Sustainability

ENVIRONMENT AND CSR (Corporate Social Responsibility)

We have statutory producer responsibility regarding import and recycling of packaging materials, import of electronics and batteries. We are connected to El-Kretsen, the Swedish Environmental Protection Agency and FTI (Packaging and newspaper collection).

CODE OF CONDUCT CaseOnline Sweden AB

This Code of Conduct is based on the highest internationally accepted standards and each manufacturer warrants that the terms and commitments herein shall apply within its own manufacturing facilities as well as its subcontractors.

1. GENERAL PRINCIPLE

1.1 All manufacturers contracted to manufacture products for CaseOnline Sweden AB must work in full compliance with local and national laws in their respective countries and with all other applicable laws, rules and regulations.

The requirements of this Code of Conduct are minimum requirements and do not limit more favorable policy standards.

1.2 CaseOnline Sweden AB will only do business with companies that use sound and ethical practices, minimize the potential for conflicts of interest, prohibit giving or receiving gifts and gratuities, and place the utmost importance on truth and full disclosure .

2. LEGAL AND ETHICAL BUSINESS PRACTICE

Manufacturers and subcontractors must fully comply with all applicable local, state, federal, national and international laws, rules and regulations including, but not limited to, those relating to wages, hours, labor, health and safety and immigration.

Manufacturers and subcontractors must be ethical in their business practices.

3. CHILD LABOR

Children or minors under the minimum working age established by local law or who have completed compulsory schooling or under the age of 15 (or 14 in the countries referred to in Article 2.4 of ILO Convention No. 138). Workers under the age of eighteen (18) shall not be used in work that entails health or safety risks.

4. FORCED LABOR

CaseOnline Sweden AB will not purchase products or components thereof from manufacturers that use forced labor, prison labor, contract labor, or exploited customs labor, nor will staff be required to submit "deposits" or original ID documents when they start hiring with the company or allow their manufacturers to do so.

5. HEALTH AND SAFETY

5.1 The work environment must be safe and healthy and the manufacturer must take appropriate measures to prevent accidents and health damage arising, associated with or occurring during work by minimizing the causes of hazards inherent in the work environment. p>

5.2 Clean bathrooms and access to potable water shall be provided for the use of all workers. If dormitories are provided for workers, they must be clean, safe, meet basic needs and be adequately lit and ventilated. If the supplier provides staff housing, these must be safe and hygienic and provide satisfactory personal privacy and space.

5.3 Fire alarms, fire exits and fire extinguishers must be available and displayed and regularly maintained, charged and inspected. The exits must enable an orderly evacuation in the event of fire or other emergency situations. Emergency exit routes must be set up and clearly marked in all parts of the manufacturer's premises and dormitories.

Emergency exits must always be kept clear.

5.4 The manufacturer must have at least one well-stocked first aid kit readily available in each workroom or dormitory.

6. FREEDOM OF ASSOCIATION

The manufacturer shall recognize and respect the rights of workers to freely associate and to bargain collectively in accordance with the laws of the countries where they are employed.

7. DISCRIMINATION AND EQUAL TREATMENT

Manufacturer shall not engage in or support discrimination in employment, compensation, access to training, promotion, termination or retirement based on race, color, caste, national origin, religion, disability, sex, sexual orientation , trade union membership, political affiliation, motherhood , marital status or age.

8. HARASSMENT

The manufacturer must not subject employees to corporal punishment, physical, sexual, psychological or verbal harassment or abuse. In addition, the manufacturer may not use fines as a disciplinary practice. Behavior, including gestures, language and physical contact that is sexually compulsive.

CaseOnline Sweden AB
Blomgatan 17 B
973 31 Luleå
Org: 559042-0724