Global HumanRights Policy

Publication Date: May 2024
© 2024 Emerson Electric Co.

Introduction and purpose of this document
This Global Human Rights Policy (the “Policy”) is designed to establish global standards related to human rights andlabor for all employees, suppliers, third parties, and other business partners (“business associates”), and to facilitate
compliance with those expectations.
This Policy is informed by, among other things, the International Bill of Human Rights, the OECD Guidelines forMultinational Enterprises, the United Nations Guiding Principles on Business and Human Rights, the Ten Principlesof the United Nations Global Compact, and the International Labour Organization’s Declaration on Fundamental
Principles and Rights at Work.
Emerson Electric Co. (“Emerson”) supports the Ten Principles of the United Nations Global Compact on human rights,
labor, environment, and anti-corruption. We are therefore committed to making the UN Global Compact and its
principles part of the strategy, culture, and operations of our company.
This Policy will be reviewed, and the revised version published, on an annual basis.

Scope
This Policy applies to all Emerson manufacturing operations and offices worldwide and the employees and contractors
who work in them, and to all joint ventures and subsidiaries in which Emerson has management or operational control.
Emerson requires our business associates to use their best efforts to extend the principles embodied in this Policy andthe Supplier Code of Conduct to their suppliers and agents who are engaged in the production, supply, and support ofproducts or services for Emerson. Operating our worldwide business in accordance with these standards is imperative
to ensuring that Emerson represents the highest ideals of ethics and integrity—for each other and the customers,industries, and communities we serve.

ComplianceThis Policy goes beyond mere compliance with law. In any case where applicable law sets a higher standard, thehigher standard applies. These general rules and standards are supplemented with local rules and policies for eachbusiness unit of Emerson. Where local labor and employment laws conflict with these standards, the local work rules,
employment agreements, and laws will govern. In those situations, this Policy plays only an advisory role.
Additionally, we expect our employees and business associates to conduct themselves in accordance with all other
Emerson policies, including the Supplier Code of Conduct, available here, and our Employee Code of Conduct,available here.
Emerson reserves the right to assess its business associates’ compliance with this Policy. As applicable, businessassociates must maintain a management system that demonstrates the adoption of the principles embodied in thisPolicy and that tracks and documents compliance with applicable laws, government policies, and regulations. Upon
request, business associates will provide Emerson with the information necessary to assess compliance with thisPolicy. If a business associate refuses or is unable to correct the non-compliance to our satisfaction, Emerson may
terminate the relationship. Emerson reserves the right to amend this Policy and any of its requirements.

Emerson Human Rights Policy1

Human Rights Principles
At Emerson, we are dedicated to being a responsible global corporate citizen. We are committed to respecting humanrights and ensuring that our employees, business associates’ employees and individuals in the communities affectedby our business operations are treated with dignity and respect. As part of our commitment to human rights, weexpect Emerson employees and business associates to adhere to these principles:

Equal Opportunity,
Non-Discrimination
and Non-Harassment

We are committed to fostering a culture where every employee is valued andrespected for their experiences and perspectives – and that reflects the world aroundus. We believe diverse viewpoints, cultures, races and genders, within an inclusive
work environment, contributes to the rich exchange of ideas that inspires innovation
and brings the best solutions to our customers.
Employment decisions at Emerson, its suppliers and business associates are basedon business needs, job requirements and individual qualifications, without regard
to race, color, sex, gender, pregnancy, marital status, age, religion, disability, medical
condition, genetic information, military or veteran status, national origin, ancestry,
sexual orientation, gender identity or expression, and in a specific location any otherstatus or characteristic protected by law in at such location.
Additionally, workers shall not be subjected to medical tests or physical examinations
that could be used in a discriminatory way that is prohibited. Workers shall beprovided with reasonable accommodations for religious practices and adjustments tothe work environment to allow for compliance with religious beliefs while at work.
We expect Emerson employees and business associates to treat each employee withdignity and respect.

Health and Safety

Protecting employee safety and health is a core value at Emerson and it is against
our policies for any person to work in unsafe conditions or in an unsafe manner. At
Emerson, we are committed to providing a safe and healthy working environmentthat complies with applicable safety and health laws, regulations, and internalrequirements, and expect our business associates to do the same to protect
employees from immediate, short- and long-term harm.
We are committed to engaging with our employees to continually improve healthand safety in our workplaces, including the identification of hazards and remediationof health and safety issues. Our internal safety efforts are guided by our Corporate
Safety Council, composed of our top human resources, operations, and safety leads
for our company. The council meets regularly to ensure strategy alignment andtrack progress on priorities, including safety education, prevention, trends, andcompliance. All locations have a dedicated safety leader, with each of our locations of
50 or more employees having a health and safety committee operating at the local
level, which includes representation from front-line employees, to work proactively inaddressing health and safety concerns. We conduct safety training for all operational
employees and management.
Emerson further acknowledges and supports the United Nations General Assembly’sdeclaration that the right to safe drinking water and sanitation is a fundamental
human right. Our employees, as well as workers at our business associates, shouldhave access to safe drinking water and sanitation.

Emerson Human Rights Policy2Forced Labor andHuman Trafficking

Emerson will not tolerate, and we forbid our business associates to use any form offorced, bonded, or indentured labor, debt or involuntary servitude, any other form ofmodern slavery, or involuntary prison work in their operations or within their supply
chain. Further, compensation practices should comply with applicable wage laws,
including those relating to minimum wages, overtime compensation, and legallymandated benefits.
Employees of both Emerson and its business associates must have the right to freely
terminate employment following applicable laws and regulations without fear ofphysical, psychological, sexual, or verbal abuse.
At no point should Emerson or its business associates hold or otherwise destroy,
conceal or confiscate identity documents such as government-issued identification,
passports or work permits. These documents may be held following local law, but at
no point may workers be denied access to their documents.
Recruitment fees may not be charged to workers or potential workers. Workers shallnot be required to pay recruitment fees, deposits, or other related fees for theiremployment. If any such fees are found to have been paid by workers, Emerson shallendeavor to have the fees repaid to the worker within 90 days of discovery and expect
our business to assist in the remediation.
Employment contracts for foreign migrant workers shall be presented in the worker’s
native language which contains a description of the terms and conditionsof employment.

Child Labor

Emerson will not tolerate the use of child labor and we forbid our business associates
to use child labor in their operations or within their supply chain. We require that
all employees of Emerson and its business associates be of the appropriate age as
defined by applicable local and national laws.
Emerson prohibits the use of child labor (under age 15 or any other minimum age
for employment under applicable laws that may be higher than 15) in our operations
or at any stage in our supply chain. The use of legitimate workplace apprenticeships
or intern programs that comply with all laws and regulations is permitted andsupported.
Under no circumstances does Emerson support the involvement of workers under
the age of 18 in hazardous work that impacts their health and safety at our facilitiesor those of our business associates, including work that exposes children to physical,
psychological, or sexual abuse; work underground, underwater, at dangerous heights
or in confined spaces; work with dangerous machinery, equipment and tools or
carrying heavy loads; exposure to hazardous substances, agents or processes, or totemperatures, noise levels or vibrations damaging to health; work for long hours,
night work, and unreasonable confinement to the premises.

Emerson Human Rights Policy

3Employment Standards,
Working Conditions
and Compensation

Emerson operates within reasonable working hours and maintains a positive andproductive work environment consistent with commonly accepted practices in each
locale, and we require the same of our business associates.
Emerson will not tolerate any form of harsh or inhumane treatment, including sexual
harassment, sexual abuse, corporal punishment, restriction of movement, mental orphysical coercion, or verbal abuse. Emerson requires our business associates to havea healthy and safe working environment in accordance with all applicable laws andregulations and to protect employees from short-, immediate-, and long-term harm.
Emerson is committed to compensating our employees with wages and benefits thatmeet or exceed the legally required minimum, including overtime hours and legally
mandated benefits and we expect the same of our business associates. Deductions
from wages as a disciplinary measure by Emerson or our business associates is not
permitted, and we will adhere to working schedules that are compliant with local laws
(pay equals time worked).
Where housing is provided, Emerson requires a healthy and safe living environment
for employees in accordance with all applicable laws and regulations. Additionally, wecomply with all applicable wage and hour laws and regulations and provide legally
mandated benefits, and we expect business associates to do the same.

Freedom ofAssociation

Emerson and its business associates must respect the rights of workers to associate
freely and seek representation in accordance with local laws.
Emerson recognizes the rights of employees to organize in labor unions,democratically elect worker representatives, to bargain collectively, and to engage inpeaceful assembly in accordance with local laws and established practice, if desired.
Workers and their representatives shall be able to openly communicate and shareideas or concerns with management regarding working conditions and management
practices without fear of discrimination, reprisal, intimidation, or harassment.

Responsible Sourcing

Emerson is committed to the responsible sourcing of materials used in our products,
and we expect the same of our business associates. For more information, please see
our Conflict Minerals Statement and our Supplier Code of Conduct.

Employee Training

When applicable, our employees will receive training on requirements and principles
within this Policy as part of their training on the Employee Code of Conduct.
Additionally, our business associates are expected to provide training, aligned with therequirements and principles of this Policy, to their employees as appropriate.

Emerson Human Rights Policy

4Oversight and Responsibilities
Our Board of Directors maintains general oversight for the matters contemplated by this Policy and Emerson
management is responsible for the ongoing administration of this Policy. Emerson’s Chief Legal Officer is responsible
for reviewing our Human Rights policy, ensuring it aligns with Emerson’s commitment to ethical practices andconsiders global standards.
In addition, the Chief People Officer and their team are responsible for the implementation of the policy across theorganization. This includes conducting training for all employees worldwide and the annual verification of thistraining through certifications provided by our Ethics Officers that affirm our dedication to consistently upholding
these standards.

Implementation and Stakeholder Feedback
To ensure that we are listening to, learning from, and considering all the various stakeholder views as we operate ourbusiness and administer this Policy, we are committed to continued engagement with all our stakeholders, including
the global communities we operate within.
We recognize that human rights risks and opportunities can evolve rapidly. We strive to maintain momentum andfocus on our current human rights risks and impacts through our ongoing due diligence and governance practices,and we continually monitor for emerging risks, evolving conditions, and opportunities to improve our practices andaccelerate positive outcomes for people.

Reporting Concerns or Raising Questions
Emerson employees may report any violations of this Policy or other concerns to:• Contact your local supervisor/manager or business unit’s Ethics Officer• Or go to the third-party operated Emerson Ethics Reporting website and file a report:
http://www.emersoncompliance.com
The ethics reporting website and hotline are operated by an independent third party and allow for access to reportingin 23 languages. The hotline has local phone numbers available in 37 countries, eliminating the need for international
phone charges and allowing callers a choice of English or native language.
We encourage employees of business associates to work through their own company to resolve internal ethics issues.
However, business associates should promptly report violations of the principles within this Policy by either goingto the Emerson Ethics Reporting website here, or calling the applicable Ethics Hotline as referenced above. Physicalpostings at Emerson sites will also contain information on how to report concerns. Reports to the Ethics Hotline areanonymous if requested, but it is important to provide as many facts, details, witnesses, and documents as you can.
We will promptly evaluate allegations and take remedial actions where appropriate. Emerson does not tolerate
retaliation against anyone who in good faith reports or participates in the investigation of possible violations of law,the Emerson Code of Ethics or other company policies or procedures.
If we identify adverse human rights impacts caused or contributed to by our business activities, we are committed
addressing these impacts through legitimate processes. We expect the same of our business associates.

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Human Rights Policy© 2024 Emerson Electric Co.