Human Rights

Statement on Labor and the Workplace

Core Lab is located and does business in various environments and diverse cultures. Wherever Core Lab operates, certain principles consistently apply to the Company's relationships with its employees and its expectations of conduct in the workplace. Our Code of Ethics and Corporate Responsibility provides a worldwide framework for responsible operations and is consistent with the spirit and intent of the Fundamental Principles and Rights at Work of the 1998 International Labour Organization (ILO) Declaration. The ILO Declaration sets an obligation on Member States to promote and realize the following principles:

  • Freedom of Association and effective recognition of the right to collective bargaining
  • Elimination of all forms of forced or compulsory labor
  • Effective abolition of child labor
  • Elimination of discrimination in respect of employment and occupation

Freedom of association and right to collective bargaining

We recognize and respects our employees' right to join associations and choose representative organizations for the purpose of engaging in collective bargaining in a manner consistent with applicable laws, rules and regulations as well as local customs as appropriate.

Policy against Forced or Compulsory Labor

Core Laboratories does not utilize forced or compulsory labor. We recruit our employees and provide working conditions, including payment of wages and benefits that comply with applicable laws and regulations.

Policy against Child Labor

Throughout our worldwide operations, we prohibit the use of children in our workforce. All Core Lab employees are at or above the legal employment age in the country of their employment.

Policy against Workplace Discrimination and Harassment:

At Core Laboratories, each and every employee, supervisor, manager and executive is responsible for preventing harassment by:

  • Treating others with courtesy and respect in all work relationships.
  • Eliminating harassing, discriminatory, and unprofessional conduct, including unwanted touching, or comments or behavior that are sexual, sexist, racially or religiously based, or otherwise discriminatory.
  • Reporting harassment to Human Resources, the Corporate Compliance Officer or the Law Department so that each concern is investigated promptly and resolved appropriately.

To assist our workforce in understanding Core Lab’s position on harassment, discrimination, and unprofessional behavior in the workplace, all employees are required to take part in our annual training on creating a harassment free workplace.

We recognize that ascertaining whether a particular action or incident is purely a personal, social relationship without a discriminatory employment effect will require a factual determination based on all facts in the case. Therefore, we diligently investigate every alleged harassment claim and effectively remedy them when an allegation is determined to be valid.

Equal Opportunity Initiatives

Core Lab is a company that promotes equal employment opportunities, securing a diverse workforce focused on inclusion, innovation, collaboration, and teamwork. To do this, we have implemented policies and engage in a variety of activities to educate and support our workforce concerning equal opportunity and fair treatment. Several of those activities include, but are not limited to:

  • A focus on hiring local employees at all levels in the company,
  • Incorporating diversity training in our development programs such as the Equal Opportunity e-learning and our Interview & Talent Selection Training for Managers,
  • Promoting diversity and inclusion through internal communications, such as our CoreConnect Quarterly Newsletter, and
  • Partnering with organizations and service groups in the communities in which we operate

Additionally, Core Lab's Code of Ethics and Corporate Responsibility includes an Equal Employment Opportunity Policy which states, in part:

It is the policy of Core Lab to provide equal employment opportunity in conformance with all applicable laws and regulations to individuals who are qualified to perform job requirements.

Conflict Minerals

The term "conflict minerals" refers to certain minerals being tin, tantalum, tungsten and gold, the metal ores from which these minerals are extracted, or their derivatives ("3TG"). The "conflict minerals" term originates from the Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010 (the "Act") and associated rule issued by the U.S. SEC. The SEC rule and related parts of the Act were issued in response to violence and human rights violations in the mining of those minerals from the Democratic Republic of the Congo ("DRC") and adjoining countries (the "Conflict Region"). The SEC rule requires SEC registrants to disclose, on an annual basis, whether the products they manufacture or contract to manufacture contain conflict minerals that are “necessary to the functionality or production” of those products, and if so, certain information about the source of those conflict minerals.

During 2020, we evaluated 100% of the parts and materials necessary to the functionality or production of products manufactured by us or contracted to be manufactured for us and determined that the Company manufactures or contracts to manufacture some products that contain 3TG. We conducted a reasonable country of origin inquiry ("RCOI") to determine if the 3TG in any of our products originated in the DRC or an adjoining country by requesting a Conflict Minerals Compliance Certification form from each of our suppliers providing these raw materials or products that contain 3TG.

In response to our request, each of our suppliers certified that no 3TG originating from the DRC or adjoining countries are included in any of the raw materials or products they provide us and further, that each of them has adopted a Supply Chain Policy consistent with the policies of the Organization for Economic Cooperation and Development Due Diligence Guidance for Responsible Supply Chains. All potential new suppliers are required to provide this certification to us before we will enter into a contract with them.

Based upon the results of our RCOI, we have no reason to believe that any 3TG necessary to the functionality or production of products we manufactured or contracted to manufacture during 2020 may have originated in the Democratic Republic of the Congo or an adjoining country. The ethical sourcing of minerals is an important part of our mission to ensure safe and fair working conditions in our supply chain. We strive to use only conflict-free minerals in our products.

Link to Form SD (Specialized Disclosure Report) regarding Conflict Minerals

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