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Motorola Solutions Human Rights Policy governs all activities regarding Motorola Solutions employees in our facilities worldwide. It is based on our long-standing key beliefs of uncompromising integrity and constant respect for people, and is consistent with the core tenets of the International Labour Organization's fundamental conventions and the United Nations Universal Declaration of Human Rights, and informed by other internationally recognized standards including the EICC of which we are a member. Motorola Solutions continually seeks opportunities for improving its human rights program. We are committed to maintaining a high-quality program through self assessments, industry collaboration, benchmarking and stakeholder engagement. 

Anti-discrimination and retaliation
We employ people on the basis of their ability to do the job, and we prohibit discrimination based on employees’ personal characteristics, conditions or beliefs. Retaliation against any anyone who reports in good faith a concern to Motorola Solutions about actual or suspected violations of this policy will not be tolerated. 

Freely chosen employment
We do not use forced, slave, prison or indentured labor, including debt bondage. We ensure that terms of employment of our employees and contract or migrant workers are voluntary. If we recruit contract or migrant employees, we pay agency recruitment fees unless prohibited by law and ensure there are no unreasonable employment, relocation or end-of-service expenses. We do not require any employee or contract or migrant worker to remain in employment for any period of time against his or her will, or engage in practices which restrict their ability to terminate employment. We do not require employees, contract or migrant workers to lodge "deposits" or hand over government-issue identification, passports or work permits as a condition of employment, unless required by applicable law. We do not use deceptive, misleading or fraudulent practices during recruitment of employees. As part of the hiring process, we provide written employment agreements in native language that contain a description of terms and conditions of employment. 

No child labor
Our hiring practices conform with the International Labour Organization (“ILO”) conventions for minimum age (Convention 138) and child labor (Convention 182). Employees under the age of 18 should not perform hazardous work and should be restricted from night work if it interferes with educational needs. 

Fair working hours
We manage operations to ensure that overtime does not exceed levels that create inhumane working conditions. We do not require employees to work more than the maximum hours of daily labor set by local law. We do not require, on a regularly scheduled basis, work in excess of 60 hours per week or in excess of six consecutive days without a rest day. 

Wages and benefits
Our employees are paid at least the minimum legal wage or, where no wage law exists, the local industry standard. We pay for overtime at a rate that at least meets the local legal requirement. In any event, we provide wages and benefits to our employees to at least meet basic needs. For each pay period, we provide employees with an understandable wage statement that includes sufficient information to verify accurate compensation for work performed. We do not make deductions from wages as a disciplinary measure. 

Freedom of association and collective bargaining
We recognize the right of our employees to join associations of their own choosing or to refrain from joining, and the right to collective bargaining, unless otherwise prohibited by law. In all cases, we respect employees’ rights to open communication, direct engagement, and humane and equitable treatment. We do not discriminate or retaliate against employees for engaging in union organizing and collective bargaining activities, or in other forms of collective representation. 

Safe, healthy and respectful working conditions
We provide a safe, healthy and respectful work environment for employees. In cases where we provide housing or dining facilities, we operate and maintain them in a safe, sanitary and dignified manner.

No harsh or inhumane treatment
The safety and security of employees at our facilities are key priorities. We prohibit the physical abuse and harassment of employees, as well as the threat of either.

Reporting and transparency
We offer our workforce, as well as customers and suppliers, the ability to report, on a confidential basis, potential violations of this and other policies through a number of different resources, including our global EthicsLine. We investigate such reports and take timely remedial or corrective action when appropriate. On an annual basis, we provide aggregate data related to EthicsLine intakes in our Corporate Responsibility Report.

Failure to comply with this policy is a violation of the Motorola Solutions Code of Business Conduct and is the basis for disciplinary action that may include termination of employment. In some cases, individual civil or criminal penalties may also apply.

Individual employees are responsible for complying with this policy. Employees are expected to report violations or suspected violations of this policy to their supervisor, the Office of Ethics or a Business Conduct Champion.

Updated December 1, 2013