Boston Scientific has significant headcount and operations in the United States, Ireland, the Netherlands, Costa Rica and Japan. Boston Scientific operates in a limited number of countries of concern (e.g., China, India and South Africa) with regional headquarters, training centers or sales offices, employing professional employees at these locations. Boston Scientific's goal is to operate in accordance with the United States Department of Labor and International Labour Organisation's Core Conventions.
Boston Scientific prohibits all forms of child labor as prohibited by the Unites States Department of Labor, Fair Labor Standards Act (FLSA) and International Labour Organisation (ILO), conventions C138 and C182.
Boston Scientific prohibits all forms of forced labor or exploitative working conditions as prohibited by the United States Department of Labor, Fair Labor Standards Act (FLSA) and International Labour Organisation (ILO), conventions 29 and 105.
Boston Scientific is committed to following fair employment practices that provide equal opportunities to all employees. We do not discriminate or allow harassment on the basis of race, color, religion, disability, gender, national origin, sexual orientation, gender identity, gender expression, age, genetic information, military status, or any other legally protected status. This is further described on Boston Scientific’s company internet page under Compliance and Ethics and the Code of Conduct Policy.
Freedom of Association
Boston Scientific supports the right of individuals to join or leave groups of their choosing in accordance with their personal and social interests.
Boston Scientific adheres to the United States Department of Labor and International Labour Standards conditions and regulations on Collective Bargaining.
Excessive Working Hours
Boston Scientific provides employees with regulated hours of work, rest periods and time off consistent with ILO Standards, Working Time and the United States Department of Labor, Work Hours.
Minimum /Living Wage
Boston Scientific supports the right of individuals to earn such a wage as to be able to afford goods or services for quality of life, food, utilities, transport, healthcare, education, childcare, and personal recreation. This living wage may be in excess of the minimum wage rates and requirements by country. Boston Scientific strives to compensate all employees fairly for the skills and activities performed.
Commitment to Labor Initiatives or Standards
Boston Scientific has limited presence in countries of concern. Those locations consist of sales offices, training centers or regional headquarters staffed by professional employees compensated above minimum or legally required standards.
Employment of Under-Privileged and Youth, and Apprenticeships
Boston Scientific actively works with local schools and organizations to provide summer and internship opportunities for under-privileged youths. In addition, mentoring events related to Science, Technology, Engineering and Mathematics (STEM) are held with local schools, to encourage youth to pursue careers in these areas.
Boston Scientific provides employees access to policies and information related to policies on the Company intranet site. There is also regular communication and training on the policies and associated relevant changes. Related policies are also discussed on the company’s internet site under Compliance and Ethics and the Code of Conduct Policy. The Code of Conduct is available in multiple languages to assure global employee access to this information.
Risk Assessment Related to Labor Issues
This aspect is addressed within Boston Scientific’s Global Compliance Program, discussed on the company’s internet site under Compliance and Ethics.
Actions Taken on Issues Related to Child Labor, Forced Labor, Excessive Hours, etc.
Boston Scientific, in accordance with local labor laws, does not tolerate managers, contractors, or outside consultants who are found to be in violation of multiple labor issues and such relationships may be terminated.
Actions Taken on Issues Related to Diversity, Equal Opportunity and Discrimination
Boston Scientific is committed to following fair employment practices that provide equal opportunities to all employees. We do not discriminate or allow harassment on the basis of race, color, religion, disability, gender, national origin, sexual orientation, gender identity, gender expression, age, genetic information, military status, or any other legally protected status. Boston Scientific also values diversity and believes that a diverse workplace builds a true competitive advantage.
Actions Taken Related to Labor Non-Compliance
Boston Scientific’s Global Compliance Program is designed to meet each of the elements of an effective compliance program and Boston Scientific is committed to acting ethically in dealing with customers, employees, shareholders, partners, suppliers, competitors and the community and with respect to applicable laws. In the event of a non-compliance event, our Global Compliance Program describes associated response actions, and if warranted, consequences.
Staff Turn Over Rates
Boston Scientific’s annual 2014 turnover rate for full-time employees was 14%.
Percentage of Contractor and Temporary Staff
During 2014, 14% of Boston Scientific’s labor force was constituted by contract workers.
Employee Development Training
Boston Scientific strongly believes in investing in the personal and professional development of our employees, so they can aspire to higher goals and achieve more in their career. Programs are offered to employees, such as a young professionals’ development program, to assist employees in their personal growth, based upon their skill sets, goals and professional maturity. In addition, employees are asked to complete an Individual Development Plan (IDP) at the beginning of the year, to help them set goals aligned with their development and assure that the supporting resources are available for them to be successful in these areas.
South Africa Operations
Boston Scientific operates a sales office, with a limited number of professional employees, in Bryanston, South Africa. These employees participate in the training and development activities described above. Based upon the nature of the activity in South Africa, and the absence of a manufacturing presence, participation in other programs such as Broad Based Black Economic Empowerment would not be applicable.