Corporate Code of Conduct and Environmental Responsibility

  • Code of Conduct
    • 1. Plaisio S.A Code of conduct
    • 2. Disciplinary Policy

      Disciplinary Policy









      Policy Overview

      PLAISIO COMPUTERS' disciplinary policy explains the steps we will take to address employee failure to perform or misconduct.

      This policy applies to all PLAISIO COMPUTERS assemble line employees.

      At-Will Employment

      Although we may try to follow our disciplinary policy as outlined below, employees at PLAISIO COMPUTERS work at-will, and can be terminated at any time, for any reason.

      Progressive Discipline Steps

      Our disciplinary process can move through the following 5 steps:

      1. Verbal warning
      2. Formal written warning
      3. Formal disciplinary meeting
      4. Suspension or loss of privileges
      5. Termination

      Managers or supervisors will document each step in this process using official forms. All forms must be filed with HR. Managers or supervisors must meet with HR before making decisions regarding steps 4 and 5.

      Employees must always be informed of any disciplinary action, of what stage they are in, the consequences of further violations, and corrective actions they can take.

      Steps may be repeated at the discretion of the manager or supervisor.

      Understanding the 5 Steps

      Step 1: Employees should receive verbal warnings in private. The exact nature of what took place and why it is in violation of policy, or how it falls short of performance expectations, should be explained, along with proper corrective actions. HR should be notified that the warning was given.

      Step 2: The manager or supervisor should use a disciplinary action form to describe the incident and corrective actions. The employee should read the form and sign that they received it.

      Step 3: The employee, manager/supervisor, and an HR representative meet to discuss the problem. HR investigates the problem. The employee is informed that after this point punitive action may take place, up to, and including termination.

      Step 4: The employee may receive penalties, such as a loss of certain privileges, suspension from some or all duties, a demotion or other appropriate penalties.

      Step 5: Employees who do not correct their behavior at this point may be terminated. The final decision to terminate will be approved by an HR representative after an investigation to ensure fairness.

      The PLAISIO COMPUTERS’ progressive disciplinary plan may begin at any step, depending on the severity of the offense. For example, employee tardiness will begin at step 1 but mistakes that cause major disruptions at work may begin at step 3. Fraud or other illegal or dangerous behavior may go directly to step 5.

      The PLAISIO COMPUTERS’ progressive disciplinary policy is meant to provide guidelines.

      Right to appeal

      Employees who believe they were not treated properly may appeal and disciplinary decisions with HR.





    • 3. Freedom of Association Policy

      Freedom Of Association Policy









      Consistent with its commitment to Principle 3 of the United Nations Global Compact, PLAISIO COMPUTERS commits to respecting employees’ rights to freedom of association and collective bargaining without interference and free from discrimination, as established in the Freedom of Association and Protection of the Right to organize Convention (C.87) and the Right to Organize and Collective Bargaining Convention (C.98). PLAISIO COMPUTERS will promote these rights in relations with business partners, as described in the PLAISIO COMPUTERS Policy, and will seek to prevent or mitigate any adverse impacts on this right by business partners which are directly linked to PLAISIO COMPUTERS’ operations, products and services.

      PLAISIO COMPUTERS will comply with all applicable laws, regulations and collective bargaining agreements. PLAISIO COMPUTERS will:

      • allow employees to freely elect worker representatives (as defined by ILO C.135 Workers Representatives Convention, 1971, Article 3) of their choice,
      • afford facilities to workers’ representatives as may be appropriate to enable them to carry out their functions promptly and efficiently, and in such a way that does not impair the efficient operation of PLAISIO COMPUTERS facilities,
      • allow worker representatives to consult with management regarding workplace processes through participation in workers councils and cooperation committees and
      • conduct due diligence to identify operations in which the right to freedom of association and collective bargaining may be at risk

      This policy will be communicated to personnel by providing them with access to this policy and any related standards, and to other interested parties by communicating internally and externally on progress in implementing this commitment.

      To ensure the effective implementation of this policy, PLAISIO COMPUTERS will:

      • develop working environment consistent with this policy that are appropriate to local conditions and regulations; and
      • ensure that a grievance mechanism is available for receiving and addressing complaints of violations of this policy and is communicated to all relevant stakeholders.

      The Technical Director will be responsible for the effective implementation of this policy across all operations owned or managed by PLAISIO COMPUTERS.


    • 4. Child Labour Remediation Policy

      Child Labour Remediation Policy








      A child as defined by the UN Convention on the Rights of the Child (CRC) is a person below the age of 18.


      The term child labour covers

      Employment of children below the age of 15 or the minimum school leaving age, whichever is oldest (as defined in ILO c.138) and the worst forms of child labour (as defined in ILO c.182),



      This guidance applies to and should be used in all areas of PLAISIO own operations and by all our suppliers. It applies to all cases of child labour and involvement of children in ‘light’ permissible work as ‘young workers’ for working conditions and as defined by ILO conventions No. 182 and 138 regardless of length of service or status of work. This includes permanent, temporary, informal or contract labour, whether directly or indirectly employed by the management of the workplace. It is important to take into consideration local and national laws in the country of operation. Local authorities and local child rights organisations should be advised promptly of any instances of alleged and confirmed child labour.

      This document outlines PLAISIO responsibility and the expectation for our suppliers in ensuring child labour is not used in the production of our products. It should be used by PLAISIO employees and suppliers and outlines a process that should be followed to develop a remediation plan and provide remedial actions based on the best interests of the child and their rights – as outlined in the UN Conventions of the Rights of the Child.


      PLAISIO policy on child labour

      The legal minimum age of work can vary depending on the country and so suppliers should seek guidance from national law as well as International Standards (ILO convention 138). PLAISIO policy clearly states that under no circumstances engages in or supports the use of child labour. All PLAISIO suppliers must have effective procedures for age verification in place as part of the recruitment process, and must retain valid age verification records for ll workers.

      Young workers (defined by those being less than 18 years of age but above legal working age) are specifically vulnerable and they have specific needs in terms of health and education in the workplace and must be protected from hazardous work. They must be afforded appropriate protections as required by local law to ensure their rights are upheld. National legislation usually identifies the list of hazardous work activities that are prohibited to young workers.


      Providing appropriate remedy

      PLAISIO expects all of its suppliers to have effective remediation procedures in place in case of any child found to be in their employment and this should meet at least the standards outlined in this remediation guidance. This guidance is to be used by PLAISIO, its suppliers and in conjunction with other relevant stakeholders to support the development of a bespoke plan.  Each situation of child labour should be treated on a case-by-case basis to ensure the best interests of the child.

      Supplier’s management should assign a responsible person or department to make sure this personalised plan is developed and carried out. PLAISIO should be aware of any instance of child labour to provide support if necessary.

      If child labour is discovered the appropriate local authorities should be notified and further guidance and support from local child rights and protection specialists should be sought. The remediation plan should be developed in consultation with the child and their parent/caregiver. The suppliers should also ensure it has identified and has contact information for the local authority, child protection services and relevant and reputable local NGOs with expertise of working with children; this will make it easier to engage with them during the remediation process.

      The supplier with the support of local child protection services and organisations or child rights expert should work to understand each child’s needs and develop an appropriate and effective remediation plan. This includes choice of schooling, negotiation of financial support, including referral to existing social welfare schemes and ongoing monitoring. This remediation guidance is not a conclusive list of actions to be taken if a child is found to be in the employment of a supplier but as a guide for the action necessary and also the key child rights considerations.

      PLAISIO will monitor any remediation plan’s progress made by suppliers on a quarterly basis during year 1 and then every 6 months going forward until the child is of legal working age. Collaborating with local child protection services and organisations is crucial to help both the supplier and PLAISIO support the monitoring of the remediation plan.

      Any child under 15 years of age or the legal working age whichever is oldest is found to be in employment is unacceptable; however, there are certain situations that need extra attention, care and consideration. As such the supplier will ensure their schooling, any financial assistance and alternative care if necessary is included in the remediation plan.


      Other useful guidance and standards

      The following are global standards and publically available documents that can be used as further guidance:

      The UN Convention on the Rights of the Child (CRC)

      The Children’s Rights and Business Principle’s (CRBPs) and tools

      Core ILO conventions

    • 5. Non-Discrimination Policy Statement

      Non-Discrimination Policy








      Non-Discrimination Policy Statement

      At PLAISIO COMPUTERS, we value all employees and job candidates as unique individuals, and we welcome the variety of experiences they bring to our company. As such, we have a strict non-discrimination policy. We believe everyone should be treated equally regardless of race, sex, gender identification, sexual orientation, national origin, native language, religion, age, disability, marital status, citizenship, genetic information, pregnancy, or any other characteristic protected by law. If you feel that you have been discriminated against, please let your manager or Human Resources Department know as soon as possible. Every complaint will be appropriately investigated.

      Right to Work in Professional Environment

      Every employee has the right to work in a professional environment where their knowledge, skills, and abilities are the critical factors in their success. PLAISIO COMPUTERS expects all employees to maintain standards of propriety, promote equal opportunity, treat everyone professionally, and act without bias.

      Zero tolerance for harassment

      PLAISIO COMPUTERS has a zero-tolerance policy for sexual harassment or discrimination, racial harassment or discrimination, or any other form of harassment and discrimination (religious, language, sexual orientation, et cetera). If you feel that you have been harassed or that an employee has discriminated against you, please let your manager or Human Resources Department know as soon as possible.

      Sexual harassment includes unwanted sexual or romantic overtures, inappropriate sexual jokes, or comments regarding sexual activities.

      Racial, national origin, ethnic, or language discrimination can consist of jokes, negative comments, or forbidding employees from speaking the language of their choice while on non-official business. The official language of the company is Greek and English and we will provide all formal documents in any of these languages. Employees are free to speak their preferred language during breaks, at lunch, or when speaking with people who also speak their preferred language. However, official meetings will be conducted in English, and all documentation will be in this language.

      If you are not comfortable reporting harassment in English, you may report it in your preferred language, and PLAISIO COMPUTERS will translate your report.

      PLAISIO COMPUTERS will make every reasonable effort to train and inform all employees regarding these policies. Each employee will certify yearly that they have read with and agree to uphold company all company policies, including those regarding harassment and discrimination.

      Disability discrimination

      PLAISIO COMPUTERS believes everyone has the right to work. An employee with a disability who can perform the core functions of the jobs, with or without reasonable accommodation, is entitled to the same protection and respect as other employees.


      PLAISIO COMPUTERS prohibits retaliation against any person who files a complaint against harassment or discrimination. We encourage employees to come forward and participate in investigations. PLAISIO COMPUTERS will make all reasonable efforts to keep investigations confidential, and to protect people who make complaints.

      If an employee retaliates against another employee for reporting harassment or discrimination, that employee will face serious consequences up to and including termination.

      Reporting procedure

      Any employee who feels they have been harassed, discriminated against, or otherwise treated negatively because of their race, religion, gender, or other characteristics, should report the harassment to one of the following people:

      • Any human resources employee.
      • The direct manager/supervisor.
      • Anyone in their supervisory line (manager, director, et cetera).

      Employees will not be disciplined in any manner for failing to report something that occurred to them. Nor will the company retaliate for any good faith report. A good faith report means that the employee believes that something inappropriate happened, even if the investigation determines no inappropriate behavior occurred.

      PLAISIO COMPUTERS will then conduct an investigation. This may take a considerable amount of time, depending on the situation. PLAISIO COMPUTERS expects all employees to participate in the investigation and keep things confidential as allowed by law. At the end of the investigation, the investigating party (usually a Human Resources staff member, but occasionally someone else, or even an outside investigator) will issue a report and a recommendation. The employee who reported the incident will be informed that the investigation is finished.

      Any employee accused of inappropriate behavior will be treated with respect. If the accusation is serious and credible, the employee may be suspended, with or without pay, during the duration of the investigation. The accused employee will be told the outcome of the investigation. If the investigation reveals that the employee was at fault, the accused employee may be subject to discipline. This can include anything from a verbal reprimand to termination, depending on the situation and the severity of the issue.

      If an employee makes a bad faith complaint, that will be considered harassment. A bad faith complaint is one where the complainant knowingly lies or misrepresents the situation to accuse a coworker, damage someone’s reputation, or to get personal gain.

      Either party is allowed to appeal the decision. You can appeal the decision by filing a written report with the head of Human Resources.







    • 6. Responsible Minerals Sourcing Policy

      Responsible Minerals Sourcing Policy










      PLAISIO COMPUTERS supports and respects the protection of internationally proclaimed human rights for all, including the basic human rights of our employees and workers within our supply chain. As part of our global approach to respecting human rights, PLAISIO COMPUTERS is committed to the responsible sourcing of materials used in our products.

      We expect our suppliers to adhere to the same high standards. This policy is referenced in our Supplier Principles, and we require adherence to this policy as well as to the Responsible Business Alliance (RBA) Code of Conduct and all other applicable laws.

      Mining is an intensive process, and some mining operations in conflict-affected and high-risk areas have been linked to human rights violations including child labor, labor abuses, and environmental degradation.

      It is PLAISIO COMPUTERS’ goal not to purchase product materials containing minerals whose sale directly or indirectly finance armed conflict or contribute to human rights abuses. In those regions where conflict and poor labor practices in mining operations are more prevalent, we are committed to supporting those suppliers who practice responsible sourcing.

      Recognizing the complexity of this issue, PLAISIO COMPUTERS appreciates the need for broad collaboration to reach our objectives. We are actively engaged with our industry peers, suppliers, and other stakeholders to promote the responsible sourcing of minerals through the Responsible Minerals Initiative (RMI).


      Conflict Minerals (3TG) and Cobalt

      The term ‘‘conflict mineral,’’ as defined in Section 1502 of the U.S. Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010, refers to columbite-tantalite (coltan), cassiterite, gold, wolframite and their derivatives – which include tantalum, tin and tungsten – or any other mineral or its derivatives determined by the U.S. State Department to be financing conflict in the DRC or an adjoining country.

      PLAISIO COMPUTERS buys parts and components which may include 3TG and Cobalt, and we follow the OECD Due Diligence Guidance for Responsible Supply Chains from Conflict-Affected and High-Risk Areas to investigate our supply chain and engage with suppliers. We expect our suppliers to have policies and due diligence practices in place to reasonably assure that products and components supplied to PLAISIO COMPUTERS are not sourced from conflict mines. PLAISIO COMPUTERS is working diligently with our suppliers and other stakeholders to improve the transparency of, and systematically address risks in, the global mineral supply chain.

      In support of this policy, we:

      • Conduct due diligence in accordance with the OECD Due Diligence Guidance and request its use by our suppliers.
      • Participate in and support RBA Responsible Minerals Initiative (RMI) programs.
      • Provide our customers, and expect our suppliers to provide us, due diligence information on the sourcing of the tin, tantalum, tungsten and gold in our supply chain.





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