RAMBOLL SUPPLIERS’ DECLARATION
I. INTRODUCTION
Purpose
The purpose of this Suppliers’ Declaration is to ensure that Ramboll’s suppliers/
sub-consultants (hereinafter referred to
as ‘the Company’), operate in accordance
with standards of good governance and
business behaviour based on internationally recognised minimum standards on
human rights, labour rights, the environment, anti-corruption and Ramboll’s Code
of Conduct.
Ramboll adheres to the principles of this
Declaration and expects the same of the
Company. Compliance with the standards
of this Declaration is a condition of any
agreement or contract between Ramboll
and the Company.
General principles
In addition to meeting the terms of this
Declaration, the Company shall comply
with all national laws and regulations
as well as other applicable standards.
Any questions or disputes regarding the
interpretation of the terms of this Declaration shall be resolved in accordance with
the contract. This Declaration is not and
should not be interpreted as a means to
circumvent or undermine national laws.
The terms of this Declaration extend to
all the Company’s employees, regardless
of their status or relationship with the
Company.
It shall be the responsibility of the Company to ensure that its own suppliers do
not violate the standards of this Declaration.
Ramboll reserves the right to monitor and
evaluate the operations of the Company
to assess and ensure its compliance with
this Declaration. The Company shall at
any time freely submit to announced and
unannounced evaluations and audits.
Where instances of non-compliance with
the standards of this Declaration are
identified, the Company shall promptly
take corrective action to remedy the
deficiencies, as well as take measures to
prevent similar problems from recurring in
the future.
Where instances of non-compliance are
detected as a result of Ramboll’s evaluations and audits, the Company shall be
given a fixed period of time to self-correct
the deficiency. In the event of failure to
self-correct a problem, Ramboll is prepared to engage in a constructive dialogue
with the Company to develop a corrective
action plan, with appropriate time scales
for implementation and improvements to
be achieved.
Agreement to abide by the corrective
action plan allows continuation of the
business relationship, as long as Ramboll
finds that the Company is implementing
the plan in good faith. In the event of
violation of the zero-tolerance standards
or repeated and serious breaches of
the other standards of this Declaration,
Ramboll reserves the right to cease the
business relationship with the Company
due to material breach of contract and
possibly cancel any service, production or
delivery in progress.
If Ramboll joins a consortium this Supplier’s Declaration shall apply to all members
of the consortium as well as to suppliers/
sub-consultants of the consortium. Each
member of the consortium shall in such
case have the same rights and obligation
as defined to be the right of Ramboll according to this Suppliers’ Declaration.
II. STANDARDS
Forced Labour
Forced labour and freedom of
movement
The Company must not participate in, or
benefit from, any form of forced labour
including bonded labour, forced prison
labour, slavery, servitude, or human
trafficking. Employees must have the
freedom of movement during the course
of their employment.
Retention of monetary and/or
material goods
The Company must not withhold any part
of any employee’s salary, benefits, property or documents (e.g. passport, identity
cards and travel documents) in order to
force an employee to continue working
for them.
Disciplinary measures
The Company shall treat all employees
with dignity and respect. The Company
shall not engage in or tolerate the use of
corporal punishment, mental or physical
coercion and verbal abuse of employees.
Child Labour and Young
Workers
Minimum age requirements
The Company 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).
Educational remediation programme
If the Company becomes aware that it is
employing children of school age, it shall
ensure that the children are enrolled in
a remediation programme, rather than
being summarily terminated from employment. The programme shall include
access to education and financial support
and shall be decided in consultation with
the child and family or next of kin.
Light work and apprenticeship
programmes
Where permitted by national laws, the
Company 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.
Hazardous and harmful work
The Company shall refrain from hiring
young workers (below 18 years of age)
to perform any type of work, which is
likely to jeopardise their health, safety or
morals.
Discrimination
Discrimination in employment-related
decisions
The Company shall promote equal opportunities and not engage in or support
discrimination on the basis of race, colour,
sex, religion, political opinion, national
extraction or social origin. Hiring, remuneration, benefits, training, advancement,
discipline, termination, retirement or
any other employment-related decisions
shall be based on relevant and objective
criteria.
Freedom of Association
The right to freedom of association
and collective bargaining
The Company must not interfere with the
employees’ rights to form and join unions
or other associations of their own choosing, and to bargain collectively. Nor shall
the Company discourage membership
of unions. Employees’ representatives
shall not be subject to discrimination and
shall be given access to employees at the
workplace. The Company must recognise
elected employee’ representatives and
bargain in good faith with them regarding
all important concerns at the workplace.
Alternative measures in case of state
prohibition on unions
If trade unions are not allowed in the area
of operation, or only state authorised
organisations according to local law are
allowed, then the Company shall facilitate,
and not prevent, alternative measures to
allow employees to gather independently
to discuss work-related matters and a
forum to present work-related concerns to
management.
Workplace Health and Safety
Health and safety standards
The Company shall ensure that its employees are offered a safe and healthy
working environment. This should include
but not limited to protection from fire,
accidents and toxic substances. Adequate
health and safety policies and procedures
must be established and followed.
Training and protective gear
The Company shall provide its employees with the protective equipment and
training necessary to perform their tasks
safely.
Sanitary infrastructure
The Company must provide a suitable,
clean and sanitary infrastructure, including access to toilets and potable water,
which conforms to the needs and numbers
of its employees. Accommodation, if
provided by the Company, shall conform
to the same requirements, including the
general provisions on health and safety
standards listed above.
Conditions of Employment and
Work
Workplace violence, including
assault, harassment and threats
The Company shall protect employees
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.
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Remuneration
The Company shall comply with legal
minimum standards or industry benchmark standards concerning wages and
benefits, whichever is higher. In any
case, the Company shall always provide
a ‘living wage’, which enables employees
to meet the basic needs of themselves
and their dependents, as well as provide
some discretionary income. Overtime
shall be remunerated at a premium rate.
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.
Established working relationship
All employees shall be provided with
a written, understandable, and legally
binding labour contract. The Company
shall not rely on part-time, short-term or
casual labourers, trainees or false apprenticeships to pay lower wages and fewer
benefits. Provisions for non-permanent
and seasonal workers should be no less
favourable than for permanent workers.
Employee privacy
The Company shall respect the privacy
rights of its employees whenever it gathers or keeps private information or implements employee-monitoring practices.
Environment and Safety Issues
Managing environmental aspects
The Company must strive to minimise
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.
• Noise, odour and dust emission.
• Potential and actual soil contamination.
• Waste management (hazardous and
non-hazardous substances).
• Product issues (design, packaging,
transport, use and recycling/disposal).
Complying with environmental
legislation
The Company shall maintain awareness of
current environmental legislative requirements, which are relevant to the environmental impacts of its activities, products
and services. Also, it must ensure legal
compliance through training, awareness,
operational control and monitoring.
Continuously improving
environmental performance
The Company shall demonstrate continuous improvements of the overall environmental performance related to significant
environmental aspects.
Industrial accidents and
health emergencies
The Company shall establish and maintain
emergency procedures to effectively prevent and address all health emergencies
and industrial accidents that can affect
the surrounding community or have an
adverse impact on the environment.
Company Products
Products liability
The Company shall exercise due diligence
when designing, manufacturing, and testing products. This is to protect against
product defects which could harm the
life, health or safety of people likely to be
affected by the defective product, or have
an adverse impact on the environment.
Corruption and Bribery
Anti-corruption
The Company and people associated with
the Company must not participate in or
condone corrupt and fraudulent practices
and shall comply with anti-corruption
laws.
Bribing of government officials and
private parties
The Company shall refrain from bribing,
or using any other method, to unjustly influence public officials, the judiciary and/
or private parties.
Agents, intermediaries and
consultants
The Company’s contracts with agents, intermediaries and consultants shall include
a section on anti-corruption and that the
contract holder must comply with all applicable laws and regulations.
Gifts and entertainment
The Company shall not offer Ramboll gifts
or entertainment for the purpose of influencing Ramboll’s decision. Ramboll will
only accept gifts for business purposes
and only up to reasonable levels – and
never during the process of competitive
bidding or tendering exercises.
Conflict of interest
• Any harsh, inhumane or degrading
treatment or punishment of employees.
• The exposure of employees to lifethreatening work environments, where
they have not been informed of the
dangers and where protective measures
have not been undertaken.
• Deliberately causing substantial pollution to air or water, or substantial soil
contamination.
• Any complicity against the human
person as defined by international law,
including war crimes, crimes against
humanity, genocide, torture, forced
disappearances, hostage taking and
extrajudicial, summary or arbitrary
executions.
• Participation in or support to bribery,
corruption or fraudulent practise.
III. ACCEPTANCE
We hereby declare the following:
• We have read and accept the Suppliers’ Declaration and commit to comply
with the principles and standards of this
Declaration.
• We will provide Ramboll upon request
with a written self assessment and
documentation as required by Ramboll
to demonstrate compliance with this
Declaration.
• We agree that Ramboll or a third party
appointed by Ramboll may conduct audit inspections on our premises to verify
our compliance with the standards laid
down in this Declaration.
• We confirm that we have the responsibility to ensure that our suppliers do
not violate the standards of this
Declaration.
• We accept that the Declaration is
governed by the law governing the
contract.
Impartiality
The Company’s advice, judgements and
decisions shall be impartial and the Company shall inform Ramboll of any potential
conflicts of interest. The Company must
not accept payment that might prejudice
independent judgement.
Zero-tolerance Standards
Ramboll will not conduct business with
a Company engaged in violations of
fundamental human rights or bribery and
corruption. The following practices are
therefore considered unacceptable:
• The use of bonded and forced labour,
including forced prison labour and human trafficking.
• Worst forms of child labour, including
forced child labour, child prostitution,
and other work which is likely to jeopardise the health, safety and morals of
children.
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Date, authorised signature by Company and stamp
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