LUSAS Code of
Conduct for Third Parties
LUSAS
takes extremely seriously its legal and moral responsibility towards
anti-corruption and bribery, and towards ethical and responsible
sourcing.
We respect human rights and we will not participate in or
condone corrupt and fraudulent practices, including participating in
or supporting bribery, corruption or fraudulent practices.
We only
want to work with Distributors, Resellers, suppliers and others in our
supply chain who also take their responsibilities in these areas
seriously. This document sets out clearly what we expect from the
Third Parties we deal with and non-compliance may adversely affect
your commercial relationship with us. This is in addition to and not in lieu of any legal agreement
or contract, and may be amended from time to time by us and you will
be expected to comply with any further revisions issued.
LUSAS Code
of Third Party Responsibility and Conduct
- Ensure that your management team and
employees comply with the standards defined in this Code.
- Adopt a fair, honest, safe and
ethical approach to business and encourage your employees,
stakeholders, sub-contractors and others in your supply chain to
do so.
- Exercise good sense and sound
judgment to make the right decision relating to reputation or
ethics.
- Inform us if your business changes
in ways that may affect your compliance with this Code.
- Value and respect the human rights
of employees, colleagues, customers, and people living in the
communities in which you operate.
- Source responsibly.Adhere to the
rules and regulations of every country in which you operate.
- Prohibit the use of bonded and
forced labour including forced prison labour, forced child labour
and human trafficking.
- Give employees the right to leave
employment when they choose.
- Ensure that child labour is not used
and that the employment of young workers adheres to local
regulations.
- Where children of school age have
been employed you must enrol them into a remediation programme
rather than summarily terminating their employment.
- The programme will include access to
education and financial support will be decided in consultation
with the child and family or next of kin. Where permitted by
national laws, you may employ children between 12 and 15 to
perform a few hours of light work per day. The work must be simple
tasks of a limited nature and not interfere with the child’s
educational responsibilities. Apprenticeship programmes for
children below the minimum age of employment must be remunerated
and clearly aimed at training.
- You will refrain from hiring young
workers (below 18 years of age) to perform any type of work which
is likely to jeopardise their health, safety or morals.
- Ensure that wages meet legally
mandated minimums and industry standards without unauthorised
deductions.
- Ensure that employee’s salary,
benefits, property or documents such as passport, are not withheld
in order to force an employee to continue to work
- Not interfere with the right of
employees to legally organise and join associations such as labour
unions. Where trade unions are not allowed, facilitate, and not
prevent, alternative measures to allow employees to gather
independently to discuss work-related
matters and a forum to present concerns to management.
- Treat all employees fairly and not
discriminate against any group in its employment practices.
- Protect employees from acts of
physical, verbal, sexual, or psychological harassment, abuse or
threats in the workplace.
- Provide all employees with a
written, understandable, and legally binding labour contract.
- Provide clear and uniformly applied
disciplinary practices and grievance procedures that include
provisions prohibiting mental, physical or verbal abuse.
- Ensure that working hours are in
accordance with local regulation and industry practice and
voluntary overtime is at manageable levels.
- Provide a safe work environment,
abiding by local laws and regulations and respecting the health
and wellbeing of your workforce.
- Provide the protective equipment and
training necessary to perform tasks safely.
- Establish and maintain emergency
procedures to effectively prevent and address all health
emergencies and industrial accidents that can affect the
surrounding community or have an adverse impact on the
environment.
- Provide a suitable, clean and
sanitary infrastructure, including access to toilets and potable
water.
- Protect the privacy rights of
employees.
- Abide by all legislation and
regulations related to the protection of the environment, the
handling of dangerous and hazardous materials and any mandatory
GHG emissions reporting (where applicable).
- Strive to minimise the adverse
environmental impacts of its activities, products and services
including: use of scarce natural resources, energy and water;
emissions to air and releases to water; noise, odour and dust
emission; potential and actual soil contamination; waste
management; and product issues.
- Maintain awareness of current
environmental legislative requirements which are relevant to the
environmental impacts of your activities, products and
services.
- Exercise due diligence when
designing, manufacturing, and testing products to protect against
product defects that could harm the life, health or safety of
people or have an adverse impact on the environment.
- Adopt a Code of Business
Responsibility, or a similar policy or statement that covers:
adherence to local laws; anti bribery and corruption; and business
integrity (including improper payments, conflicts of interest,
fraud, competition, gifts and hospitality, and brand and
intellectual property protection).
- Have reasonable payment policies
covering your own suppliers and sub-contractors.
LUSAS
Anti-Bribery and Anti-Corruption Policy
 This
policy prohibits any inducement which results in a personal gain or
advantage to you or any person or body associated with you, and which
is intended to influence you to take action which may not be solely in
the interests of you, LUSAS, or of the person or body employing you or
whom you represent. It is
not meant to prohibit practices that are customary in a particular
market and are proportionate. Any
suspicion of bribery should be reported to LUSAS.
-
Not to directly or indirectly, offer or
give any gift, whether of cash or other inducement, to any person,
company or firm in
order to gain any commercial, contractual or regulatory advantage
in a way which is unethical or in order to gain any
personal advantage, pecuniary or otherwise.
-
Not to directly or indirectly, receive or
accept any gift, whether of cash or other inducement, from any
person, company or firm in connection with LUSAS’s products
Anti-Facilitation
of Tax Evasion
The
Company takes a zero-tolerance approach to tax evasion. You must not
engage in any form of facilitating tax evasion, whether under UK law
or under the law of any foreign country.
As of: 3 May 2021.
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