Customer Satisfation
1. Introduction
IVD recognises its responsibilities as an assembler company on medical area namely on in vitro products and is committed to being a responsible corporate citizen, having regard to the OECD Guidelines for Enterprises. IVD believes that it is not only required to abide by the national laws in each country in which it has professional relations, but that it must also conduct its business in accordance with internationally-accepted practices and procedures. These core principles, which the board and senior management are committed to upholding, are enshrined in IVD values and encapsulated in this Code of Conduct and Ethics Policy. |
IVD believes that these principles extend to all workers assembling, producing or providing products or services for IVD, whether or not they are co-workers of IVD.
IVD expects its contractors, their sub-contractors, principal suppliers and licensees to observe these standards when producing or distributing products for IVD or when providing services to IVD.
2. Business Integrity
2.1 Honesty, integrity and fairness
IVD recognises the importance of honesty, integrity and fairness in conducting its business.
2.2 Compliance with laws and regulations
All IVD co-workers must comply with the applicable laws and regulations of the country.
2.3 Shareholders and the financial community
IVD is committed to increasing shareholder value in conjunction with fulfilling its responsibilities as a good corporate citizen.
IVD is committed to the fair, timely and accurate disclosure of information to ensure that its shareholders are fully informed as to the true financial position and performance of the IVD.
2.4 Insider Trading
IVD has a share trading policy for co-workers that explains the law prohibiting insider trading. This policy also prohibits directors, co-workers and certain associates from trading in securities during specified blackout periods.
2.5 Conflicts of interest
IVD prohibits any director or co-worker of using any information or assets of the company for personal gain or to compete against the company.
Material conflicts of interests such as having a material interest in a customer’s or supplier’s business, are to be avoided. If such a conflict of interest arises, full disclosure of that conflict must be made following the process set out.
2.6 Political involvement
IVD businesses may represent their views to governments and other third parties on matters that affect their business interests and the interests of their shareholders, co-workers and others involved in their operations.
IVD businesses must not make payments to political parties without the prior approval of the IVD Board. Under no circumstances will IVD (or any co-worker, officer, director or agent of IVD, in order to assist the company in obtaining or retaining business for or with, or directing business to, any person, make any payment to any political party or official of that party or candidate for public office for the purpose of:
• influencing any act or decision of that party, official or candidate in its official capacity;
• inducing that party, official or candidate to do or omit to do an act in violation of its lawful duty;
• securing any improper advantage; or
• inducing that party, official or candidate to use its influence with a government or instrumentality of that government to affect or influence any act or decision of such government or instrumentality.
2.7 Bribery and corruption
IVD’s Anti Bribery and Corruption policy sets out IVD’s policies and procedures in relation to bribery and corruption. The policy is available on IVD’s internet and IVD co workers, representatives, suppliers and contractors should familiarise themselves with the policy.
IVD prohibits bribery and corruption. Under no circumstances will IVD approve any offers, making, requesting or receiving irregular payment or payment in kind to win business or influence a business decision in IVD's favour or which has the intention that in consequence a function should be performed improperly. Offers to and the making of bribes, ‘kick-backs’, secret commissions and similar payments are strictly prohibited. Moreover, they may expose IVD and relevant co-workers to criminal prosecution and serious penalties under laws of other countries, as well as those of the country in question.
This prohibition also applies to agents and third parties who are employed by IVD to represent their interests. Care should be exercised in engaging anyone to act in such capacity, and in monitoring their performance, to assess their reputation and suitability.
In sensitive areas or circumstances, IVD’s policy and expectations should be clearly communicated to, and accepted by, the agent or third party.
Refer to IVD’s Anti Bribery and Corruption Policy for further details on IVD's approach to bribery and corruption, information and guidance on recognising and dealing with bribery and corruption issues and how IVD implements and monitors bribery and corruption risks.
2.8 Facilitation payments
It is not uncommon in some countries for co-workers to be asked to make relatively minor payments, more by way of a gratuity, to lower level officials or government employees. These payments (sometimes called facilitation payments) are sought to expedite routine services or administrative actions provided or performed by those individuals. IVD is opposed to making such payments as a matter of policy, and every effort should be made to resist them.
IVD recognises that in some countries, it may be possible to make minor facilitation payments. However, in other countries, strict legislation exists prohibiting facilitation payments of any kind.
No facilitation payments of any amount can be made unless the payment has complied with the procedures set out in IVD’s Anti Bribery and Corruption Policy. Clear and accurate records must also be kept in accordance with IVD's Anti Bribery and Corruption Policy.
2.9 Gifts
Co-workers must exercise caution regarding the giving or receiving of business related gifts. Local customs, monetary value of the gift and legal requirements should be considered when establishing whether a gift should be retained by a co-worker or IVD representative, handed to the company or returned.
IVD prohibits gifts in the form of money, drugs or other controlled substances, discounts for product or services that are not available to other co-workers, personal use of accommodation or transportation, and payments or loans to be used to purchase personal property. Co-workers and IVD representatives must also not offer, give, request or accept gifts of any kind in circumstances that could be considered as unduly influencing the party involved or creating any business obligation or which has the intention of a function being performed improperly.
Additionally, a co-worker and IVD representative should not solicit gifts or hospitality from a supplier, customer or other party with whom IVD conducts business, nor should he/she exchange gifts with representatives from competitors, as such actions may create a conflict of interest.
IVD maintains a register for gifts and hospitality above Eur 1,000. Refer to IVD’s Anti Bribery and Corruption Policy for further details in relation to the register as well as IVD’s policy for gifts and hospitality.
2.10 Competition
IVD supports the principles of free competition in the market in compliance with applicable competition laws. However, competition laws which affect business activities vary from country to country and IVD has a clear set of Competition Compliance policies, including Trade Association Guidelines and Record Management Best Practices.
2.11 Privacy and information
IVD respects the privacy of individuals and laws relating thereto. The inappropriate use of confidential information is prohibited. IVD has a well defined Privacy Policy which sets out our policies on the collection and management of personal information.
2.12 Whistleblowing
IVD is committed to ensuring that co-workers can raise concerns regarding illegal conduct or malpractice in good faith without being subjected to victimisation, harassment or discriminatory treatment and to having such concerns properly investigated. IVD recognises that reporting such behaviour in good faith and in accordance with IVD’s Whistleblower Procedure is an important aspect of each co-worker’s role.
IVD has implemented a formal Whistleblower Policy which is provided to co-workers and has in place an independent, externally managed Whistleblower Service, for co-workers to anonymously report any potential incidents of misconduct.
3. Labour Practices
3.1 Mutual Respect
IVD is committed to a working environment where there is mutual trust and respect and where everyone feels responsible for the performance and reputation of the Group.
3.2 Non-Discrimination
IVD recognises the dignity of each co-worker, and the right to a workplace free of harassment, abuse or corporal punishment. Decisions on hiring, salary, benefits, advancement, termination or retirement are based solely on the co-worker’s ability to do the job. There is no discrimination based on race, creed, disability, gender, marital or maternity status, religious or political beliefs, age or sexual orientation.
3.3 Freedom from harassment
IVD has created a work culture that affords its co-workers the opportunity to work without fear of intimidation, reprisal or harassment and IVD will continue to take action to ensure that such a culture is maintained.
3.4 Freely Chosen Employment
IVD is not using and will not use forced, bonded, indentured or involuntary prison labour. IVD complies with existing employment regulations regarding forced labour in all jurisdictions where it operates.
3.5 Child Labour
IVD recognises the rights of every child to be protected from economic exploitation and respects the laws of each country in which it operates in regard to minimum hiring age for co-workers.
The employment of young workers below the age of 18 shall only occur in non hazardous work and when young workers are above a country’s legal age for employment or the age established for completing compulsory education.
In any case, IVD does not employ individuals younger than 15 years of age.
3.6 Compensation
IVD provides wages and benefits that comply with applicable laws and binding collective agreements, including those pertaining to overtime work and other premium pay arrangements.
3.7 Working hours
IVD is committed to ensure that its employees work in compliance with all applicable laws and mandatory industry standards pertaining to the number of hours and days worked.
3.8 Freedom of association and collective bargaining
IVD believes that open communication and direct engagement between workers and management are the most effective way to resolve workplace and compensation issues. IVD respects the rights of workers, as set forth in local laws, to associate freely, join or not join labour unions, seek representation and join workers’ councils. Workers are able to communicate openly with management regarding working conditions without fear of reprisal, intimidation or harassment.
4. Health and safety
4.1 Work Place
IVD cares about the safety of its people and recognises that injuries result in needless suffering to individuals and their families. IVD is committed to providing a safe and healthy work environment for its co-workers, contractors and visitors.
The Company is committed to providing an incident, illness, and injury free workplace for all co-workers, contractors and visitors. This enables us to operate in a safe manner that respects the health and safety of co-workers, and communities in which we operate, while producing high quality products. This commitment is fully supported by management and extensive safety programs have been developed.
4.2 Products
IVD is committed to producing high quality products that are safe to use. We continuously improve our performance through finding safer ways to manufacture and distribute our products.
5. Environment
IVD strives to be recognised as an environmentally responsible company that respects the environment and the communities in which we operate while producing high quality products and services. We believe our commitment to managing operations in an environmentally sustainable manner will maximise value for the company, our co-workers, our customers and the community.
We are committed to prevent and minimise adverse environmental impacts, including waste, emissions and discharges from our operations. We aim to minimise the environmental footprint of our operations and products. We reduce our environmental footprint by continually improving the efficiency of our natural resource consumption. We utilise risk management processes to control the environmental hazards inherent in our activities.
6. Community
IVD strives to be a trusted corporate citizen and to operate in a manner that encourages lasting, beneficial and interactive relationships with the communities in which it operates.
7. Compliance
7.1 Documentation and transparency
IVD is committed to the principles of maximum transparency that are consistent with normal commercial confidentiality. IVD will maintain all documentation needed to demonstrate compliance with this Code of Conduct and Ethics Policy and required local laws.
8. Risk Management
At IVD, we understand and recognise that rigorous risk and opportunity management is essential for corporate stability, sustaining our competitive market position and long term performance.
IVD's approach incorporates the principles of effective risk management, as set out in the Global Risk Management Standard ISO.
IVD expects its contractors, their sub-contractors, principal suppliers and licensees to observe these standards when producing or distributing products for IVD or when providing services to IVD.
2. Business Integrity
2.1 Honesty, integrity and fairness
IVD recognises the importance of honesty, integrity and fairness in conducting its business.
2.2 Compliance with laws and regulations
All IVD co-workers must comply with the applicable laws and regulations of the country.
2.3 Shareholders and the financial community
IVD is committed to increasing shareholder value in conjunction with fulfilling its responsibilities as a good corporate citizen.
IVD is committed to the fair, timely and accurate disclosure of information to ensure that its shareholders are fully informed as to the true financial position and performance of the IVD.
2.4 Insider Trading
IVD has a share trading policy for co-workers that explains the law prohibiting insider trading. This policy also prohibits directors, co-workers and certain associates from trading in securities during specified blackout periods.
2.5 Conflicts of interest
IVD prohibits any director or co-worker of using any information or assets of the company for personal gain or to compete against the company.
Material conflicts of interests such as having a material interest in a customer’s or supplier’s business, are to be avoided. If such a conflict of interest arises, full disclosure of that conflict must be made following the process set out.
2.6 Political involvement
IVD businesses may represent their views to governments and other third parties on matters that affect their business interests and the interests of their shareholders, co-workers and others involved in their operations.
IVD businesses must not make payments to political parties without the prior approval of the IVD Board. Under no circumstances will IVD (or any co-worker, officer, director or agent of IVD, in order to assist the company in obtaining or retaining business for or with, or directing business to, any person, make any payment to any political party or official of that party or candidate for public office for the purpose of:
• influencing any act or decision of that party, official or candidate in its official capacity;
• inducing that party, official or candidate to do or omit to do an act in violation of its lawful duty;
• securing any improper advantage; or
• inducing that party, official or candidate to use its influence with a government or instrumentality of that government to affect or influence any act or decision of such government or instrumentality.
2.7 Bribery and corruption
IVD’s Anti Bribery and Corruption policy sets out IVD’s policies and procedures in relation to bribery and corruption. The policy is available on IVD’s internet and IVD co workers, representatives, suppliers and contractors should familiarise themselves with the policy.
IVD prohibits bribery and corruption. Under no circumstances will IVD approve any offers, making, requesting or receiving irregular payment or payment in kind to win business or influence a business decision in IVD's favour or which has the intention that in consequence a function should be performed improperly. Offers to and the making of bribes, ‘kick-backs’, secret commissions and similar payments are strictly prohibited. Moreover, they may expose IVD and relevant co-workers to criminal prosecution and serious penalties under laws of other countries, as well as those of the country in question.
This prohibition also applies to agents and third parties who are employed by IVD to represent their interests. Care should be exercised in engaging anyone to act in such capacity, and in monitoring their performance, to assess their reputation and suitability.
In sensitive areas or circumstances, IVD’s policy and expectations should be clearly communicated to, and accepted by, the agent or third party.
Refer to IVD’s Anti Bribery and Corruption Policy for further details on IVD's approach to bribery and corruption, information and guidance on recognising and dealing with bribery and corruption issues and how IVD implements and monitors bribery and corruption risks.
2.8 Facilitation payments
It is not uncommon in some countries for co-workers to be asked to make relatively minor payments, more by way of a gratuity, to lower level officials or government employees. These payments (sometimes called facilitation payments) are sought to expedite routine services or administrative actions provided or performed by those individuals. IVD is opposed to making such payments as a matter of policy, and every effort should be made to resist them.
IVD recognises that in some countries, it may be possible to make minor facilitation payments. However, in other countries, strict legislation exists prohibiting facilitation payments of any kind.
No facilitation payments of any amount can be made unless the payment has complied with the procedures set out in IVD’s Anti Bribery and Corruption Policy. Clear and accurate records must also be kept in accordance with IVD's Anti Bribery and Corruption Policy.
2.9 Gifts
Co-workers must exercise caution regarding the giving or receiving of business related gifts. Local customs, monetary value of the gift and legal requirements should be considered when establishing whether a gift should be retained by a co-worker or IVD representative, handed to the company or returned.
IVD prohibits gifts in the form of money, drugs or other controlled substances, discounts for product or services that are not available to other co-workers, personal use of accommodation or transportation, and payments or loans to be used to purchase personal property. Co-workers and IVD representatives must also not offer, give, request or accept gifts of any kind in circumstances that could be considered as unduly influencing the party involved or creating any business obligation or which has the intention of a function being performed improperly.
Additionally, a co-worker and IVD representative should not solicit gifts or hospitality from a supplier, customer or other party with whom IVD conducts business, nor should he/she exchange gifts with representatives from competitors, as such actions may create a conflict of interest.
IVD maintains a register for gifts and hospitality above Eur 1,000. Refer to IVD’s Anti Bribery and Corruption Policy for further details in relation to the register as well as IVD’s policy for gifts and hospitality.
2.10 Competition
IVD supports the principles of free competition in the market in compliance with applicable competition laws. However, competition laws which affect business activities vary from country to country and IVD has a clear set of Competition Compliance policies, including Trade Association Guidelines and Record Management Best Practices.
2.11 Privacy and information
IVD respects the privacy of individuals and laws relating thereto. The inappropriate use of confidential information is prohibited. IVD has a well defined Privacy Policy which sets out our policies on the collection and management of personal information.
2.12 Whistleblowing
IVD is committed to ensuring that co-workers can raise concerns regarding illegal conduct or malpractice in good faith without being subjected to victimisation, harassment or discriminatory treatment and to having such concerns properly investigated. IVD recognises that reporting such behaviour in good faith and in accordance with IVD’s Whistleblower Procedure is an important aspect of each co-worker’s role.
IVD has implemented a formal Whistleblower Policy which is provided to co-workers and has in place an independent, externally managed Whistleblower Service, for co-workers to anonymously report any potential incidents of misconduct.
3. Labour Practices
3.1 Mutual Respect
IVD is committed to a working environment where there is mutual trust and respect and where everyone feels responsible for the performance and reputation of the Group.
3.2 Non-Discrimination
IVD recognises the dignity of each co-worker, and the right to a workplace free of harassment, abuse or corporal punishment. Decisions on hiring, salary, benefits, advancement, termination or retirement are based solely on the co-worker’s ability to do the job. There is no discrimination based on race, creed, disability, gender, marital or maternity status, religious or political beliefs, age or sexual orientation.
3.3 Freedom from harassment
IVD has created a work culture that affords its co-workers the opportunity to work without fear of intimidation, reprisal or harassment and IVD will continue to take action to ensure that such a culture is maintained.
3.4 Freely Chosen Employment
IVD is not using and will not use forced, bonded, indentured or involuntary prison labour. IVD complies with existing employment regulations regarding forced labour in all jurisdictions where it operates.
3.5 Child Labour
IVD recognises the rights of every child to be protected from economic exploitation and respects the laws of each country in which it operates in regard to minimum hiring age for co-workers.
The employment of young workers below the age of 18 shall only occur in non hazardous work and when young workers are above a country’s legal age for employment or the age established for completing compulsory education.
In any case, IVD does not employ individuals younger than 15 years of age.
3.6 Compensation
IVD provides wages and benefits that comply with applicable laws and binding collective agreements, including those pertaining to overtime work and other premium pay arrangements.
3.7 Working hours
IVD is committed to ensure that its employees work in compliance with all applicable laws and mandatory industry standards pertaining to the number of hours and days worked.
3.8 Freedom of association and collective bargaining
IVD believes that open communication and direct engagement between workers and management are the most effective way to resolve workplace and compensation issues. IVD respects the rights of workers, as set forth in local laws, to associate freely, join or not join labour unions, seek representation and join workers’ councils. Workers are able to communicate openly with management regarding working conditions without fear of reprisal, intimidation or harassment.
4. Health and safety
4.1 Work Place
IVD cares about the safety of its people and recognises that injuries result in needless suffering to individuals and their families. IVD is committed to providing a safe and healthy work environment for its co-workers, contractors and visitors.
The Company is committed to providing an incident, illness, and injury free workplace for all co-workers, contractors and visitors. This enables us to operate in a safe manner that respects the health and safety of co-workers, and communities in which we operate, while producing high quality products. This commitment is fully supported by management and extensive safety programs have been developed.
4.2 Products
IVD is committed to producing high quality products that are safe to use. We continuously improve our performance through finding safer ways to manufacture and distribute our products.
5. Environment
IVD strives to be recognised as an environmentally responsible company that respects the environment and the communities in which we operate while producing high quality products and services. We believe our commitment to managing operations in an environmentally sustainable manner will maximise value for the company, our co-workers, our customers and the community.
We are committed to prevent and minimise adverse environmental impacts, including waste, emissions and discharges from our operations. We aim to minimise the environmental footprint of our operations and products. We reduce our environmental footprint by continually improving the efficiency of our natural resource consumption. We utilise risk management processes to control the environmental hazards inherent in our activities.
6. Community
IVD strives to be a trusted corporate citizen and to operate in a manner that encourages lasting, beneficial and interactive relationships with the communities in which it operates.
7. Compliance
7.1 Documentation and transparency
IVD is committed to the principles of maximum transparency that are consistent with normal commercial confidentiality. IVD will maintain all documentation needed to demonstrate compliance with this Code of Conduct and Ethics Policy and required local laws.
8. Risk Management
At IVD, we understand and recognise that rigorous risk and opportunity management is essential for corporate stability, sustaining our competitive market position and long term performance.
IVD's approach incorporates the principles of effective risk management, as set out in the Global Risk Management Standard ISO.