Code of Conduct
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.
The Code of Conduct is approved by the Board of Directors.
Foundation and legal compliance
The Code of Conduct is based on the 10 principles of the UN Global Compact and the main underlying conventions.
The Declaration of Human Rights, the International Labour Organization’s Declaration of Fundamental Principles and the Rights at Work, the Rio Declaration on Environment and Development and the UN Convention against corruption.
1. Respect and equality
Brimer Group employees shall strive for honesty, openness and a correct and good behavior towards Brimer Group's employees, customers, competitors, business associates and the authorities. The company and its employees must ensure that they do not contribute to human rights violations.
2. Integrity
Brimer Group has zero tolerance for corruption, theft, and the like, and works actively to ensure that this does not occur. Employees must be especially careful when using agents.
Through your work in Brimer Group, you shall not receive or seek to obtain benefits for yourself or related people that are inappropriate or that may in any other way harm Brimer Group's interests or reputation
3. Professional integrity
Brimer Group's employees must acknowledge their professional responsibility and carry out their work in a quality and professional manner, including sharing their knowledge with colleagues.
4. Legal compliances
Brimer Group and its employees must comply with laws, rules, regulations, and normal business culture in the countries in which they have ownership interests, have an established business connection to or are located in, in addition to Norwegian law.
If provisions in national and/or regional laws, regulations or rules in the country or countries of operation provide a more stringent position to the standards set forth in the Guideline, such legislation shall prevail.
In cases of conflict between this Guideline and a mandatory local regulation, the local regulation shall be given precedence. If the Guideline is more stringent than national legislation, the Guideline shall prevail.
5. Corporate social responsibility
Brimer Group's employees must show respect for the interplay between technology / professional practice and human values and contribute to openness about the consequences of technological / professional solutions for society, the environment, and the individual. A precautionary approach ought to be used in all work.
6. Health and Safety
Brimer Group works for a healthy work environment and safe and secure conduct according to internationally recognized health and safety management principles, practices and applicable legislations. Where hazards cannot be adequately controlled, workers are to be provided with appropriate, well-maintained, personal protective gear. Workers shall receive regular health and safety training. Workers shall not be disciplined for raising safety concerns.
7. Environment
Brimer Group employees shall always comply with environmental requirements, in addition to the company taking environmental responsibility related to the production, distribution and use of its products. Environmentally friendly and future-oriented methods, processes, products and raw materials shall be assessed throughout the value chain, and where reuse and recycling of products and residual materials are also included.
8. Personal behavior
Employees in Brimer Group shall contribute to Brimer Group having a good working environment characterized by equality, diversity, openness, and tolerance.
9. Freedom of Association & Right to collective Bargaining
Brimer Group recognizes that employees are entitled to be – or refrain from being – union members 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 work situation.
10. Harassment & discrimination
Brimer Group prohibits harassment of colleagues, stakeholders, management, customers, suppliers, and others you as an employee relate to, based on nationality, age, gender, ethnicity, religion, functional impairment, sexual orientation or gender identity, including modern slavery, forced labor and child labor.
11. Drugs and alcohol
There is zero tolerance for the use of drugs or alcohol during working hours, and under no circumstances should you be affected by drug or alcohol in connection with work for Brimer Group. The exception is on special occasions where alcoholic beverages are served, this is only in agreement with your manager.
12. Whistleblowing
Brimer Group wants an open corporate culture where it is accepted to raise concerns and raise deviances. It is the responsibility of all employes to report any suspicion of deviance with risk of violation of the Code of Conduct or explicit in-compliance immediately so that the issue can be addressed. Deviances can be reported threw the companies external whistleblowing channel, MyVoice.
13. Confidentiality
Brimer Group AS employees treat sensitive information with care and loyalty, including information given by third party. The duty of confidentiality applies even after the termination of employment.
The duty of confidentiality in work regulations, employment contracts or job descriptions does not prevent you from informing your superior if you become aware of breaches of regulations, laws or regulations prepared by the authorities. This also applies to breaches of internal guidelines, regulations or conditions that may damage Brimer Group's reputation or trust.
14. Company's assets
Brimer Group's equipment and assets, including computer equipment and office supplies, shall mainly be used 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, transfer mispricing, tax evasion or tax avoidance, market distortion, conflict of interest and unfair competition.
Brimer Group employees shall not demand or receive personal compensation for their services. One says no to gifts or other benefits that can be perceived as undue benefits based on the employment relationship. Receipt of gifts must be clarified with the immediate manager.
Employees at Brimer Group shall only participate in tours and events arranged by suppliers and business associates when the event / tour has professional justification or provides business opportunities.
16. IT
There is zero tolerance for using 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 clarified with your immediate manager if it is not of a personal nature and in line with these guidelines.
It is expected that the employee, through his activity on social media, does not put Brimer Group in a bad light and that the Code of Conduct are followed. Publication of photos and/or mention of company or customer shall not occur.
18. Supplier Code of Conduct
The Company has a separate Supplier Code of Conduct stipulating requirements on suppliers concerning human rights, labor rights, environment and anti-corruption
19. GDPR
Brimer Group shall process and store all personal data in accordance with applicable rules, including the EU General Data Protection Regulation (GDPR).
20. Violation
Any violation of Brimer Group's Code of Conduct may result in disciplinary measures, including termination of employment.
