Code of conduct
Updated 08th November 2019
In all business carried out by Bioracer NV, we are expecting our suppliers and their subcontractors to establish and implement the following social and environmental standards. If there is a conflict between the national law, these code of conducts, and other agreements, the highest standard shall always apply.
1. Child Labour
The employer shall not engage in or support the employment of any person under the minimum age established by local law, but under no case under the age of 15 years. The children and young persons under 18 will not be employed at night or in hazardous conditions. These policies and procedures shall conform to the provisions of the relevant UN conventions about child rights and ILO convention No. 79, 138, 146 and 182.
2. Forced Labour
Workers are not required to lodge deposits or their identity papers with their employer and are free to leave their employer after reasonable notice. There is no forced, bonded or involuntary prison labor. These policies and procedures shall conform to the provisions of ILO convention No. 29 and 105.
3. Disciplinary Practises
The employer shall not engage in or support the use of physical, sexual, psychological or verbal or abuse. The right of all employees to form or join trade unions and to carry out collective bargaining will be recognized. Employee representatives are not to be discriminated against and are to be given access to all work areas necessary in the performance of their duties as representatives. ILO convention No. 87, 98, 135 and 154.
4. Discrimination
The employer shall not engage in or support discrimination, especially not in hiring, compensation, access to training, promotion, termination , or retirement based on race, health or material status, caste, national origin, religion, disability, gender sexual orientation, membership of association, or political affiliation. ILO Conventions100 and 111.
5. Compensation
The employer shall ensure that at least legal minimum wages are paid, and that the paid wages are sufficient to meet employees' basic needs. All employees shall be aware of when work starts, working hours, remuneration, vacation entitlement, security against dismissal and maternity protection. Deductions from wages for disciplinary purposes will not be permitted; deductions from wages for other purposes will only take place insofar as legally permitted. The deductions will never lead to a situation where the employee receives less than the aforementioned minimum wage. Employees are to be informed clearly and adequately regarding their wage specifications, including the basic wage and the period over which it is paid. ILO convention No. 131.
6. Hours of work
Regular working hours shall not exceed the local national regulations and the employer shall provide at least one off in every seven day period. Overtime work shall be remunerated at a premium rate and always be voluntary by the employee. Deduction from wages as a disciplinary measure shall not be permitted. ILO convention No. 1 and 14.
7. Freedom of Association & right to Collective bargaining
The employer shall give its employees at least the possibility to assemble and to bargain with them. The right of all employees to form or join trade unions and to carry out collective bargaining will be recognized. Employee representatives are not to be discriminated against and are to be given access to all work areas necessary in the performance of their duties as representatives. ILO convention No. 87, 98, 135 and 154.
8. Health and Safety
The employer shall provide a safe, clean and healthy working environment (including dormitory facilities when applicable) and shall take adequate steps to prevent accidents and injury to health arising out of the course of work or the operation of the employer's facilities. Clean bathrooms, access to clean drinking water and sanitary facilities for food storage shall be provided for the use by all personnel. New employees shall regularly be trained in health and safety and this training shall be documented. 110 convention No. 155.
9. Environmental Protection
The employer shall utilize natural resources as efficiently as possible, handle hazardous substance environmentally correct, and dispose waste and containers in an environmentally compatible manner. Environmental measures shall betaken into consideration throughout the production and distribution chain ranging from the production of raw material to the consumer sale. Local, regional and global environmental aspects shall be considered. The local environment at the production site shall not be exploited or degraded by pollution. National and international environmental legislation and regulations shall be respected. Relevant discharge permits shall be obtained where required. Hazardous chemicals and other substances are not used anymore. The local production will focus continually on reducing plastics.The production goals on reducing energy and offices lights are exchanged by using low consuming energy modules.The transport policy takes care on promoting a cleaner homework transport using bicycles and low emission cars.
10. Management System
The employer shall implement the requirements of this standard, periodically review the operation of these requirements, and regularly communicate the contents of the standard to all personnel. Appropriate records to demonstrate conformance to the requirements of this standard shall be maintained. The employer shall make sure that the requirements of this standard are also implemented with its subcontractors.
We accept and will respect conditions
November 8th 2019
Danny Segers
CEO BIORACER NV