees, which facilitates business development and better relations between labor and management.

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