As stated in the FedEx Code of Business Conduct and Ethics, lawful and ethical behavior is critical to our continued success and is required. You must comply with those laws and regulations relating to your business conduct. In addition, you must avoid and report any activity that involves, or could lead to the involvement of, FedEx in any potentially unlawful practice.
FedEx is committed to protecting and advancing human rights in all of our operations. We treat others with respect and dignity, encourage diversity and diverse opinions, provide safe working conditions, and promote equal opportunity for all.
FedEx supports the policies adopted by the United States government to combat the trafficking of persons for any purpose. As set forth in the following pages, FedEx prohibits trafficking-related activities, and we expect our suppliers and contractors to uphold these important principles, as well. FedEx encourages you to report any suspected violations. If you have reason to believe that a legal or ethical violation has occurred, it is your duty to report it to your manager, Company Contact or the Legal or Human Resources Department, or by using the FedEx Alert Line. Our policies forbid any form of retaliation against you for fulfilling this obligation.
FedEx prohibits all activities relating to the trafficking of persons. You may NOT:
1. Engage in severe forms of trafficking in persons;
2. Procure commercial sex acts;
3. Use forced labor;
4. Destroy, conceal, confiscate, or otherwise deny access by an employee to the employee’s identity or immigration documents, such as passports or drivers' licenses, regardless of issuing authority;
5. (i) Use misleading or fraudulent practices during the recruitment of employees or offering of employment, such as failing to disclose, in a format and language accessible to the worker, basic information or making material misrepresentations during the recruitment of employees regarding the key terms and conditions of employment, including wages and fringe benefits, the location of work, the living conditions, housing and associated costs (if employer or agent provided or arranged), any significant cost to be charged to the employee, and, if applicable, the hazardous nature of the work; (ii) Use recruiters that do not comply with local labor laws of the country in which the recruiting takes place;
6. Charge employees recruitment fees;
7. (i) Fail to provide return transportation or pay for the cost of return transportation upon the end of employment–
- For an employee who is not a national of the country in which the work is taking place and who was brought into that country for the purpose of working on a U.S. Government contract or subcontract (for portions of contracts performed outside the United States); or
- For an employee who is not a United States national and who was brought into the United States for the purpose of working on a U.S. Government contract or subcontract, if the payment of such costs is required under existing temporary worker programs or pursuant to a written agreement with the employee (for portions of contracts performed inside the United States); except that–
(ii) The requirements of paragraphs (b)(7)(i) of this clause shall not apply to an employee who is–
- Legally permitted to remain in the country of employment and who chooses to do so; or
- Exempted by an authorized official of the contracting agency from the requirement to provide return transportation or pay for the cost of return transportation;
(iii) The requirements of paragraph (b)(7)(i) of this clause are modified for a victim of trafficking in persons who is seeking victim services or legal redress in the country of employment, or for a witness in an enforcement action related to trafficking in persons. The contractor shall provide the return transportation or pay the cost of return transportation in a way that does not obstruct the victim services, legal redress, or witness activity. For example, the contractor shall not only offer return transportation to a witness at a time when the witness is still needed to testify. This paragraph does not apply when the exemptions at paragraph (b)(7)(ii) of this clause apply.
8. Provide or arrange housing that fails to meet the host country housing and safety standards; or
9. If required by law or contract, fail to provide an employment contract, recruitment agreement, or other required work document in writing. Such written work document shall be in a language the employee understands. If the employee must relocate to perform the work, the work document shall be provided to the employee at least five days prior to the employee relocating. The employee’s work document shall include, but is not limited to, details about work description, wages, prohibition on charging recruitment fees, work location(s), living accommodations and associated costs, time off, roundtrip transportation arrangements, grievance process, and the content of applicable laws and regulations that prohibit trafficking in persons.
If you know of or suspect there is a violation of this Policy, you must immediately report it to your manager, Company Contact or your company’s Legal or Human Resources Department or use the complaint processes within your operating company. FedEx policies prohibit any form of retaliation against a person who reports in good faith any known or suspected misconduct.
In addition to the people above, you may report suspected human trafficking activities to:
The FedEx Alert Line:
The Global Human Trafficking Hotline: