TowerJazz Social Responsibility Principles

TowerJazz is committed to ensuring our employees act in a lawful and ethical manner. We expect our employees, in all of their activities, to operate in full compliance with all applicable laws, rules and regulations.

The following social responsibility principles are modeled on and contain language from the Electronic Industry Citizenship Coalition (EICC) Code of Conduct, which establishes standards to ensure that working conditions in the electronics industry supply chain are safe, that workers are treated with respect and dignity and that business operations are environmentally responsible.

• Code of Ethics
• Compliance with Laws
• Labor and Human Rights
• Health and Safety
• Reporting Violations; Monitoring and Enforcement
• Conflict Metal Policy
• Eco Friendly
• Community Contribution

TowerJazz expects all employees to abide by these Principles, and we will actively evaluate compliance with these Principles to ensure sound business practices within our company.

Compliance with Laws

We expect our employees to comply with all applicable laws, regulations and directives.

Labor and Human Rights

We are committed to ensuring the human rights of our workers, and treat them with dignity and respect as understood by the international community.

• Freely Chosen Employment. TowerJazz does not use any forced, bonded or indentured labor, involuntary prison labor, slavery or trafficking of persons. This includes transporting, harboring, recruiting, transferring or receiving persons by means of threat, force, coercion, abduction or fraud for the purpose of exploitation. All work is voluntary, and workers are free to leave upon reasonable notice. Workers are not required to hand over government-issued identification, passports or work permits as a condition of employment.
• Child Labor Avoidance. Child labor is strictly prohibited. As used here, the term “child” refers to 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 permitted. Workers under the age of 18 are not allowed to perform work that is likely to jeopardize their health or safety.
• Working Hours. Workweeks do not exceed the maximum set by local law.
• Wages and Benefits. Compensation paid to workers complies with all applicable wage laws, including those relating to minimum wages, overtime hours and legally mandated benefits. In compliance with local laws, workers are compensated for overtime at pay rates greater than regular hourly rates. Deductions from wages as a disciplinary measure are not permitted. The basis on which workers are being paid is provided in a timely manner via pay stub or similar documentation.
• Humane Treatment. We are committed to a workplace free of harsh or inhumane treatment, and our disciplinary policies and procedures are clearly defined and communicated to workers. Employees cannot threaten another employee with or subject them to any harsh or inhumane treatment, including any sexual harassment, sexual abuse, corporal punishment, mental or physical coercion or verbal abuse.
• Non-Discrimination. We are committed to a workforce free of harassment and unlawful discrimination. Employees are not allowed to engage in discrimination based on race, color, age, gender, sexual orientation, ethnicity, disability, pregnancy, religion, political affiliation, union membership or marital status in hiring and employment practices such as promotions, rewards, and access to training. In addition, employees or potential employees cannot be subjected to medical tests that could be used in a discriminatory way.
• Freedom of Association. TowerJazz respects the rights of employees to associate freely, join or not join labor unions, seek representation, join workers’ councils in accordance with local laws. Employees are able to communicate openly with management regarding working conditions without fear of reprisal, intimidation or harassment.
• Conflict Minerals. TowerJazz does not incorporate conflict minerals into items manufactured at TowerJazz. Conflict minerals are gold, tin, tantalum and tungsten from conflict mines in and around the Democratic Republic of the Congo. TowerJazz has implemented a conflict minerals policy that prohibits the purchase and use of conflict minerals.

Health and Safety

TowerJazz recognizes that in addition to minimizing the incidence of work-related injury and illness, a safe and healthy work environment enhances the quality of products and services, consistency of production and worker retention and morale. As a result, we are committed to creating safe working conditions and a healthy work environment for all of our employees.

• Occupational Safety. Worker exposure to potential safety hazards (e.g., electrical and other energy sources, fire, vehicles, and fall hazards) is controlled through proper design, engineering and administrative controls, preventative maintenance and safe work procedures (including lockout/tagout), and ongoing safety training. Where hazards cannot be adequately controlled by these means, workers are provided with appropriate, well-maintained, personal protective equipment. Workers cannot be disciplined for raising safety concerns.
• Emergency Preparedness. Emergency situations and events are identified and assessed, and their impact minimized by implementing emergency plans and response procedures, including: emergency reporting, employee notification and evacuation procedures, worker training and drills, appropriate fire detection and suppression equipment, adequate exit facilities and recovery plans.
• Occupational Injury and Illness. Procedures and systems are in place to prevent, manage, track and report occupational injury and illness, including provisions to: a) encourage worker reporting; b) classify and record injury and illness cases; c) provide necessary medical treatment; d) investigate cases and implement corrective actions to eliminate their causes; and e) facilitate return of workers to work.
• Industrial Hygiene. Worker exposure to chemical, biological and physical agents are identified, evaluated, and controlled. Engineering or administrative controls are used to control overexposures. When hazards cannot be adequately controlled by such means, worker health is protected by appropriate personal protective equipment programs.
• Physically Demanding Work. Worker exposure to the hazards of physically demanding tasks, including manual material handling and heavy or repetitive lifting, prolonged standing and highly repetitive or forceful assembly tasks are identified, evaluated and controlled.
• Machine Safeguarding. Production and other machinery are evaluated for safety hazards. Physical guards, interlocks and barriers are provided and properly maintained where machinery presents an injury hazard to workers.
• Sanitation, Food, and Housing. Workers are provided with ready access to clean toilet facilities, potable water and sanitary food preparation, storage, and eating facilities. Worker dormitories provided by the company are maintained clean and safe, and provided with appropriate emergency egress, hot water for bathing and showering, and adequate heat and ventilation and reasonable personal space along with reasonable entry and exit privileges.

Reporting Violations; Monitoring and Enforcement

• Reporting Violations. Employees are encouraged to immediately report any conduct that is believed in good faith to be an actual, apparent or potential violation of these Principles to their manager or Human Resources. TowerJazz will promptly address the report as appropriate.
• Enforcement. TowerJazz acknowledges that compliance with the provisions of these Principles are integral to TowerJazz and that TowerJazz may take disciplinary action, including termination of employment, for violations of these Principles.