Supplier Code of Conduct
Cibes Lift Group AB’s (“Cibes”) core values – professional, progressive and personal – shall permeate our corporate culture. Cibes believes in responsible both social and ethical behaviour and that the people working at Cibes and our suppliers shall not be deprived from human rights or suffer physically or mentally from their work. Our ambition is to live up to the expectations of our stakeholders.
This Supplier Code of Conduct is applicable to all Cibes’ suppliers and we require our suppliers to make every effort to comply with it. The term suppliers refer to persons and companies having a business relation with Cibes supplying goods and/or services.
All business carried out with or on behalf of Cibes should always be conducted in accordance with the Supplier Code of Conduct and applicable laws and regulations in the country of business. If there is a conflict between local law or Cibes Supplier Code of Conduct, the stricter of them shall prevail and be complied with.
Violation of The Supplier Code of Conduct will cause negative impact on the business relation with Cibes including, but not limited to, the risk of contract termination.
Cibes will report violations of legislation and regulations to relevant authorities.
1 RESPECT FOR PEOPLE, HUMAN RIGHTS AND LABOUR STANDARDS
Suppliers shall respect all internationally recognized human rights including the International Bill of Human Rights and the principles concerning fundamental rights set out in the International Labour Organization´s Declaration on Fundamental Principles and Rights at Work. Suppliers shall strive to avoid overstepping the human rights of others and address adverse human rights impacts with which supplier is involved.
1.1 Fair employment conditions
Suppliers employees should at least be granted statutory, or by Collective Bargaining Agreement (CBA) determined annual leave, sick leave and maternity/paternity leave without any negative consequences. Each employee shall be provided written documentation including basic terms and conditions of the employment. Salary and terms shall be reasonable and comply with applicable law, collective bargaining agreement or industry standards. The working hours shall comply with applicable restriction of working hours act.
1.2 Denounce of child labour and forced labour
The minimum working age shall be [the age of completion of compulsory school alt 16 years old]. In cases when the employee may be younger than 18 years old, the legal restrictions regarding type of work and working hours shall be closely observed and complied with.
Suppliers’ shall not accept any form of forced labour. Forced labour according to this provision includes, but is not limited to, threats or risking penalty for not performing work, deposit payment or demand to deposit personal belongings.
1.3 Equal treatment
All suppliers’ employees shall be treated fair and just. No discrimination, or harassment of any kind is accepted including but not limited to, discrimination with reference to sex, transgender identity or expression, ethnicity, religion or other belief, disability, sexual orientation, age, membership of trade unions or any other potential discriminatory factor.
1.4 Freedom of association and right to organise
Suppliers shall respect the employees’ right to join, or not to join, an association of their choice, to organise and bargain collectively in accordance with applicable law. No employee risk being harassed or retaliated for exercising such right.
1.5 Alcohol and/or drug abuse
Employees should not be on the Company’s premises or at the workplace if they are under the influence of, or affected by, alcohol or drugs.
1.6 Work environment
Suppliers shall work systematically with issues regarding health and safety for its employees. Committed to provide a safe work environment. Applicable legislation and regulations regarding work environment shall be complied with.
2 GOOD BUSINESS ETHICS
Suppliers shall be committed to conducting business with high ethical integrity.
Suppliers shall have zero tolerance of corruption, including bribery, conflicts of interest, fraud, embezzlement, unlawful kickbacks, extortion and nepotism/cronyism, and work actively to combat corruption.
Suppliers shall respect competition laws which prohibit anti-competitive agreements and abuse of market power.
2.1 Anti-corruption
Supplier shall:
Comply with local laws and international anti-corruption conventions and shall not engage in, or cause to engage in, any form of corrupt practices.
Not make any illegal contribution, directly or indirectly, to any third parties or public officials.
Avoid all direct potential conflict of interest while engaged with Cibes.
Be aware that no Cibes employee may offer or provide, directly or indirectly, any undue advantage to the supplier in exchange for personal gain of any kind.
Be aware that Cibes will not accept any benefit intended for a Cibes employee to facilitate the supplier’s business with Cibes.
2.2 Competition and antitrust law
Respect and comply with applicable competition laws and regulations to prevent competition law infringements, such as price fixing, market sharing or bid rigging, for example, by implementing a competition law policy and by providing adequate competition law compliance training to their staff.
3 ENVIRONMENT
Protecting the environment and contributing to sustainable development is of great importance to Cibes. Suppliers shall actively strive to increase the positive and limit the negative impact of their operations and supply chain on the environment and society.
Suppliers shall take precautionary measures as soon as there is reason to believe that an action could harm the environment or human health and strive to develop and support environmentally friendly techniques in their products, processes, designs and material selection.
4 PRACTICAL GUIDELINES
In our daily work we may face situations from time to time which are not explicitly covered by the Code of Conduct or other policies and guiding documents. Often it is a question of common sense or our sound judgement. If we are unsure about the correct behaviour in a specific situation, we should ask ourselves, or discuss with a manager or colleague, the following questions:
- Is it consistent with our Code of Conduct?
- Is it legal?
- Does it feel right?
- Would you be embarrassed if your family and/or friends knew you took this course of action?
- How would it look in the newspapers?
5 MONITORING
All business relations between Cibes and our suppliers must be based on honesty, trust and cooperation. By accepting The Supplier Code, the supplier commits to working proactively to meet these requirements within its own operations and supply chain. This should be achieved by cooperating in a transparent manner with Cibes, for example by completing self-assessments and granting Cibes personnel, or a third party of Cibes choice, access to relevant premises and information to conduct on-site audits, including permission to conduct interviews with employees and access to accurate and complete documentation and records related to The Supplier Code. Any findings pertaining to the audit must be effectively remediated in a timely manner. We expect our suppliers not to mislead us.
6 WHISTLEBLOWING
We expect suppliers that having concerns regarding Cibes business or activities, to report suspicion or concern regarding non-compliance with the Supplier Code of Conduct.
6.1 How to blow the whistle
If there is reasonable cause to suspect irregularities or wrongdoings in your business activities within Cibes shall be reported.
The report shall be sent to: compliance.officer@cibesliftgroup.com
6.2 Protection for the whistleblower
Any person which, in good faith, reports suspicions or concerns under this Policy shall not be treated unfairly or risk reprisal of any kind (such as discrimination, harassment, termination of employment).
Cibes will treat all disclosures of wrongdoing seriously. Reports made in good faith according to this section shall mean reports which are not misleading or false. Appropriate disciplinary action will be taken against any person who is found to have made a report that they know to be untrue, or without reasonable grounds for believing that the information supplied was accurate.