WWW.ABSTRACT.XLIBX.INFO
FREE ELECTRONIC LIBRARY - Abstract, dissertation, book
 
<< HOME
CONTACTS



Pages:   || 2 | 3 |

«Supplier Code of Conduct training for suppliers Supplier Code of Conduct training for suppliers 1/20 Supplier Code of Conduct training for suppliers ...»

-- [ Page 1 ] --

Supplier Code of Conduct training for suppliers

Supplier Code of Conduct training for suppliers

1/20

Supplier Code of Conduct training for suppliers

Supplier Code of Conduct training for suppliers

INTRODUCTION

INTRODUCTION

INTRODUCTION

HELPING YOU UNDERSTAND AND COMPLY WITH THE SUPPLIER CODE OF CONDUCT

REQUIREMENTS

HELPING YOU UNDERSTAND AND COMPLY WITH THE SUPPLIER CODE OF CONDUCT

REQUIREMENTS

ERICSSON SUPPLIER CODE OF CONDUCT MAIN REQUIREMENT AREAS

ERICSSON SUPPLIER CODE OF CONDUCT MAIN REQUIREMENT AREAS

EMPLOYEE CONDITIONS

INTRODUCTION

INTRODUCTION

EMPLOYEE CONDITIONS

EMPLOYEE CONDITIONS

THINK ABOUT

THINK ABOUT - EMPLOYEE CONDITIONS

GAP ANALYSIS

GAP ANALYSIS - EMPLOYEE CONDITIONS

HEALTH & SAFETY

INTRODUCTION

INTRODUCTION

HEALTH & SAFETY

HEALTH & SAFETY

THINK ABOUT

THINK ABOUT - HEALTH & SAFETY

GAP ANALYSIS

GAP ANALYSIS - HEALTH & SAFETY

SUPPLY CHAIN COMPLIANCE

INTRODUCTION

INTRODUCTION

THINK ABOUT

THINK ABOUT - SUPPLY CHAIN COMPLIANCE

ENVIRONMENTAL MANAGEMENT SYSTEM OR EMS

INTRODUCTION

INTRODUCTION

ENVIRONMENTAL MANAGEMENT SYSTEM OR EMS

ENVIRONMENTAL MANAGEMENT SYSTEM OR EMS

THINK ABOUT

THINK ABOUT - ENVIRONMENTAL MANAGEMENT SYSTEM OR EMS

GAP ANALYSIS

GAP ANALYSIS - ENVIRONMENTAL MANAGEMENT SYSTEM OR EMS

ELIMINATION OF DISCRIMINATION

INTRODUCTION

INTRODUCTION

NON-DISCRIMINATION

NON-DISCRIMINATION

ANTI-CORRUPTION

INTRODUCTION

INTRODUCTION

ANTI-CORRUPTION

ANTI-CORRUPTION

ERICSSON SUPPLIER EVALUATION

ERICSSON SUPPLIER EVALUATION

VERIFICATION OF CODE OF CONDUCT COMPLIANCE

VERIFICATION OF CODE OF CONDUCT COMPLIANCE

OBLIGATION TO INFORM

OBLIGATION TO INFORM

KNOWLEDGE TEST

KNOWLEDGE TEST - INTRO

2/20 Supplier Code of Conduct training for suppliers KNOWLEDGE TEST - INTRO

KNOWLEDGE TEST - SUPPLIER CODE OF CONDUCT TRAINING FOR SUPPLIERS

KNOWLEDGE TEST - SUPPLIER CODE OF CONDUCT TRAINING FOR SUPPLIERS

YOU'VE LEARNT...

YOU'VE LEARNT...

INFORMATION AND CONTACT

INFORMATION AND CONTACT

KNOWLEDGE ACCEPTANCE

KNOWLEDGE ACCEPTANCE

KNOWLEDGE ACCEPTANCE

–  –  –

INTRODUCTION

INTRODUCTION

INTRODUCTION

Course page number 1,screen 1 Audio Transcript Welcome to this Code of Conduct and Environmental Requirements Training course for Ericsson suppliers.

The Ericsson Code of Conduct describes the requirements to be met by Ericsson and its suppliers in the areas of human rights, labor standards, environmental management and anti-corruption. Compliance to the Code of Conduct means that Ericsson, as a global leader in the telecom industry, behaves correctly, socially and ethically.

Ericsson’s Code of Conduct is applicable to all Ericsson operations and to any party that contributes to Ericsson products, services and other business activities – in other words, to you as an Ericsson supplier, as well as to your sub-suppliers in Ericsson’s supply chain.

This course will tell you more about Ericsson’s Supplier Code of Conduct and Environmental Requirements and how you as a supplier may act to ensure compliance to these requirements.

The purpose of this training is to increase your awareness of the Code of Conduct requirements and thereby allowing you to identify improvement possibilities in your own activities and facilities. By acting proactively, you will create benefits not only for your employees and the environment, but also for the company as a whole.

HELPING YOU UNDERSTAND AND COMPLY WITH THE SUPPLIER

CODE OF CONDUCT REQUIREMENTS

HELPING YOU UNDERSTAND AND COMPLY WITH THE SUPPLIER CODE OF

CONDUCT REQUIREMENTS

Course page number 2, screen 2 Through this course, we will help you as a supplier to better understand the Code of Conduct requirements and thereby giving you tools to better comply with these requirements. By examples and guiding questions we will illustrate how you could look for improvement possibilities in your company. We will also give examples of possible gaps in your management system between the present state and a state that is suitable for compliance with the Code of Conduct requirements.

Audio Transcript Through this course, we will help you as a supplier to better understand the Code of Conduct requirements and thereby giving you tools to better comply with these requirements. By examples and guiding questions we will illustrate how you could look for improvement possibilities in your company. We will also give examples of possible gaps in your management system between the present state and a state that is suitable for compliance with the Code of Conduct requirements.

–  –  –

ERICSSON SUPPLIER CODE OF CONDUCT MAIN REQUIREMENT





AREAS

ERICSSON SUPPLIER CODE OF CONDUCT MAIN REQUIREMENT AREAS

Course page number 3, screen 3 Ericsson’s Supplier Code of Conduct can be divided

into six main areas:

• Employee conditions,

• Health and safety,

• Supplier compliance,

• Environmental Management System or EMS,

• Elimination of discrimination, and

• Anti-Corruption.

Audio Transcript

Ericsson’s Supplier Code of Conduct can be divided into six main areas:

• Employee conditions,

• Health and safety,

• Supplier compliance,

• Environmental Management System or EMS,

• Elimination of discrimination, and

• Anti-Corruption.

We will now look at each of these six Code of Conduct areas in more detail

EMPLOYEE CONDITIONS

INTRODUCTION

INTRODUCTION

Course page number 4, screen 4

1. EMPLOYEE CONDITIONS

Audio Transcript

The first Code of Conduct area is employee conditions. This area includes:

• Access to laws and regulations

• Information of employees

• Forced and compulsory labor & child labor

–  –  –

EMPLOYEE CONDITIONS

EMPLOYEE CONDITIONS

Course page number 5,screen 5 Audio Transcript Laws and Regulations

Such laws and regulations cover areas like:

• Salary and benefits

• Working hours

• Overtime compensation

• General employment conditions

• Health and safety at the workplace Does your company have routines for identifying, collecting and implementing the latest versions of laws and regulations regarding working conditions and workers’ rights?

You should not only have procedures for identifying the laws and regulations, but of course also comply with these laws and regulations.

Informed employees Suppliers are obliged to inform their employees about the conditions of their employment, and employees in

their turn should have access to this information. As a supplier, you can ask yourself questions such as:

• How are our employees informed about employment conditions?

• Are they informed only once or on a regular basis?

• How can employees access this information themselves? For example, is there an employee handbook?

• And how are employees informed of new conditions or changes made to existing conditions?

Forced and compulsory labor & child labor Two situations that you as a supplier should be aware of and check for are the use of forced and compulsory labor and child labor. Forced and compulsory labor and child labor is, for example, employees who have had to deposit money or original documents such as passports, education certificates and the like, during their employment. Forced and compulsory labor can also be employees who (under a bond with the employer) have had to commit themselves to work for the employer for an unreasonable period of time because they have received company sponsored training.

• No forced or compulsory labor should be practiced

• No unreasonable mandatory period of employment time due to received company sponsored training should be practiced In regard to Child labor, employees should be above the legal minimum age for employment. This minimum age is the age of completing compulsory schooling or not less than 15 years, or in the case of countries where educational facilities are insufficiently developed: 14 years. The minimum age for hazardous work is 18 years.

• Do not employ anybody under the legal age of employment

• Consider laws for working age if you allow workers under 18

–  –  –

THINK ABOUT

THINK ABOUT - EMPLOYEE CONDITIONS

Course page number 6, screen 6

• Do you have sufficient routines to ensure access to the most recent labor laws and regulations and do you have routines for implementing these laws and regulations?

• Are your employees properly informed of their employment conditions?

• Do you have any examples of forced and compulsory labor?

• Do you have implemented procedures that guarantee that you do not employ anyone under the legal age of employment and that laws and regulations on the particular working conditions regarding people under 18 are respected?

Audio Transcript Before we move on to the next section, please take a moment to think about what you have gone through so far. If necessary, go back to ensure you understood everything.

• Do you have sufficient routines to ensure access to the most recent labor laws and regulations and do you have routines for implementing these laws and regulations?

• Are your employees properly informed of their employment conditions?

• Do you have any examples of forced and compulsory labor?

• Do you have implemented procedures that guarantee that you do not employ anyone under the legal age of employment and that laws and regulations on the particular working conditions regarding people under 18 are respected?

GAP ANALYSIS

GAP ANALYSIS - EMPLOYEE CONDITIONS

Course page number 7, screen 7 This brief “Gap Analysis” gives you an idea of what you may need to secure in your Management system in relation to these requirements. You should see the questions as a guideline with selected examples and not a comprehensive list of items.

• Do we have an implemented routine or procedure for tracking, collecting and implementing national laws and regulations regarding employee conditions?

• Do we have an implemented procedure for informing our employees?

• Do we have an employee handbook that informs our employees about their responsibilities and human rights and other rights as employees in our company?

• Do we have contracts of employment for all our employees, complying to legal requirements on such contracts?

• Have we secured that these contracts don’t include any terms and conditions that could be characterized as permitting forced or bonded work? Such terms could be withholding personal document like passports or ID in original or unreasonable terms of leave.

• Do we have an implemented policy regarding child labor and under-aged labor?

• What procedures do we have to secure that the routine is implemented and that it follows national

–  –  –

law and international conventions?

Audio Transcript This brief “Gap Analysis” gives you an idea of what you may need to secure in your Management system in relation to these requirements. You should see the questions as a guideline with selected examples and not a comprehensive list of items.

• Do we have an implemented routine or procedure for tracking, collecting and implementing national laws and regulations regarding employee conditions?

• Do we have an implemented procedure for informing our employees?

• Do we have an employee handbook that informs our employees about their responsibilities and human rights and other rights as employees in our company?

• Do we have contracts of employment for all our employees, complying to legal requirements on such contracts?

• Have we secured that these contracts don’t include any terms and conditions that could be characterized as permitting forced or bonded work? Such terms could be withholding personal document like passports or ID in original or unreasonable terms of leave.

• Do we have an implemented policy regarding child labor and under-aged labor?

• What procedures do we have to secure that the routine is implemented and that it follows national law and international conventions?

HEALTH & SAFETY

INTRODUCTION

INTRODUCTION

Course page number 8, screen 8

2. HEALTH & SAFETY Audio Transcript The second Code of Conduct area is Health & Safety. This is an extensive area and in many cases one of the most critical. Here, for example, we can find situations where seemingly harmless chemicals used in manufacturing processes cause, in the long term, life-threatening injuries and long periods of suffering and disease.

–  –  –

HEALTH & SAFETY

HEALTH & SAFETY

Course page number 9,screen 9 Audio Transcript Training



Pages:   || 2 | 3 |


Similar works:

«Doctoral Thesis ETH No. 15980 The role of a putative arginine finger and guanine nucleotides in homoand heterodimerization of two GTPases involved in protein import into chloroplasts A dissertation submitted to the SWISS FEDERAL INSTITUTE OF TECHNOLOGY ZÜRICH for the degree of Doctor of Sciences presented by PETRA WEIBEL dipl. Natw. ETH, Swiss Federal Institute of Technology Zürich born 16.04.1975 citizen of Hochdorf/LU and Jonschwil/SG accepted on the recommendation of Prof. Dr. N. Amrhein,...»

«BDI BioEnergy International AG, Zwischenmitteilung für den Zeitraum 01. Jänner bis 30.September 2015 BDI in Zahlen Ausgewählte Kennzahlen per 30. September 2015 Q3 Q3 Veränderung Mio. Euro Auftragsbestand (30.09.) 109,8* 70,0 +56,8% Umsatzerlöse 19,9 11,5 +72,9% EBIT -3,4 -4,1 EBIT-Marge -17,1% -35,9% EBT 1,2 -2,8 EBT-Marge 5,9% -23,9% Periodenergebnis 0,7 -1,8 Bilanzsumme (30.09.) 80,0 69,6 +14,9% Eigenkapital (30.09.) 47,9 48,1 -0,3% Eigenkapitalquote (30.09.) 59,9% 69,1% Cashflow aus...»

«Slightly expanded version of paper in Proceedings AISB Conference, Warwick University 1985 published as: A.G. Cohn and J.R. Thomas (eds) Artificial Intelligence and Its Applications, John Wiley and Sons 1986. DID SEARLE ATTACK STRONG STRONG OR WEAK STRONG AI? Aaron Sloman School of Cognitive and Computin Sciences University of Sussex Brighton BN1 9QH ABSTRACT John Searle’s attack on the Strong AI thesis, and the published replies, are all based on a failure to distinguish two interpretations...»

«Systems Engineering Education Development (SEED) Case Study Thirteenth Annual International Symposium of the International Council On Systems Engineering (INCOSE) 29 June to 3 July 2003 Raymond L. Granata Thomas C. Bagg, I11 QSS Group, Inc. QSS Group, Inc. 7404 Executive Place, Suite 400 7404 Executive Place, Suite 400 Seabrook, MD 20706 Seabrook, MD 20706 30 1-867-0143 301-867-0063 rgranata@qssmeds.com tbagg@qssmeds.com Carolyn A. Casey Mark D. Brumfield NASA Goddard Space Flight Center Acting...»

«Fahrradständer: Test und Kaufberatung Überarbeitet im Oktober 2007. Am Markt gibt es eine Vielzahl an Fahrradständermodellen, aber aus den Hochglanzprospekten sind die Vorund Nachteile sehr schwer herauszufinden. Leicht entscheidet man sich für einen schönen Radständer, nur um dann in der Praxis festzustellen, dass er unbrauchbar ist. Als besonderes Negativbeispiel fallen die Spiralradständer auf, die zwar schön aussehen, jedoch keine einzige Anforderung aus der Praxis erfüllen. Auch...»

«DuluthStreams.org: Community partnerships for understanding urban stormwater and water quality issues at the head of the Great Lakes Richard Axler1, Marion Lonsdale3, Jane Reed1, Cindy Hagley2, Jesse Schomberg2, Jerry Henneck1, George Host1, Norm Will1, Elaine Ruzycki1, Gerry Sjerven1, Carl Richards2 and Bruce Munson2 December 2004 Natural Resources Research Institute University of Minnesota-Duluth 5013 Miller Trunk Highway, Duluth, MN 55811 Minnesota Sea Grant University of Minnesota-Duluth...»

«ETL Proof of Concept Written Response Information Builders DataMigrator Course: Evaluating ETL Tools and Technologies, afternoon session ETL Vendors in Action 3/3/2009 Evaluating ETL Tools and Technologies Table of Contents Information Builders Response 1. Product Architecture Overview and ETL Perspective 2. Extract Scenario 1: Customer Dimension Incremental Extract 3. Extract Scenario 2: Shipments Fact Table Extract 4. Extraction Scenario 3: Open Case 5. Maintenance Features 6. Operations and...»

«Sonderabdruck aus ECLOGAE GEOLOGICAE HELVETIAE Vol. 85, Nr. 3, 1992 Bericht der Schweizerischen Palâontologischen Gesellschaft 71. Jahresversammlung Compte rendu de la Société paléontologique suisse 71e Assemblée annuelle K o z u r, H., S a d e d d i n, W. : Neue Holothurien-Sklerite aus dem Fassan (Frühes Ladin) von Jordanien New Holothurian-Sklerite from the Fassanian (early Ladinien) o f J o r d a n A., R e m a n e, J. : W ie rz b o w s k i, The ammonite and calpionellid...»

«Discussion Paper No. 13-078 Profit Shifting and “Aggressive” Tax Planning by Multinational Firms: Issues and Options for Reform Clemens Fuest, Christoph Spengel, Katharina Finke, Jost H. Heckemeyer, and Hannah Nusser Discussion Paper No. 13-078 Profit Shifting and “Aggressive” Tax Planning by Multinational Firms: Issues and Options for Reform Clemens Fuest, Christoph Spengel, Katharina Finke, Jost H. Heckemeyer, and Hannah Nusser Download this ZEW Discussion Paper from our ftp server:...»

«Fachbereich Informatik Diplomarbeit: Möglichkeiten und Auswirkungen der Integration der Nutzer in die Erstellung und Durchsetzung einer IT-Sicherheitspolitik Michael Krooß Betreuung: Prof. Dr. Klaus Brunnstein Dr. Hans-Joachim Mück 5. Februar 2003 Dank sagen möchte ich meinen Betreuern Herrn Prof. Dr. Klaus Brunnstein und Herrn Dr. Hans-Joachim Mück, die mich während der gesamten Erstellung der Arbeit unterstützt haben. Ferner möchte ich Herrn Arslan Brömme danken, der mir in der Phase...»

«White Paper Using Amplify Games to improve middle school students’ skills in math and science The Amplify portfolio of science and math games seeks to connect middle school students to learning experiences that foster their enjoyment of mathematics and science. This paper describes how Amplify differentiates math and science activities to engage students of varying abilities. The games apply Common Core math principles and concepts from the Next Generation Science Standards with the...»

«Wicked For Performers The following questions and answers are from the archive of the StephenSchwartz.com Forum. Copyright by Stephen Schwartz 2010 all rights reserved. No part of this content may be reproduced without prior written consent, including copying material for other websites. Feel free to link to this archive. Send questions to office@stephenschwartz.com Wicked Auditions Question: Dear Stephen, do you hold auditions for your shows on Broadway, or do you select the actors personally,...»





 
<<  HOME   |    CONTACTS
2016 www.abstract.xlibx.info - Free e-library - Abstract, dissertation, book

Materials of this site are available for review, all rights belong to their respective owners.
If you do not agree with the fact that your material is placed on this site, please, email us, we will within 1-2 business days delete him.