The cooperation between Industrial Quimica Lasem s.a.u., its employees and its suppliers are based on a culture of trust, mutual respect, openness, a fair balance of reciprocal interests and equal opportunities. Both parties understand that the protection of the described social and environmental standards is the basis for long-lasting and successful cooperation.
The UN universal declaration of human rights, the conventions of the international labor organization, as well as specific to each country and the requirements of the official statutes must be respected and serve to reinforce and interpret the following principles.
Any form of or attempted corruption, including extortion and bribery, as well as other illegal practices will not be tolerated within business relationships. Suppliers shall not, directly or indirectly, offer, promise or demand unjustified bribes or other enrichments in order to obtain or retain an unfair order or advantage. Similarly, neither bribes nor other unjustified enrichments can be demanded or expected from suppliers and/or employees.
- Exclusion of disciplinary and forced labor measures
The service of an employee must be done voluntarily. Any form of forced labor (for example, withholding of original identity documents) is prohibited. The use of physical punishment, as well as physical or mental coercion and verbal abuse is prohibited.
- Prohibition of child labor
The exploitation of children under the age of 16 and their employment (child labor) is prohibited. The rights of young workers must be protected.
- Occupational health and safety
The employer must guarantee health and safety in the workplace. Regulations and procedures to ensure health and safety must be communicated to employees, in order to prevent accidents and injuries at work. All applicable health and safety provisions will be respected.
- Employee rights
- Working hours
The working hours correspond to national labor regulations and according to the Chemical Industry Collective Agreement. The number of hours worked per week will be approximately 40 hours. Overtime will be voluntary. Each employee will be entitled to at least one day off after six consecutive workdays.
The remuneration of normal hours and overtime will be regulated by collective agreement and/or differentiating pact with the Union Delegates. The employer will ensure that employees receive clear, detailed and periodic written information on the composition of their remuneration through the Salary Sheet. The remuneration will be paid according to current regulations and according to the appropriate methods.
- Freedom of association and the right to collective negotiations
The right of workers to join union organizations of their choice and to carry out consultations and collective negotiations if necessary, must be respected. Workers’ representatives must be protected from discrimination. Workers ‘representatives should be given free access to their colleagues’ workplaces, in order to ensure that they are able to use their rights legally and peacefully.
All employees will be entitled to equal treatment and equal opportunities. All discrimination based on sex, age, religion, philosophy, race, caste, social origin, disability, ethnicity and national origin, nationality, membership of workers’ organizations including unions, political aesthetics, sexual identity or due to other personal characteristics, for example, regarding employment, wages, access to continuing education, promotion, the end of the employment relationship or retirement. Such discrimination is prohibited.
- Environmental protection
Responsibility for the protection of human life and the environment must be guaranteed through preventive actions and the application of measures favorable to the environment. Environmental awareness must be promoted. Procedures and standards for resource management, emission reduction and waste management must be continually improved. The environmental management system will be regulated according with ISO 14001.
- Management of the code of conduct
The social norms defined in the code of conduct must be accepted by the management of the company and integrated into company policy. Employees must be informed of the content of the Code and/or any law that affects them in a way that is accessible to them.