Ethical guidelines and values at Vitek Miljø
Tertnes Holding is a group comprising several affiliated companies, including Vitek Miljø. These companies are primarily based in Western Norway. All companies aim to meet the specific expectations placed on each individual business. This includes the quality of the services and products provided, how the environment is safeguarded, and, not least, the well-being of all employees. Consistently sound decisions and actions are central to our approach. In this context, we have drawn up ethical guidelines to help TH and its companies make the right choices, so that we maintain a consistently strong relationship of trust with those around us and preserve our good reputation. Creating a common platform helps to align our understanding of what the fundamental ethical principles should entail, which will ultimately result in a strong overall corporate culture. The Code of Ethics also sets out what our employees, business partners and the wider community can expect from us at all levels – from the company as a whole down to each individual employee. Our Code of Ethics is something we must all be mindful of and actively work with at all times. To ensure continuous improvement, employees are encouraged to ask questions about the content, and arrangements are in place to facilitate relevant discussions with both colleagues and managers. It is equally important to foster a culture where issues are always raised if something is not in line with these principles.
Values
Our companies aim to create value for our owners, but also for the society of which we are a part. We recognise the importance of making a positive contribution to our local environment and our wider community. This will be achieved by fostering sustainable development through awareness-raising, working methods and organisational structure. We are entirely dependent on employees who are cooperative, proactive, solution-oriented, positive and determined, as well as those who take pride in and are inspired by the team spirit fostered by the collaboration between our companies. We aim to provide a pleasant working environment with stable jobs, safe working conditions and good terms and conditions for our staff. We want everyone to enjoy their workplace – where they spend a large part of their day – and for it to be a pleasant social setting for those concerned. A good working environment has a positive knock-on effect on employees’ performance in terms of their personal commitment and the quality of their work, and this is absolutely essential if we are to meet our customers’ expectations. We take responsibility for ensuring that none of our staff have to work in an unfavourable mental or physical working environment, and we will therefore always do our utmost to focus on, identify and improve in these areas, as part of ensuring that everyone feels as comfortable as possible at work. Everyone should be just as healthy when they go home as when they arrived at work! We must also ensure that the working environment at our suppliers – of both products and services – is satisfactory. We aim not only to have a positive impact within the company, but also on the wider community. We also recognise the importance of being involved in the local community and contributing to local value creation. Our companies have environmental factors that have a real impact on the environment, and we work actively and collectively to constantly find the best solutions for providing services that minimise our environmental footprint.
Human rights
Human rights are fundamental rights to which everyone is entitled, regardless of race, colour, gender, language, religion or political opinion. Companies must comply with Norwegian legislation and the UN Guiding Principles on Business and Human Rights. We shall respect the dignity, privacy and personal rights of our employees and other people. We shall work to ensure that our business partners also comply with these principles.
Working standards
Companies must comply with Norwegian health and safety legislation and international standards on ethical labour practices. This includes, amongst other things, freedom of association, the right to collective bargaining, voluntary employment, protection against child labour and discrimination, and fair pay and working conditions. We shall not use inappropriate methods of disciplinary action.
Undeclared work
The companies have a zero-tolerance policy towards «undeclared work». No one within the companies is permitted to carry out «undeclared work».
This could have consequences for the employee’s employment status.
Environment
Companies must comply with national and international environmental standards. We must adhere to the «precautionary» principle in relation to pollution, emissions and other environmental and climate challenges. We must, to the extent that we are able, promote climate- and environmentally-friendly technology.
Ethics in business relations
Corruption, bribery, fraud or any other form of illegal business activity is not tolerated within the companies. We shall not offer or accept any form of undue advantage with the intention of securing business or personal gain. We shall not engage in illegal price-fixing with other firms, and we reject all forms of money laundering. This also applies when we are carrying out work on behalf of our clients.
Staff
Our employees have a personal responsibility to ensure that their work is carried out in accordance with our ethical principles and those of our clients. They must not hold an ownership interest in competing businesses, clients or suppliers. They must not disclose trade secrets relating to their own companies or those of our clients.
Drugs
It is not acceptable to turn up for work whilst under the influence of drugs or alcohol, either on the company’s premises or whilst on assignment with our clients. This also applies to the consumption of intoxicating substances during working hours. Employees must not use intoxicating substances outside working hours in a way that results in absence from work, failure to perform their duties satisfactorily, or a failure to meet safety and quality requirements.
At work-related events where alcohol is served, this should be done responsibly and in moderation.
Integrity and confidentiality
Customer, company and personal data must be processed in such a way as to protect the integrity and confidentiality of the data.
Relationships with customers and suppliers
Employees must behave politely and appropriately towards the company’s customers and suppliers. Employees must not seek financial benefits, either directly or indirectly, from persons with whom they come into contact on behalf of the company. No one shall give or accept gifts or tokens of appreciation where the intention or perception on the part of the recipient or giver could give rise to suspicion of a desire for a favour in return.
Breaches of our ethical guidelines
Breaches of our guidelines may result in disciplinary action.
Suppliers and partners
We also expect our suppliers and other business partners to work purposefully and systematically to ensure compliance with our ethical guidelines. Should serious breaches be uncovered, this may have consequences for our working relationship. It is the companies themselves that carry out assessments of their own suppliers and other business partners. Particular focus is placed on human rights, pay conditions, corruption and the environment. Please refer to the Transparency Act and each company’s due diligence assessment.
Compliance
Employees are expected to take personal responsibility for complying with the ethical guidelines, as well as with national and international laws and regulations relevant to their individual role within the company. The guidelines apply during working hours, at events organised by the companies and in situations where the individual participates or acts on behalf of the companies. When on business travel, the guidelines also apply outside working hours. They also apply to relationships between colleagues outside working hours.
The manager of each company is responsible for ensuring that staff are fully familiar with the code of ethics.
Any questions regarding the ethical guidelines should be addressed to your line manager or HR.
Whistleblowing and the prohibition of retaliation
Our aim is to foster an open culture and an environment that encourages free speech, in order, amongst other things, to create and maintain a culture of asking questions – including questions about matters that may be open to criticism. This may, for example, relate to breaches of laws, ethical standards or internal guidelines. It is important that everyone adheres to the ethical guidelines, and everyone has a responsibility to prevent and report breaches. Breaches and potential breaches of the ethical guidelines must be reported to the immediate line manager or in accordance with the whistleblowing guidelines, which have been drawn up to facilitate whistleblowing. This is described in each company’s HR system under »Reporting of reprehensible conduct». Retaliation against employees who report such matters is prohibited, and employees who, in good faith, report possible breaches of the Code of Ethics must be confident that no adverse action, practice or omission will be taken as a consequence of or in response to their report.
The manager of each company is responsible for ensuring that staff are fully familiar with the code of ethics.
Any questions regarding the ethical guidelines should be addressed to your line manager or HR.