Apple Supplier Responsibility Standards

1 Apple Supplier Responsibility Standards The following Standards (each a Standard ; collectively, Standards ) supplement the Apple Supplier Code of conduct ( Code ) by providing additional clarity regarding Apple s requirements, as applicable. Apple Suppliers and their subsidiaries, affiliates and subcontractors (each a Supplier ) must meet these Standards to be in compliance with the Code. The principles and requirements of the Code are incorporated into these Standards and these Standards shall govern and be deemed to modify the Code if there are any conflicting provisions. These Standards apply to Apple suppliers and their subsidiaries, affiliates, and subcontractors (each a Supplier ) providing goods or services to Apple , or for use in or with Apple products.

2 The Apple Code and Standards draw from international human rights Standards and instruments, including: the United Nations (UN) International Bill of Human Rights; the International Labor Organization 1998 Declaration on Fundamental Principles and Rights at Work; the UN Guiding Principals on Business and Human Rights; and the Organisation for Economic Co-operation and Development (OECD) Due Diligence Guidance for Responsible Supply Chains of Minerals from Conflict-Affected and High-risk Areas; as well as additional relevant national and international business and human rights standards1. Apple is a member of the Responsible Business Alliance (RBA); Apple s Code and Standards meet or exceed requirements outlined in the RBA Code of conduct .

3 1 Additional resources [that inform Apple s Code and Standards include]: Dodd-Frank Wall Street Reform and Consumer Protection Act Ethical Trading Initiative ILO Code of Practice in Safety and Health ISO 14001 National Fire Protection Association OECD Guidelines for Multinational Enterprises OHSAS 18001 United Nations Convention Against Corruption United States Federal Acquisition Regulation SA 8000 Supplier Responsibility Standard Table of Contents Anti-Discrimination 3 Anti- harassment and Abuse 6 Prevention of Involuntary Labor 8 Third-Party Employment Agencies 11 Foreign Contract Worker Protections 14 Prevention of Underage Labor 18 Juvenile Worker Protections 20 Student Worker

4 Protections 22 Working Hours Management 25 Wages, Benefits, and Contracts 28 Freedom of Association and Collective Bargaining 32 Grievance System 34 Occupational Health and Safety Management 36 Emergency Preparedness and Response 44 Incident Management 47 Dormitories and Dining 49 Combustible Dust Hazard Management 52 Hazardous Waste Management 66 Wastewater Management 70 Stormwater Management 75 Air Emissions Management 78 Boundary Noise Management 83 Resource Consumption Management 85 Management Systems 87 Responsible Sourcing of Materials 89 Anti-Discrimination Version: | Effective Date: January 1, 2020 3 Supplier Responsibility Standard Anti-Discrimination Supplier Code of conduct Requirements Supplier shall not Discriminate against any Worker based on age, disability, ethnicity, gender, marital status, national origin, political affiliation, race, religion, sexual orientation, gender identity, union membership, or any other status protected by applicable national or local law, in hiring and other employment practices.

5 Supplier shall not require pregnancy or Medical Tests, except where required by Applicable Laws and Regulations or Prudent for Workplace Safety, and shall not improperly Discriminate based on test results. Supplier Responsibility Standards 1. Policy & Procedures Written Policy and Procedures Supplier shall have a written policy against Discrimination that complies with this Standard, Applicable Laws and Regulations, the Code and all other relevant applicable Standards . The policy must clearly state that: Supplier shall not Discriminate against any Worker based on race, color, age, gender, sexual orientation, ethnicity, disability, religion, political affiliation, union membership, national origin, marital status, or gender identity in hiring and employment practices such as applications for employment, promotions, rewards, access to training, job assignments, wages, benefits, discipline, and termination, unless prohibited by law.

6 Supplier shall not require pregnancy or Medical Tests, except where required by Applicable Laws and Regulations or Prudent for Workplace Safety, and shall not improperly discriminate based on test results. No Worker will be punished or retaliated against for reporting Discriminatory practices. Supplier shall have written procedures and systems to implement its anti-Discrimination policy. Supplier shall comply with its written policy and procedures at all times. Directly Responsible Individual(s) Supplier shall identify the responsible individual(s) to oversee and enforce the implementation of the anti-Discrimination policy and procedures.

7 Risk Management Supplier shall identify and comply with anti-Discrimination requirements specified in Applicable Laws and Regulations and this Standard. Supplier shall identify, assess, minimize, and eliminate Discrimination. 2. Operational Practice Anti-Discrimination Unless prohibited by law, Supplier shall not Discriminate against any Worker based on race, color, age, gender, sexual orientation, ethnicity, disability, religion, political affiliation, union membership, national origin, marital status, or gender identity in hiring and employment Definitions Discrimination The unjust, prejudicial, and/ or unwarranted distinguishing treatment of an individual based on their actual or perceived membership in a certain group or category.

8 Worker Any person, regardless of nationality or country of origin, who is employed directly or via a third party, to work at a Supplier s facility. Medical Test A medical procedure performed to detect, diagnose, or evaluate disease, disease processes, and disease susceptibility, and/or to determine a course of treatment. Mandatory health checks performed in conjunction with hiring are considered to be Medical Tests. Applicable Laws and Regulations All laws, rules, regulations, and legally binding procedures, directives, and guidance applicable to the Supplier s operations and its employment and management of Workers. Prudent for Workplace Safety Necessary to protect the Worker s health, safety, or ability to perform his or her job or for the protection of other Workers at the facility.

9 Anti-Discrimination Version: | Effective Date: January 1, 2020 4 practices such as applications for employment, promotions, rewards, access to training, job assignments, wages, benefits, discipline, and termination. Workers shall be provided with reasonable accommodation for religious practices. Supplier shall ensure that there is no Discrimination in compensation based on the characteristics listed above. Recruitment and employment policies and practices, including job advertisements, job descriptions, and job performance/evaluation policies and practices, shall be free from any type of Discriminatory bias. Pregnancy and Nursing Mothers Anti-Discrimination Supplier shall comply with all Applicable Laws and Regulations regarding pregnancy and postnatal employment protections, benefits, and pay.

10 Supplier shall make reasonable accommodations for nursing mothers unless prohibited by Applicable Laws and Regulations. Supplier shall not (i) refuse to hire an applicant for a non-Hazardous position or (ii) terminate a Worker s employment solely based on the Worker s pregnancy or nursing status. Supplier shall not prohibit female Workers from becoming pregnant nor threaten female Workers with adverse employment consequences, including dismissal, loss of seniority, or deduction of wages, in order to discourage them from becoming pregnant. Medical Anti-Discrimination Supplier shall not, on the basis of a person s Medical Status, make any employment decisions that negatively affect the person s employment status unless such decision is dictated by the inherent requirements of the job or is Prudent for Workplace Safety.