Policies

Equal Employment Opportunity and Affirmative Action

As part of our continuing commitment, I would like to take this opportunity to remind you of our equal opportunity and affirmative action policies and the spirit in which we embrace them. Not only are the principles and objectives of these policies a reflection of the law, but they also embody the philosophy of the Johnson & Johnson Credo. We all share the responsibility of creating an open and welcoming work environment that encourages contributions from people of all backgrounds and experiences. In this way, we can ensure that our workplace reflects the full intent of Our Credo.

Our equal opportunity policies and affirmative action programs are designed to ensure that all applicants and employees are considered for opportunities without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, veteran status or disability except where an accommodation is unavailable and an individual’s disability is a bona fide occupational disqualification. These policies and programs cover every aspect of the employment experience: recruitment, selection, promotion, transfer, layoff, recall from layoff, compensation, access to training, benefits, education, tuition assistance, company-sponsored social and recreational activities, and termination.

Employees and potential applicants will not be subjected to coercion, intimidation, harassment, or threats for filing a complaint of unlawful discrimination; assisting or participating in an investigation regarding alleged unlawful discrimination, compliance review, hearing, or any other activity related to the administration of any federal, state or local law requiring equal employment opportunity; opposing any act or practice made unlawful by any federal, state or local law requiring equal opportunity or; exercising any other right protected by federal, state or local law requiring equal opportunity.

All U.S. locations of Johnson & Johnson companies have a Human Resources leader designated to monitor and audit equal opportunity and affirmative action compliance to ensure adherence to these policies. When disputes arise, however, there are resources for employees to seek counsel and to resolve their issues and concerns.

The Common Ground program includes three such avenues – Open Door, Facilitation and Mediation. For more information on these programs and to review portions of the Affirmative Action Plan you may contact your Human Resource Leader during normal working hours to arrange an appointment. All questions and concerns will be addressed locally or you may call the Common Ground Unit in the Corporate Office of Equal Opportunity and Work Place Solutions (732) 524-3269 for an appointment. As an alternative you may use the Employee Voice Hotline 1-800-371-2029.

It is imperative that we continue to incorporate diversity in all aspects of the way we do business. Intolerance is simply unacceptable. It divides people and creates barriers to the innovative, team-based environments that are so essential to our success as a corporation. I have full confidence that through our management’s leadership and everyone’s support, we will fulfill our responsibilities of providing equal opportunity to all.

William C. Weldon
Chairman and Chief Executive Officer

Harassment Free Workplace

Our Company has worked hard to build a reputation for responsible behavior and fairness – a reputation that builds trust with our customers, employees, community leaders and shareholders. We can continue to build trust only if we are steadfast in our focus on improving all aspects of our Credo responsibilities including the quality of our work environment. This philosophy is embodied in Our Credo and in our policy on providing a harassment free workplace.

All of us have a right to work in an environment free from the demoralizing effects of harassment or unwelcome offensive or improper conduct. Sexual harassment or harassment based on race, gender, color, religion, national origin, age, sexual orientation, gender identity or expression, disability, or veteran status or any other status protected by law will simply not be tolerated at Johnson & Johnson or any Johnson & Johnson company. While it is not easy to provide a complete list of the types of improper behavior, prohibited conduct certainly includes: unwelcome sexual advances, requests for sexual favors, obscene gestures, displaying sexually graphic magazines, calendars, or posters, sending sexually explicit, racially offensive or derogatory e-mails or voice-mails, and other verbal or physical conduct of a sexual or offensive nature, such as uninvited touching of a sexual nature or sexually-related comments.

There is a procedure for investigating and resolving issues of harassment at each operating company. Employees should promptly report incidents of harassment to their immediate supervisor, a higher level of management, or a Human Resources Leader. All questions and concerns will be addressed locally or you may call the Common Ground Unit in the Corporate Office of Equal Opportunity and Work Place Solutions (732) 524-3269 for an appointment. As an alternative you may use the Employee Voice Hotline 1-800-371-2029. If you have complained and no one has responded back to you within five (5) business days, you should check back with him or her to ensure that you receive an immediate response.

All reported incidents will be investigated with an effort to keep the source of the report confidential except where the company finds disclosure necessary for resolution. Where inappropriate conduct has occurred, specific disciplinary actions, up to and including discharge where appropriate, will be implemented. Be assured that any employee who, in good faith, reports a possible violation of this policy will be protected from any form of retaliation.

With your help, we will continue to nurture a climate that encourages all of us to contribute our best to the accomplishment of our business goals – by respecting each other’s dignity, recognizing each other’s merit and providing equal opportunity for employment, development and advancement within our Company.

Kaye Foster-Cheek
Vice President, Human Resources
Executive Committee Member