PRINCIPLES OF SUSTAINABILITY
A) Introduction:
Patros S.r.l. undertakes to respect and to act in accordance with any law, Directive applicable Collective Bargaining Agreement and any supplementary agreement on the subject of human rights, protection of workers, environmental protection, Principles of Sustainability and the Conventions and Declarations listed in Annex 1 .
In the event that national laws, agreements and conventions applicable in the territory in which it operates Patros Srl, and the Principles of Sustainability relate to the same area, will be applied to more favorable provisions to guarantee the respect of human rights, people and the environment.
Patros S.r.l. agrees to condemn corruption and to take action to combat all of its forms, including extortion and bribery. Patros S.r.l. prohibits all forms of corrupt practices, illegal favors, collusion, requests, direct and / or through third parties, for personal benefits for oneself or others.
B) Respect for human rights, the people and the working environment The staff employed by Patros S.r.l. workmanship must be made up exclusively of employees / working partners / or employees (the “Staff”) of which Patros Srl assumes direct responsibility respectively with regard to:
(I) the administration of the personnel;
(II) the direct relationships with them, both against the authorities responsible for enforcement of existing legislation relating to employment, safety and security, both in relations with any trade unions.
Patros S.r.l. must comply in respect of the staff to all the obligations placed on it in the field of labor, health and safety, recruitment and remuneration, social security and assistance, provided by law, by the National Collective for sector, by territorial agreements or business, even complementary, in force at the time when the contract takes place. Patros S.r.l. should not in any way use or support the use of child labor, or of the person under the age of 15 years, except in cases where the local laws establish a higher age for the performance of work or for school attendance obligation, in which case the age of reference will be the one applied by the country of reference. Patros S.r.l. should not in any way use or support the use of, forced or compulsory labor, and should not require the staff to pay “deposits” or deposit identity documents at the beginning of the employment relationship. Neither Patros Srl, nor any other company or organization that provides job Patros Srl, must retain any part of the salary compensation, property or documents of the staff, using them in order to force the staff to continue to work for Patros Srl. Personnel must have in every case the right to leave the workplace to the completion of the standard work day and be free to terminate the employment contract, informing the employer in reasonable time.
Neither Patros Srl, nor any other company or entity that provides labor Patros Srl, has to resort to, or support, trafficking in human beings. Patros S.r.l. must ensure a safe and healthy work environment and take effective measures to prevent potential accidents and injury to health and safety of staff and other workers, in relation to events that took place during the work; doing so Patros Srl, also bearing in mind the prevailing knowledge of the industry and any other specific risk, reduce, as far as reasonably practicable, the causes of risk present in the work environment; Patros S.r.l. must also equip the staff of any means necessary to its protection when prescribed by current regulations in the place where the performance takes place. Patros S.r.l. undertakes to instruct the staff on all aspects of safety, standards and procedures, so that the staff can familiarize himself with the use of safety equipment, as well as to analyze accidents and incidents to identify the causes and take preventive measures, and to supervise application of the rules and procedures relating to health and safety of workers. Patros S.r.l. must guarantee the right of staff to form, join and organize trade unions according to their own will and to bargain collectively with Patros Srl. In cases where the right to freedom of association and collective bargaining are restricted by law, Patros Srl will still allow the staff to elect their representatives freely.
Patros S.r.l. must not take or support any form of discrimination in hiring, compensation, access to training, promotion, termination or retirement of staff, based on race, social class or national origin, caste, birth, religion, disability, gender, sexual orientation , marital status, union membership, political opinion, age or any other condition that could lead to discrimination. Patros S.r.l. must not allow offensive and threatening behavior, however exploitative, or sexually coercive, including gestures, language and physical contact, both in the workplace, both, if applicable, in the residences or other premises provided by Patros Srl and made available to the staff. Patros S.r.l. must treat all personnel with dignity and respect and should not give support or tolerate the use of corporal punishment, mental or physical coercion, verbal abuse of staff. Patros S.r.l. must respect the laws and industry standards on working hours, holidays and vacations. The standard working week, excluding overtime, must be established by law, but it should never exceed 48 hours per week. Patros S.r.l. must give the staff at least one day off after six consecutive days of work. The exceptions to this rule apply only to the occurrence of both of the following conditions:
(I) the national law allows working hours that exceed these limits;
(II) is an existing collective bargaining agreement freely negotiated allowing a flexible work schedule and that includes adequate rest periods.
Patros S.r.l. must not take or support any form of discrimination in hiring, compensation, access to training, promotion, termination or retirement of staff, based on race, social class or national origin, caste, birth, religion, disability, gender, sexual orientation , marital status, union membership, political opinion, age or any other condition that could lead to discrimination. Patros S.r.l. must not allow offensive and threatening behavior, however exploitative, or sexually coercive, including gestures, language and physical contact, both in the workplace, both, if applicable, in the residences or other premises provided by Patros Srl and made available to the staff. Patros S.r.l. must treat all personnel with dignity and respect and should not give support or tolerate the use of corporal punishment, mental or physical coercion, verbal abuse of staff. All work in excess of the ordinary hours, and then work “extraordinary”, must be voluntary and must not exceed 12 hours per week, nor be requested on a regular basis.In cases in which the overtime was necessary in order to respond to market demand in the short term and Patros Srl adhere to an agreement resulting from freely negotiated collective bargaining with workers’ organizations which represent a significant part of the workforce, Patros Srl may require such overtime work, always respecting the laws and any other agreements established between the parties. These agreements must comply in any case the above requirements. Patros S.r.l. must respect the right of staff to decent pay and ensure that wages paid for a standard working week always corresponds to the minimum legal standards or industry and that in any case be sufficient to meet the basic needs of the staff, as well as provide a discretionary income . Patros S.r.l. must ensure that deductions from wages are not made for disciplinary purposes; Exceptions to this rule will apply only where there are both of the following conditions:
(I) salary deductions for disciplinary purposes permitted by national law;
(I) the presence of an agreement resulting from free collective bargaining.
Patros S.r.l. must ensure that the wages of the staff and benefits composition remuneration are detailed clearly and regularly in writing for each pay period. Patros S.r.l. must also ensure that wages and allowances remuneration are broadcast in full compliance with all applicable laws and that remuneration is paid in cash or in forms controllable, in the manner most convenient for workers.
All overtime work shall be reimbursed at a premium as provided for by national law. In countries where the increase for overtime is not regulated by law or by collective bargaining, the staff will have to be compensated for overtime at a premium following the prevailing industry standards or, in any case, in the manner most favorable to the interests of staff.
Patros S.r.l. guarantees not to enter into agreements for the supply of illegal labor or false apprenticeship schemes in order to avoid fulfilling its obligations to the staff in compliance with applicable laws relating to employment and the laws and regulations for social security.
Patros S.r.l. undertakes to indemnify the Supplier from any demand, claim or claims that may be advanced by its directors, officers, employees, workers, employees and consultants whose work Patros Srl uses, also with regard to their employment or the termination of the same, and that in any case arising from acts or omissions of Patros Srl same.
C) Respect and protection of the environment
Patros S.r.l. is committed to:
(I) implement the processing cycle in full compliance with all laws, rules and / or applicable regulations, environmental compliance with the fauna and flora protected by national and international, in each case by applying the most restrictive;
(II) shy away from any animal testing and not to deal with companies, suppliers or subcontractors who act with cruelty and / or endanger the life and / or animal welfare;
(III) use the utmost care and diligence in the selection of materials that Patros Srl itself must procure individually, in particular for materials (such as wood, paper, fine materials, chemicals, plastics, resins, dyes and inks) used in carrying supplies and of the processing and for the realization of the products and implement the processing cycle, of which Path’ros Srl must ensure the legitimate origin, lawful merchantability and usability in full compliance with national and international standards;
(IV) act in an environmentally conscious and use of environmental resources, the sourcing of raw materials exhaustible, use and disposal of materials, with particular regard to the problems related to toxicity and recyclability, emissions and energy savings.