About us | Skandro

Code of Conduct

Context and foundation

• Our Code of Conduct applies to all individuals associated with our organization, including employees, suppliers, and outlining fundamental expectations and are hereafter appointed as partners. By abiding by this code, partners actively support the establishment of a responsible and sustainable supply chain.
• Skandro's Board of Directors has appointed the CEO as responsible for implementing and ensuring compliance with the Code of Conduct. To support implementation, there are policies and rules that all Skandro employees should be familiar with.
• Partners who sign agreements with Skandro must also be responsible for implementing and monitoring compliance with Skandro's Code of Conduct in the partner's organization.
• Should any conflict arise between the provisions of this Code of Conduct and a mandatory local regulation, the local regulation will be given priority.
• The foundation of our Code of Conduct is rooted in international frameworks, including the UN Declaration of Human Rights, UN Global Compact, ILO Principles of Rights at Work, and OECD Guidelines for Multinational Enterprises.

Compliance with and follow-up of the Code of Conduct

Requirements

• Partners must agree to undergo an audit or review process to evaluate adherence to this Code of Conduct. Audits may be carried out either by Skandro or a third-party partner.
• It is crucial to emphasize that our primary objective is collaborative engagement with partners to rectify non-compliance and encourage positive transformation. However, if a partner persistently neglects to address issues of non-compliance or engages in severe violations of the code, we retain the right to terminate the business relationship.

Incentives

• We encourage the implementation of whistle-blower protection measures among our partners, fostering an environment where individuals can report violations and unethical behavior without fear of retaliation.
• It is our expectation that partners promptly report any observed or suspected violations of the Code of Conduct to Skandro. This includes instances of unethical behavior, misconduct, or actions contrary to the principles and standards outlined in the code.
• We advocate for partners to ensure that their own partners adhere to the principles set forth in this Code of Conduct.
• Partners are encouraged to establish and execute due diligence processes to identify and address any risks related to the environment, human rights, and corruption within their supply chain.
• We encourage the establishment of a management system encompassing quality, environmental considerations, and social responsibility among our partners. Partners should be actively pursuing sustainability goals and be capable of demonstrating tangible results.

Business Ethics

Requirements

• Partners are obligated to endorse fair competition and abstain from participating in anti-competitive practices.
• Partners must show due respect for the intellectual property rights and confidential information of the company and its stakeholders, as well as individual persons.
• Partners are strictly prohibited from engaging in or tolerating any form of corruption, money laundering or bribery.
• Partners shall avoid conflicts of interest that may compromise the credibility of Skandro, and or the relationship between the partner and Skandro.
• All business transactions should be fully and accurately recorded in accordance with agreed accounting principles and applicable laws and regulations.
• Partners should adhere to compliance with Data protection and data security policy legislations.
• Partners shall comply with relevant economic and trade sanctions laws and regulations and export controls in all jurisdictions in which it operates.

Incentives

• Partners are expected to establish effective internal structures to prevent corruption.
• We expect Partners to develop, implement, and maintain effective methods and processes appropriate to their products to minimize the risk of counterfeit parts and materials being delivered.

Human rights

Requirements

• Partners are strictly prohibited from engaging in or supporting any form of forced labor, including slavery, human trafficking, or involuntary servitude.
• Partners must uphold and respect the rights of indigenous peoples in their operations and those of their subcontractors.
• The use of child labor at any stage of operations is strictly prohibited. The minimum working age is established as the age of completing compulsory school, but it should never be less than 15 years.
• Partners are obligated to prohibit the use of any form of physical or psychological punishment as disciplinary measures against their employees.
• Partners must conform to applicable laws and regulations regarding disciplinary measures, ensuring that any actions taken are lawful, fair, and proportionate to the offense committed.
• If engaging private or public security forces or other security personnel these must operate within the bounds of applicable laws and regulations, respecting and upholding the human rights of all individuals.
• Partners are required to provide employees with fair wages that meet or exceed applicable legal requirements or industry standards.
• Wages must always be paid to the employee, working hours and the minimum wage must comply with national legislation.
• All overtime must be voluntary and used responsibly, not as a replacement for regular employment.
• Young employees between the ages of 15 and 18 shall not be subjected to work that poses a risk to their physical or mental health, safety, or morals.

Incentives

• We anticipate that wages should be adequate to meet the fundamental needs of employees and their families, covering essential expenses such as food, housing, h Land Grabbing
• We anticipate our partners comply with the prohibition of unlawful eviction and the prohibition of unlawful taking of land, forests, and waters.

Labor rights

Requirements

• Partners must provide comprehensive insurance coverage for their employees, ensuring their well-being and protection against unforeseen circumstances.
• Working hours should be reasonable, complying with applicable laws and regulations regarding maximum working hours, rest periods, and breaks. Employees should not be subjected to excessive or forced overtime, and they should have the right to regular time off and rest.
• Employees must have the freedom to terminate their employment voluntarily, without fear of retaliation or adverse consequences.
• Partners are prohibited from confiscating or retaining any personal identification documents, such as passports or identification cards, belonging to their employees.
• All employees must be provided with a written employment contract outlining their rights, responsibilities, and terms of employment. This includes details of working hours, compensation, leave entitlements, and overtime arrangements.

Incentives

• We anticipate that our partners will respect and acknowledge the freedom of employees to join or form trade unions, engage in collective bargaining, and participate in other lawful activities related to labor rights.

Equal treatment and diversity

Requirements

• Partners are strictly prohibited from accepting or participating in any form of discrimination based on race, color, gender, religion, nationality, age, disability, sexual orientation, or any other protected characteristic.
• Partners are required to promote principles of gender equality, ensuring equal opportunities and fair treatment for all employees, regardless of their gender identity.

Incentives

• We encourage our partners to actively prioritize diversity and inclusion within their workforce, recognizing the inherent value that a diverse range of backgrounds, perspectives, and experiences brings to the workplace.

Freedom of Association and Collective Bargaining

We expect our partners to respect legal rights:

• Of workers to form unions in a free and democratic way.
• Of workers' right to bargain collectively.

In situations where the right to freedom of association and collective bargaining is restricted by applicable laws and regulations, it is expected to allow alternate forms of worker representations.

Environment

Requirements

• Partners are required to adhere to all relevant environmental laws, permits, regulations, and standards in the jurisdictions where they conduct operations.
• Partners are expected to actively pursue continuous improvement in their environmental performance and explore innovative solutions to minimize their environmental footprint.

Incentives

• We encourage our partners to adopt measures that enhance energy efficiency and decrease greenhouse gas emissions in their operations.
• We encourage our partners to actively contribute to the sustainable use of resources by promoting practices such as reuse, recycling, and the establishment of circular flows for materials as well as care for the biodiversity.
• Partners are encouraged to disclose pertinent environmental data, including emissions factors, waste generation, and resource consumption, to Skandro.

Health and safety

Requirements

• Partners must prioritize the health, safety, and well-being of their employees, striving for a work environment that is safe and free from hazards.
• Partners offering accommodation for their employees must guarantee that the housing meets the minimum standards for a safe and healthy environment.
• Partners are obligated to identify and mitigate safety risks by recognizing and addressing hazards in the workplace.

 Incentives

• We encourage our partners to establish goals and targets aimed at enhancing workplace health and safety performance.

 Grievance Mechanism

The Grievance Mechanism is an important part of how we operate in our organization at Skandro. It's a structured way for employees and stakeholders to raise concerns or complaints related to our Code of Conduct. We want to make sure it's fair, transparent, and that issues get sorted out quickly.

If you have a problem that you think violates our Code of Conduct, we encourage you to report it as soon as possible. This could be about things like harassment, discrimination, or behavior that doesn't fit with our code. You can report these issues to your supervisor or manager, or through our grievance form.

The organization is committed to maintaining the confidentiality of individuals involved in the grievance process to the extent permitted by law. Information disclosed during the grievance process will be shared only with those who have a legitimate need to know. Here's how the process works: First, there's an initial assessment, then an investigation, and finally, a resolution. If we find that someone broke the rules, we'll take the necessary steps to solve it. This could mean giving a warning, providing training, or taking other actions. We'll let everyone involved know what's happening while making sure to keep things confidential.

Most importantly, we don't allow for any type of retaliation if you report a problem or take part in the grievance process. We put emphasis on creating an environment where everyone feels safe and can speak up without fear.