Human Rights


At CSL, we aim to provide a positive working environment for all our employees. We are committed to treating our people in a lawful and fair manner, and seek to engender a workplace culture of mutual trust and respect. Our Code of Responsible Business Practice sets our approach and is supplemented by a number of global and local policies that set down obligations and practices for workplace standards across the many regions in which we operate. CSL believes the aspect of human rights is more relevant to our supply chain (see suppliers for more information).



The prevention of human trafficking, slavery and forced labour (modern slavery)

CSL's second edition of our Code of Responsible Business Practice (CRBP) defines the standards of behaviour expected of all our employees, contractors, suppliers and distributors. Our CRBP:

  • Recognises the right of every child to be protected from economic exploitation;
  • Supports the right of every employee to be legally employed;
  • Allows employees the right to seek representation (i.e. from a trade (labour) union or employee association) without fear of intimidation, reprisal or harassment;
  • Ensures employees receive payment that meets or exceeds the minimum wage in all jurisdictions; and
  • Prohibits less favourable treatment of a person on the basis of gender, age, race, religion, disability and sexual orientation.

Over the reporting year, CSL undertook a number of steps to prevent and mitigate modern slavery in our direct operations and in our supply chain (for more on supply chain actions taken, see suppliers).

Governance

  • CSL has commenced a review of the second edition of our CRBP to ensure it is current with industry standards and developments, and stakeholder expectations. We will release an updated version of the CRBP in 2017.

Our direct operations

  • CSL has appropriate systems and processes in place to ensure changes in wage regulation are applied across all entities and geographies. In addition, wage reviews are undertaken annually across groups and within select employee categories on an as-needed basis and are reported to the Human Resources and Remuneration Committee of the CSL Board. In 2015/16, these reviews resulted in immaterial changes.
  • In some regions where CSL operates, employee union/enterprise agreements (EA) set out expectations for wage increases and entitlements. Employees not under an EA are covered by individual employment agreements and in all cases these agreements remunerate at or above minimum wage. In 2015/16, EAs in Kankakee, US, and for eligible Australian employees were successfully negotiated.
  • For employment to proceed, all candidates must provide applicable proof of eligibility to work (e.g. proof of age, qualification or immigration status). Under no circumstance will CSL retain or hold the original of an individual’s proof of eligibility to work (e.g. visa, passport).
  • Stakeholders, including employees, are able to anonymously (where permissible by law) bring instances of inappropriate conduct to our attention via CSL’s global whistleblower process. From 1 July 2015 to 30 June 2016, no instances related to human trafficking or slavery and forced labour were raised for the attention of management.

A Board-approved copy of CSL’s Statement on the Prevention of Human Trafficking, Slavery and Forced Labour (Modern Slavery) can be found on our website.