AMB Engineering Ltd
Code of Conduct and Ethics Policy
This policy is for the use of AMB
Engineering Ltd and is applicable to all its practices and may be flowed down
to its suppliers
Integrity, professionalism,
honesty and respect whether personal or organisational are indispensable in the
commercial environment and are essential requirements for any organisation in
order to grow and ensure profitability and continuing business success. Accordingly,
commercial and contract management requires a clear policy statement and a
specific set of values relative to professional ethics in order to earn and
maintain the confidence of both customers and the supply chain. To protect all
persons involved with the AMB Engineering moral and social principles as they
relate to our business, staff, customers and suppliers have been defined within
this code of ethics and comply with social accountability standard SA8000. This
document is made available as guidance for all personnel involved directly or
indirectly in organisational activities.
3. Principles
It is the responsibility of the
Management and Senior representatives of AMB Engineering to ensure this
document reflects the beliefs and requirements of the company, and that it is
maintained throughout its business practices.
4. Labour
standards
Forced bonded or indentured labour,
or involuntary prison labour, slavery or labour trafficking is not to be used.
All work will be voluntary, and employees should be free to leave upon
reasonable notice. Employees shall not be required to hand over
government-issued identification, passports or work permits as a condition of
employment.
4.1 Child Labour
Avoidance
No person below the age of
16 is employed by the company in any area of our operations. The company will
allow under 16’s presence within the facility, in the support of educational
‘work experience’ schemes
4.2 Working
hours
All working hours are in
line with the Working Hours Directive and all employees are allowed to rest for
at least one day per week minimum.
4.3 Wages
and Benefits
All employees shall receive
the minimum wage and benefits as a minimum requirement; however we pride
ourselves on developing and rewarding our employees to a much higher level. A
written account (pay slip) is given to the employee during each pay period clearly
indicating the employee’s payments and indicating any deductions from the
employee’s pay.
4.4 Humane
Treatment
There is to be no harsh and
inhumane treatment, including any sexual harassment, sexual abuse, corporal
punishment, mental or physical coercion or verbal abuse of srtaff: nor is there
to be the threat of any such treatment.
We do not engage in
discrimination based on race, colour, age, gender, sexual orientation,
ethnicity, disability, pregnancy, religion, political affiliation, union
membership or marital status in hiring and employment practices such as
promotions, rewards, and access to training.
Open communication and direct
engagement between employees and management are the most effective ways to
resolve workplace and compensation issues. The Company respects the rights of employees
to join or not join labour unions. As provided by law, employees who become
worker representatives shall not be the subject of discrimination and shall
have access to management and co-workers in order to carry out their
representative functions. Employees shall be able to communicate openly with
management without fear of reprisal, intimidation or harassment.
All members of the Company take
the safety of our employees, visitors and the Public very seriously. We also
believe that this should be flowed down to our supply chain and expect our
suppliers to ensure that they are also maintaining the required levels of
safety to meet today’s social and ethical requirements.
5.1 Occupational Safety
Worker exposure to potential
safety hazards (e.g., electrical and other energy sources, fire, vehicle, and
fall hazards) are controlled through proper design engineering and
administrative controls, preventative maintenance and safe work procedures.
Where hazards cannot be adequately controlled by these means, employees are
provided with appropriate personal protective equipment. Employees shall not be
disciplined for raising safety concerns.
5.2 Emergency preparedness
Emergency situations and events
are to be identified and assessed, and their impact minimized by implementing
emergency plans and response procedures, including: emergency reporting,
employee notification and evacuation procedures, worker training and drills,
appropriate fire detection and suppression equipment, adequate exit facilities
and recovery plans.
Any possible exposure to
chemical, biological and physical agents is to be identified, evaluated, and
controlled. When hazards cannot be adequately controlled by engineering and
administrative means, employees are to be provided with appropriate personal
protective equipment.
Physical guards, interlocks and
barriers are to be provided and properly maintained for machinery used by any
personnel.
5.5 Sanitary and Welfare
Facilities
Employees are to be provided
with clean toilet facilities, access to potable water and sanitary food
preparation and storage facilities.
6. Ethics
It is the responsibility of all
employees to ensure compliance and enforcement of this policy.
No one with a personal or
organisational conflict of interest may participate in any way in the formation
or administration of a contract.
All companies seeking
procurement work from the organisation shall be treated fairly and equitably
and their intellectual property shall be protected and used only for the
purposes intended by its owner.
All personnel involved in any
way in the contracting process shall comply with all applicable laws,
regulations and directives as well as their specific contractual obligations.
The integrity of the commercial
processes shall never be tainted by any real or perceived improper activities.
In accordance with the
legislation terms of the UK Bribery Act no individual(s) will offer, promise or
give a financial or other advantage to another person(s) with a view to
inducing a person(s) to perform improperly a relevant function or activity or reward
a person(s) for the improper performance of their activity.
All personnel involved in a
procurement transaction must disclose any actual or potential conflict of
interest which could exist or perceive to exist to their relevant management.
Interest which might create
personal conflict of interest includes but is not limited to the following:
·
Ownership of shares in a potential competitor, actual competitor, or
contractor.
·
Marriage to or cohabitation with a Director or senior employee of a
potential competitor, actual competitor or contractor.
·
Indebtedness to a potential competitor, actual competitor or a
contractor.
·
Receipt of compensation from a potential competitor, actual competitor
or contractor.
If a conflict of interest is
determined, the disclosing person will be directed to remove themselves from
any further involvement in the specific process.
All commercial and contract
management personnel with the potential for influencing a procurement
transaction in any way shall inform their relevant management. A view will be
determined as to whether the activities should be re-directed.
Disclosure of potential
personnel conflict of interest shall not result in any adverse action
against the individual(s).
6.3 Equity & Fairness in
Conduct of Competition
No preference or advantage
shall be afforded to any contractor or potential contractor. Similarly no
prejudice against any contractor or potential contractor shall be tolerated.
Examination of documented contractor performance information is not considered
preference or prejudice.
Specifications or requirements
must not be biased in favour of any particular contractor or potential
contractor.
Implying large quantities to
influence price, when knowing that the actual order will be smaller is not
permitted.
Wording of invitations for
tenders, other solicitations or specifications or statements of work in a vague
way to intentionally induce misinterpretation or errors in proposals are
unethical and prohibited.
Solicitation of proposals from
suppliers known to be unqualified for the award with intent to create the
illusion of competition is considered dishonest and is not permitted.
Bid or proposal information
from one proposal may never be shared with another contractor or potential
contractor even if either of the competitors has been eliminated from the competition.
No criticism of one potential
source should be communicated to another contractor or potential contractor nor
should the strengths or weaknesses of a contractor or potential contractor to
be disclosed to any organisation whether competing or not.
6.4 Confidentiality and
Protection of Intellectual Property
Information submitted by
competitors or proposers is the property of the entity that submits the
information and must be protected from disclosure to personnel or firms not
authorised to be involved in the evaluation of proposals.
All such property submitted
shall be controlled as dictated within the non disclosure agreements, copyrighted or patented information
shall never be reproduced without the express written authorisation of the
owner.
6.5 Hospitality &
Gratuities
In order to avoid being
misconstrued as consideration for special treatments or as an attempt to
positively influence their attitudes or decision making personnel should not
give or accept hospitality which contravenes the UK Bribery Act.
It is recognised that the
giving and receiving of tokens of appreciation is a fundamental part of
building good business relationships and maintaining understanding and
goodwill.
No individual(s) shall request,
agree to receive, anticipate or accept a financial or other advantage with the
specific intention of performing a function or business activity improperly
either directly or via a 3rd party.
No individual(s) will offer,
promise or give financial or other advantage to another person(s) where that
individual(s) believes that the acceptance of the advantage would itself result
in an improper performance of a relevant function or activity.
A facilitating payment is a
certain type of payment to foreign officials which is not considered to be
bribery according to legislations of some states but may be construed as
bribery within the UK and as such is in opposition to the UK Bribery Act. It is
therefore against company policy to authorise such payments without the seeking
legal advice.
No gift or hospitality
whatsoever is to be offered to any government or local government official
without the express approval of the Managing Director who will take steps to
ensure that no governmental or statutory practise is being breached.
Any sub-contractor, consultant
or agent operating on behalf of the company will be expected to fully comply
with this policy.
6.9 Whistle blowing
Whistle blowing is when an
individual reports suspected wrongdoing at work. Officially this is called
‘making a disclosure in the public interest’.
Individuals can report issues to
senior management that aren’t right, are illegal or if anyone at work is
neglecting their duties, including:
·
someone’s health and safety is in danger
·
damage to the environment
·
a criminal offence
·
the company isn’t obeying the law (like not having the right insurance)
·
covering up wrongdoing
Confidentiality is paramount
and individuals will be treated with the utmost discretion.
All issues will be investigated.
Date: 28th August 2015
Director