SOP 727
STMICROELECTRONICSCORPORATE LABOR AND HUMAN RIGHTS PROCEDURE

TABLE OF CONTENTS
1.

PURPOSE & SCOPE ...................................................................................................................... 2
PURPOSE ............................................................................................................................... 2
SCOPE .................................................................................................................................... 2

2.

ORGANIZATIONAL UNITS AFFECTED ......................................................................................... 2

3.

POLICY STATEMENT .................................................................................................................... 2

4.

GENERAL PRINCIPLES ................................................................................................................. 2

5.

PRACTICE ...................................................................................................................................... 3
PRINCIPLES ........................................................................................................................... 3
Freely chosen employment ........................................................................................... 3
Prevention of underage labor and protection of young workers ................................... 5
Organization of working time ......................................................................................... 6
Fair wages and benefits ................................................................................................ 6
Fair treatment and anti-harassment .............................................................................. 7
Non-discrimination ......................................................................................................... 8
Freedom of association ................................................................................................. 8
Working conditions and employee well-being ............................................................... 9
Privacy ......................................................................................................................... 10
REPORTING VIOLATIONS AND NON-RETALIATION ........................................................10
MANAGEMENT SYSTEM ..................................................................................................... 10
Roles and responsibilities ............................................................................................ 10
Risk management........................................................................................................ 11
Self-assessment .......................................................................................................... 11
Audit program .............................................................................................................. 11
Legal and customer requirements ............................................................................... 11
Supply chain management .......................................................................................... 11
Training and communication ....................................................................................... 12
Performance ................................................................................................................ 12
Feedback and participation ......................................................................................... 12

APPENDIX: GLOSSARY ...................................................................................................................... 13

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1.

PURPOSE & SCOPE
PurposeThis procedure sets the framework for deploying ST’s labor and human rights practices
throughout STMicroelectronics NV and its affiliated companies (together ‘ST’ or the ‘Company’).
Scope
It covers labor and human rights in ST operations and supply chain.

2. ORGANIZATIONAL UNITS AFFECTEDThis procedure is applicable to all ST entities, employees and workers16, including temporary14,
migrant, student13, dispatch, outsourced, contract and any other type of worker.
In addition, all ST entities must ensure that their management of suppliers and subcontractors
includes the supply chain elements detailed in this procedure.
3.

POLICY STATEMENT

Each ST organization, each ST employee and each on-site worker is required, without exception, in
their personal behavior, and in the manner they conduct business, to:•••Respect and promote the principles described in ST’s Code of Conduct
Comply with all applicable national and local laws
Respect and promote labor and human rights described in this procedure, which are basedon accepted international laws and practices, such as the United Nations Global Compact,
the Responsible Business Alliance (RBA)1 standards and the International Labor
Organization (ILO) conventions

In addition, all ST employees must ensure they respect labor and human rights in all business
relationships, including dealings with suppliers, subcontractors, customers and other partners.
4.

GENERAL PRINCIPLES

The following principles are covered by this procedure:
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Freely chosen employment
Prevention of underage labor and protection of young workers
Organization of working time
Fair wages and benefits
Fair treatment and anti-harassment
Non-discrimination
Freedom of association
Working conditions and employee well-being
Privacy of personal information

A Glossary explaining the terms used is provided at the end of the document.

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References
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5.

ST Code of Conduct
ST Human Resource Policy (P 71)
ST Social Responsibility Policy (P 72)
ST Privacy Policy (P163)
ST Speak Up Policy (P221)
ST Supply Chain Responsibility procedure (SOP 7211)
ST Customer Requirements Review, Approval and Implementation (SOP 274)
ST Customer Audit/visit (SOP 278)
ST Corporate Policies and Operating Procedures (P 21)
International Bill of Human Rights
United Nations Declaration on Human Rights (1948)
Core conventions of the International Labor Organization (ILO)
United Nations Global Compact (1999)
Responsible Business Alliance’s code of conduct

PRACTICE
Principles
Freely chosen employment
Forced labor must not be used, including bonded, trafficked or slave labor, or involuntary or
exploitative prison labor. Working for ST is voluntary, and employees are free to leave ST
upon their contractual or statutory notice period.
Employment contract
As part of the hiring process, workers16 must be provided with a written employment
agreement that contains a description of terms and conditions of employment in a language
they can understand. For migrant workers7 the written agreement must be in the native
language8 and be provided prior to the worker departing from their country of origin. There
must not be any substitution or change(s) in the employment agreement between departureand arrival in the receiving country unless these changes are made to meet local law andprovide equal or better terms.
At a minimum, a written employment agreement must contain:
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all legally required employment terms
worker’s full namethe nature of the work and place where it will be performed
the term of the contract, and terms and conditions for contract renewal (if applicable)
expected regular working timebase wages for regular working timefor foreign and local migrant workers: allowances or costs (if any) for meals andaccommodation living conditions if housing is managed by ST or a labor agency5

In addition, the following information must be included either in the written employment
contract or in a collective bargaining agreement that is referenced in the contract and a copy
must be made available to the employee on signature:

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•
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overtime hours, frequency minimum number of rest days per week and of annual
holidays, structured and scheduled overtime hours if applicable
overtime and holiday wage rates, including maximum allowable overtime hours
individual benefits and applicable bonuses and allowances
contract termination/resignation terms

Probation
A probationary period must be set in accordance with national and local laws, and in theabsence of local law must not exceed 3 months. In the case of operators, the probationary
period must never exceed 3 months.
Identity documents
Workers must not be required to surrender any government-issued identification, passports,
or work permits as a condition of employment, unless the law requires the holding of work
permits. ST and any labor agencies used to recruit employees must not hold or otherwise
destroy, conceal, confiscate or deny access by employees to employees’ identity or
immigration documents, such as government-issued identification, passports or work
permits.
Recruitment fees
ST is responsible for payment of all fees4 and expenses for migrant workers7 associatedwith joining the Company that would have the effect of bonding the worker. All fees shouldbe paid directly by ST to labor agencies5. If a case is discovered where the employee has
paid fees, the employee must be reimbursed either directly in full or as repayment
installments within a maximum of 30 days of discovery. The fees must be recorded in
employee personal files.
ST is responsible for the payment of all repatriation fees for migrant workers uponcompletion of the contract, including when the notice period is not respected, or on
termination of the contract due to illness, incapacity or violation of workers’ rights. Thisrequirement does not apply if the migrant worker resigns to work for another company in the
country. If the contract was terminated for misconduct, and a deduction of repatriation fees
is authorized by law, the deduction must not exceed the legal limit or be greater than 1month’s net wage, whichever is stricter.
Deposits
No deposit or charge for specific material or equipment provided for the job duty (such asprotective equipment, uniforms, etc.) shall be required to any employee.
Loans
If ST accords personal financial loans to operators and non-exempts employees for
exceptional expenses such as medical costs or the purchase of a car, no interest can be
charged. Monthly repayments must not exceed 10% of the employee’s monthly gross basewage15 and the duration must not exceed six months.
If ST accords educational loans, no interest is permitted, the loan must not exceed 10% of
one year of gross base wage15 and the duration must not exceed one year.
Training fees

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It is forbidden to request any employee to repay training fees directly related to internal oron-the-job training, on departure from the Company. External training or studies may befinanced by ST in exchange of a retention period only if all the following conditions are met.
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The employee is an exempt.
A clear separate training contract defining the conditions is signed with the employee.
The employee is paid for the entire duration of the training/study.
The training/studies are voluntarily and requested by the employee.
The training/studies are related to personal development and not on-the-job training/studies.
The total number of training days is above 15 working days.

The retention period should be proportional to the duration of the training/studies. In any
case, the maximum retention period is 12 months. If an employee leaves ST before the endof the retention period, the employee may be requested to reimburse ST the amountequivalent to the retention period not worked, calculated on a pro-rata basis. In any case,the maximum reimbursement cannot exceed the legal limit or be greater than 10% of one
year’s salary or the price of the training whichever is lowest.
No reimbursement can be requested if:•••

The Company terminates the employee’s employment during the retention period.
The employee moves to another post inside ST.
The employee fails to successfully complete the training, qualification or diploma.

Freedom of movement
In the context of their duties and working time, workers must not be unreasonably restrictedin their movement within Company facilities, including residences provided by ST, except forsafety, security or confidentiality reasons.
Prevention of underage labor and protection of young workers
ST does not employ people under the age of 16 years. Young workers between the ages of
16 and 18, must not work in potentially hazardous areas, or work overtime or nightshift9. In
addition, before starting the mission, the job must be subject to a risk evaluation to verify
that there is no harm for the young workers17 health and safety. ST must not conclude
business agreements with suppliers or subcontractors employing anyone under the age of16.
Tracking mechanism and assistance
Each site must implement an appropriate mechanism to verify the age of workers through at
least two types of official ID. If an underage worker (below 16 years old) is discovered
working on a site, either as a direct employee or a subcontracted worker, the contract must
be terminated immediately. In addition, the site must have a process and take action to
remediate any negative consequence of the underage work or contract termination, such as
medical and social assistance; completion of compulsory schooling; when acceptable bylaw, moving underage workers into proper apprenticeship positions; maintaining the child's
income until legally eligible to work and encourage a job application at ST when eligible.
Students
The use of legitimate workplace apprenticeship learning programs, which comply with alllaws and regulations, is supported.
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workers, PhD students or any other student status) as described in our corporate procedure:Company Standards for Managing Students.
Organization of working time
Weekly working time and days off
Working hours are limited to a maximum of 60 hours per week including overtime, except inemergency or extraordinary situations3. A working week is not to exceed the maximum set
by local law.
Workers16 must have at least one day off every seven days, which is 24 consecutive hours
off in the same calendar day after six consecutive days of work.
Overtime hours
Overtime is on a voluntary basis and must be in compliance with local legislation andcollective bargaining agreements, including daily and monthly overtime limits.
Structured and scheduled overtime are considered as regular voluntary overtime hours. The
overtime must be in line with the local working time limit and covered by a valid Company or
national/local agreement specifying the conditions, which has been communicated to theworkers or specified in the employment contract.
Non-scheduled overtime (not specified in a collective or individual agreement), in line withthe local working time limit, can be requested by:••Workers16. All requests must be formalized, agreed and recorded.
Management, however a written consent from the worker is required and must berecorded.
Workers16 have the right to refuse to work non-scheduled overtime hours without any
penalty or retaliation.
Monitoring
All major sites6 must have a system to monitor working time (including overtime) and days
off, including at least summary reports and warnings to management prior to exceedingthese requirements. If a non-conformance is detected, corrective action must be taken andprogress documented.
Work activities
From site entrance to clock-in, and clock-out to site exit, the time to complete mandatory
administrative tasks, security processes, and waiting in line must not exceed 15 minutes.
BreaksBreaks must comply with local laws. In the absence of local laws, sites must conduct anergonomic assessment to define suitable break periods.
Fair wages and benefits
ST seeks to offer a competitive compensation and benefits package based on industry
survey results in the regions where we operate. At a minimum, ST complies with all

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applicable wage laws and collective bargaining agreements, including minimum wages,
holidays, vacation, personal leave, and legally mandated benefits.
All employees have the right to equal pay for work of equal value regardless of their race,color, ethnic or social background, national origin, age, gender, physical characteristics,
disability, political opinion or affiliation, religion, gender identity and expression, sexual
orientation, marital or maternity status, union affiliation, or any other non-job-related
personal characteristic.
All time worked must be paid. Workers16 must be paid in a timely manner and in accordancewith local laws including in the case of resignation. All workers16 must receive an itemized
pay slip for every pay period, showing the basis on which they are paid.
Overtime pay
Operators and non-exempt employees are compensated for overtime and work on public
holidays at pay rates of at least 125 percent of regular hourly rates.
Termination
When a contract is terminated, all wages due up until the last day of work must be fully paid.
Deductions
Wage deductions are only permitted for the following situations.
••••

Mandatory taxes and social charges, in line with the applicable laws and regulations.
Deductions for services provided, such as the canteen, dormitory facilities or loan
repayments (see section 5.1.1) under the condition that the service is optional.
Late arrival or work suspension due to disciplinary measures; the wage deduction
must be proportional to the reduction of working time.
Termination with a notice period not respected – the wage deduction is proportional
to the reduction of working time. For operators and technicians working in
manufacturing functions, no further financial penalty or deductions can be made, unlessmandatory by law. For all other employee categories, if authorized by the law, afinancial penalty can be applied in line with the employment contract. The sum can be
deducted directly from the wages, up to a maximum of 60% of the monthly wage.

All wage deductions must be clearly itemized on the wage slip. Further deductions fromwages are not permitted.
Pay increase during parental leave
Employees on maternity leave or primary caregiver10 parental leave must receive at least
the average salary increase given to employees on the site or country that year.
Fair treatment and anti-harassment
All workers16 must be treated fairly. In line with ST’s Code of Conduct, ST does not tolerate
any mistreatment of a worker by another worker, employee and/or manager, which may
include violence; coercion; verbal, psychological, sexual or physical bullying andharassment; public shaming; or any behavior which disrupts or interferes with another’s
work performance or that creates an intimidating, offensive or hostile work environment.
All sites must have a disciplinary procedure that clearly defines and specifies how
disciplinary actions are taken, recorded, appealed, and communicated to workers. The
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disciplinary process must be applied in a fair and non-discriminatory manner and include amanagement review by an objective party senior to the manager who imposed thedisciplinary action. The procedure must be communicated to all workers and disciplinary
actions are recorded for at least one year, if compatible with applicable laws. Workers16 arerequested but not compelled to sign all written records of disciplinary action against them.
Non-discrimination
In accordance with ST’s Code of Conduct, we maintain a culture free of discrimination andharassment, where individuals are treated with respect and dignity, regardless of their race,color, ethnic or social background, national origin, age, gender, physical characteristics,
disability, political opinion or affiliation, religion, gender identity and expression, sexual
orientation, marital or maternity status, union affiliation, or any other non-job-related
personal characteristic.
ST is committed to attracting, developing and retaining its workforce respecting diversity andproviding equal opportunities to all employees based on their behavior, skill and abilities.
Decisions concerning recruitment and selection, job assignment, remuneration and benefits,
rewards, opportunity for training and development, transfer or promotion, termination anddiscipline, must be based on a fair assessment of an individual’s qualifications, skills andability, as well as past and current performance. Sites must have a process to periodicallyreview the practices applied at each step to ensure there is no discrimination.
Medical tests
Job applicants must not be subjected to pre-employment medical tests (including pregnancy
or virginity tests) except if required by applicable laws. Workers16 must not be subjected to
medical tests (including pregnancy or virginity tests) or physical exams that could be used ina discriminatory way. Medical test results must be kept confidential, accessible only by
medical staff, and be maintained by third party medical services.
Security practices
All security practices must be subject to applicable laws and regulations, genderappropriate, non-intrusive and equally applied across all employees.
Religious accommodation
If a significant number of religious followers request to accommodate religious practices in
the workplace, and if permitted by local law and culture, the site may put reasonablemeasures in place to allow workers to meet their religious obligations. Requests may berefused for safety or security concerns, or impact on: business operations, operating costs
or other stakeholders. In the case where the request cannot be met, the site will provide a
documented answer in a timely manner.
Freedom of association
Workers16 are free to choose whether or not to organize and join lawful associations
including trade unions. ST does not, restrict or interfere with workers’ efforts to join a lawful
association of their choice, and this includes any behavior that involves threatening,interrogating, spying on, penalizing or discriminating workers. In addition, ST does notinterfere with or finance (directly, indirectly or though in-kind gifts or benefits) any employee
representative, organization or trade union, except if required by law.

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ST respects the right of all workers to associate freely, to form and join trade unions of theirown choice, to bargain collectively and to engage in peaceful assembly, in accordance withILO Conventions. Workers16 and their representatives must be able to communicate openly
with each other and with management regarding working conditions without fear of reprisal,
intimidation, discrimination or harassment.
Working conditions and employee well-being
Worker protection
ST is committed to providing a safe and healthy work environment conducive to worker16
well-being by meeting international standards for health and safety management systems on
top of local and international legal requirements. ST encourages proactive attentive and safe
behavior in the workplace and encourages worker suggestions to eliminate the potential
causes of accidents or injury.
ST sites must identify positions deemed hazardous for pregnant workers, nursing mothers,
and workers with a medical condition. Sites must take reasonable measures to ensure thesafety and health of such workers, including the elimination of their workplace health andsafety risks or move such workers to a position adapted to their condition.
For pregnant workers it includes a worker-specific pre-natal risk assessment of the worker’s
job to assess risk to worker and fetus once pregnancy is reported. Once the worker returns
to work a worker-specific post-natal risk assessment of the worker’s job must be conducted
to assess risk to worker and possible impacts on the baby through breastfeeding.
The site must provide a nursing room and reasonable break time to express breast milk fornursing mothers and make reasonable arrangements to accommodate pregnant women.
For workers with disabilities or a medical condition, ST sites must provide a work
environment adapted to their needs.
Maternity and parental leave
At a minimum, women are offered 14 weeks of fully paid maternity leave, including at least 6
weeks of compulsory postnatal leave. Parental leave for the father or second parent is atleast 2 calendar weeks fully paid.
In the case of adoption, parents are offered at least 2 calendar weeks of fully paid parental
leave. If the adopted child is under the age of five, it is recommended to offer 10 weeks offully paid parental leave to the primary caregiver10.
In the case of surrogacy, the primary caregiver is offered 10 weeks of fully paid leave andthe secondary caregiver12 2 weeks of fully paid leave, regardless of gender.
In addition, sites must define and implement local caring benefits for parents and people
with caring responsibilities such as special leaves of absence, flexible working
arrangements, etc.
Pregnant women are protected from dismissal during their maternity leave. In addition, once
they have declared their pregnancy and for 10 weeks following the end of their maternity
leave, dismissal is only possible in the event of serious misconduct or if the site is unable tomaintain the employment contract for a reason unrelated to the maternity.
ST sites must provide parents with the right to return to work in the same or equivalent
position paid at least at the same rate after returning from paid or unpaid parental leave.
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9All employees are entitled to these rights as soon as they join ST.
Social protection
Regardless of the type and duration of their employment relationship, sites must provide
adequate social protection such as health insurance, employment benefits, retirement.
Worker information
Health and safety related information must be clearly posted in the facility and workers must
be provided with an appropriate workplace health and safety training in a language they canunderstand.
Dormitory facilities
ST provides a safe and clean environment for employees who live in residences provided by
the Company, as described in our corporate procedure: Processes and Standards forWorkers’ Housing.
Privacy
ST is committed to safeguarding the privacy of the personal data we gather concerningprospective, current, former employees, as well as temporary14 workers, contract workers,
independent contractors, and consultants. It is ST’s policy to comply with the privacy andinformation security legislation within each jurisdiction in which ST operates. The
management of personal data is described in the ST Privacy Policy, P 163.
Reporting violations and non-retaliation
ST promotes a ‘speak up’ culture, allowing everyone to express, without fear of retaliation, any
concern they might have of a potential violation of ST’s Code of Conduct, applicable laws, theCompany’s policies or values.
All workers16 and employees (including new hires as soon as they join ST) must be made awareof the Company’s reporting channels and hotline which are available to them. No one who
speaks up in good faith shall suffer any acts of retaliation such as intimidation, harassment,
adverse employment or career consequences.
The management of concerns brought to the attention of the Company is described in P221
Speak Up Policy.
Management System
A management system is defined at corporate level and deployed on all ST sites to mitigate risks
and ensure compliance with applicable laws and regulations and ST’s Code of Conduct.
When required to comply with more stringent local regulations, as applicable, ST sites also havethe obligation to define and maintain associated local procedures and to communicate them totheir workers and other affected employees, in line with Policy P 21 Corporate Policies andOperating Procedures.
Roles and responsibilities
Site Management is accountable for local compliance with this procedure and the Human
Resources Director is responsible for supporting its deployment.

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Risk management
Major ST sites6 must conduct regular risk assessments to identify the labor and humanrights risks associated with local operations and supply chain. The risk assessment must be
updated when a significant change occurs. The risk assessment must include psychologicalrisks such as stress and burnout. Identified risks must be assessed according to theirlikelihood and impact, and the appropriate corrective actions and controls put in place.
Self-assessment
Major ST sites6 are also required to annually complete a specific self-assessment
questionnaire (SAQ11) based on the RBA’s standards. The site’s Sustainability Champion is
responsible for managing the self-assessment and completing the SAQ.
Each site has an obligation to analyze its annual SAQ score, identify weaknesses andpropose and implement actions for improvement.
Audit program
All manufacturing sites are also required to conduct specific third-party RBA audits tomonitor and control their level of social performance. The site’s Sustainability Champion is
responsible for coordinating the third-party RBA audits and the resulting Corrective Action
Plan (CAP)2. Each corrective action must be agreed and committed by management with atimeline and auditable outcome.
Any customer request to conduct a second-party audit on an ST site, must be submitted to
the Corporate Social Responsibility group, in line with SOP 278 Customer Audit/Visit, prior
to any site agreement. ST’s position is to share our RBA third-party audit results rather than
accept a customer audit request.
Legal and customer requirements
Sites must have a process in place to identify, monitor and ensure compliance with allapplicable labor laws and regulations, and this procedure.
Customer requirements and requests must be analyzed and managed in accordance with
SOP 274 Customer Requirements Review and Approval and Sustainability Customer
Request Management procedure.
Sites have no obligation to comply directly with customer specifications or requirements
which have not been formally accepted by ST as per SOP 274.
Supply chain management
ST entities must ensure that their suppliers and subcontractors are managed according to
SOP 7211 Supply Chain Responsibility. For temporary14, dispatch and outsourced workers
employed through labor agencies, ST sites must ensure alignment with this procedure andconduct appropriate due diligence with labor agencies.
Labor agency due diligenceST must communicate applicable requirements of ST Code of Conduct and RBA standard to
local labor agencies5, including in contractual requirements,
Sites must verify their compliance on a yearly basis and conduct:

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••Pre-selection due diligence to ensure labor agency compliance with applicable laws
and regulations, and the applicable requirements of ST Code of Conduct and RBA
standard.
Recruitment due diligence, including but not limited to onboarding interviews or surveys
with workers recruited or hired through labor agencies to ensure that: workers were
provided accurate details of the nature and place of work, living conditions (ifapplicable), the term of the employment contract (if applicable), working time, basewages for regular working time, rates for overtime and holiday wages, and applicabledeductions and benefits.

In addition, these standards must be communicated to labor agency workers working on ST
sites, and their contracts and relevant employment documents (included but not limited topersonal files, pay slips and timesheet) must be available for review during social
responsibility audits.
Training and communication
All sites have the obligation to provide an annual refresher on ST’s Code of Conduct to all
employees, in line with guidelines provided by the Corporate Compliance & Ethics
department, and communicate clearly with workers in their native language8. Local training
can be based on the Company’s Code of Conduct e-learning or other learning aids
developed and made available by the Corporate Compliance & Ethics group.
All manufacturing sites have the additional obligation to train managers and employees on
the labor and human rights subjects covered by this procedure during the onboarding
process and thereafter on a regular basis.
The effectiveness of the trainings and communications must be verified on a regular basis(not exceeding 3 years) or sooner if there is a significant change.
Communication with customers on the subject of labor and human rights must involve theappropriate Sales contact and corporate function, such as Corporate Social Responsibility,
Compliance and Ethics, Legal or Internal Audit.
Performance
Sites set their objectives in accordance with the Company’s policy deployment framework(annual priorities, top page and sustainability strategy) and their performance is monitored
through specific KPIs and reporting tools (for example working time and day of rest reports).
They also have the obligation to close any corrective actions identified during audits.
These objectives are cascaded in the personal objectives of the site Sustainability
Champion and relevant Human Resources team members.
Feedback and participation
To foster continuous improvement, each manufacturing site must have an ongoing process
to assess employees’ understanding of, and obtain feedback on, the practices andconditions covered by this procedure.

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APPENDIX: GLOSSARY
1

RBA

Responsible Business Alliance - a nonprofit coalition of electronics companies committed to supporting the rights
and well-being of workers and communities worldwide affected by the global electronics supply chain. RBA
members commit and are held accountable to an industry-standard code of conduct and utilize a range of RBA
materials and assessment tools to support continuous improvement in the social, environmental and ethicalresponsibility of their supply chains.

2

CAP

Corrective Action Plan – each corrective action must be agreed and committed by management with a timeline
and auditable outcome.

3

Emergency or
extraordinary
situations

Unpredictable events which cannot be planned or foreseen and they must be documented and recorded. Peakseason production, ramp-up or public holidays cannot be considered as emergency or extraordinary situations.
Exceptional circumstances must be closely monitored and a documented plan to recover from the emergency
situation and bring working time back into conformance must be defined.

4

Fees

Fees for application, recommendation, recruiting, hiring, placement, medical screening, work or residence permits
and administrative, overhead, and processing fees of any kind, that occur at any stage of the recruitment process;during or after employment, and are paid to any parties, including agent, sub-agent, intermediary, or employer.
See full definition.

5

Labor
agencies

Third-Party Employment Agency (TPEA) or recruitment agents. A TPEA is a private service enterprise or a publicor government agency, including subagents, carrying out, in exchange of financial compensation, operations onbehalf of enterprises or individuals, whose role is to facilitate access to employment or career progression byfilling employment vacancies. A recruitment agent can be TPEA, labor recruiters, labor brokers or any other third
parties involved in the recruitment, selection, hiring, transportation and management of workers or migrant
workers in their sending or receiving countries.

6

Major site

An ST site with > 700 employees and all manufacturing sites.

7

Migrant
worker

A migrant worker can be a foreign migrant worker or an in-country migrant worker.
A foreign migrant worker is a worker that migrates from their home country for specific purposes of employment.
An in-country migrant worker is any worker that travels from one place to another place in the country of residence
for specific purposes of employment.
It excludes expatriated employees and workers with permanent residency or professional employees on short orlong term assignments. Professional employees are defined as those engaged in work that is predominantly
intellectual and varied in character as opposed to more routine mental, manual or physical work.

8

Nativelanguage

Local native language is the primary language the most represented on the site.
In the case of foreign migrant workers, it can be the language of the foreign migrant worker's country of origin or alanguage that the foreign migrant worker speaks and understands.

9Nightshift

Any work occurring between 22:00 and 06:00 or the established night period defined by the factory.

10

Primary
caregiver

The primary caregiver is the person who meets the physical needs of a newborn or newly adopted child at thetime of birth or adoption and who continues to be the primary carer immediately following the birth or day ofplacement.

11

SAQ

Self-Assessment Questionnaire from the Responsible Business Alliance.

12

Secondarycaregiver

The secondary caregiver is a person who has parental responsibility for the child but is not the primary caregiver.
They can be the other legal parent of the child or the current partner of the primary caregiver.

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Student

The main categories of students, regardless of age, are:•
Intern: A student in a limited-duration, structured program undergoing supervised practical training to
explore job options, learn and/or gain skills or competencies not occurring while they are attending
school•Apprentice: A student in a training program that combines vocational education with work-basedlearning for an intermediate occupational skill (i.e. more than routine job training, leading for example toa maintenance technician’s position), and that are subject to externally imposed training standards,
particularly for their workplace component.
•
Student worker: A student who is enrolled in a program at an educational institution, and employed fora work arrangement to support basic or routine job training (e.g. operator occupational skills) organizedby the educational institution.
•
PhD Student: A student in a structured academic program conducting advanced research in a specificsubject.

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Temporary,dispatched,outsourced
workers

A worker placed on-site for work through a Third-Party Employment Agencies (TPEA) and/or without a direct labor
contract with the supplier or supplier facility. When contract is limited in time, they are a temporary worker.

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Gross wage

Worker gross wage without other compensation and benefits.

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Workers

Anyone who works on an ST site, including direct employees; students; temporary, dispatched, outsourced andmigrant workers; and on-site contractors.

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Young worker

A worker between the age of 16 and 18.

ST Corporate Labor and Human Rights Procedure
Copyright STMicroelectronics, unauthorized reproduction strictly prohibited.

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SOP727 – 15/05/23 – 5.0