Forced labor, debt bondage (labor for debt repayment), or labor tied to contracts, involuntary labor, exploitative prison labor, slavery, and human trafficking are prohibited. This includes using threats, violence, coercion, kidnapping, or fraudulent methods to transport, conceal, employ, relocate, or detain people for labor or services. Workers' dormitories or accommodations and other company-provided facilities should not unjustly restrict access or the free movement of workers within these facilities. As part of the employment process, employers must provide a written employment contract, including terms and conditions, in the worker's native language. Migrant workers must receive a written employment contract before leaving their home country, which must include employment terms and conditions. Additionally, changes to the employment contract after the worker's entry into the hiring country are not allowed unless required by local law, in which case the revised terms must be equal to or better than the original ones. All work must be voluntary, and workers have the freedom to quit or retire at any time without penalties if they provide reasonable notice according to their contract. Employers and labor agencies, as well as subcontractors, must not hold, destroy, conceal, or seize documents such as identity cards, passports, or work permits unless legally required. Workers must have access to these documents at all times. Employers must not require workers to pay recruitment fees or other employment-related fees to staffing agencies or subcontractors. If it is found that a worker has paid such fees, the fees must be refunded to the worker.

Child labor must be excluded from all stages of manufacturing. "Child labor" refers to any person under the age of 15 or below the compulsory education completion age or the minimum employment age, whichever is highest. Suppliers must implement appropriate mechanisms to verify the age of workers. Companies must support valid workplace learning programs that comply with all regulations. Workers under the age of 18 (child workers) should not be involved in night shifts, overtime, or work that threatens their health or safety. Suppliers must ensure appropriate management of student workers, including due diligence on education partners and the protection of students' rights. Suppliers must provide adequate support and training to all student workers. If there is no local law, the pay level for student workers, interns, and apprentices should be at least equal to that of other new employees performing similar work. If child labor is identified, support and improvements will be made.

Studies on business practices show that worker fatigue is clearly linked to decreased productivity, increased turnover, and higher rates of injury and illness. Working hours should not exceed the maximum working hours specified by local laws. Additionally, working hours, including overtime, should not exceed 52 hours per week, except in emergency or exceptional circumstances. All overtime must be voluntary. Workers should be allowed at least one day off every seven days.

Compensation paid to workers must comply with all applicable laws regarding minimum wage, overtime pay, and statutory benefits. According to local law, workers' overtime pay must be higher than their regular hourly wage. Salary reductions for unreasonable disciplinary actions are not permitted. Clear and timely pay slips must be provided whenever wages are paid, so workers can verify that they are being compensated correctly for their work. Temporary, dispatch, and external service workers must be employed within the limits allowed by local laws.

No worker should be subjected to violence, sexual assault, sexual harassment, abuse, corporal punishment, mental or physical coercion, bullying, public humiliation, or verbal abuse. There should also be no threats of such treatment. Disciplinary policies and procedures for violations of these guidelines must be clearly defined and communicated to workers.

Suppliers must work to eliminate workplace harassment and illegal discrimination. The company must not discriminate against or harass workers based on race, skin color, age, gender, sexual orientation, gender identity and expression, nationality or national origin, disability status, pregnancy, religion, political affiliation, union membership, veteran status, genetic information, marital status, or any other status. Reasonable accommodations for religious practices must be provided. Additionally, medical tests or physical examinations, such as pregnancy or virginity tests, which could be used as discriminatory means against workers or prospective workers, must not be conducted.

In accordance with local laws, suppliers must respect the right of workers to form and join trade unions, participate in collective bargaining, and the right to peacefully assemble. They must also respect the right not to engage in such activities. Workers and/or worker representatives should be able to openly communicate with management about working conditions and business practices without fear of discrimination, retaliation, threats, or harassment, and share their thoughts and concerns freely.