Everyone shall be equal before the law and enjoy human rights irrespective of sex, religion, beliefs, ethnic origin, race, color, property, birth or any other status. Men and women shall enjoy equal rights in all respects. Eimskip is a member of the UN Global Compact, an international project run by the United Nations. By participating, Eimskip undertakes to ensure that its polices and working practices are in accordance with the ten basic principles of the United Nations on human rights, employment markets, environmental issues and actions against corruption.
HUMAN RIGHTS POLICY
Eimskip respects human rights. The objective of Eimskip’s human rights policy is twofold:
Eimskip commits itself to complying with all applicable laws and regulations on human rights that concerning freedom of association, forced and labor, child labor discrimination in respect of employment and occupation.
Freedom of Association
Eimskip respects employees’ right to join or not to join a labor union.
Forced and compulsory labor
Eimskip rejects and acts against all forms of forced and compulsory labor.
Eimskip is compliant with international laws and regulations on the minimum age of employees. The Company can decide on raising the age limit due to certain nature of jobs or according to laws and regulations in each country.
Discrimination in respect of employment and occupation
Eimskip rejects any kind of discrimination regarding employment and occupation.
Eimskip encourages all employees to report any suspected human rights violations within the company.
The Company requires its suppliers and subcontractors to respect human rights.
HUMAN RESOURCE POLICY
Eimskip creates equal opportunities for employees in a safe and healthy working environment. Eimskip’s management knows that the success of the company’s operations is based on the knowledge and ambition of the employees. For this reason, the company works towards strengthening the professional abilities of all its employees and encourages them to utilize their own interest and initiative for personal development and progress. Managers also emphasize employee choice, gender equality, feedback and recognition and working environment in order to create a desirable workplace that attracts skilled employees who grow and thrive, assume responsibility and demonstrate initiative at work.
Management seeks to bring out the best in its employees and encourage and support them with regular feedback and active information dissemination. They endeavor to create a team spirit that shows interest, takes responsibility and takes part in creating an exemplary workplace.
Selection of employees
A variety of individuals with diverse backgrounds and talents are the key to Eimskip’s success. High-quality recruitment procedures ensure that Eimskip always have the right people in the right places. Care is taken to welcome new colleagues and to provide them with adequate information and training. The focus is on excellent communications and an active dissemination of information between employees, as this is an important aspect of retaining good staff.
Eimskip’s policy is to ensure total equality between individuals and that Eimskip’s employees enjoy equal opportunities regardless of gender. Bullying, sexual and gender-based harassment or other forms of inequality are not tolerated at Eimskip.
Feedback and acknowledgement
In order to achieve success, employees need information on their performance. Feedback within Eimskip is characterized by encouragement and praise for achievements and an open and honest discourse and guidance about improvements that can be made. Good performance and demonstrated loyalty are valued.
The working environment is under continuous development, and Eimskip employees are active participants in improvements and changes in order to create a desirable workplace. Emphasis is always placed on equality in a safe and healthy working environment.
Eimskip’s objective is to employ the most qualified people for the job and ensure that they have the ambition to deal with the challenges that lie ahead. At Eimskip, we pay employees the same wage and provide the same terms for equally valuable jobs.
EQUAL OPPORTUNITIES POLICY
Eimskip’s equal opportunity policy is based on the company’s values, achievement, co-operation and trust. The policy is prepared in accordance with Icelandic law, Act No. 10/2008 on the Equal Position and Equal Rights of Women and Men.
Eimskip works systematically, in accordance with the equal opportunities program, for equal status of employees regardless of gender. The equality plan also aims at Eimskip being a good and desirable workplace equally for women and men.
Equal rights plan
Eimskip’s equal opportunities plan addresses objectives and actions designed to guarantee employees the rights provided for in Act No. 10/2008 on the Equal Position and Equal Rights of Women and Men.
Right to equal pay
Eimskip maintains the strictest equality in decisions relating to wages and other employment terms. Equal wages are paid and employees enjoy the same employment terms for equally valuable jobs. It is Eimskip’s policy to ensure that wages and other terms are competitive with regard to comparable jobs on the market.
Eimskip strives to ensure full equality when recruiting to new positions and that the selection of an employee is independent of gender considerations. Advertised positions are open to both men and women.
Job development, education and retraining
Eimskip employees have opportunities for career development, participation in working groups and attending courses held for employee groups to increase skills at work or for preparation for other positions. All employees are encouraged to show initiative for continuing education and to participate in educational activities.
Reconciling family and working life
Eimskip organizes working arrangements and takes the necessary measures to ensure that men and women are able to harmonize their work duties and their private lives as far as possible. The co-ordination of these aspects is based on the employer and the employee’s mutual understanding of the needs of both parties and the willingness of both parties to show consideration and achieve a fair result. The work and responsibilities of Eimskip’s employees vary, as do their working arrangements and hours. A key term in the co-ordination of work and private life is “flexibility”, a term that must be used with the interests of both parties in mind.
Bullying and harassment
Eimskip does not tolerate bullying, discrimination or prejudice of any type.
Gender-based and sexual harassment
Eimskip’s definition of gender-based and sexual harassment is based on the Act on the Equal Position and Equal Rights of Women and Men, No. 10/2008.
In case of a situation within the workplace that can be described as follows below, employees should contact Human Resources. Assistance may also be sought from the workplace’s trade union representative. Each case is handled separately and the parties involved supported as well as possible to resolve the matter. The assistance of external experts is sought if necessary.
Article 2 of the Gender Equality laws has the following definitions:
Gender-based violence: Violence based on gender which results in, or could result in, physical, sexual or psychological injury or suffering on the part of the victim; also the threat of such and coercion or arbitrary deprivation of freedom, both in private life and in a public venue.
Gender-based harassment: Behavior relating to the gender of the person subjected to such behavior that is unwanted, has the purpose or effect of violating the dignity of the individual concerned and creates circumstances that are intimidating, hostile, degrading, humiliating or offensive to the person.
Sexual harassment: Any kind of unwanted sexual behavior with the purpose or effect of violating the dignity of the individual concerned, particularly when such behavior leads to intimidating, hostile, degrading, humiliating or offensive situations. Sexual harassment can be verbal, symbolic and/or physical in nature.
Eimskip seeks to promote general well-being and good health, both mental and physical as well as social health. Increased well-being leads to a higher quality of life and happier employees.
Eimskip is focused on increasing employees’ knowledge of the importance of health and safety and thereby engages in and contributes to preventative measures against work-related stress disorders, accidents, absences and premature retirement due to illnesses.
At Eimskip, the consumption of alcohol and/or other drugs in the workplace and/or during working hours is prohibited.
Working rules regarding the use of tobacco and the ban on the use of alcohol and drugs in the workplace are active and designed to promote good health and safety of employees, other interested parties and the assets of the company.
OCCUPATIONAL SAFETY AND SECURITY POLICY
Eimskip is concerned with the health and safety of its employees. Eimskip offers, as much as is possible, a safe and healthy working environment and focuses on ensuring that employees protect themselves, their colleagues, external parties, goods, equipment and the environment from any harm.
Eimskip has a zero accident policy in regards to injuries to people, i.e. that there are no injuries to people in connection with the company’s activities or caused by it. Employees of the company work to exclude hazardous situations in the work environment and any risky behavior.
Eimskip operates an emergency team (accident committee) that comes together and manages events in case of a serious crisis in or related to the company’s operations.
Eimskip’s operation is in accordance with Icelandic laws, international rules and agreements and other recognized standards and criteria as regards to health and safety issues.
Eimskip’s goal in preventative work is to minimize any form of harm posed to individuals, goods or the company’s property. Eimskip focuses on good knowledge and risk awareness and works systematically with employees to build up and strengthen these aspects.
SCOPE AND REVIEW
Human Resources Policies apply to Eimskipafélag Íslands hf. and all the companies within its group.
Eimskip’s Human Resource and Marketing Division will initiate audits of the company’s policies every two years.