Insulation Supply Company

    Code of Human Rights

This Code of Basic Working Conditions and Human Rights represents the commitment of Insulation Supply Company to fundamental standards that make Insulation Supply Company a good place to work. People are Insulation Supply Company's most vital asset. The individual and collective contributions of Insulation Supply Company people at all levels are essential to the success of the company. In recognition of this, Insulation Supply Company has developed policies and practices designed to assure that our employees enjoy the protections afforded by the concepts set forth in this Code.

Insulation Supply Company is committed to the protection and advancement of human rights in its operations, and the concepts in this Code are generally derived from Insulation Supply Company policies and practices already in place, but which have not previously been summarized in a single document.

Insulation Supply Company's operations take place in an increasingly diverse world, so circumstances can arise where legal, regulatory or other requirements may necessitate applying or interpreting this Code in ways that assure compliance with applicable local law. In any event, however, we believe that the concepts in this Code represent important fundamental values that should underlie all aspects of the employment relationship.

Non-Discrimination and Harassment

It is the policy of Insulation Supply Company to attract and retain the best qualified people available without regard to race, color, religion, national origin, gender, sexual orientation, gender identity, age, physical or mental disability, or veteran status. Our nondiscrimination policy applies to applicants as well as employees and covers all terms and conditions of employment, including recruiting, hiring, transfers, promotions, terminations, compensation and benefits. Discrimination or harassment based on any of the above factors is prohibited, as is retaliation against a person who has made a complaint or given information regarding possible violations of this policy.

Freedom of Association

We recognize and respect employee rights to join or not join any lawful organization of their own choosing. We are committed to complying with laws pertaining to freedom of association, privacy and collective bargaining.

Environment, Health and Safety

We are committed to providing employees with a safe and healthful workplace, protecting the environment wherever we conduct business and striving for excellence in safety, health and environment stewardship.

Work Environment and Compensation

We are committed to promoting a work environment that fosters communication, productivity, creativity, teamwork, and employee engagement. As a global company, we seek to provide employees with compensation and benefits that are fair and equitable for the type of work and geographic location (local market) where the work is being performed, and competitive with other world-class companies.

Hours of Work and Work Scheduling

Insulation Supply Company establishes work shifts and schedules as appropriate to meet business needs and to comply with applicable laws and/or collective bargaining agreements.

We will inform our employees about this Code, and we will also encourage the partners and suppliers in our worldwide supply chain to adopt and enforce concepts similar to those in this Code. Employees who believe there may have been a violation of this Code should report it through established channels, and no retaliatory action will be tolerated against anyone who comes forward to raise genuine concerns about possible violations of this Code. Insulation Supply Company may conduct assessments, as needed, to measure compliance related to the above commitments, using systems and processes it chooses. Insulation Supply Company will periodically review this Code to determine whether revisions are appropriate. Any such revisions shall be promptly published on Insulation Supply Company's website.

Expectations for our Suppliers

We are committed to the highest standards of ethical and business conduct as it relates to the procurement of goods and services. Our relationships with our third-party providers, including our consultants and contract labor, are defined by contracts, which are based on lawful, ethical, fair, and efficient practices. As a company, we have outlined the expectations for basic working conditions and human rights in our supply chain.

Insulation Supply Company Human Trafficking and Slavery Policy

Insulation Supply Company believes that the employment relationship should be voluntary, and the terms of employment must comply with applicable laws and regulations. We are therefore opposed to slavery, human trafficking, forced labor and child labor and are committed to complying with applicable laws prohibiting such exploitation.

Insulation Supply Company prohibits trafficking in persons and slavery. Insulation Supply Company employees, contractors, subcontractors, vendors, suppliers, partners and others through whom Insulation Supply Company conducts business must not engage in any practice that constitutes trafficking in persons or slavery. This includes, but is not limited to, the following activities:

  • Engaging in any form of trafficking in persons;
  • Procuring commercial sex acts;
  • Using forced labor in the performance of any work;
  • Destroying, concealing, confiscating, or otherwise denying access by an individual to the individual’s
    identity or immigration documents, such as passports or drivers’ licenses, regardless of issuing authority;
  • Using misleading or fraudulent practices during the recruitment of candidates or offering of
    employment/contract positions; such as failing to disclose, in a format and language accessible to the
    potential candidate, basic information or making material misrepresentations during the recruitment of candidates regarding the key terms and conditions, including wages and fringe benefits, the location of work, the living conditions, housing and associated costs (if provided by Insulation Supply Company), any significant cost to be charged to the candidate, and, if applicable, the hazardous nature of the work;
  • Using recruiters that do not comply with local labor laws of the country in which the recruiting takes place;
  • Charging applicants/candidates recruitment fees;
  • If required by law or contract, failing to provide return transportation or failing to pay for the cost of return
    transportation upon the end of employment;
  • If required by law or contract, failing to provide or arrange housing that meets the host country housing and safety standards; or
  • If required by law or contract, failing to provide an employment contract, recruitment agreement, or other
    required work document in writing.

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