Labor Practices, Decent Work and Human Rights

Ingersoll Rand’s global workforce is a mix of represented and non-represented employees. Represented employees may be members of a works council or a trade union, even where collective bargaining agreements may not be in place. Globally, 28 percent of our total employee base is covered by collective bargaining agreements. This includes employees at 29 of our manufacturing plants and employees in our service businesses around the world.

In Europe, there are approximately 30 local works councils, which the company informs and consults on local matters including reductions in force and restructurings. Ingersoll Rand has, for many years, had a European Works Council representing employees across Europe, with which the company regularly informs and consults on transnational matters.

Whether an employee population is represented or unrepresented, Ingersoll Rand engages employees in organizational restructurings and makes efforts to redeploy impacted employees, seek voluntary retirements, and otherwise take steps to minimize the impacts on affected employees. Most of our collective bargaining agreements include a 60-day notice for negotiating a new agreement.

While there is not a global standard in place, Ingersoll Rand aims to provide employees with ample notice before implementing significant operational changes. Severance is offered routinely to those employees impacted by these changes. Many of our collective labor agreements require a minimum notice period before enacting significant operational changes and vary based on individual agreements.

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