Code of Conduct

Introduction

Corporate responsibility is of global importance and also plays an increasingly important role in a company's competitiveness and profitability.

ULINCO has based its Code of Conduct on the United Nations Global Compact, an international initiative supported by companies worldwide to ensure accountability in the areas of fundamental human rights, labour standards, environmental management and anti-corruption in the workplace.

In order to protect human rights, promote fair employment conditions, safe working conditions, responsible management of environmental issues and high ethical standards, the Code of Conduct shall be applied in the production, supply and support of ULINCO products and services.

ULINCO requires suppliers and their subcontractors to comply with the Code of Conduct or similar standards and to verify compliance by providing information and granting access to their premises. ULINCO is committed to engaging its suppliers to ensure continuous and measurable improvements over time.

Code of conduct

Human rights

We support and respect the protection of internationally recognised human rights. We ensure that we are not complicit in human rights abuses.

Labour standards

Freedom of association

As far as relevant laws allow, all employees are free to form and join or not to join trade unions or similar external representative organisations and to bargain collectively.

Forced labour

Forced, bonded or compulsory labour is not used and employees are free to leave their employment after reasonable notice under national law or contract. Employees are not required to deposit money or identity documents with their employer.

Employment conditions

Employees understand their terms and conditions of employment. Wages and conditions are fair and reasonable and comply with at least national legislation or industry standards, whichever is higher. Working hours comply with national legislation and are not unreasonable.

Child labour

No person is employed who is below the minimum legal age for employment. The minimum age is the age of completion of compulsory education, or at least 15 years (or at least 14 years in countries where the education system is insufficiently developed) in accordance with Article 2(4) of ILO Convention No. 138 on minimum age.

Children must not be employed in hazardous work or work incompatible with their personal development. Child means a person below the age of 18 years, as defined in Article 1 of the UN Convention on the Rights of the Child. Personal development includes the child's health or physical, mental, spiritual, moral or social development as defined in Article 32 of the UN Convention on the Rights of the Child.

When a child is employed, the best interests of the child shall be a primary consideration. Policies and programmes that help children found to be engaged in child labour should be encouraged, supported or developed.

Elimination of discrimination

Employees are treated with respect and dignity. Corporal punishment, physical or verbal abuse or other unlawful harassment, threats or other forms of intimidation are prohibited.

All forms of discrimination based on bias or prejudice are prohibited, such as discrimination based on race, colour, gender, sexual orientation, marital status, pregnancy, parenthood, religion, political opinion, nationality, ethnic background, social origin, social status, indigenous status, disability, age, trade union membership and other characteristics protected by local law, where applicable. Employees with the same qualifications, experience and performance receive equal pay for equal work in relation to their relevant comparator groups.

Working conditions

A healthy and safe working environment and, where appropriate, housing are provided for employees in accordance with international standards and national laws.

Staff receive appropriate information and training on health and safety. Safety includes, for example, clearly marked and emergency exits and evacuation plans on each floor, regularly tested fire alarms and evacuation drills, first aid equipment, safe and correct handling, marking and labelling of chemicals, machinery and work processes. The workplace and, where applicable, living quarters have an acceptable temperature and noise level, adequate ventilation, sufficient lighting, clean toilets, drinkable water and, where applicable, sanitary facilities for food storage.

Environment

Finite resources are used in a responsible and prudent manner. Operational practices that reduce the environmental impact of our activities are promoted. Innovative development of products and services that provide environmental and social benefits is supported.

Anti-corruption

No form of extortion or bribery, including improper offers of payments to or from employees or organisations, will be tolerated.

Suppliers

The Code of Conduct applies to all ULINCO activities and to all parties contributing to ULINCO's products, services and other business activities ("Supplier").

Application

ULINCO requires the supplier and its subcontractors to comply with the Code of Conduct, which may require higher standards than required by national laws.

Upon request, a supplier must verify, by providing information and/or allowing ULINCO's representative access to premises, to the satisfaction of ULINCO, that the supplier and its subcontractors comply with the Code of Conduct.

Obligation to inform

It is the supplier's responsibility to ensure that its employees and subcontractors are informed of and comply with the code of conduct.