Environmental and corporate responsibility

Our operations are governed by the statutory producer responsibility for the import and recycling of packaging materials and for the import of electrical equipment and batteries. In our home country, Sweden, we work with producers such as El-Kretsen, Naturvårdsverket and FTI (packaging and newspaper recycling) on ​​producer responsibility issues.

INF Company AB CODE OF CONDUCT

This code of conduct is based on the highest internationally accepted standards and each manufacturer's guarantees and conditions apply within their own manufacturing facilities as well as its subcontractors.

1. GENERAL PRINCIPLE

1.1 All manufacturers are contracted to make products for Viking Locks subject to full compliance with local and national laws and regulations and all other applicable laws, regulations and regulations.

Requirements in this Code of Conduct are minimum requirements and do not restrict more beneficial policy standards.

1.2 Viking Locks will only do business with companies that use sound and ethical practices, minimizing the potential for conflicts of interest, prohibiting giving or receiving gifts and gratuities, and which place the utmost importance in truth and full Disclosure.

2. LEGAL AND ETHICAL BUSINESS PRACTICES

Manufacturers and subcontractors must fully comply with all applicable local, state, federal, national and international laws, regulations, and regulations including, but not limited to, hours, Labor, health and safety and Immigration.

Manufacturers and subcontractors must be ethical in their business practices.

3. CHILD LABOR

Children or minors under the minimum working age established by local law or having completed compulsory schooling or under the age of 15 years (or 14 years in those countries referred to in article 2.4 of the ILO convention no. 138). Workers under eighteen (18) years of age shall not be used in work that carries health or safety risks.

4. FORCED LABOR

Viking Locks will not purchase products or components from manufacturers that use forced labor, Prison Labor, indentured Labor or Exploited Bonded Labor, nor shall the personnel be required to lodge 'deposits' or original identity papers upon commercial employment with their company or permit. to do so.

5. HEALTH AND SAFETY

5.1 The working environment shall be safe and healthy and the manufacturer shall take adequate steps to prevent accidents and injuries to health associated with or occurring in the course of work by minimizing the causes of hazards inherent in the working environment.

5.2 Clean bathrooms and access to potable water shall be provided for use by all workers. If the dormitory facilities are provided for the workers they shall be clean, safe, meet the basic needs and must be sufficiently lighted and ventilated. If the supplier provides employee housing facilities, these shall be safe and hygienic, and shall provide satisfactory personal privacy and space.

5.3 Fire alarm, fire exits and fire extinguishers shall be available and displayed as well as regularly maintained, charged and inspected. The exits shall allow for orderly evacuation in case of fire or other emergencies. Emergency exit routes shall be posted and clearly marked in all sections of the manufacturer's facilities and dormitory facilities.

Emergency exits shall be kept clear at all times.

5.4 The manufacturer shall keep at least one well-stocked first aid kit easily accessible in each working or dormitory area.

6. FREEDOM OF ASSOCIATION

The manufacturer shall recognize and respect the rights of workers to freely associate and bargain collectively in accordance with the laws of the countries in which they are employed.

7. DISCRIMINATION AND EQUAL TREATMENT

The manufacturer shall not engage in or support discrimination based on race, color, caste, national origin, religion, disability, gender, sexual orientation, union membership, political affiliation, maternity , marital status or age.

8. HARASSMENT

The manufacturer may not subject employees to corporal punishment, physical, sexual, Psychological, or verbal harassment or abuse. In addition, the manufacturer may not use monetary fines as a disciplinary practice. Behavior, including gestures, language and physical contact that are sexually coercive.