At Xerox, we protect the fundamental rights of our employees and respect the laws and customs of the countries in which we do business.
We recognize our employees are our greatest asset. We continually strive to provide all of our employees with a safe workplace, free from all forms of harassment and discrimination. We have global policies and practices to ensure the highest ethical standards. All of our employees are to be treated fairly and equitably regardless of nationality, religion, ethnic origin, gender, sexual orientation, language or any other protected status.
Many Xerox employees are represented by labor unions, trade unions or work councils throughout our global operations. Relationships with these groups are based on applicable laws in each country.
- In Europe, we recognize a variety of work councils and trade unions as established under European labor laws to meet requirements for information and consultation for the protection of employee rights. Of the nearly 20,000 employees in Europe, approximately half or 10,396 are covered.
- In the United States and Canada, we maintain a cooperative and effective relationship with five unions that represent nearly 1,500 employees in 8 locations: Workers United, the International Union of Operating Engineers (IUOE), Communications Workers of America (CWA), the United Brotherhood of Carpenters, and the Service Employees International Union (SEIU), through a Cooperative Agreement with Workers United.
Operational Changes to Collective Agreements
In the U.S., the notification periods required for operational changes are specified in the different collective bargaining agreements and vary depending on the location and type of change. As a default, each agreement contains a “duration clause” which provides that if either party desires to make changes to the agreement before its termination, written notice must be given 60 days prior to the expiration date.
Each collective bargaining agreement in the U.S. includes a provision allowing for unions to file grievances. The number of steps in the grievance process, however, is unique to each collective bargaining agreement, with the final step being binding arbitration.