CODE OF ETHICS
Message
Dear Workers,
As very well highlighted in the introductory Message of the 1st version of our Code of Ethics – which we intend to maintain given its historical significance –, the fulfillment of WORKWOOD's Mission is guided by referencing and disseminating the best practices of efficient business management within the framework of an economy that promotes knowledge, digital transformation, and environmental sustainability, thus qualifying economic growth and employment.
With this code, Workwood, associated with an exercise of public interest – inherent to any public entity and particularly to WORKWOOD, given the uniqueness of its Mission as a business holding company –, it is also important to ensure the best practices of Ethics and institutional Conduct, Transparency of procedures and social responsibility.
Hence the decisive importance of having – among other instruments that guarantee those purposes – a Code of Ethics and Conduct that is always current, modern, and effective, in line with the best national and international practices.
It is in this context that this revised version appears, allowing us to contemplate the important dimension of Equality, in general, and Gender Equality, in particular.
We will remain attentive to maintaining a text that is always current and inspired by the aforementioned best practices, reinforcing the values and principles of service and a mission that serves the organization and all stakeholders.
Pedro Manuel Monteiro
December 2022
A. Presentation
WORKWOOD is a company that intends to be at the forefront of technical knowledge and solutions presented to the market in the area of carpentry, ff&e, and fit-out. Backed by a highly qualified team, together with the knowledge passed on by the founder, Workwood has clients all over the world.
Our well-known ambition for growth is not an end. We want to grow to improve the lives of our customers, our employees, and the societies in which we operate. We assume that growth is essential to create more jobs, generate more wealth, enable more investment and reach more customers in more geographies. However, we will only be fulfilling our mission if this growth is sustainable and if our behaviors reflect our values.
We want to be recognized for the innovation and sustainability of our projects, which reflects positively on people's quality of life and spaces.
We want to be a reference in our sector, but we want to remain faithful to the values that defined us from the beginning, the professionalism, excellence, firmness, and innovation that keep us close to customers and employees.
Workwood's behavior translates into the sum of the actions of each one of us and it is these individual actions that will allow Workwood to reach its objective. We also assume honesty and integrity as our main values, which are dependent on individual decisions made on a day-to-day basis, regardless of the conditions of work pressure that may exist.
We want to continue the focus on precision, sustainability, and dedication that we bring from the past and that helped us build the present and pave the way for the future.
This is our mission, day by day, work by work. We expect a serious and heartfelt commitment to this Code of Ethics and Conduct, through the adoption of the principles set out here.
B. Objective
The Code of Ethics was created with the fundamental objective of:
a) Ensuring awareness and ethical demand at an individual level;
b) Maximize the use of good practices;
c) Maintain a culture consistent with assumed values, which generates transparency and trust in relationships and responsibility for the consequences of decisions and
acts performed;
d) Share the principles that guide Workwood's activity and the rules of an ethical and deontological nature which must guide the behavior of all holders of governing
bodies and other workers and workers;e) Promote and encourage the adoption of the company's values, operating principles, rules, and behaviors defined in this Code, namely in the relationships developed
by the holders of the bodies’ social services and by male and female workers in their relationship with customers and suppliers.
f) Promote relationships of trust between the company and all its partners;
g) Reduce the subjectivity of personal interpretations of moral and ethical principles;
h) Respond to the civic challenge of basing society on ethical principles.
i) Consolidate the institutional image of WORKWOOD, which is characterized by professionalism, excellence, firmness and innovation, Determination, Dynamism,
Enthusiasm, Creativity, and Openness.
This Code of Ethics was drawn up taking into account the provisions of NP 4460-1 of 2007 and NP 4460-22010, from the Portuguese Institute of Quality on Ethics in Organizations.
C. Scope of Application
This Code of Ethics is a document that integrates a set of ethical principles, as well as the rules of professional conduct, which must govern the activity of Workwood workers who adhere to it, without prejudice to other applicable regulatory and legal provisions, namely in labor, administrative or other matters.
To identify the organization's stakeholders (internal and external), those who affect or are affected by the company's ethical performance were considered. Thus, for the purposes of the Code of Ethics, the “Stakeholders” of Workwood are understood to be the holders of the governing bodies, male and female workers, customers, suppliers, and other partners with whom the company relates.
D. Mission and Values
D.1 Mission and Values
D.1.1 Mission
Workwood was developed to revive reviving traditional techniques and high-quality productions, to demonstrate that technical needs, associated with the way of life of today's society, can be timeless and unique, as well as a longer useful life, creating added value. to parts and interior spaces.
D.1.2 Values
Making It Simple: Our focus is to make everything simpler. We constantly improve to be more and more efficient, adaptable, and agile.
Moving Forward Together: We value everyone's talent. We learn from skills, knowledge, and different points of view to put the best ideas into motion.
Engaging The Tomorrow: First and foremost, we are entrepreneurs. We like to challenge the present and prepare for the future.
We Lead with Impact: We turn ambition into action. We want to have a profound impact all the way through.
Sustainable Ethics: Sustainable development in each project. Workwood Concept is a PEFC and FSC certified company, we help our clients to achieve high BREEAM and LEED sustainability certifications for their projects.
Responsibility and Example: Commitment, sense of duty, and seriousness.
Precision: Accuracy and perseverance in every project.
E. Fundamental Principles and Values
E.1 Respect for Human and Labor Rights
Workwood recognizes as its reference principles Human Rights, considered fundamental and universal, based on the Charter of Fundamental Rights of the European Union.
The Charter reaffirms, with respect for the powers and powers of the Union and in compliance with the principle of subsidiarity, the rights that derive, in particular, from the constitutional traditions and common international obligations of the Member States, from the European Convention for the Protection of Human Rights and Fundamental Freedoms, the Social Charters approved by the Union and the Council of Europe, as well as the case law of the Court of Justice of the European Union and the European Court of Human Rights.
WORKWOOD acts with respect for the dignity of the human person, treating all Stakeholders with equity and promoting equal opportunities for all Stakeholders, current and potential.
WORKWOOD seeks to guarantee the safeguarding of the moral integrity of its workers, realizing the right to working conditions and relationships with the Company that respects their dignity.
WORKWOOD condemns any form of coercion and all behavior that offends human dignity.
E.2 Equality
Workwood annually draws up an Equality Plan, which reflects the company's involvement in achieving effective equality of treatment and opportunities between women and men, promoting the elimination of discrimination based on sex, or of any other type, and promoting the conciliation between personal, family, and professional life.
Pursuing this objective, the company is committed to gender equality, namely in its values and principles at all levels of the company, highlighting the definition, development, and continuous improvement of policies and practices in this field, namely:
• defining a policy to promote gender equality and non-discrimination appropriate to the nature and size of the company, as well as its foreseeable impacts in this field;
• valuing the well-being of all its male and female workers, investing in good working conditions, respecting rights and equality, promoting personal and professional
development, encouraging attendance at training and the development of skills;
• making working hours and means of work more flexible according to the organization's needs and objectives, to allow the reconciliation between the personal and professional lives
of male and female workers;
• promoting various initiatives to promote well-being and improve the organizational climate and encouraging cooperation and the participation of male and female workers
in initiatives of social responsibility, respecting different opinions;
• ensuring compliance, monitoring, and review of objectives, programs, indicators, and targets in its policies and practices.
• entities in which you have a direct or indirect interest;
• entities and/or people with whom he works or has worked, without prejudice to the regular exercise of hierarchical and labor power;
• entities and/or persons who provide or have provided services outside the context of the Company;
• people to whom you are or have been linked by kinship or affinity;
• people with whom he cohabits or has cohabited, or lives or has lived in a common economy;
• entities and/or persons from whom you have received offers that may be considered as an attempt to influence the decisions of the company or of workers (the concept of offering
is described in chapter 2.3.2 of the Risk Management Policy of Workwood Fraud).
E.3 Prohibition of Decision in a Situation of Conflict of Interests
Workwood undertakes to implement mechanisms and rules of independence, impartiality, objectivity, and transparency of action, suitable for separating Workwood's interests from individual interests and/or other organized interests that conflict with them.
The independence, impartiality, objectivity, and transparency of any Interested Party's actions may be impaired when the latter decides in a situation of conflict of interests, liable to bring losses to the Company and to occur whenever its personal or family interests, or third parties with which it relates, may collide with the interests of the Company.
Specifically, it is considered that there may be a conflict of interest whenever, in the exercise of its activity at the service of the Company, an Interested Party is called upon to intervene in a decision-making process involving:
• acting independently, impartially, and objectively, reporting to the Company any situations that may generate a conflict between their interest and the duty of loyalty to the Company;
• reporting to the Company any and all behavior that violates the regular and/or applicable legal provisions, namely the Code of Ethics and Conduct, practiced by any of the
Company's partners;
• acting in good faith and ensuring loyalty to WORKWOOD's principles and interests;
• fulfilling its obligations in a professional, responsible, diligent and credible manner, seeking excellence in performance, even in difficult circumstances;
• explaining and making explicit their decisions and professional behavior whenever, having guaranteed the duty of reserve to which they are bound, this is requested of them;
• not exercising external professional activity that impairs, in quality or quantity, the one performed in the company, unless it falls within the exceptions provided for by law.
E.4 Legality
Workwood, and the Interested Parties in the exercise of the functions they perform at the service or in collaboration with the Company, undertake to act in strict compliance with the applicable laws and regulations.
E.5 Transparency and Integrity
In the exercise of the duties and powers entrusted to them, Workwood and the Interested Parties must carry out their activity in line with the highest standards of transparency, integrity, and honesty, namely:
The reporting of information relating to the registration of interests of male and female workers is carried out according to what is described in the Workwood Fraud Risk Management Policy.
E.6 Confidentiality and Information Security
Members of governing bodies, male and female workers are bound by the duty of integrity and secrecy and must guarantee the confidentiality of information, namely on the operations of the Workwood Group and its relationship with its partners (State shareholder, companies directly or indirectly owned by Workwood, suppliers, service providers, and customers).
Information relating to Workwood, or companies in which Workwood has a stake, to which the members of the governing bodies and male and female workers have access in the exercise of their duties, must be used only and only in the interest of the company itself, and the information may be disclosed when this arises from the nature of the information or work, or whenever expressly authorized by the Board of Directors.
Members of governing bodies and male and female workers in possession of privileged information about Workwood Group companies may not, prior to its official public disclosure, disclose this information to third parties, obeying the provisions of articles 248 and 378 of the Securities Code.
E.7 Private Transactions Within The Scope of The Company
The holders of corporate bodies and male and female workers must abstain from participating in or maintaining any contracts or transactions with companies of the Workwood Group or with entities with which Workwood maintains commercial relations, under conditions other than normal market conditions that would not be applicable if there were no such corporate or commercial relationships with Workwood, namely when negotiating loans, obtaining discounts, negotiating payment terms, or purchasing goods or services.
The holders of corporate bodies and male and female workers undertake to declare the securities that, directly or indirectly, they hold in companies of the Workwood Group, strategic partners, or companies involved in transactions or relationships with the Workwood Group, at the time of their appointment or hiring, in the annual register of interests or whenever requested.
The holders of corporate bodies and male and female workers, during the exercise of their functions, must refrain from transacting securities of companies in the Workwood Group, strategic partners, or companies involved in transactions or relationships with the Workwood Group, and must, if they do, inform the Workwood Audit Committee.
E.8 Prohibition of Practices Likely to Give Rise to Fraud, Corruption, and Bribery
Workwood's Board of Directors is committed to not tolerating fraud, corruption, bribery, money laundering, and other criminal offenses. For this purpose, Workwood undertakes to maintain adequate internal control procedures for the prevention and detection of irregularities and to comply with and enforce applicable laws and regulations.
Workwood and the Interested Parties are bound to immediately report any practice or attempted practice of fraud, corruption, bribery, and money laundering, to the regulatory and/or legally competent entities and/or persons, under the terms defined in the Risk Management Policy of Workwood Fraud. Particularly regarding the fight against Money Laundering and the Financing of Terrorism, the Workwood undertakes to comply with the procedures for the prevention and detection of illegal practices provided for in the Law and recommendations of the supervisory bodies of the Financial System.
F. Commitments
F.1 Human Capital Development
Workwood follows a human resources policy aimed at valuing the individual, strengthening motivation and stimulating increased productivity, treating male and female workers with respect and integrity, and actively contributing to their professional enhancement.
Workwood considers it a duty to promote the personal and professional development of members of corporate bodies and male and female workers, who must seek to continuously develop and update their knowledge and skills and take adequate advantage of the training activities provided by the Company.
The holders of the corporate bodies and the workers of the Company must respect, cultivate and encourage the values of Workwood, promoting cooperation and individual responsibility, and accepting diversity without discrimination.
Workwood will make efforts to provide the holders of its corporate bodies and male and female workers with high levels of satisfaction and professional achievement, providing a safe and collaborative work environment, seeking effective equality of treatment, remuneration, and opportunities between men and women, eliminating discrimination and allowing reconciliation between personal, family and professional life.
F.2 Sustainability and Environment
Workwood, the holders of its governing bodies, and male and female workers must commit themselves to mitigate the impacts of their activity on the environment and promoting sustainability, seeking to efficiently use the available resources.
For Workwood, social responsibility and sustainable development are the basis of:
• Act according to the logic of sustainable development in the economic, social, and environmental aspects.
• Assuming social responsibility in the communities where it carries out its business activities to contribute to their progress and well-being.
• Mitigate and/or minimize the environmental impacts arising from aspects associated with the activities and services developed.
• Promote, disseminate, stimulate and influence employees, customers, suppliers, and the community in general to adopt the best environmental practices, namely about the
prevention of waste production, and the correct segregation of the same, to enhance its valorization and its correct routing, to the prevention of pollution, as well as the efficient use of the natural resources consumed (water and energy).
• Ensure its conservation and functionally adequate and efficient use;
• Respect, protect and not abuse resources;
• Adopt the most appropriate and justified measures to limit expenses.
Workwood is committed to integrating the concepts of sustainability and social and environmental responsibility in the decision-making process.
Ensuring internal control of compliance with the implemented procedures to avoid mixing certified products with non-certified products during production;
Workwood also guarantees that it has no connection with the following activities:
a) Logging and/or illegal trade in timber and other forest products;
b) Violation of traditional methods and human rights in forestry operations;
c) Destruction of high conservation values in forestry operations;
d) Intensive conversion of forests into plantations or other uses, other than forestry;
e) Introduction of genetically modified organisms in forestry operations;
f) Violation of any of the principles of the ILO Core Conventions
WORKWOOD's Management asks its entire team for collaboration, commitment, and responsibility during this process, in order to continuously improve its effectiveness, committing itself to provide the company with the necessary resources to comply with this Quality Policy and FSC®.
F.3 Use and Protection of Company Assets
The holders of the corporate bodies and the workers of WORKWOOD are obliged to protect the Company's assets, as a rule, using them only in service and in conducting the business to which they are assigned in the exercise of their functions, always seeking to ensure their use efficiently.
In particular, concerning the work instruments and other resources owned by WORKWOOD made available for the performance of functions, male and female workers must:
F.4 Relationship With Customers and Suppliers
Keeping current customers trying to consolidate and increase the relationship with them, as well as fostering a close relationship with suppliers to ensure the quality and effectiveness of the products supplied;
Provide employees with the necessary training, so that in the development of their activities they do so with competence in the search for a growing motivation for the internal organization of work, oriented towards increasing productivity;
Obtain the total satisfaction of its Customers, providing the requested products/services according to their specifications and requirements, always trying to exceed their expectations, following legal, normative and regulatory requirements, as well as other requirements that Workwood subscribes to;
Ensuring internal control of compliance with the implemented procedures to avoid mixing certified products with non-certified products during production;
Continuously improve the quality and flexibility of our products/services, efficiently dealing with possible complaints and non-conformities.
Keeping current customers trying to consolidate and increase the relationship with them, as well as fostering a close relationship with suppliers to ensure the quality and effectiveness of the products supplied;
Provide employees with the necessary training, so that in the development of their activities do so with competence in the search for a growing motivation for the internal organization of work, oriented towards increasing productivity;
Obtain the total satisfaction of its Customers, providing the requested products/services according to their specifications and requirements, always trying to exceed their expectations, in accordance with legal, normative and regulatory requirements, as well as other requirements that Workwood subscribes to;
Ensuring internal control of compliance with the procedures implemented to prevent mix certified products with non-certified products during production;
Continuously improve the quality and flexibility of our products/services, efficiently dealing with possible complaints and non-conformities.
Workwood Management is committed to continuous growth in an organised, and sustained manner in our market, respecting Customers, competition, and suppliers to ensure the quality of the products supplied, to become a reference Company.
F.5 Compliance With All Legal Requirements
Workwood subscribes to great principles and great values in terms of Human and Social Rights. It does not allow discriminatory behavior based on sex, race, ethnicity, religious conviction, party affiliation, or any other. It promotes equal opportunities, ensuring integrity and dignity in the workplace.
Workwood also ensures strict compliance with all legal provisions, regulations, and national and international standards in force in the regions where it operates.
F.5.1 Management Responsibility
At Workwood, all people in leadership positions must demonstrate, through their actions, that they are committed to the company's Values. They must also contribute to the creation of an environment in which compliance with standards of conduct is a reality and ethical behavior is the norm.
All Workwood employees must respect the Company's Values and principles. No one should ask a Workwood employee to break the law or disrespect the company's Values, policies and procedures.
F.5.2 Compliance With Applicable Law
Workwood employees must follow all applicable laws, regulations, and company policies relating to work.
There are no excuses or pressures to justify non-compliance with the law. Do not ask consultants, agents, or subcontractors to break the law. If Workwood's internal rules are stricter than local legislation, the employee will be obliged to respect the company's standards.
F.5.3 International Trade
When importing and exporting products, information, or technology, Workwood follows the applicable European legislation, as well as the laws and regulations.
G. Integrity
G.1 Integrity in Relationships With Stakeholders
G.1.1 Clients
All Workwood Collaborators and Governing Bodies, regardless of hierarchical level, must:
• Having as the main focus of its actions, is the development of a relationship of empathy and trust with consumers, based on the best value proposition, to ensure Customer satisfaction.
• Treat customers with professionalism, efficiency, respect, loyalty, good faith, and dedication.
• Ensure equal treatment for all customers. Provide services in order to satisfy your needs, fulfilling the agreed conditions and commitments.
• Properly treat and protect customer information to which it has access, through the provision of services, preserving its confidentiality and integrity.
• Earning the Client's trust.
• Reporting with transparency and truth, namely in the use of advertising and communication means.
G.1.2 Suppliers
All purchasing decisions must be based on obtaining the best cost/benefit/quality ratio for Workwood.
The purchase of goods and services should be based on factors such as price, quality, performance, and suitability, good environmental practices. Good conduct in the purchasing area includes the following principles:
• Request tender proposals
• Check the supplier's financial and legal situation
• Regularly check quality and service requirements
• Specify in the contract, the services to be provided or the products to be provided, the terms of payment and the applicable rate or fees
• Verify that invoices clearly and correctly correspond to the goods and services provided
• Avoid agreements that imply reciprocity or exchange of favors
• Being “approved” in the assessment of suppliers by the purchasing manager
• WORKWOOD will not intentionally hire suppliers that:
• Provide products or services that involve security risks
• Transgress laws and regulations
• Use child labor or forced labor
• Make use of physical punishment to discipline employees
G.1.3 Public Authorities
Workwood must provide the supervisory and inspection authorities with all the collaboration required or information requested, within its scope.
G.1.4 Collaborators
We believe that WORKWOOD can help promote respect for human rights through the example of its actions and values.
WORKWOOD is committed to protecting and promoting human rights globally. WORKWOOD's commitment to human rights are present in our Code of Ethics and Conduct.
WORKWOOD respects international human rights principles, including those expressed in the UN Declaration of Human Rights. Therefore, it does not tolerate child labor, forced labor, physical punishment, or any type of abuse. We recognize the legal rights of professionals to free association and collective bargaining. We comply with labor laws and ask our business partners to do the same. We are committed to providing a healthy and safe work environment, which means that we operate in compliance with applicable health and safety laws and regulations and our standards.
WORKWOOD considers professional development of high value, therefore, it promotes the ongoing training of its employees, thus ensuring better performance and motivation.
WORKWOOD employees must apply this rule with special attention in their relationships, always referring to the company with respect, loyalty, and common sense, in line with the general alignments of this Code of Ethics and Conduct.
• Responsibility: Employees and Governing Bodies must carry out their duties responsabily and professionally manner, protecting the company's assets through the sensible and
rational use of resources
• Confidentiality: Observe the limits imposed by law regarding professional secrecy, keeping confidential all the information that they become aware of in the exercise or through
their duties, and must keep it, in all circumstances, confidential about it, not disclosing or manipulating.
• Privileged information and abuse of information: Employees and Governing Bodies of WORKWOOD who have access to privileged information, in any capacity, are
expressly prohibited from transmitting it, using it, or facilitatin its use by third parties for their own benefit.
• Competence: Develop your skills, with responsibility and innovation, through the continuous improvement of your technical knowledge and the quality of the services provided.
They must also know and act according to the required standards of competence and performance rules defined for the exercise of functions, to continuously apply the principles, standards of conduct, and good practices of their professional activity. Finally, Adopt an attitude in favor of service quality, through permanent adaptation to change.
• Efficiency: Use the means available to you to carry out your duties efficiently, minimizing the administrative costs arising from your performance and maximizing the quality and
results of the desired products. It must also ensure the good state of preservation of WORKWOOD's heritage.
• Cooperation: Being able to listen and interact, showing openness to criticism and other people's points of view, as well as assuming a constructive posture in resolving problems both
internally and before other public administration bodies, sovereign bodies, or the general public. Adopt an active and loyal cooperative attitude in the teamwork in which he is inserted.
G.1.5 Community
WORKWOOD must ensure the social legitimacy of its business, through the strengthening of lasting relationships with the communities where it operates and the integration of its interests in the conduction and management of its business.
The relationship with communities must consider the specificities of the different realities and stakeholders involved. In addition, it should encourage and strengthen local networks, in order to promote dialogue and solidarity between the parties.
WORKWOOD develops an active Social Responsibility policy and contribution to the improvement of the Communities in which its businesses operate, with strong concern for the environment, economic and social well-being, and the development of human knowledge.
It is understood that the existence of a constant dialogue with the various entities that make up the community is fundamental for the long-term success of the company's activities, as the existence of these communication channels makes it easier to identify the main aspects to be improved.
G.1.6 Competition
WORKWOOD respects the market rules, promotes fair competition, and avoids any practice that could prevent, distort or sensitively restrict competition. Cordially relate with competitors, promoting mutual respect.
H. Communication
H.1 Communication with relevant stakeholders
H.1.1 WORKWOOD information sharing
If the sharing of information with external suppliers and customers is not considered illegal, nor contrary to business or commercial practice, WORKWOOD will encourage such sharing if it aims to improve the quality or use of the products. If it is necessary to disclose information owned by WORKWOOD to persons outside the company, a written confidentiality and non-disclosure agreement will be prepared, which establishes adequate controls to manage the flow of information.
H.1.2 Privileged or non-public information
WORKWOOD openly shares information with its employees. Whenever employees receive confidential information before it is released to customers, some of that information may be considered significant, or “material,” for a customer to make purchasing decisions.
Employees must not use confidential information for their own benefit or provide internal circulation information to others.
H.1.3 Accuracy in records and reports
WORKWOOD uses and provides accurate information so that customers can make informed decisions. All WORKWOOD employees must correctly record business information of various types. All documents, records, and accounts must accurately reflect the transactions and events that occurred. These records must also comply with WORKWOOD's existing procedures and internal control system.
Make sure that the details of the documents you prepare or sign are correct and true.
H.1.4 Public disclosures
We need to ensure that the information disclosed by WORKWOOD in reports and documents registered with government agencies, or made public by the company, is complete, adequate, accurate, and current. This is an obligation of all employees, including managers, who have any responsibility for the preparation of these reports, including drafting, reviewing, signing, or verifying the information for disclosure.
H.1.5 External Communication
WORKWOOD implements a strict communication policy, guided by standards of ethics, impartiality, and transparency towards the media, safeguarding secrecy and preservation of information confidential within the interests of the company. It acts to ensure symmetry in access to information, with full respect for applicable legal and regulatory standards, avoiding mistakes, exaggerations, and concealment of relevant information. Avoids disclosing to the media any information about the company and its activities that have not been previously and duly authorized.
H.1.6 Copyright
Several materials used in the course of our work are protected by copyright laws. It is not allowed to reproduce, distribute or modify materials from third parties whose copyrights are protected by law, except with prior authorization. Examples of materials commonly protected by copyright law:
• Software
• Audio and video recordings
• Books, magazines, and specialized publications
• Materials used in presentations and training
• Management and process models
I. Labor Relations
I.1 Integrity in Labor Relations and Labor Standards
I.1.1 Child Labor and Forced Labor
WORKWOOD does not accept forced, slave, or similar work, as well as the use of child labor or any form of exploitation of children or adolescents.
Children between the ages of 16 and 18 can only perform any function at WORKWOOD, subject to compliance with all mandatory educational labor legislation.
I.1.2 Employment Relationship
WORKWOOD provides each employee with a written employment contract. The employee must receive the original contract by the first day of work at the latest. The employment contract must contain the terms and conditions of employment, including working hours, benefits, and compensation. must be complied with legal provisions, such as those resulting from collective agreements and the International Labor Organization's core labor standards for employment contracts. In this way, the company seeks to offer the greatest possible protection to employees.
I.1.3 Work Schedule
WORKWOOD does not oblige employees to regularly work more than 40 hours a week, with the right to at least two days of rest for each period of 7 days. Regarding overtime work, it is controlled through the chipping system and a monthly record of “overtime” is made, which the employee can use for your benefit, through the bank of hours. Overtime work (overtime) never exceeds 12 hours per week.
Breaks are taken during work periods:
- Morning break: takes place around 10 am, lasting 10 minutes
- Afternoon break: takes place around 4 pm, lasting 10 minutes
I.1.4 Remuneration
WORKWOOD defines in the employment contract established with the employee the remuneration policy as well as the deadline for payment (see employment contract).
I.1.5 Employee Privacy
WORKWOOD respects the privacy of employees. Employee personal information will only be collected and processed for business reasons and whenever this complies with applicable law.
Access to employee personal information is limited to only those with a legal right to see it, and only as necessary to perform their job. Professionals who handle personal information are regularly reminded of their responsibility to protect it.
All employees have the right to review and comment on the information contained in their records, which are maintained by the company. They may also take other measures to these records, provided they are authorized by the national laws applicable to the privacy of information.
I.1.6 Harassment and Abuse of Power
WORKWOOD does not tolerate abuse of power or harassment, such as sexual, economic, moral, or any other nature, or situations that characterize disrespect, intimidation, physical violence, or threat in relationships, internal or external.
Any person who considers himself discriminated against, humiliated or subject to prejudice, abusive practices, or in a situation of disrespect promoted by employees, third parties, administrators, representatives, suppliers, or service providers of WORKWOOD must communicate the fact to his direct superior, using the channels contact details made available.
WORKWOOD employees and third parties, whenever possible, should discuss the matter with their direct superiors. However, if they feel embarrassed to do so, they must report the situation to the WORKWOOD Management. For a better understanding, consult the code of conduct “Preventing and combating harassment at work”.
I.1.7 Prejudice and Discrimination
WORKWOOD values diversity in all its relationships. Therefore, everyone must be given respectful, cordial, and fair treatment by employees, third parties, managers, suppliers, and service providers of WORKWOOD or by those who represent it.
WORKWOOD does not admit discrimination or prejudice of any nature, whether of gender, race, religion, age group, sex, political conviction, nationality, marital status, sexual orientation, physical condition, or any other in its relationships, condemning any behavior, through of gestures, language or physical contact, which is sexually coercive, threatening, or abusive. In the recruitment, selection, and promotion processes, candidates must be evaluated solely for their skills and conditions to meet and adapt to the expectations of the position, decisions based on prejudice, favoritism, or even privileges of any nature are not accepted.
I.1.8 Fight Against Corruption
WORKWOOD does not tolerate any form of corruption. The practice of acts of corruption is considered a violation of the rules and guidelines of this Code of Conduct.
WORKWOOD works continuously for efficiency and effectiveness in business, respecting the principles of fair competition and acting in line with external mechanisms (laws, regulations, among others) and with internal mechanisms to combat corruption, to ensure transparency as an integral part of the business model.
I.1.9 Employment, Activities, or Services Outside the Company
Jobs, activities, or services external to the company cannot interfere with the work to be performed at WORKWOOD. It is not acceptable to perform services external to WORKWOOD, that in any way create conflict with the work that is carried out in the company. It is not allowed to sell products that compete with WORKWOOD, even if you do it as a self-employed professional.
I.1.10 Collection and Use of Competitive Information
WORKWOOD employees may gather competitive information only by lawful means. Using illegal or unethical means to obtain information about other companies is prohibited. Not to share confidential matters of suppliers or customers with people external to WORKWOOD, without prior written permission. If information protection agreements are signed, the terms and conditions must be specified in these legal instruments. Theft or misuse of trade secrets is prohibited. It is prohibited to request other people – particularly new employees fresh from competitors – who reveal trade secrets.
I.1.11 Health, Safety, and Environment
WORKWOOD adopts a preventive approach to environmental challenges in its operations and business decisions, continuously seeking to reduce energy consumption, create sustainable processes and develop initiatives that promote greater social and environmental responsibility.
All information relating to health, safety, and the environment, which may have an impact on WORKWOOD's direct and indirect employees, in communities or in the environment itself, are treated transparently.
Employees, direct or indirect, as well as suppliers and service providers of WORKWOOD, must become familiar with the policies, procedures, and practices of health, safety, environment, and information security in force in the company and comply with them.
Compliance with safety rules is everyone's obligation, and employees must inform their hierarchical superiors promptly of any irregular situation likely to compromise the safety of people, facilities, or equipment at their company.
The company guarantees the assessment of all workplace risks for pregnant women, nursing mothers, or new mothers so that the risks associated with their health and safety are reduced or eliminated.
WORKWOOD guarantees compliance with health, safety, and well-being standards in the workplace. For that:
• Asks the subcontractor to guarantee a safe and healthy work environment, taking appropriate measures to avoid accidents at work;
• Appoints a representative responsible for the health and safety of all employees;
• Requires regular training in this matter for all company employees.
• WORKWOOD will not jeopardize health or safety in the workplace for profit or increased production. WORKWOOD aims to provide and preserve the safety of the workplace. The
established rules and procedures must be obeyed in all areas of the company. Everyone has to carry out their work, always respecting these health and safety rules, and immediately communicating any worrying situation, incident, or breach of safety rules.
• Using, possessing, or transferring illegal drugs on company premises is prohibited. Working under the influence of alcohol or illegal drugs is not permitted. The misuse of medication in
the workplace is not permitted. WORKWOOD will not allow anyone to work under the influence of medication that could lead to unsafe conditions.
• Employees are prohibited from acting violently or making threats, and they are also not allowed to carry or use weapons in the workplace.
I.1.12 Provision of Adequate Sanitary Facilities, Eating Areas
WORKWOOD provides its employees with sanitary facilities, access to drinking water, and a food area (pantry) with a sink, microwave, coffee machine, food machine, and kitchen utensils.
J. Liability Term
WORKWOOD declares that within the scope of its activity and in compliance with national legislation:
• Does not use any form of child labor;
• Does not use any form of forced labor;
• Provides a safe and healthy work environment and takes appropriate measures to prevent accidents, incidents, and damage to the health of its workers;
• Does not raise any objection to the association of workers to trade unions or the possibility of collective association;
• Does not make any type of discrimination, direct or indirect, based on ancestry, age, sex, sexual orientation, marital status, family situation, genetic heritage, reduced work capacity,
disability, chronic illness, nationality, ethnic origin, religion, beliefs political or ideological and trade union affiliation, as well as not interfering in the exercise of the rights associated with it. The proportionality between this practice and the exercise of professional activity must be observed;
• Does not allow behaviors that are of a coercive, threatening, abusive, or exploitative nature;
• Does not carry out any type of corporal or mental punishment or physical or verbal coercion;
• Comply with applicable laws on working hours and have a bank hours policy;
• Ensures that the breakdown of wages and benefits is detailed and clear to workers;
• Informs its suppliers and subcontractors of the content of this declaration.