Trustpack

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EN LT LV ET FI NB SV

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Menu

Track your order

EN
EN LT LV ET FI NB SV
Contact us
EN
EN LT LV ET FI NB SV
Edit Content
About us
Constructor service
Packaging Design
Consultations
Additional services
Products
Premium goods
Cosmetics and perfume packaging
Packaging for beverages
Packaging for Food Products
Packaging for pharmacy products
Advertising Products
Label Production
Packaging for tobacco

Track your order

Contact us
EN
EN LT LV ET FI NB SV
Edit Content
About us
Constructor service
Packaging Design
Consultations
Additional services
Products
Premium goods
Cosmetics and perfume packaging
Packaging for beverages
Packaging for Food Products
Packaging for pharmacy products
Advertising Products
Label Production
Packaging for tobacco

Track your order

Contact us


UAB "Trustpack" CODE OF ETHICS AND CONDUCT

I. GENERAL PROVISIONS

  1. The Code of Ethics and Conduct of Trustpack UAB (hereinafter referred to as the "Code of Conduct") describes the norms to which the employees of Trustpack UAB (hereinafter referred to as the "Company") must adhere. The basis of the Code of Conduct is ethical and lawful behaviour.
  2. Our Code of Conduct is a corporate pledge and a document that summarises the values and business principles we promote. It is an expression of the professionalism that the company's employees are expected to uphold in their work and that is expected from its partners. Commitment to the Code of Conduct and compliance with the rules contained therein is one of the essential conditions of cooperation and working relationships.
  3. Our Code of Conduct aims to:
    1. Disclose and embed the company's values, operating principles and standards of conduct.
    2. Identify the main principles of the company's relations with its customers, business partners, government, public and municipal institutions (their representatives), competitors, shareholders and employees.
  4. The Code is based on our company's Vision, Mission and Core Values, helps to uphold them, and shows how employees should behave with colleagues, customers, business partners and other members of society.
  5. Any of our employees who becomes aware of any breach of the Company's rules, obligations or promises, as well as of any circumstances which indicate that there is a real threat to the interests of the Company, its employees, its customers, its business partners or its shareholders, must immediately inform his/her line manager or the Company's CEO.

II. OPERATING PRINCIPLES

  1. We respect each of our clients, colleagues and business partners, and we are committed to treating them with respect and fairness, so that they have no doubts about the reliability of our cooperation.
  2. We adhere to the principles of fair business. We act transparently, reliably and with integrity, distinguishing between public and private interests.
  3. We avoid conflicts of interest (i.e. situations where an employee has to choose between the company, its customers, partners or personal interests). If a conflict of interest arises, it is always brought to the attention of the immediate supervisor or the company's CEO. The pursuit of personal financial interests in the performance of one's duties at the expense of the Company, its customers, partners and public finances is not tolerated in the Company.
  4. Environment
    1. As a responsible business, the company is committed to actively reducing its environmental impact, including the ongoing measurement and assessment of its environmental impact.
    2. We strive to ensure that all employees are properly informed and trained on environmental requirements. Each of our employees must strive to minimise waste and any other impact they have on the environment.
    3. We work to conserve natural resources, raw materials and energy, to choose and use products responsibly, to manage and reduce waste responsibly, and to support and contribute actively to national environmental initiatives.
  5. Compliance with legislation
    1. 10.1 Compliance with the law is an absolute requirement for the Company and its employees.
    2. 10.2 Every staff member must be thoroughly familiar with the legislation governing the performance of his/her duties. Managers shall provide their subordinates with the necessary explanations and advice on the application of the law in the performance of their duties.
    3. 10.3 The Company expects employees to comply with all laws designed to protect health, safety and the environment, to obtain all necessary permits, and to carry out their work in strict compliance with the requirements of relevant legislation.
  6. Employee relations and personal commitments
    1. Employees are required to behave in a businesslike manner during their working hours: to be correct, courteous, to observe the rules of communication ethics and to behave in such a way that their actions do not damage the Company's business reputation.
    2. During periods of unemployment, employees also avoid any situation in which their misconduct could be linked to the company and its reputation.
    3. Courtesy and helpfulness are key principles of collegial communication. The display of negative emotions, raising one's voice during a conversation or the use of violence (both psychological and physical) against another member of staff is never tolerated. Any form of harassment of another person is strictly prohibited. Unethical, malicious or other negative behaviour by employees and partners does not go unnoticed or unacknowledged.
  7. Discrimination
    1. Every staff member has the right to be treated fairly, collegially and with respect by his or her superiors, subordinates and other staff members performing the same or similar duties. Our members do not tolerate discrimination or harassment of any kind (on grounds of race, religion, belief, national origin, sex, disability, age, marital status, etc.). All employees of the Company conduct themselves in accordance with the principles of the Code of Conduct.
    2. The Company does not tolerate discrimination against employees on the basis of their political, religious, sexual and personal views, and family/health status or condition. The criteria on which the Company bases its employment decision are the personal qualities of the employee (honesty, decency, etc.) and his/her professional competence.
  8. Conflict of interest
    1. Business transactions must be conducted in the best interests of the company. Neither a natural person nor a legal person having any relationship with an employee may take unfair advantage of the company by taking advantage of his relationship with the employee or his position.
    2. Situations that may create a conflict between the employee's responsibilities towards the company and his/her personal interests should be avoided. The employee must avoid any circumstances which could damage the reputation of the company or other tangible or intangible interests of the company.
    3. Participation in any legal form (including investing in such an entity or having any financial interest in such an entity) in the activities of another entity competing with the Company, without the Company's written consent, is incompatible with employment with the Company.
    4. All conflicts within the company are dealt with promptly and decisively. The Company shall not prohibit its employees from engaging in activities which do not and cannot adversely affect the interests of the Company and the proper performance of the employee's job functions. However, the employee must inform the Company in writing of such activities prior to their commencement in order to avoid any conflict of interest.
  9. Relations with clients, partners and public bodies
    1. Our relations with clients, partners and other institutional representatives are based on respect, integrity, professionalism, mutual trust, fairness, prioritising the client's interests, honouring commitments, keeping them informed, and prioritising negotiation over legal action.
    2. Company employees must do everything possible to prevent any form of corruption.
  10. Information and communication with the public
    1. The company discloses all information about its activities in strict compliance with the requirements of the legislation of the Republic of Lithuania and on the basis of principles such as authenticity, regularity, promptness, and the balance between private and public interests.
    2. Employees of the Company shall refrain from disclosing any information to representatives of the mass media, unless instructed to do so in writing by the Company's Chief Executive Officer.
    3. Information to the media on behalf of the Company, as well as to any third party who is not a customer or partner of the Company, shall only be provided by the Chief Executive Officer of the Company or a person authorised by him.
    4. Confidential information relating to the company's activities and its partners is kept strictly confidential by each of its employees.
  11. Shopping, gratuities, business lunches and gifts
    1. The Company never seeks to gain a business advantage through unlawful means. The offering or giving of bribes to third parties is strictly prohibited in the Company's business.
    2. No staff member may make any payment, bribe or offer an unfair financial advantage to clients or other persons discharging a public function with a view to maintaining a commercial relationship through the provision of a service or other benefit.
    3. In the performance of their duties, employees are strictly prohibited from accepting any gifts of any kind, and from giving or receiving money to or from any client, business partner, or their representative, or from entering into any contract in return for personal remuneration.
    4. Employees of the Company shall not grant any implicit privileges to clients, business partners, representatives of the State or municipality or public bodies.
    5. Employees are strictly prohibited from rewarding clients, business partners, representatives of the state or municipality or public bodies, or other third parties with whom the Company has business dealings, for favourable or unfavourable decisions taken or not taken, with expensive gifts and all other forms of illegal payments, favours or other forms of remuneration.
    6. An employee of the Company who suspects that any third party (client, colleague, etc.) is attempting to involve or use him/her in an illegal transaction must report the matter to the Chief Executive Officer.
    7. Business lunches and business gifts to employees must comply with the general policy on business expenses and the rules and requirements of the government body or legal entity in question. Third parties must not be used to circumvent the above policies.
  12. Incitement to benefit
    1. The term "benefits" includes: gifts, loans, tax benefits, rewards, positions, employment, transactions, services, support, etc.
    2. Bendrovė draudžia vadovams ar darbuotojams kurstyti bet kokį naudos gavimą iš klientų, tiekėjų ar bet kokio su bendrovės verslu susijusio asmens.
  13. Naudos priėmimas
    1. Vadovai ir darbuotojai turi atsisakyti priimti naudą, kuri siūloma dėl jų einamų pareigų, jeigu naudos priėmimas galėtų paveikti jų objektyvumą ar priverstų juos elgtis priešingai bendrovės interesams, ar jeigu to pasekmė būtų skundai dėl šališkumo.
    2. Vadovai ar darbuotojai (apie tai iš anksto informuojant bendrovės generalinį direktorių) gali apsvarstyti bei savanoriškai priimti teikiamą naudą tik tokiu atveju, jeigu: • Gaunama nauda neturės įtakos gavėjo veiklos rezultatams; • Gavėjas nesijaus įpareigotas padaryti ką nors, atsilygindamas davėjui; • Gavėjas gali atvirai aptarti gaunamą naudą be jokių išlygų; • Gaunamos naudos pobūdis (pvz., reklaminė ar agitacinė dovana, švenčių progomis) ir vertė yra tokie, kad jos atsisakymas būtų laikomas nedraugingu ar nemandagiu poelgiu.
  14. Naudos siūlymas. Bet kokie mokėjimai, sutartos palankios sąlygos ar kiti privalumai, kuriuos vykdydami bendrovės veiklą suteikė vadovai ar darbuotojai, turi atitikti bendrovės vyraujančią politiką, susijusią su tokiais klausimais, bei tokiems veiksmams turi būti gautas išankstinis bendrovės generalinio direktoriaus pritarimas.
  15. Pramogos. Nors pramogos yra priimtina verslo ir visuomeninio elgesio forma, vadovai ar darbuotojai turėtų atsisakyti pakvietimų į maitinimo įstaigas ar pramogas, kurie yra pernelyg dažni, kad būtų išvengta keblumų ar būtų prarastas objektyvumas vykdant bendrovės veiklą. Jeigu atsisakyti pakvietimo yra nemandagu, darbuotojas gali jį priimti, susitariant su bendrovės generaliniu direktoriumi, kad jam bus leista atsakyti tuo pačiu.
  16. Informacinių technologijų naudojimas
    1. Bendrovėje netoleruojamas bet kokios asmens garbę ir orumą žeminančios, taip pat – bet kokios kitos neteisėtos informacijos naudojimas bei saugojimas bendrovės patalpose esančiose IT priemonėse bei duomenų kaupimo laikmenose.
    2. Bendrovė ragina darbuotojus atsakingai naudotis informacinėmis technologijomis (kompiuteriais, IT tinklais, mobiliais telefonais, elektroniniu paštu, internetu). Darbuotojai turi nepamiršti, kad naudodamiesi informacinėmis technologijomis, jie yra atsakingi už Bendrovės informacijos apsaugojimą, technologijų praradimą, pakenkimą ar sugadinimą.
    3. Bendrovės patalpose esanti bei bendrovei priklausanti kompiuterinė technika negali būti naudojama komentarų internetinėje erdvėje (įskaitant tinklaraščius ir socialinius tinklus) rašymui arba atsakinėjimui į kitų asmenų komentarus.

III. KODEKSO ĮGYVENDINIMAS

  1. UAB „Trustpack“ patvirtino šį Elgesio kodeksą, kad visi darbuotojai tinkamai laikytųsi jame įtvirtintų principų bei normų.
  2. Kiekvienas darbuotojas privalo perskaityti šį Elgesio kodeksą ir jo laikytis. Darbuotojams nesilaikant šio Elgesio kodekso nuostatų, gali būti taikomos atitinkamuose įstatymuose numatytos bausmės, įskaitant atleidimą iš darbo.
  3. Visapusiškai remiame savo darbuotojus, kurie sąžiningai laikosi Elgesio kodekso nuostatų, ypač kai jie susiduria su spaudimu iš šalies jas pažeisti.
  4. Darbuotojai privalo neatidėliodami ir tinkamai reaguoti į visus šio Elgesio kodekso pažeidimus ir apie juos informuoti savo tiesioginį vadovą ar bendrovės generalinį direktorių. Bendrovė išsaugo asmenų, pranešusių apie šio Elgesio kodekso normų nesilaikymą, visišką konfidencialumą ir užtikrina jų apsaugą, kaip tai numatyta įstatymuose.
  5. Bendrovės vadovybė nuolat stebi, ar laikomasi Elgesio kodekso ir, jei to reikia, įgyvendina konkrečias stebėsenos programas.