Code of Business Conduct and Ethics - Micron

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i Micron’s equal opportunity standards are described in more detail in the Team Member Handbook available on the MERC. If you have further questions on equal employment, contact your local or regional Human Resources representative or the Legal Department. i Additional information on the Company’s safety policies, including Micron’s Global Safety Policy, can be found at the Safety Department’s website on the MERC. i Micron requires prompt reporting of all threats and violent incidents whether or not physical injury has occurred. Team members must contact their site Security Department to report any form of threat or violence. 24 • Micron policy prohibits any retaliation or reprisal against a team member who makes a complaint about harassment or a team member who provides assistance with another team member’s complaint. Micron is committed to keeping the work environment free of harassment because it is disruptive, counterproductive, and not in keeping with Micron’s high professional standards. Team members are expected to keep such behaviors out of the work environment and to report such activities if they occur. Problem Resolution Guidelines The Company believes that team members should make every effort to resolve problems on their own. However, if a team member is unable to resolve problems on his or her own, team members should feel free to bring issues to the attention of management at any time. For problems relating to harassment, refer to the Harassment Policy. Team members should initially discuss the problem with their immediate supervisor. If the matter is unresolved, team members should speak with their Department Manager. If all of the above steps have been followed and the team member is not satisfied, he or she should discuss the problem with a Vice President, Site Manager or the Compliance Officer. If a team member has questions about how to use the problem resolution process or the appropriate management representative to contact, he or she may contact the Human Resources Department or the site Human Resources representative(s) for assistance. Health And Safety Of Team Members Micron is committed to providing its team members with a safe work environment. Each of our facilities has safety and health rules that must be strictly followed. Micron complies with all health and safety laws, as well as Company health and safety policies that may go beyond what the law requires. Having safety and health rules is not enough. Micron’s commitment to maintaining a safe and healthful workplace means each of us must be alert to potential safety and health risks as we go about our jobs so that we can anticipate hazards and prevent injuries and illnesses. All team members of Micron, and the employees of other companies working on our premises, must know and follow all of the health and safety requirements associated with their jobs. For supervisors, that means: • Actively analyzing the workplace to anticipate and prevent hazards; • Encouraging hazard identification and safe work practices; • Consistently enforcing established policies, procedures and work rules; • Ensuring team members are adequately trained; and • Timely responding to reports of potential hazards.
For Micron team members and employees of other companies, this means: • Promptly reporting potential hazards to your supervisor, host or the Safety Department; • Wearing required protective equipment while on the job; • Exercising care with chemicals and other potentially hazardous materials; • Operating and maintaining machinery and equipment in accordance with all safety rules and procedures; • Working in an ergonomically responsible manner; • Responding appropriately in an emergency; and • Promptly reporting any job-related injury or illness. Team members are prohibited from endangering the health and safety of others, through, among other things: possession of a firearm or other dangerous weapons on Company premises (including but not limited to Company parking lots); bringing explosives or dangerous chemicals on Company premises; eating, drinking, or smoking in prohibited areas; or being in restricted areas without permission. Preventing Workplace Violence All team members are expected to solve conflicts in a responsible manner. It is not acceptable to threaten violence in any manner or to engage in actions which create an actual or potential hazard for others in the workplace. Team members should contact their supervisors or the site Security Department for assistance in solving problems appropriately if they are unable to do so themselves. If threats or violent behavior do occur, team members should report them as described below. Team members are expected to solve personal issues outside of the workplace. However, if a team member receives threats or suffers violence from non-team members while at Micron, through the phone, voicemail, email, physical trespassing on Micron property or otherwise, it should be reported to the site Security Department. Micron may be able to take steps to reduce the other person’s ability to contact a team member at work. For matters outside of work, team members should contact law enforcement officials. Team Member Confidentiality Micron believes in respecting the confidentiality of our team members’ personal information. This means that access to personal records should be limited to Company personnel who have appropriate authorization and a clear business need for that information. Team members who have access to personal information must adhere to the highest standards of confidentiality regarding the use of personal information. Never provide personal team member information to anyone outside of Micron without proper authorization. All inquiries should be referred to the Human Resources Department. Q I have noticed that my supervisor’s breath often smells like alcohol and sometimes he seems impaired. I am afraid that if I confront him or tell anyone, it may cause a scene or he may try to get me fired. What should I do? A A safe work environment is absolutely critical. If there is enough evidence to believe a problem may exist, speak right away with your Department Manager, a Human Resources representative, or call the Compliance Hotline. Micron will not tolerate retaliation against you and will take steps to protect you from any. 25
Page 1 and 2: Code of Business Conduct and Ethics
Page 3 and 4: At Micron we pursue our business ob
Page 5 and 6: Fair Dealing . . . . . . . . . . .
Page 7 and 8: • Ensure that those who report to
Page 9 and 10: Your supervisor is usually a good p
Page 11 and 12: Competition laws can cover conduct
Page 13 and 14: • Information marked “confident
Page 15 and 16: • Regulations that specify the im
Page 17 and 18: For potential conflict issues, team
Page 19 and 20: ALWAYS WRONG Other types of gifts a
Page 21 and 22: In addition to these rules, the Hou
Page 23: What We Aim For Micron is committed
Page 27 and 28: Company Access To Resources And Inf
Page 29 and 30: • Do not ask a Micron team member
Page 31 and 32: • Cooperate with the Company’s
Page 33 and 34: What We Aim For Micron strives to r
Page 35: Lobbying. Lobbying on the federal a

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