There is no common policy regulating the issue of respecting human rights applicable throughout the Group, because of different scale and nature of activity conducted by its entities, their different sizes and corporate culture. ELEKTROBUDOWA SA and ENERGOTEST sp. z o.o. adopt responsible approach to obligations relating to this area, also their obligations towards employees, and recognize their function as a specialized social body which is required to comply with the applicable legislation and respect human rights85. The companies comply with the laws concerning respect of human rights and referring to employee relations, international and established by legislation of the countries where they operate, and they admit it is a preliminary and necessary condition for operation of any business.
Going beyond basic, generally implemented human rights, in their operations the companies are guided by their Ethical Codes, which provide the grounds for elimination of any cases of infringement of human rights by the Companies. ELEKTROBUDOWA SA as a member of the UN Global Compact initiative, every year submits a statement of support for the principles laid down by this initiative, including the principles referring to human rights, i.e. support and respect the protection of internationally proclaimed human rights and make sure that they are not complicit in human rights abuses, and to labour standards , i.e. upholding the freedom of association, the elimination of all forms of forced and compulsory labour, the effective abolition of child labour and the elimination of discrimination in respect of employment and occupation.
ELEKTROBUDOWA SA and ENERGOTEST sp. z o.o. comply with the legal norms included in generally applicable laws, first of all in the Labour Code, and observe the basic provisions of the Universal Declaration of Human Rights of 1948 in respect of the right to freedom of thought, conscience and religion, opinion and expression, the right to just and favourable conditions of work, including the ban to be subjected to cruel, inhuman or degrading treatment. They respect employee rights covering elimination of all forms of forced or compulsory labour and benefitting from it, do not employ prisoners and observe legal norms which clearly indicate that for establishing an employment relationship a consent of an employee and an employer is required, and that the relevant documents signed by the parties shall be clear and shall not include any obscure provisions. The “voluntary” nature is also manifested by the possibility of terminating the employment contract at any time, following the applicable provisions of the Labour Code.
Both Companies fulfil the recommendations of the International Labour Organization in respect of aspects indicated by ILO. They respect the right to decent working conditions, including decent pay and other forms of remuneration, in accordance with the national regulations and laws or provisions of collective agreements, practise equal pay for the work of equal value. They pay due remuneration directly to the interested employees, with consideration to those restrictions or deductions only which are permitted by applicable legislation, regulations or collective agreements. They respect the right to social protection, to organize and to strike86, to rest and leisure after a week’s work, to holidays, health and safety matters, protection of health and maternity and the possibility to combine work with family commitments. As far as possible, they enable practicing religious traditions. The employment procedures applied by the Companies are free from discrimination because of race, colour, sex, religion, national or social origin, political opinion, age or disability, marital or family status, personal relations, etc., which is formally confirmed by the recruitment procedures in place, and also the rules of equal treatment in employment (implemented by ELEKTROBUDOWA SA).
The companies do not employ children not benefit from such employment. However, having regard to the fact that Polish legislation allows employment of adolescent workers, ELEKTROBUDOWA SA has established patronage of one class of a vocational school in Konin, the locations of one of its production facilities. Students from this class are provided an opportunity to acquire knowledge based on practice. Students of the Konin school are employed by the Company in strict compliance with relevant provisions of the Labour Code which regulate the issue of juvenile labour.
In 2017 neither ELEKTROBUDOWA SA nor ENERGOTEST sp. z o.o. recorded any cases of human rights abuse, including child labour or compulsory labour. No information was received, either, about such occurrence in ELEKTROBUDOWA UKRAINE Ltd. or in suppliers87.
As a rule ELEKTROBUDOWA SA an ENERGOTEST sp. z o.o. are committed to cooperate only with these organizations that observe human rights, but so far they have not conducted any analysis of the supply chain in respect of assessment of increased risk of violation of human rights, including the elimination of child labour or compulsory labour; they have not imposed relevant obligations on the suppliers or subcontractors (e.g. by including adequate clauses in contracts), and have not formally verified their fulfilment, neither by conducting audits verifying compliance with these rules88 nor in any other form.
However, aware of materiality of this issue, i.e. considering that in the supply chain certain risk areas may occur where the lack of respect of human rights could impact both the company’s reputation and its ability to fulfil its commitments, ELEKTROBUDOWA SA is going to start work towards establishing a Suppliers’ Code which will regulate the issues of cooperation with suppliers and subcontractors, complementing the purchasing and offering procedures already in place, and which will define the expected scope of responsibility of suppliers and subcontractors to respect human rights.
85After: Wytyczne dotyczące biznesu i praw człowieka. Wdrażanie dokumentu ramowego ONZ „Chronić, szanować i naprawiać”, Polski Instytut Praw Człowieka i Biznesu. (Guidelines for implementation of the UN "Protect, Respect and Remedy" Framework for Business and Human Rights)
86More in Chapter 5.4 - Employee relations and freedom of association.
87S.7.1.; S.7.2.; S.8.1.; S.8.2.
88S.7.3.; S.8.3; S.7.4.; S.8.4
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