The areas covered are respect, equality, and dignity of work. The company defines freedom of association to mean consistency with the law and the company policy as well as procedures. Through that aspect, the associates possess the right to form, communicate as well as join associations that they choose. Abolition of forced labor disallows coerced labor or any use of physical punishment as well as threats of violence or any form of sexual, physical, psychological and verbal abuse within the organization as means of discipline or control. The last guideline adopted by PepsiCo relates to the abolition of child labor indicating that the company shall never employ any individual under the age of fifteen years for any purpose. The removal refers to either part-time or full-time employment and whether paid or unpaid work. In an aim to strengthen its employee behavior, PepsiCo heightened its focus to issues related to human rights in 2012 through the formation of a Human Rights Operations Council. The goal of the council aimed at ensuring that PepsiCo practices, policies and training among others meet the high expectations proposed by the Ruggle framework. The Ruggle framework entails a new set of principles to govern business as well as human rights endorsed in 2011 by the United Nations. In addition, PepsiCo retained a third-party reviewer in April 2013 responsible for conducting a pilot human rights audit. The pilot review enhanced the company to start measures of developing and rolling out a plan for human rights audits throughout the enterprise’s operations globally. Evaluating Organizational Behavior in a Present Company.
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