1. HUMAN RIGHTS
TAG Heuer condemns any Human Rights Violation and takes fully in consideration:
Prohibition of child labor: Work by children under the age of 16 is strictly prohibited, including, in particular, the Worst Forms of Child Labour as defined by ILO Convention No.182. In countries where local laws set a higher age for child labor or set at an age for completion of compulsory education higher than 16, the highest age is applicable. Any work that is likely to jeopardize children’s physical, mental or moral health, safety or morals should not be undertaken by anyone under the age of 18.
Prohibition of forced/compulsory labor: Any use of forced or compulsory labor as defined by ILO Convention No.29; slavery; servitude; or human trafficking; as well as coercion to perform work; wage withholding; compulsory overtime; withholding identity papers or work permits or requiring workers to deposit a bond or the use of any other constraint, is strictly prohibited. All workers are entitled to accept or leave their employment freely.
Prohibition of harassment and abuse: We treat our workers, contractors and the local communities in which we operate with respect and dignity. We do not tolerate or engage in any form of corporal punishment, physical, sexual, verbal or psychological harassment, torture, cruel, inhuman and degrading treatment, or any other kind of abuse.
Prohibition of discrimination: We treat all workers equally and fairly. We do not engage in any kind of discrimination – in particular with regards to wages, hiring, access to training, promotion, maternity protection and dismissal – based on sex, race or ethnic origin, religion, age, disability, sexual orientation, political affiliation, union membership, nationality, gender identity, migrant status or social background.
Freedom of association: We respect and recognize the right of workers to negotiate collectively, and to create or join labor organizations of their choice without any sanction, discrimination or harassment.
2. LABOR STANDARDS AND SOCIAL RESPONSIBILITIES
TAG Heuer exhibits exemplary social responsibility in conduct of its businesses: Prohibition of illegal, clandestine and undeclared employment: We comply with all applicable regulations to prevent illegal, clandestine and undeclared employment.
Wages and benefits: We at minimum pay wages on a regular basis and no less than monthly, compensate workers for overtime hours at the legal rate and meet all legal requirements relating to worker benefits. If there is no legal minimum wage or rate for overtime pay in the country concerned we ensure that the wages are at least equal to the average minimum in the relevant industrial sector and that overtime pay is at least the same as the usual hourly compensation. Wage deductions shall not be used as a disciplinary measure. We guarantee that all workers receive benefits stipulated in any applicable collective bargaining agreements, company agreements and other applicable negotiated individual or collective agreements.
Working hours: We comply with all local laws and regulations applicable with respect to working hours, which shall not in any case exceed the maximum set by internationally recognized standards such as the International Labour Organization. We do not impose excessive overtime hours. The total number of hours worked per week including overtime may not exceed legal limits. Workers are entitled to the minimum number of days off established by applicable laws and at minimum must have at least one day off in every seven-day period.
Ensuring health and safety: We provide our workers with a safe and healthy workplace environment in order to avoid accidents or bodily injuries that may be caused by, related to, or result from their work, including during the operation of equipment or during work-related travel. We set up procedures and trainings to detect, avoid and mitigate as much as possible any hazards that constitute a risk to the health, hygiene and safety of staff. They are required to comply with all applicable local and international regulations and laws in this regard. These same principles are applicable to housing provided by suppliers and business partners.
TAG Heuer performs audits of stakeholders to better identify, assess and anticipate risks and opportunities for improvement and to ensure in-depth knowledge of its partners. These procedures allow TAG Heuer to verify that the performance of its partners is aligned with its requirements and respects best practices, in particular in terms of ethics, social and environmental issues and respect for human rights. Through these controls, TAG Heuer can also help its partners implement and apply best practices to resolve minor non-conformities. These measures and compliance with them, are stipulated in agreements between TAG Heuer and its partners.
TAG Heuer is committed to adopting an open and transparent approach in managing stakeholder’s expectations. Therefore, any concerns regarding impacts that may arise from TAG Heuer’s direct and indirect behaviours in relation with Human Rights can be raised either:
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Non-anonymously – by submitting name, contact details and description of the incident and supporting evidence.
Reports can be submitted as follows:
by e-mail: email@example.com
by post to this address: TAG Heuer – Internal Control – Rue Louis-J.-Chevrolet 6A, 2300 La Chaux-de-Fonds, Switzerland
In handling such reports, TAG Heuer will act to safeguard the reporting parties against any form of retaliation also guaranteeing the identity of the reporting parties, unless otherwise required under the law. TAG Heuer will keep record of grievances for at least 5 years. Personal data will be handled in accordance with the principles of current applicable data protection legislation by duly authorised personnel; data will not be disseminated and will be kept by TAG Heuer with the appropriate safeguard measures.
Relevant internal departments may be involved in the investigation process depending on the nature of the grievance. TAG Heuer reserves the right not to investigate grievances not in scope of Human Rights or without sufficient evidence.
Grievance investigation process will be managed in a timely and efficient manner and non-anonymous grievance will be informed about the outcomes of the investigation process.