Fertin Pharma A/S – Corporate Social Responsibility
With a globalized business structure and a wide range of international partners Fertin Pharma works to meet ethical, social and environmental responsibilities. The purpose of this Code of Conduct is to ensure that suppliers and partners of Fertin Pharma will operate in accordance with local rules and regulations and if possible and feasible also internationally recognized minimum standards on labour rights, health and safety as well as environmental standards. Fertin Pharma adheres to the principles of this CSR code and expects the same of its suppliers and partners.
Observance of the Code of Conduct will be a part of agreements or contracts between Fertin Pharma and its suppliers and partners.
The aim of the Code of Conduct is to grow responsible and profitable business together with our suppliers and partners
The code establishes minimum standards and Fertin Pharma will not accept any attempt to use this CSR code as a means to lower existing standards.
In addition to meeting the provisions of this Code of Conduct, suppliers and partners shall comply with all national laws and regulations as well as other applicable standards (e.g. collective bargaining agreements or other Code of Conduct). Conflicts between the provisions of this Code of Conduct and national laws or other applicable standards shall be evaluated by Fertin Pharma in cooperation with the supplier/partner in order to establish the most appropriate course of action.
Forced Labour and freedom of movement
The supplier and partner must not participate in, or benefit from, any form of forced labour, including bonded labour, forced prison labour, slavery, servitude, or human trafficking. Workers must have the freedom of movement during the course of their employment.
The supplier shall refrain from retaining the identity cards, travel documents, and other important personal papers of its employees.
Child Labour and Young Workers
The supplier shall not engage in, or benefit from, the use of child labour. The minimum age for employment shall not be less than the age of completion of compulsory schooling and, in any case, shall not be less than 15 years (or 14 years where established by national laws in accordance with the ILO developing-country exception).
Where permitted by national laws, the supplier or partner may employ children between 12 and 15 to perform a few hours of light work per day. The work must be simple tasks of a limited nature and not interfere with the children’s educational responsibilities. Apprenticeship programmes for children below the minimum age of employment must be remunerated and clearly aimed at training.
The supplier/partner shall refrain from hiring young workers (below 18 years of age) to perform any type of work, which is likely to jeopardize their health, safety or morals.
The supplier/partner shall not engage in or support discrimination on the basis of race, colour, sex, language, religion, political or other opinion, caste, national or social origin, property, birth, union affiliation, sexual orientation, health status, family responsibilities, age, and disability or other distinguishing characteristics. Hiring, remuneration, benefits, training, advancement, discipline, termination, retirement or any other employment-related decisions shall be based on relevant and objective criteria.
Wages and benefits
The supplier/partner shall comply with legal minimum standards. Wages shall be paid in legal tender and on a regular basis. Deductions from wages shall be transparent and must never be used as a disciplinary measure.
All workers shall be provided with a written, understandable, and legally binding labour contract or such other documentation of labour relationship as may be required by local legal standards
Employees shall be granted sick leave and maternity leave in relation to the local legal standards.
Health, Safety and Environment
Workplace Health and Safety
The supplier/partner shall ensure that its workers are offered a safe and healthy working environment, which meets the local legal standard.
The supplier shall provide its employees with the protective equipment and training necessary to perform their tasks safely.
Conditions of Employment and Work
The supplier shall protect workers from acts of physical, verbal, sexual, or psychological harassment, abuse, or threats in the workplace, whether committed by managers or fellow workers, including when determining and implementing disciplinary measures.
Corruption and Bribery
The supplier and partners shall refrain from bribing, or using any other method, to unjustly influence public officials and/or the judiciary.
The supplier/partner must strive to minimize the adverse environmental impacts of its activities, products and services through a proactive approach and responsible management of its environmental aspects (including, but not limited to):
- Use of scarce natural resources, energy and water
- Emissions to air and releases to water
- Handling of hazardous substances
- Handling of hazardous and non-hazardous wastes
- Product issues (design, packaging, transport, use and recycling/disposal)
Local legal standards in relation to environmental issues must be met.
Fertin Pharma will secure that all suppliers and partners are aware of this Code of Conduct.
Fertin Pharma will encourage our suppliers and partners to assess their compliance with this Code of Conduct. Our monitoring program may consist of on-site inspections (or audits), periodic self-evaluations by suppliers/partners of their premises and those of their subcontractors and Fertin Pharma reserves the right to let an independent third party of our choice make on-site inspections to verify compliance with the requirements of this Code of Conduct.
The frequency and intensity of supplier/partner audits will depend on – and shall be appropriate to – the scale and intensity of their operations.
The results of all monitoring will be documented in a monitor report. Where instances of non-compliance with the requirements of this Code of Conduct are identified, the supplier or partner shall take corrective action to remedy the deficiencies as well as take measures to prevent similar problems from recurring in the future.
Approved on March 7, 2011
Fertin Pharma A/S
Board of Directors
CSR Rapport 2011 – indgår i ledelsesberetning for årsrapporten 2011 – Læs mere her.
CSR Rapport 2012 – indgår i ledelsesberetning for årsrapporten 2012 – Læs mere her.
Måltal og politikker for den kønsmæssige sammensætning af ledelsen 2013 – Læs mere her.
CSR Rapport 2013 – indgår i ledelsesberetning for årsrapporten 2013. –Læs mere her.
CSR Rapport 2014 – indgår i ledelsesberetning for årsrapporten 2014. –Læs mere her.
CSR Rapport 2015 – indgår i ledelsesberetning for årsrapporten 2015. –Læs mere her.
CSR Rapport 2016 – indgår i ledelsesberetning for årsrapporten 2016. –Læs mere her.
CSR Report 2017 – included in the management review for the Annual Report 2017. –Read more.