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Who We Are

  • Incorporated in 1962, JEOL USA is a wholly owned subsidiary of JEOL Ltd. of Japan.
  • Our business changes lives, leads to discovery and opens a world of observation previously unimaginable.
  • We offer businesses solutions to innovate their business through the science of Microscopy and Spectroscopy.

Key Areas Where JEOL Products Are Used

  • Forensics
  • Biotechnology
  • Materials Science
  • Production and Quality Assurance
  • Geology
  • Life Sciences
  • Semiconductor
  • Nanotechnology
  • Neuroscience
  • Energy

Read more about customer
applications in our REALab stories

About Our Corporate Symbol

 
This symbol commemorates JEOL Ltd.’s 65th anniversary and is representative of JEOL’s determination to enhance our brand. It implies our strong will and commitment to “Creation and Development.”

  • The "JEOL" is the JEOL Logo.
  • The stylized letter “J” is the Motif and is referred to as the Corporate Mark.
  • The Image is made by two dynamic brush strokes representing our philosophy of “Creativity” and “Development”.
  • The circle in the middle represents the globe.
  • The color is deep blue and emerald green representing the challenges of nature and ecology.
  • Please Note:
    • Our Corporate Message, "Solutions for Innovation", is not part of the official JEOL Corporate Symbol. This message is sometimes included for emphasizing our company philosophy.
    • Our Corporate Wordmark is JEOL Ltd.

Social Governance Statement

Personal and corporate integrity is a core value at JEOL USA, Inc. Imbedded in financial reporting, social responsibility and environmental consciousness, they provide the frame work for our fundamental values that have been adopted by the Company’s Board of Directors to express our standards of business conduct and principles of ethical behavior. All directors, officers, and employees of JEOL are expected to comply with each of its provisions. The integrity and reputation of JEOL depends on our collective and individual honesty, fairness, and integrity. Each of us is responsible for applying common sense and high personal ethical standards in making business decisions.

This communication covers many topics; it is not intended to address every possible situation where corporate ethics or social responsibility issues may arise. Always consider whether an action that you are about to take has even the appearance of impropriety. These are guiding principles you should always follow when you conduct business on JEOL’s behalf. Use your common sense and good judgment. Do the right thing. For more detailed information, please review JEOL’s Code of Conduct and Business Ethics.

Fundamental Responsibilities

  • Human Rights
  • Commitment to Employees and our Environment
  • Anti-corruption

Human Rights

At JEOL, we appreciate the diversity of our workforce and the uniqueness of every employee. We are committed to respecting human rights and the dignity of everyone employed by JEOL, our customers, vendors and the communities where we do business. We will conduct due diligence to avoid human rights abuses or contributing to human rights abuses through our own action or the actions of those we form business relationships with.
JEOL will:

  • Treat people with dignity and respect
  • Strive for an environment free of harassment and discrimination
  • Promote inclusion and diversity in the workplace
  • Prohibit forced, bonded, trafficked and child labor throughout JEOL and our supply chain
  • Recruit ethically and in compliance with Federal contractor’s guidelines as defined by the EEOC
  • Provide fair wages and benefits, and
  • Promote health and safety in our workplace

Commitment to Employees and our Environment

The health and safety of JEOL employees throughout the world is of utmost importance. Our work processes and policies are designed to minimize risk. We all must routinely review and improve workplace conditions to ensure a safe and healthful workplace and must report unsafe working conditions to management or the Health and Safety Officer.

The Occupational Safety and Health Act (OSH Act) and a number of other laws protect workers against retaliation for complaining to employers and the Occupational Safety and Health Administration (OSHA), or other government agencies about unsafe or unhealthful conditions in the workplace, environmental problems, certain public safety hazards, and certain violations of federal provisions concerning securities fraud, as well as for engaging in other related protected activities. JEOL employees are free to report any such concerns without fear of retaliation. Employees that believe that they have been retaliated against for making any such reports may report their concerns to the appropriate governing regulator. Additional information is available online at www.whistleblowers.gov.

JEOL respects the needs and concerns of the communities in which we live and work. Our policy is to meet or exceed all applicable governmental laws and regulations regarding the environment. Employees whose activities may affect the environment must be aware of the applicable environmental laws and regulations to ensure compliance.

Anti-corruption

All of us are required to comply with all applicable laws, regulations, and other rules of every jurisdiction in which JEOL operates. In addition to the laws and regulations of foreign jurisdictions, we should keep in mind that some U.S. laws, rules, and regulations apply to our activities outside of the United States, including:

  • United States Foreign Corrupt Practices Act, which prohibits directly or indirectly giving anything of value to a government official to obtain or retain business or favorable treatment, and requires the maintenance of accurate books of account, with all Company transactions being properly recorded;
  • United States export controls, which restrict travel to designated countries and prohibit or restrict the export of goods, services, or technology to designated countries, companies, or individuals from the United States, or the re-export of U.S.-origin goods from the country of original destination to such designated countries, companies, or individuals;
  • United States embargoes, which restrict or, in some cases, prohibit companies and their subsidiaries and employees from doing business with certain other countries, companies, and individuals identified on a list that changes periodically; and
  • Anti-boycott compliance, which prohibits U.S. companies from taking any action that has the effect of furthering or supporting a restrictive trade practice or boycott that is fostered or imposed by a foreign country against a country friendly to the United States or against a U.S. person.

Each of us is responsible for acquiring the appropriate knowledge of the requirements relating to our duties to enable us to recognize potential dangers and to know when to seek advice regarding legal compliance issues. No illegal or unethical act can be justified by claiming that a superior ordered it or that we did not know that the act was improper.