Corporate social responsibility

Scope

The Code of Conduct applies to Brimer Group's employees and workers, including consultants, regardless of employment type, contract and position and shall form the basis for all professional practice, regardless of where one practices their profession. The Code of Conduct for Brimer Group shall also be reflected in employment contracts and job descriptions

Suppliers and business associates should be aware of the content of this document and that breaches of the policy may result in exclusion.

Suppliers and business partners shall be made aware of the contents of this document and that violation of the Code may lead to exclusion.

Test

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Foundation and legal compliance

The ethical guidelines are based on the 10 principles of the UN Global Compact and the most important underlying conventions: the Universal Declaration of Human Rights, the International Labour Organization's Declaration on Fundamental Principles and Rights at Work, the Rio Declaration on Environment and Development and the UN Convention against Corruption.

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1. respect and equality

Employees in Brimer The Group shall strive for honesty, openness and correct and good conduct towards Brimer Group's employees, customers, competitors, business partners and authorities. The company and employees must ensure that they do not contribute to human rights violations.

2. Integrity

Brimer The Group has a zero tolerance policy for corruption, theft, etc. and works actively to ensure that this does not occur. Employees must be particularly careful when using agents.

You are not going to review your work in Brimer Group receive or seek to obtain benefits for yourself or related persons that are inappropriate or otherwise likely to harm Brimer Group's interests or reputation.

3. professional integrity

Brimer Group's employees must acknowledge their professional responsibility and perform their work in a quality and professionally sound manner, including sharing their knowledge with colleagues.

4. Legal compliance

Brimer Group and its employees must follow laws, rules, regulations and normal business culture in the countries in which it has ownership interests, has an established business connection with or is located, in addition to Norwegian law.

If provisions in national and/or regional laws, regulations or rules in the country or countries where one operates have a stricter approach to the standards set out in the guideline, such legislation shall prevail.

In cases of conflict between this guideline and a mandatory local regulation, the local regulation shall prevail. If the guideline is more stringent than national law, the guideline shall prevail.

5. Social responsibility

Employees in Brimer Group shall always comply with legal environmental requirements, in addition to the company taking environmental responsibility related to the manufacture, distribution and use of its products. Environmentally friendly and future-oriented methods, processes, products and raw materials shall be considered throughout the value chain, and where reuse and recycling of products and residual materials are also included in this.

6. Health and safety

Brimer The Group is committed to a healthy working environment, safe and secure conduct in accordance with internationally recognized health and safety management principles, practices and applicable legislation. Where hazards cannot be adequately controlled, workers shall be provided with appropriate, well-maintained personal protective equipment. Workers shall receive regular health and safety training. Workers shall not be disciplined for raising safety concerns.

7. Environment

8. Personal behavior

Employees in Brimer Group will contribute to Brimer Group has a good working environment characterized by equality, diversity, openness and tolerance.

9. Freedom of association and the right to collective bargaining

Brimer The Group recognizes that employees have the right to be – or not to be – members of a trade union and to be represented in collective bargaining agreements. In countries where these rights are restricted, we will provide our employees with opportunities to influence their employment situation.

10. Harassment and discrimination

Brimer Group prohibits harassment of colleagues, stakeholders, management, customers, suppliers and others you as an employee deal with, on the basis of nationality, age, gender, ethnicity, religion, disability, sexual orientation or gender identity, including modern slavery, forced labor and child labor.

11. Drugs

There is zero tolerance for the use of drugs during working hours, and under no circumstances should one be under the influence of drugs while working for Brimer Group. The exception is on special occasions where alcoholic beverages are served, this only by agreement with the immediate manager.

12. Notification

Brimer Group wants an open corporate culture where it is acceptable to raise concerns and raise criticism. It is the responsibility of all employees to report any suspected deviations with a risk of violating the ethical guidelines or explicit non-compliance immediately so that the problem can be resolved. Deviations can be reported to the company's external reporting channel: MittVarsel - Internal

13. Confidentiality

Employees in Brimer Group AS treats sensitive information with care and loyalty, including information provided by third parties. The duty of confidentiality applies even after the employment relationship has ended.

Confidentiality obligations in work regulations, employment contracts or job descriptions do not prevent you from informing your superior if you become aware of violations of regulations, laws or rules drawn up by authorities. This also applies to violations of internal guidelines, provisions or conditions that may harm Brimer Group reputation or trust.

14. Company assets

Brimer Group's equipment and assets, including computer equipment and office supplies, shall be used primarily for work-related purposes, unless otherwise agreed in writing.

15. Anti-corruption and business ethics

Corruption includes, but is not limited to, bribery, extortion, facilitation payments, nepotism and cronyism, fraud, money laundering, mispricing, tax evasion or tax evasion, market distortion, conflicts of interest, and unfair competition.

Employees in Brimer Group shall not demand or receive personal compensation for its services. Gifts or other benefits that could be perceived as improper benefits based on the employment relationship are rejected. The receipt of gifts must be clarified with the immediate manager.

Employees in Brimer Group shall only participate in trips and events arranged by suppliers and business associates when the event/trip has a professional justification or provides business opportunities.

16. IT

There is zero tolerance for the use of the internet to commit criminal acts, including downloading illegal and offensive data, distributing offensive or insulting messages or materials.

17. Media

All communication on behalf of the company to the media must be cleared with your immediate manager, as long as it is not of a personal nature and in line with these guidelines.

It is expected that the employee, through their activity on social media, does not Brimer Group in a bad light and that the ethical guidelines are followed. Publication of images and/or mention of the company or customer should not occur.

18. Suppliers - Code of Conduct

The company has its own ethical guidelines for suppliers that set requirements for suppliers regarding human rights, labor rights, the environment and anti-corruption.

19. GDPR

Brimer Group shall process and store all personal data in accordance with applicable regulations, including the EU General Data Protection Regulation (GDPR).

20. Violation

Violation of Brimer Group's ethical guidelines may result in disciplinary action, including termination.