Employment Practices

Baxter's employment practices are guided by our commitment to treating all employees with dignity and respect. We believe in the value of workplace diversity and in living our "Shared Values."

Employees are expected to report to work free from the influence of illegal drugs or alcohol and in condition to perform their duties. No employee can have an illegal drug in his or her system while on the job. Employees cannot use, possess, or sell illegal drugs on company property. To keep a drug-free workplace, Baxter may require employees to take drug tests if allowed by national and local laws.

Baxter does not produce or manufacture goods using forced or indentured child labor. Regular full-time employees at Baxter are at least 18 years of age. In some countries, part-time work, summer jobs, or apprenticeship programs may exist for younger individuals as part of a regulated or supervised program that balances the person's educational and social development.

Baxter respects employees as individuals. It encourages a healthy balance of work and personal life, mindful of business needs. Managers and employees should work together to meet this goal.

Baxter is committed to fair opportunity for all employees. It seeks to unite a culturally diverse workforce. Each employee is recognized as an important member of a worldwide team. We will not tolerate workplace discrimination.

 

Any discrimination should be reported to the employee's supervisor, human resources representative, or any management employee. Employees are not required to report discrimination to a supervisor who is alleged to have engaged in discrimination.

Baxter does not permit intimidation or hostility. We will not tolerate any behavior that might harass, disrupt or interfere with another person's ability to work. Unacceptable behavior includes verbal, non-verbal, and physical attacks.

 

Anyone who feels they have been harassed should ask the person offending them to stop. Let them know the action is unwelcome. Any harassment also should be reported to the employee's supervisor, human resources representative, or any management employee. Employees are not required to report harassment to a supervisor who is alleged to have engaged in the harassment. A Regional Business Practice Committee member also can help.