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Policy & Responsibility 

UPS’s high regard for human rights is essential to the people we hire, as is our strong culture of developing them as workers and individuals and our dedication to serving all kinds of people and businesses, all over the world. Our Human Rights Statement is incorporated into our Code of Business Conduct, which is available online ( with our other governance documents. 

In the last few years, we have been taking steps to formalize our commitment to human rights for two reasons. First, we understand that society benefits when respected organizations recognize human rights as a business issue. Second, our international expansion means we are engaging with new suppliers in many countries around the world, and it helps both UPS and these suppliers to refer to explicit human rights language in our contracts, policies, and other corporate communications. 

Organizational responsibility for our human rights policies rests with John McDevitt, Senior Vice President, Human Resources. Mr. McDevitt is a member of the Management Committee, which is responsible for setting and executing all UPS policy. 

Investment and Procurement Practices 

All significant suppliers are expected to comply with the tenets of our Code of Business Conduct that contains our policies and procedures concerning aspects of human rights that are relevant to UPS operations. All employees of UPS receive training every two years on the Code of Business Conduct, and all new management employees receive this training when they are hired. The Code of Business Conduct is available on our employee website in 16 languages. Approximately 97 percent of full-time managers and specialists have received training in the Code of Business Conduct. Because the training is conducted online, we do not have a total number of training hours available. 


We do not currently report publicly on incidents of discrimination and actions taken. Our management receives reports on such incidents, if any, and takes immediate actions to discipline, train, and counsel the parties involved. 

Freedom of Association and Collective Bargaining 

We support the rights of our employees to become members of a union, and approximately 76 percent of our United States employees have exercised that right. In addition, we encourage positive relationships with our employees and unions by adhering to the principles outlined in our Policy Book and our collective bargaining agreements. In 2012, we identified no UPS operations in which the right to freedom of association and collective bargaining was at significant risk. 

Child Labor; Forced and Compulsory Labor 

We are not aware of any incidents, violations, complaints, or concerns in our operations, or among key suppliers, involving the use of child labor or forced or compulsory labor or involvement with human trafficking in 2012. We manage our business in compliance with all applicable laws and regulations of the countries in which we operate, and in accordance with our own Code of Business Conduct. 

Security Practices 

We do not have a specific human rights training program for security personnel. 

Indigenous Rights 

We are not aware of any incidents of violations involving the rights of indigenous people in 2012. 

Assessment and Remediation 

We do not report publicly on the number of grievances related to human rights filed, addressed, and resolved through formal grievance mechanisms.