Governance and Ethics
Integrity and Ethical Behavior – Employees
Our Code of Business Conduct and Ethics and our Guidelines for Gifts and Business Entertainment prohibit giving anything of value to a government official with the purpose of influencing his/her decision or gaining an improper benefit, and this applies to all ADI personnel.
We pay dues for associations and membership organizations, such as the Information Technology Industry Council (ITI), that
ADI endeavors to conduct its business in compliance with all applicable laws, regulations, and standards. ADI’s EH&S Department is responsible for ensuring that ADI policies, procedures, and guidelines regarding workplace safety and the conservation of natural resources are implemented and observed. An internal CSR website is available to employees and includes information on the RBA Code.
ADI does not permit working hours to exceed requirements established by applicable local law. A work week should not be more than 60 hours, including overtime, except in emergency or unusual situations. Workers at ADI are allowed at least one day off per seven-day week.
Appropriate Wages and Benefits
Compensation paid to workers at ADI must comply with all applicable wage laws, including those relating to minimum wage, overtime hours, and legally mandated benefits. In compliance with local laws, ADI workers are compensated for overtime at pay rates greater than regular hourly rates. Deductions from wages as a disciplinary measure are not permitted within ADI. The basis on which workers are paid is provided in a timely manner via pay stub or similar documentation.
ADI’s disciplinary policies and procedures are clearly defined and communicated to our workers. We do not tolerate sexual harassment, sexual abuse, corporal punishment, mental or physical coercion, or verbal abuse of workers, or the threat of any such treatment at ADI. We also subscribe to the RBA Code of Conduct, which provides that “Participants are committed to uphold the human rights of workers and to treat them with dignity and respect as understood by the international community.” Accordingly, ADI strives to maintain a work environment free of harassment that respects the dignity, safety, and security of our employees. ADI does not use forced, involuntary, or child labor in any of our facilities. In addition, we require all of our suppliers to conform to the RBA Code of Conduct. And with respect to the issue of conflict minerals, we state: “Analog Devices is collaborating with other concerned electronic companies in developing methods to track the origin of metals used in electronic products, and we are using our reasonable best efforts to ensure that we do not directly or indirectly support violence and human rights abuses in the DRC (Democratic Republic of Congo) region.”
A statement on our commitment to human rights is included in our internal CSR website and in our Code of Business Conduct and Ethics. Our employees and suppliers receive training on the RBA Code and Code of Business Conduct and Ethics requirements.
ADI is committed to a work environment where employees are treated with respect and fairness. ADI will not discriminate in hiring, promotion, employee compensation, and employment practices on grounds of race, color, religion, age, nationality, social or ethnic origin, sexual orientation, gender, gender identity or expression, marital status, pregnancy, disability, military status, or other categories protected by applicable law. In addition, workers or potential workers at ADI will not be subjected to medical tests that could be used in a discriminatory way.
Analog Devices does not use forced or involuntary labor. All work must be voluntary and workers are always free to leave upon reasonable notice. Our workers are not required to hand over government-issued identification, passports, or work permits to our facility representatives as a condition of employment.
ADI is a member of RBA and subscribes to the RBA Code of Conduct. We also expect our key suppliers to recognize the RBA Code as it contains standards intended to eradicate slavery and human trafficking in the electronics supply chain. These standards promote best practices in a number of areas affecting human rights. Modern Slavery Act Statement
We verify our conformance to the RBA Code by engaging third party audit entities accredited by the RBA to conduct Validated Audit Programs (VAP) at our manufacturing facilities. Our employees receive Training on the RBA Code, as well as training and guidance on ADI’s values and ethics, specifically as it relates to integrity and respect in the workplace.
Child Labor Avoidance
ADI does not use child labor at any stage of manufacturing. We use the RBA Code of Conduct definition of “child”: any person under the age of 15 (or 14 where the law of the country permits), or under the age for completing compulsory education, or under the minimum age for employment in the country, whichever is greatest. The use of legitimate workplace apprenticeship programs, which comply with all laws and regulations, is supported by ADI. Workers cannot perform work that is likely to jeopardize their health or safety.
Freedom of Association
ADI regards open communication and direct engagement between workers and management to be the most effective ways to resolve workplace and compensation issues. ADI respects the rights of workers to associate freely and seek to communicate openly with management regarding working conditions without fear of reprisal, intimidation, or harassment.