At Siemens no one may be employed against his or her will or forced to perform work.

The principles of equal opportunity and equal treatment are guaranteed. In accordance with the Siemens Business Conduct Guidelines and labor legislation in the countries in which Siemens is active, we tolerate no form of discrimination. In every country there are opportunities to file complaints in line with national regulations. In Germany, for example, there are grievance offices to handle discrimination issues; employees must be made aware of their existence. In addition, the Helpdesk of the Compliance Organization with its "Tell us" and "Ask us" functions is accessible to all employees around the clock.

Siemens does not hire workers under the minimum age of 15 years. In countries that fall under the developing countries exemption in ILO Convention 138, the minimum age may be lowered to 14 years. Compliance with this regulation is monitored.

Siemens recognizes the rights of workers in their respective countries to form or join unions and to bargain collectively. Cooperation with employees, workers’ representatives and unions on the basis of local laws is organized in a constructive manner. At the company-wide level, there is a European works council known as the Siemens Europe Committee, a point of contact for handling international matters in Europe.

In July 2012, Siemens signed an international framework agreement on the principles of corporate responsibility with the Siemens Central Works Council, the German trade union IG Metall, and the international IndustriAll Global Union. The agreement is an expression of our sense of responsibility toward our workforce.

We require our suppliers to comply with the fundamental employee rights as part of the Code of Conduct for Siemens Suppliers.

Individuals with disabilities are especially supported by the Company. In May 2009, the Company management and the Central Works Council in Germany signed the Integration Agreement to Promote Employment at Siemens. It is aimed at qualification and continuing education measures, but increasingly also at hiring and training people with disabilities. Siemens hopes to help increase the share of severely disabled persons employed in Germany. Similarly in the U.S., Siemens is committed to complying with its responsibilities under the Americans with Disabilities Act.

Social responsibility naturally also applies to temporary workers. Temporary work should not be used at Siemens as a substitute for permanent jobs, but rather to cover temporary peaks in staffing requirements. Since November 2012, Siemens has also introduced the new collectively agreed sector premiums for the metal and electrical industry. The Central Works Council agreement valid since 2009 has been modified accordingly.