Code of Conduct
Code of Conduct describes our company culture, commonly accepted practices and our commitment to compliance with laws and regulations. It defines, confirms and documents our best practices.
Each employee is expected to act responsibly and with integrity and honesty, and to comply with this code and its underlying policies and instructions.
2 OUR BUSINESS
2.1 COMPLIANCE WITH LAWS
All business and other activities of Gasmet companies shall be carried out strictly in compliance with all applicable laws, and under the principles of good corporate citizenship in each country where such activities take place.
Each employee is expected to comply with the requirements of those laws and regulations that apply to operations and to his/her job.
2.2 CORRUPTION, BRIBES AND MONEY LAUNDERING
Bribery, corruption and money laundering in any form are unacceptable in our business. No Gasmet company or any of its employees may, directly or indirectly, promise, offer, pay, solicit, or accept bribes or kickbacks of any kind, including money, benefits, services or anything of value.
We do not tolerate fraudulent behavior or activities, such as fraud or theft.
Gasmet companies are not involved in political or religious activities, nor do we make contributions to these types of activities.
2.3 CONFLICT OF INTEREST
Our employees must avoid situations where their personal interest conflicts, or appears to conflict, in any way with Gasmet interest. If such situation should arise, employee is to inform and seek advises from supervisor immediately
We ensure a fair working environment for all our employees in every Gasmet office.
Management defines needed professional skills to employee in recruiting process. We select and appoint employees based on their personal qualifications and skills for the job. Final employee selections are made by superiors and management.
Contracts of employment, salaries and benefits, and orientation are defined in every Gasmet company by local management according to the local code of HR.
Gasmet companies promotes freedom from discrimination based on race, ethnic or national origin, colour, gender, family status, sexual orientation, religion, disability, age or political beliefs, or other characteristics protected by law.
Documentation concerning discrimination (equality plan, age program etc) are made locally in Gasmet companies according to the laws and regulations in current country.
3.3 EQUAL OPPORTUNITY AND WORKING CONDITIONS
Gasmet ensures proper and well-managed working conditions for its employees, including appropriate health and safety standards.
We work to prevent accidents and injuries by executing policies and actions that minimize the causes of potential occupational threats in the working environment.
Each employee is responsible for complying with the safety instructions, for using personal protection equipment when required, and for reporting on any shortcomings regarding safety instructions or protection measures.
When working outside Gasmet premises at customer sites, each employee must make sure to be aware of and comply with all customer site specific occupational health and safety instructions
Occupational health and safety regulations and risk analysis are made locally in every Gasmet company according to the local code of HR (if needed in current country).
3.4 HARASSMENT AND BULLYING
We do not accept any form of discrimination, harassment or bullying from our employees.
3.5 ALCOHOL AND DRUG ABUSE
Our employees shall perform their work without the influence of alcohol or drugs.
Alcohol and drug abuse programs are made locally in Gasmet companies according to the local code of HR.
3.6 COMPANY’S ASSETS AND PERSONAL DATA
Employees are responsible for the sustainable use of the company’s assets. Company’s assets must not be used for non-approved personal purposes or in support of other than legitimate business.
All our employees must manage, use, disclose and distribute Gasmet’s confidential information only as authorized by Gasmet and in accordance with Gasmet’s policies.
Employees personal data and privacy is protected locally in Gasmet companies according to the local code of HR. We ensure that only persons who need access to personal data in order to perform their job responsibilities have access to personal data.
4 EXTERNAL STAKEHOLDERS
4.1 SELECTION OF SUPPLIERS, FAIR SELLING AND COMPETITION
We operate with reliable business partners and expect our suppliers to comply with applicable laws. We maintain professional business relationship with our suppliers.
Gasmet complies with applicable competition laws. All our employees must observe valid competition laws, regulations and Gasmet’s policies.
We value open discussion and provide a sufficient level of information to ensure that all stakeholders can form a true and fair view of our current and future operations.
Customer complaints are addressed effectively and they are considered a valuable contribution to constantly ensuring high levels of products and service.
Our employees are committed to protect the environment and avoid unnecessary waste of resources (e.g. of energy, paper or other raw materials) and risks. We expect our employees to handle chemicals and all waste with care and according to instructions.
We respect United Nations Universal Declaration of Human Rights and support our employees’ freedom of thought, opinion, expression, religion and freedom from any discrimination based on race, age, nationality, gender or sexual orientation.
Our companies’ financial records are correct and meet the local statutory requirements.
6 IMPLEMENTION AND VIOLATION
We promote this codes implementation through the effective communication of its contents to our employees and monitor the application of this code internally.
In the case that questions arise regarding the interpretation of this code, Gasmet’s Administration Manager should be contacted.
The application of the code will be reviewed from time to time by the Management team, which may decide on necessary revisions or interpretations.
If employee becomes aware of a potential violation of this code must he/she contact his/her superior.