As part of the accepted idea of corporate social responsibility and promotion of an ethical culture, we have implemented a number of regulations that are applicable to all employees, subcontractors and business partners associated with our organisation. Each document covering ethical issues in the Company is issued in at least two language versions: Polish and English.
The accepted idea of corporate social responsibility obliges our Company to promote an ethical culture inside and outside the organisation.unfold a statementcollapse the statement
By implementing ethical standards into our strategy, we consciously use them in our business actions. We truly promote a high level of management culture and effective value-building inside and outside the organisation. Moreover, we conduct our actions in a clear and transparent way, shaping the ability to recognise the effects of our own decisions and to be prepared to take responsibility for them. Our actions also take into account ecological ethics which may be noticed in the use of environmentally friendly technologies in the production processes. What is more, we promote all initiatives among our stakeholders aimed at advancing attitudes of ethical responsibility.
PCC EXOL Company has a Code of Conduct. This is the set of principles and standards of ethical conduct that we have put into practice. It is promoted among all stakeholders, elevating the mutual application of written values. Through the content contained therein, we express our confidence in honesty, transparency and positive ethical conduct in every sphere of our business operations. The Code of Conduct also sets out the rights and obligations that we strive to meet in order to maintain a high level of accepted standards.
The Company has a team of Ethics Officers. Their primary task is to resolve disputes and provide explanations based on the provisions of the Code of Conduct.
Any employee, associate, customer or contractor may report to the Ethics Officer with a request for help if he or she finds that the accepted values, ethical or social standards have been violated. When reporting problems and complaints, and in the course of any investigation procedure, the data of the reporting person may be kept confidential at his/her request. However, PCC EXOL SA does not encourage the use of this method. We hold that a person reporting a complaint or problem when acting in good faith does not have to hide his or her identity. However, the issue of anonymity depends on the decision of the affected or aggrieved.
Furthermore, a very important principle is the guarantee that no retaliatory measures will be taken against persons who report in good faith, problems related to violations of the law and of the enshrined ethical culture principles within the Company. However, it should be remembered that such a person takes full responsibility for his/her words and actions. Therefore, the Ethics Officers, their actions or powers should not be used for retaliation or repression against supervisors or associates.
When reporting problems and complaints, and in the course of any investigation procedure, the data of the reporting person may be kept confidential at his/her request. However, PCC EXOL SA does not encourage the use of this method. We hold that a person reporting a complaint or problem when acting in good faith does not have to hide his or her identity. However, the issue of anonymity depends on the decision of the aggrieved.
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We strive to maintain the absence of complaints in the area of ethical conduct.
The Ethics Officer’s consideration of the incident begins by initiating an open interview with the person making the report. The circumstances of the situation are then analysed (keeping it confidential). Conclusions from such analysis are used to improve ethical standards inside the Company.
The consideration of the incident and the giving of feedback to the reporting person is based on the data collected by the Ethics Officer. At the request of the reporting person, the Ethics Officer shall provide a written solution to the case.
In any case that is indicating a breach of legal regulations, the Ethics Officer shall immediately inform the Management Board of the Company about the detected irregularities.
The person who made the report has an insight into the results of the conducted proceedings. The Management Board of the Company, based on the collected information and documentation prepared in this respect, has the right of decision to introduce appropriate actions against the person or activity that is the subject of the proceedings.
If violations of the principles contained in the Code of Conduct are found, recommendations may be made to compensate for the moral damage inflicted on the victim, and to undertake disciplinary interviews with the supervisor. Oral and written warnings and other punishments are also practised.
In 2016, we did not record any reports of discrimination or of human rights violations.
Freedom of association is one of the fundamental human freedoms, and it is firmly enshrined in the Polish legal system. Employees of the PCC Group Companies have the right to form and join any trade union and to conduct collective bargaining of wages and working conditions. As we take an open attitude towards trade unions and their organisational activities, trade union representatives shall be free to perform representative functions in the workplace.
In 2016, we did not identify any threats to freedom of association and bargaining.
We recognise the right of every child to be protected from economic exploitation and from work that is dangerous, that limits possibilities to gain educational attainment, or is a threat to health and physical, mental, spiritual, moral or social development. We do not accept child labour, and we respect any restrictions on the employment of persons under 18 years of age.
In PCC EXOL SA, it is allowed to employ adolescents over 16 years of age. Adolescents, under the labour law, are persons from the age of 16 up to 18. The regulations on adolescents’ employment are primarily of a protective nature. Their purpose is to protect against economic exploitation, work that can be dangerous or harmful to health, physical and mental development, or can limit or even eliminate the possibility of education. Unlike children, adolescents can sign a contract of employment on their own, without the consent of parents or legal guardians and without the need to obtain permission from a labour inspector.
In 2016, we did not identify any child labour abuses.
Voluntary employment is one of the most important features of the employment relationship. We do not benefit from forced, bonded or forced prison labour. All employees of the Company perform their tasks voluntarily and consciously, in accordance with their rights, predispositions and qualifications. The Company’s employees also have the right to terminate employment after the completion of the contract.
All the tasks entrusted to employees are performed by them in a conscious manner, without any form of coercion. Each person employed by the Company has a Work Position Card. Herein, the scope of duties appropriate for a given position has been defined. The proffered wage is considered to be the value that employees must receive for their work, and to be their main source of income, as well as the basis for their financial security.
In 2016, we did not identify any issues regarding forced or compulsory labour.
Care for the safety of people and the environment has long been considered as one of the most important priorities. We provide our employees with a safe working environment that is consistent with the highest standards of the chemical trade, and which takes into account potential hazards.
Care for the safety of people and the environment has long been considered as one of our most important priorities. We provide our employees with a safe working environment – one consistent with the standards of the chemical trade that takes into account potential hazards. We put into practice a number of actions aimed at preventing accidents, including reducing various types of hazards in the work environment. We promote best notions of safety, health and environmental protection.
All employees of the Company, or who are connected with outsourcing contracts in the scope of property protection, are bound by the principles resulting from the implemented Code of Conduct in PCC EXOL SA.
We respect the rights of indigenous peoples, in accordance with the definitions set out in the applicable legal provisions. In order to promote the idea of sustainable palm oil production, initiated by RSPO organisation (Roundtable Sustainable Palm Oil), we operate according to established mechanisms for the extraction and processing of palm oil throughout the supply chain. As a member of the organisation, we respect human rights, including respect for culture, the rights of local communities, the ownership of the lands and of small-scale agricultural producers, by integrating them into a sustainable supply chain.
In 2016, we recorded no violations of the rights of indigenous peoples.
We recognise the cultural-creative and moral character of marketing actions, seeing the need to eliminate negative phenomena and to stimulate positive ones in this scope. Moreover, we understand the need to align certain standards in the framework of cooperation with our world-wide stakeholders. We also undertake a pledge to make every effort to ensure that the principles and values described in the Code of Conduct for PCC EXOL SA are respected and observed.
Employees involved in marketing actions are obliged to:
In 2016, we did not record any cases of non-compliance with the stipulated regulations and voluntary codes that we follow.
We are committed to consciously observe best social, ecological and ethical standards. Our mission in this scope is to promote these standards not only among our employees, but among our clients and cooperators. We expect all our stakeholders to respect the values we have adopted and the principles we have established.
The code identifies four pillars of suppliers’ ethical conduct:
1. Honesty and transparency in the conducting of business
2. Safety, health and environment protection
3. Human rights
4. Responsible management