This Code of Conduct has been developed for the purpose of protecting human rights, promoting fair employment conditions, safe working conditions, responsible management of environmental issues, and high ethical standards.
In addition to compliance with all relevant laws, regulations and standards in all of the countries in which they operate, all Galooli Units, companies and employees should comply with the Code of Conduct even if it stipulates a higher standard than required by national laws or regulations.
Galooli requires suppliers and their subcontractors to comply with the Code of Conduct, or similar standards, and to verify compliance by providing information and allowing access to their premises. Galooli is committed to engaging its suppliers to ensure continuous and measurable improvements over time.
Galooli supports the United Nations Global Compact initiative. In order to make this commitment clear to employees, suppliers, customers and other stakeholders, the Code of Conduct is based on the Global Compact´s ten principles and will be publicly available. We are also committed to implement the United Nations Guiding Principles on Business and Human Rights throughout our business operations.
We are aware of the specific challenges to certain human rights issues in the Networked Society, such as the right of freedom of expression and the right to privacy, as well as the impacts on other rights arising from potential misuse of technology, and we work actively to minimize any such risks and challenges.
Privacy and security are important elements in products and services delivered by Galooli, and we align our product and business processes to ensure that human rights aspects of privacy and freedom of expression are respected throughout the operations of our products and services.
We firmly believe that information and communication technology promotes greater transparency and enables many fundamental human rights, such as the right to health, education, freedom of assembly, and freedom of expression.
The Code of Conduct will be applied throughout the company´s operations, including in the production, supply, sales and support of Galooli products and services worldwide, as well as by Galooli suppliers through contractual agreement.
We respect all internationally proclaimed human rights, including the International Bill of Human Rights and the principles concerning fundamental rights set out in the International Labour Organization´s Declaration on Fundamental Principles and Rights at Work. We strive to ensure that we are not complicit in human rights abuses. We should, in all contexts, seek ways to honour the principles of internationally recognized human rights, even when faced with conflicting requirements.
We are also committed to implementing the United Nations Guiding Principles on Business and Human Rights throughout our business operations.
Forced labour avoidance – Forced, bonded or compulsory labour will not be used and employees will be free to leave their employment after reasonable notice as required by applicable law or contract. Employees should not be required to lodge deposits of money or identity papers with their employer.
Fair employment conditions – Employees should understand their employment conditions. Pay and terms will be fair and reasonable and comply at a minimum with applicable laws or industry standards, whichever is higher.
Working hours should comply with applicable laws.
Absent exceptional circumstances, personnel will be provided with at least one day off in every seven-day period. One day off will be interpreted as at least twenty four consecutive hours.
Deduction from wages as a disciplinary measure will not be permitted.
Corporal punishment, physical or verbal abuse or other unlawful harassment and any threats or other forms of intimidation will be prohibited.
Child labour avoidance – No person should be employed who is below the minimum legal age for employment. Minimum age is the age of completion of compulsory schooling, or not less than 15 years or not less than 14 years, in countries where educational facilities are insufficiently developed.
Children will not be employed for any hazardous work, or work that is inconsistent with the child’s personal development. A child means a person below the age of 18 years. Personal development includes a child’s health or physical, mental, spiritual, moral or social development.
Where a child is employed, the best interests of the child will be the primary consideration. Should any child be found to be performing child labour, policies and programs should be contributed to, supported, or developed.
Elimination of discrimination – All employees should be treated with respect and dignity.
All kinds of discrimination based on partiality or prejudice is prohibited, such as discrimination based on race, colour, gender, sexual orientation, marital status, pregnancy, parental status, religion, political opinion, nationality, ethnic background, social origin, social status, indigenous status, disability, age, union membership and any other characteristic protected by local law, as applicable.
Fair Working Conditions – A healthy and safe working environment and, if applicable, housing facilities will be provided for employees, in accordance with international standards and national laws.
Appropriate health and safety information and training will be provided to employees including, but not limited to, arrangements for safe evacuations of buildings and correct handling and marking of chemicals and machinery.
We should strive to develop, produce and offer products and services with excellent sustainability performance and contribute to the sustainable development of society.
We should strive to continuously improve, with a life cycle perspective, the environmental performance of our products. We will work to continuously reduce the negative impact of our own operations and take a precautionary approach to environmental challenges.
We will use appropriate methodologies to determine significant issues and aspects, for setting and reviewing objectives and targets, and as a basis for communicating sustainability performance of our operations, products and services.
No form of extortion and bribery, including improper offers for payments to or from individuals performing work for Galooli, or organizations, will be tolerated.
The Code of Conduct is applicable to all Galooli operations and to any party that contributes to Galooli products, services and other business activities (“Supplier”).
Galooli requires the Supplier and its subcontractors to comply with the Code of Conduct, or equivalent standards which may request higher standards than required by applicable laws.
Upon request, a Supplier must, by way of providing information and/or allowing access to premises to Galooli or its representative, verify to Galooli’s reasonable satisfaction, that the Supplier and its subcontractors comply with the Code of Conduct.
The Responsible Sourcing Program ensures high standards in the supply chain in terms of Galooli requirements in the areas of labor, environment, human rights and anticorruption, which are valid for all suppliers. The program uses a risk based approach to ensure effective management of the environmental and social impacts by implementing supplier risk analysis, regular supplier audits, assessments, performance benchmarking and other activities which ensure compliance with the Galooli Code of Conduct and Code of Business Ethics.
It is the responsibility of the Supplier to ensure that its employees and subcontractors are informed about and comply with the Code of Conduct.
The supplier will inform Galooli if they discover a breach of the Code of Conduct in their own operations.
The Code of Conduct includes, as applicable, specific requirements for Suppliers related to Occupational Health and Safety, and Environment.
No form of harassment is acceptable in our workplace.
Galooli seeks to provide a work environment that is free from harassment of any kind and/or any other offensive or disrespectful conduct.
Our company complies with all country and local laws prohibiting harassment, and our Code prohibits harassment in the workplace. Harassment includes unwelcome verbal, visual, physical or other conduct of any kind that creates an intimidating, offensive or hostile work environment.
While the legal definition of harassment may vary by jurisdiction, we consider the following non-exhaustive list to be unacceptable behavior:
Offensive language or jokes
Racial, ethnic, gender or religious slurs
Intimidating or threatening behavior
Showing hostility towards others because of individual characteristics
As sexual harassment is particularly important, so it is essential for everyone to understand the definition of it:
Sexual harassment may consist of verbal, visual or physical conduct of a sexual nature that is unwelcome or that makes someone feel uncomfortable. It can take many forms, such as:
Sexual advances, requests for sexual favours or unwelcome demands for dates
Sexually oriented jokes, pictures, text or email messages
Explicit or degrading comments about appearance
Display of sexually suggestive pictures or pornography