Multisac and EFIBCA Code of Conduct for the Flexible Intermediate Bulk Container Industry
Edition 2.0, April 1, 2019
Preamble
EFIBCA member companies are committed to their social and environmental responsibility within the framework of their business activity (Corporate Social Responsibility).
This EFIBCA Code of Conduct (CoC) is a voluntary agreement, through which member companies wish to ensure in particular the observance of the globally recognized principles of ethical and moral behavior, as well as the standards of appropriate business conduct in the areas of competition and antitrust law. (compliance). All of this also involves promoting good treatment and fostering fair and sustainable relationships with suppliers and customers, as well as with the company’s staff.
Companies that recognize the CoC regularly inform their company staff about the ethical objectives and behavioral principles of this code of conduct. Furthermore, they aim to ensure that their business partners also accept these standards.
The EFIBCA Code of Conduct is designed as a negotiated agreement. The certification of participating companies is carried out by the EFIBCA secretariat.
I.- General provisions
I.1. Scope
This CoC is valid for all the company’s branches and production sites.
I.2. Laws, standards and ethical conduct
The company adheres to the applicable laws and standards of the respective countries in which it operates. It is guided by general ethical values and principles, especially integrity, righteousness, and human dignity.
I.3. Business partners, authorities and consumers
The company acts in accordance with generally recognized business practices of fairness and honesty. Deal truthfully with the authorities. The rules that protect consumers are respected.
I.4. Trade secrets
Trade secrets of business partners will be treated as strictly confidential by the companies and their members. It is prohibited to transmit confidential information to third parties or make this information available to the public. This remains the case for company members even after employment with the company has been terminated.
II.- Requirements of antitrust and competition laws
II.1. Antitrust law
The company is committed to fair competition. Laws protecting fair competition, particularly antitrust law and other laws regulating competition, are followed.
Collusion on prices or other conditions, sales areas or clients, as well as misuse of market power, contradicts the company’s principles.
II.2. Bribery, bribery and corruption
The company opposes bribery and corruption and does not tolerate such behavior.
Employees must be careful not to create dependencies or personal obligations toward customers or suppliers. In particular, employees may not accept or give gifts that, under reasonable contemplation, could influence business decisions.
In case gifts are part of the custom of a country, it is important to note that no binding dependencies are created and local legal regulations are followed.
Failure to comply with this rule would have legal consequences.
III.- Global conventions
III.1. Human Rights
Internationally recognized human rights1 are explicitly and consistently supported.
Likewise, in the case of disciplinary measures, all company personnel must be treated with dignity and respect. Such measures should only be carried out in accordance with current national and international standards and internationally recognized human rights. (1)
III.2. child labor
Child labor and any form of exploitation of children and adolescents is rejected. All laws related to this must be complied with. (2)
III.3. Forced labor
Any type of forced labor, debt bondage, slave labor or slavery or similar situations is rejected. Company members must not be forced to work through means of violence or intimidation, either directly or indirectly. (3)
III.4. Salaries
All full-time employees will receive a fair wage that covers at least their basic needs. Salaries should be paid in a convenient manner (cash, check, bank transfer) and payroll accounting should be available to the extent reasonable. (4) The right of employees to freedom of association, freedom of assembly and collective bargaining to the extent that this is legally permissible and possible in each country, will be respected. (5)
III.5. Work hours
Working hours correspond to applicable national laws, industry standards or relevant ILO conventions. Extra work has to be done voluntarily. (6)
III.6. Health and employment protection
National and international standards are met to ensure safety and health at work. Relevant systems will be established to avoid health and safety risks. (7)
III.7. Environmental Protection
The company adheres to sustainable environmental protection goals. In this context, environmentally friendly production methods are sought. In accordance with the principles of the United Nations Rio Declaration on Environment and Development (8), the company treats natural resources responsibly.
IV.- Ethical and social principles
IV.1. No discrimination
The company opposes discrimination in employment or occupation, in particular discrimination based on race, ethnic or national origin, skin color, gender or mental and physical disability, age, creed, union membership or any other personal characteristic. . (9)
IV.2. Abuse
The company disapproves of physical, psychological or sexual violence.
IV.3. Freedom of opinion
The right to freedom of opinion and free expression of opinion is guaranteed.
IV.4. Privacy
Privacy is respected.
V.- Observance of the Code of Conduct
V.1. Measures
The company presents the Code of Conduct to the members of the company in an appropriate manner and with a specific periodicity, and ensures its compliance..
V.2. Certification
A requirement for certification is a periodic survey of members conducted every two years as part of self-disclosure.
Certified companies will be able to appropriately go public through EFIBCA. Participating companies acquire the right to use the EFIBCA logo for the Code of Conduct.
If companies do not comply or fail to comply with the certification requirements, their certification will be withdrawn.
(1) General Declaration of Human Rights – UN-Doc. 217, UN Human Rights Charter.
(2) See. ILO Conventions 138 and 182
(3) See. ILO Conventions 29 and 105
(4) See ILO Conventions 26 and 131
(5) See ILO Conventions 87 of 1948 and 98 of 1949
(6) See ILO Conventions 1 and 14
(7) See ILO Convention 155
(8) 27 principles of the Rio Declaration on Environment and Development, decided
(9) See ILO Conventions 100, 111, 158 and 159
Multisac and EFIBCA Code of Conduct for the Flexible Intermediate Bulk Container Industry
Edition 2.0, dated 1 April 2019
Preamble
The member companies of EFIBCA are committed to their social and environmental responsibility within the framework of their entrepreneurial activity (Corporate Social Responsibility).
The present EFIBCA Code of Conduct (CoC) is a voluntary agreement, through which member companies wish to guarantee particularly the observance of globally recognized principles of ethical and moral behavior as well as the standards of proper business conduct in the areas of competition and antitrust law (compliance). This also means promoting fair and sustainable standards dealing with suppliers and customers as well as own company personnel.
The companies recognising the CoC regularly inform their company personnel on the ethical aims and behaviour principles of this code of conduct. Moreover, they aim for business partners to also accept these standards.
The EFIBCA Code of Conduct is designed as a negotiated agreement. The certification of participating companies is carried out by the EFIBCA secretariat.
I.-General provisions
I.1. Scope
This CoC is valid for all branches and production sites of the company.
I.2. Laws, standards and ethic behaviour
The company adheres to the valid laws and standards of the respective countries it is active in. It takes guidance from general ethic values and principles, especially integrity, righteousness as well as human dignity.
I.3. Business partners, authorities and consumers
The company practices according to the generally recognized business practices of fairness and honesty. It deals truthfully with authorities. Standards protecting consumers are adhered to.
I.4. Trade secrets
Trade secrets of business partners will be treated strictly confidentially by companies and their members. Passing on confidential information to third parties or making this information publicly available is forbidden. This continues to be the case for company members even after the employment has been terminated.
II.- Antitrust and competition law requirements
II.1. Antitrust law
The company is committed to a fair competition. Laws protecting fair competition, particularly antitrust law and other competition regulating laws, are adhered to.
Collusion on prices or other conditions, sales areas or customers as well a misuse of market power contradict the principles of the company.
II.2. Bribery, bribability and corruption
The company opposes bribery and corruption and does not tolerate such behavior.
The employees are to take care not to create personal dependencies or obligations towards customers or suppliers. In particular, employees are not allowed to accept or make gifts which, under reasonable contemplation, could influence business decisions.
In case gifts are part of a country’s custom, it is important to note that no binding dependencies are created and local legal standards are adhered to.
Contravention will routinely have legal consequences.
III.- Global conventions
III.1. Human Rights
Internationally recognised human rights1 are supported explicitly and consistently.
Equally, in the case of disciplinary measures, all company personnel are to be treated with dignity and respect. Such measures must only take place in accordance with the current national and international standards and internationally recognised human rights. (1)
III.2. Child Labour
Child labour and any kind of exploitation of children and adolescents is rejected. The corresponding laws are adhered to. (2)
III.3. Forced labour
Any kind of forced labor, debt bondage, slave work slavery, or similar situations are rejected. Company members must not be forced to work through means of violence or intimidation, neither directly nor indirectly. (3)
III.4. Wages
All employees in full time employment shall receive a fair salary covering at least their basic needs. The wages are to be paid in a practical way (cash, cheque, bank transfer) and payroll accounting has to be made available to a reasonable extent. (4) The right of employees to freedom of association, freedom of assembly and collective bargaining in as far as this is legally admissible and possible in the respective country, shall be respected. (5)
III.5. Working hours
Working hours correspond to valid national laws, industry standards or relevant ILO conventions. Extra work has to be done on a voluntarily basis. (6)
III.6. Health and employment protection
The national and international regulations for securing health and safety at work are adhered to. Relevant systems to avoid risks for health and safety are to be set up. (7)
III.7. Environmental protection
The company adheres to the goals of sustainable environmental protection. Environmentally friendly production methods are aimed for in this context. In accordance with the principles of the Rio Declaration on Environment and Development of the United Nations (8), the company deals responsibly with natural resources.
IV.- Ethical and social principles
IV.1. Non-discrimination
The company opposes discrimination on employment or occupation, in particular a discrimination because of race, ethic or national origins, colour of skin, gender, or mental and physical disability, age, creed, membership of a trade union or any other personal traits. (9)
IV.2. Molestation
The company disapproves of physical, psychological or sexual violence.
IV.3. Freedom of opinion
The right to freedom of opinion and free expression of opinion is warranted.
IV.4. Privacy
Privacy is respected.
V.- Observance of the Code of Conduct
V.1. Measures
The company presents the Code of Conduct to company members in a suitable form and given intervals, and ensures that it is adhered to.
V.2. Certification
A requirement for the certification is a regular survey of members taken every two years within the framework of self-disclosure.
The certified companies can be made public in an appropriate way through EFIBCA. The participating companies acquire the right to use the EFIBCA logo for the Code of Conduct.
If the companies do not fulfil or cease to fulfil the certification requirements, the certification will be withdrawn.
(1) General Declaration of Human Rights – UN-Doc. 217, UN Human Rights Charter.
(2) See. ILO Conventions 138 and 182
(3) See. ILO Conventions 29 and 105
(4) See ILO Conventions 26 and 131
(5) See ILO Conventions 87 of 1948 and 98 of 1949
(6) See ILO Conventions 1 and 14
(7) See ILO Convention 155
(8) 27 principles of the Rio Declaration on Environment and Development
(9) See ILO Conventions 100, 111, 158 and 159