Synaptics Labor and Human Rights Policy
Purpose & Commitment
Synaptics’ Human Rights and Labor Policy formalizes our commitment to preserving and promoting fundamental labor and human rights. We hold ourselves to high standards of ethical business conduct and treat all workers with dignity and respect. Our commitments to international standards and applicable local laws are grounded in our core values and reinforced through our Code of Business Conduct and related policies. We support the ILO, the Universal Declaration of Human Rights, the International Bill of Human Rights, and the UN Guiding Principles on Business and Human Rights, and we aim to conform with the OECD Guidelines for Multinational Enterprises.
Scope & Applicability
This Policy applies to Synaptics Inc., its subsidiaries and affiliates, and covers employees, temporary and contract workers, interns, and supervised contractors at all locations. It also sets expectations for suppliers, vendors, partners, and service providers throughout our value chain.
Governance & Oversight
The Board of Directors provides oversight. The Corporate Affairs Council (CAC) and executive leadership oversee implementation. Global HR, Supply Chain, Legal/Compliance, and EHS share operational responsibility, with quarterly management reviews and reporting to the Board.
Human Rights Due Diligence
We maintain a risk-based due diligence program aligned to the UNGPs, OECD Due Diligence Guidance, and the RBA Code’s Management Systems. Elements include: (a) annual human-rights risk assessment (HRIA) and updates on market entry/expansion; (b) supplier mapping and risk tiering; (c) contractual flow-downs and Supplier Code acceptance; (d) monitoring, audits, and corrective action plans (CAPA) with closure SLAs; and (e) transparent documentation and records retention.
Freely Chosen Employment & Recruitment Fees
We prohibit all forms of forced, bonded, indentured, or prison labor. Workers have freedom of movement and the right to terminate employment with reasonable notice per law. Recruitment follows the Employer Pays principle—workers must not pay recruitment or hiring costs. Where fees are identified, we reimburse workers in full promptly (target: ≤60 days) and implement corrective actions with any labor agents involved. Forced savings/loans indicative of debt bondage are prohibited.
Child Labor & Young Workers
We will not employ anyone under 16, under the age for completing compulsory education, or under the legal minimum age for employment—whichever is higher. Young workers (16–17) do not perform hazardous work, night work, or overtime that jeopardizes health, safety, or education. If an underage worker is identified, we implement a remediation program in the best interests of the child, protect them from retaliation, and support access to education.
Working Hours
We comply with applicable laws on hours, rest days, and overtime. Consistent with the RBA Code, the workweek should not exceed 60 hours, including overtime, with at least one day off every seven days, except in emergencies or unusual situations permitted by law.
Wages, Benefits & Contracts
We pay lawful wages and benefits, including overtime premiums where required; wage deductions are not used as discipline. Workers receive clear, timely wage statements in a language they understand, showing hours, rates, lawful deductions, and benefits. We are committed to equal pay for equal work and transparent employment terms.
Non-Discrimination, Anti-Harassment & Equal Opportunity
We prohibit discrimination and harassment on any protected basis (e.g., race, color, age, gender, sexual orientation, gender identity/expression, ethnicity, disability, pregnancy, religion, political affiliation, veteran status, union membership, or marital status). Employment decisions are based on merit and qualifications.
Humane Treatment
Harsh or inhumane treatment is prohibited, including sexual harassment, sexual abuse, corporal punishment, mental/physical coercion, or verbal abuse. Employees can raise concerns without fear of retaliation. Access to toilets, drinking water, medical facilities, and basic comforts is not restricted. Where provided, dormitories are safe, clean, and allow free entry/exit consistent with law.
Freedom of Association & Collective Bargaining
We respect lawful rights to form and join organizations of one’s choosing, to bargain collectively, or to refrain, in accordance with local law. We prohibit threats, intimidation, or reprisals against worker representatives and human-rights defenders in our operations and supply chain.
Health, Safety & Well-Being
We provide a safe and healthy workplace and integrate H&S into operations, including hazard identification and risk mitigation; emergency preparedness/response; machine safeguarding; PPE; safety training; and incident investigation with corrective actions. Contractors and onsite service providers are held to the same standards.
Grievance Mechanisms, Remedy & Non-Retaliation
We maintain accessible, confidential grievance channels (including anonymous where lawful). Reports are promptly acknowledged, investigated, and remediated; retaliation is prohibited. We track cases to closure and evaluate worker satisfaction with remedies.
Privacy & Personal Information
We protect workers’ personal information consistent with applicable privacy laws and company policies and limit access on a need-to-know basis.
Supply Chain Standards & Audits
Suppliers comply with our Supplier Code of Conduct (aligned to RBA) and this Policy, accept contractual flow-downs, and participate in due diligence. We monitor performance via SAQs, audits, and CAPA with defined closure timelines (Critical ≤30 days; Major ≤60 days). Undeclared subcontracting is prohibited; suppliers must obtain written approval before adding/changing sites.
Training & Communication
We provide onboarding and periodic training for employees and relevant suppliers on this Policy and associated procedures. Policies and grievance channels are posted in appropriate languages and made easily accessible.
Metrics, Transparency & Review
We will track key indicators (e.g., Supplier Code acceptance, audit coverage & CAPA closure, recruitment-fee remediation, grievance metrics) and report progress to leadership and, as appropriate, publicly. This Policy is reviewed at least annually and updated as laws, standards, and operations evolve.