Labor Practices

Global Labor and Employment Guidelines

To ensure that Johnson & Johnson and each of its subsidiaries throughout the world follow consistent labor and employment policies, our Global Labor and Employment Guidelines clearly set forth our expectations. These Guidelines require, first, that our policies and actions are in full compliance with the laws and regulations of the respective countries in which we operate. In addition:

• We communicate regularly with our employees and, whenever possible, partner with them to achieve desirable competitive outcomes
• We require our operating companies to respect each employee’s right to decide if they wish to join or not join associations and/or labor unions, and to respect the ability to make an informed decision, free of coercion
• We operate so that support of, or opposition to, associations, does not impact an employee’s employment or an individual’s application for employment
• Employees have the right to organize, join associations and bargain collectively, if they so choose. The company and its operating companies are required to bargain in good faith with these associations
• It is not permitted to accept or condone any aspect of forced labor
• The Company and its subsidiaries may not discriminate against any employee based on their ideological views, race, color, religion, gender, sexual orientation, national origin, age, disability, or any other status protected by law
• While the Company may counsel, and if necessary, discipline employees in connection with unacceptable behavior, physical punishment is not permitted
• Employees choose to work for us at their own discretion. It is not permitted to force them to remain in our employ
• We support, adhere to and must strictly enforce child labor laws

Johnson & Johnson has additional guidelines that work to assure our employees are treated fairly and equally. These include:

• Equal Employment Opportunity Policy;
• Policy on the Employment of Young Persons;
• Guide for Resolving Employee Disagreements; and
• Harassment Policy

These policies are also extended to those who work on our behalf, including external manufacturers, via our Responsibility Standards for Suppliers

Workforce Statistics
Our workforce statistics, retention rates and salary information are tracked at the operating company level only. We are implementing a new data management system that will allow us to capture and report this information in a consistent way across the corporation.

Minimum Notice Periods
For significant operational changes, such as facility consolidations or closings, Johnson & Johnson complies at a minimum with local mandates and applicable collective bargaining agreements. In the U.S., a minimum of 30 days’ notice is provided.