Search4S conducts its business with the intention of creating added value for all stakeholders. This added value shall be created without sacrificing the highest ambitions regarding human rights, environmental sustainability and a long-term ethical approach. In conducting its business, Search4S AB complies with all applicable legislation.
This Code of Conduct is part of the standard documentation whenever Search4S enters into an agreement with employees, clients, suppliers or other stakeholders, and covers all representatives of Search4S.
Respect for human rights
Search4s supports the ten principles contained in the UN Global Compact and we encourage all of our business partners to approve and apply them.
Relationship to employees
Our corporate culture shall be characterised by responsibility and respect for the individual. All employees shall be treated justly and without prejudice. No form of discrimination will be tolerated. All employees shall be given the same opportunities within the company irrespective of gender, civil status, ethnicity or nationality, sexual orientation, political opinion, religion or disability.
Environment and security
Search4S AB shall provide its employees with a secure and healthy work environment. Work-related injuries and sickness shall be prevented through continuous improvement, information and training. Search4S shall make every effort to ensure that the company’s environmental impact is sustainable.
Business principles
All contacts with business partners shall be characterised by respect, fairness and equal treatment. Our employees shall demonstrate honesty and integrity in their interactions with colleagues, clients, suppliers, other organisations and regulatory authorities. Search4S AB shall never participate in or otherwise associate itself with corruption, bribery or other unfair and anti-competitive measures.
Compliance
Employees who become aware of any crime against applicable legislation or infringement of this Code of Conduct, shall immediately report the matter to their immediate superior. Those reporting in good faith do not risk any reprisals. Management and the Board of Directors shall be informed and bear the responsibility for taking the appropriate measures.
Anna Rennermalm,
Chair of the Board
