Praxair Human Rights Policy
Praxair is committed to the recognition and safeguarding of human rights in all the countries in which we operate. Praxair complies with all applicable national laws and international treaties concerning human rights, social rights, and labor rights, consistent with the principles of the Universal Declaration of Human Rights, and referenced elements of the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work. At the same time we respect the sovereignty of nations throughout the world and affirm their primary responsibility to protect their citizens' human rights. The policy reflects Praxair’s Standards of Business Integrity. Praxair seeks to do business with partners - customers, suppliers and contractors - who share the same commitment to human rights that we have.
All employees are responsible for complying with this policy, which is publicly available on the Praxair website and communicated internally and externally to all employees, business partners and other relevant parties. Management will encourage employees to understand the policy and applicable laws related to it. Praxair takes these standards very seriously. Non-compliance, depending upon the circumstances, may result in serious disciplinary action up to and including termination of employment.
Fair Compensation and Equal Remuneration
Praxair will pay employees at least the minimum wages and overtime rates required by law and collective labor agreements and, if no such laws or agreements apply, wages in line with marketplace practices. Praxair will not discriminate in remuneration on any basis covered by its Prevention of Discrimination and Harassment standards.
All people have the right to be considered for appropriate work, and Praxair will comply with applicable labor and employment laws and rules, including but not limited to those governing hours of work and relevant industry practice. Praxair provides appropriate access to a safe and hygienic work environment, including safe water, sanitation and hygiene for all employees and contractors in premises under Praxair's control. Housing or other accommodation, where provided to workers, is clean and safe.
Prevention of Discrimination and Harassment
Praxair prohibits discrimination or harassment based on race, color, religion, sex, national origin, age, disability, veteran status, pregnancy, sexual orientation, gender identity or expression, or any other reason prohibited by applicable law. Praxair’s definition of discrimination is consistent with ILO Convention No. 111 on Discrimination (Employment and Occupation) Article 1 (1) (a): any distinction, exclusion or preference made on the basis of race, color, sex, religion, political opinion, national extraction or social origin, which has the effect of nullifying or impairing equality of opportunity or treatment in employment or occupation.
Praxair’s safety goal is ZERO incidents and ZERO injuries. Praxair believes that all injuries are preventable. Employees are obligated to stop or refuse to perform a job if it is not safe or cannot be performed safely. All employees and onsite contractors are required to comply with Praxair’s Global Safety, Health & Environmental Policy.
Freedom of Association
Praxair considers relations with its employees to be good. While Praxair does not believe employees need any third party to stand between them and the Company, we recognize that our employees have the right to choose which, if any organizations they join, including to determine whether to unionize or not.
Prohibition of Child or Forced Labor
Praxair opposes the use of all forms of child, compulsory or forced labor at our operations and expects our customers and suppliers to demonstrate similar intolerance for such practices. “Forced” labor includes labor as defined by the ILO Convention 29 on Forced Labour and ILO Convention 105 on Abolition of Forced Labour and includes labor exacted by an employer through the use of coercion, including withholding food or land or wages, physical violence or sexual abuse, restricting peoples' movements or locking them up, and debt bondage. The term "child" is consistent with the ILO Convention 138 on Minimum Age and the and the ILO Convention 182: Worst Forms of Child Labor and refers to any person employed under the age of 15 (or younger where applicable law specifies).
Complaint Procedure and Implementation
Employees who believe they have discovered or been subjected to actions that are inconsistent with this policy should report this to their management, the appropriate staff group or the confidential Praxair Integrity Hotline.
- The Chief Compliance Officer has overall responsibility for the administration of this policy, Praxair’s Standards of Business Integrity; and ensuring appropriate follow-through of reported violations.
- Human Resources and Supervisors/Managers at all levels are responsible for: upholding the labor elements of this policy; supporting the Company's efforts to create a respectful, and fair work environment; modeling their behavior accordingly; and reporting non-compliance with those elements of this policy.
- Safety, Health and Environmental Supervisors/ Managers at all levels are responsible for: upholding the safety elements of this policy; supporting the Company's efforts to maintain a safe work environment; modeling their behavior accordingly; and reporting non-compliance with those elements of this policy.
- Suppliers, vendors and contractors must agree to abide by the Company's Human Rights policy, or demonstrate a commitment to Human Rights via their own policies.
Third party reports may be made through the confidential Praxair Integrity Hotline.
Praxair prohibits any form of retaliation against any individual for good faith reporting what they believe to be non-compliance with this policy.
Chief Executive Officer