Code of Conduct
Code of Conduct GLATEC EOOD
The requirements set out in this Code of Corporate Social Responsibility and Compliance shall apply to all employees, suppliers and other stakeholders working with Glatec EOOD. This will ensure that markets, trades, technology and finance development is in a way that benefits to economies and societies everywhere.
This Code shall apply to all stakeholders that associated with Glatec EOOD, namely:
– Employees, temporary employees, persons in legal relationship with the company;
– Business partners, suppliers, subcontractors, consultants,distributors, reperesenatatives and related third parties.
1. Laws and Regulations
We are committed to comply with all applicable legislation and other standards related to the Company’s activities.
It is mandatory that the applicable laws and regulations of the countries where the business is conducted are complied with, as well as the rules for protecting confidential information of all our stakeholders. No confidential information shall be disclosed, even after termination of relationships with the respective partner and/or employees.
2. Corruption and Bribery
We are working actively against corruption in all forms, including extortion and bribery.
Any form of corruption or bribery, as well as unfair business practices is prohibited. This is valid for active as well as passive bribery.
It is not permitted to offer, promise, give, receive or demand bribes, gifts and other improper benefits that could be influenced to respective business decisions. If in a certain cultural environment, it is acceptable to exchange gifts, such gifts should be of a symbolic nature.
The employees and business partners of the Company shall report any situation that could be defined as a “Conflict of interest”. If the conflict of interest affects an employee of Glatec EOOD, the respective employee shall disclose such facts to the High Management and refrain from any actions whereas concerning relations between Glatec EOOD and affected business partner.
3. Human Rights
We are supporting and respect the protection of internationally proclaimed human rights and ensure that we do not participate in their violation.
The internationally proclaimed human rights shall be respected and protected, as well as ensured that no human rights are violated along the supply chain, in particular with regard to compliance with international treaties and national laws on trade in weapons, conflict zone’s minerals and other natural resources.
4. Forced labour
We are supporting elimination of all forms of forced and compulsory labor.
Forced labour of any form is forbidden. This includes forced prison labour, bonded labour, or otherwise.
5. Child labour
We are supporting the elimination of all forms of child labor.
Child labour of any form is forbidden. Unless local law stipulates a higher age limit, no children of school age or person younger than 16 (except as provided for by the ILO convention No. 138) shall be employed. Workers under the age of 18 shall not perform hazardous work and may be restricted from night work with consideration given to educational needs.
6. Harassment
We are committed to protecting our employees and stakeholders from workplace abuse, in particular from all types of sexual, physical and psychological harassment.
The personal dignity, privacy and personal rights of every individual have to be respected. Employees shall not be subject to corporal punishment or to physical, sexual, psychological or verbal harassment or abuse. Psychological abuse includes hostile behaviour, derogatory comments or social isolation intentionally caused.
7. Compensation
We are committed to not taking advantage of or allowing others to take advantage of the financial situation of our current and future employees, ensuring decent remuneration.
Wages, including overtime or benefits, shall equal or exceed the level required by applicable laws and regulations.
8. Working hours
We are committed to respecting the daily and weekly holidays set out in the relevant legislation.
Unless national regulations require less maximum hours of work and except under extraordinary business circumstances, employees shall not, on a regularly scheduled basis, be required to work a standard work week of more than 40 hours per week or a total work week of more than 56 hours (including overtime and total calculation of working time). Employees shall be provided at least one day off in every seven-day period, except in extraordinary business circumstances. “Extraordinary circumstances” include urgent production orders, accidents and other emergencies approved by management.
9. Non-discrimination
We are supporting elimination of discrimination regarding the right to work.
All employees shall be treated strictly according to their abilities and qualifications in any employment decision, including but not limited to hiring, advancement, compensation, benefits, training, layoffs and termination. Under no circumstances shall employees be discriminated for racist reasons or on the grounds of colour, nationality, social or ethnic origin, disability, sexual orientation, political or religious opinion, sex or age.
10. Health and Safety
We are supporting preventive approach to protecting the life and health of all persons residing on our territory.
It is mandatory to provide a safe and healthy working environment to prevent accidents and injury.
It is mandatory to comply with the rules on safety at work according to the legislation in force, and it is advisable to implement and apply existing standards in the field of health and safety at work.
11. Freedom of association and collective bargaining
We are supporting freedom of association and the effective recognition of the right to collective bargaining.
It is mandatory to respect the legal rights of employees to freedom of association and collective bargaining.
12. Environment
We are supporting preventive approach to environmental challenges, engaging ourselves in initiatives for greater environmental responsibility and encouraging implementation of environmentally friendly technologies.
It is mandatory to comply with environmental regulations and standards applicable to their operations, and to observe environmentally conscious practices in all locations where activity is conducted. Measures shall be implemented to minimize the impact on the environment and environmental protection practices will be continuously improved.
13. Implementation of the Code of Consuct
Glatec EOOD and its employees implement the following measures to implement this Code and ensures that our partners implement similar measures.
1. We are promoting culture in the Company where unacceptable behaviour is never acceptable. All our employees and managers are committed to preventing any improper behaviour by employees, partners, subcontractors and other related parties.
2. We are assessing the nature and scope of potential external and internal risks to which we are exposed. This assessment is performed, communicated and documented periodically. We follow due diligence procedures by adopting a proportionate and risk-based approach to mitigate the risks already identified.
3. We are striving to ensure that our policies and procedures are covered and understood by the entire organization through internal and external communication, including training.
4. We are relying on all employees to implement these principles. Any questions regarding those principles or reports of violations should be directed to the Direct Manager or Employment Expert, or to e-mail: office@glatec.bg. Employees who report violations in good faith are not treated and should not expect negative consequences. All reports submitted are treated with the necessary confidentiality or anonymity.
5. We do not prohibit the submission of anonymous reports, but in order to ensure an adequate investigation, we are encouraging submission of reports by individuals whose identity can be established.
6. We monitor and review our procedures – if necessary, we improve them.
Any employee who violates the law, the policies applied in the Company or this Code of Conduct could be subject to disciplinary action, including termination of employment.
This Code of Ethics was adopted on 18.06.2025. The 2025 version replaces the version 2017 – revision A.
Kostievo, 18.06.2025
