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Conduct Code

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CONDUCT CODE


Mottcell's Conduct Code is our commitment to conducting responsible business with integrity in all actions. We believe that conducting business in a careful and responsible manner contributes to our competitive advantage and creates benefits for our customers.


As a responsible business, it is important that the people who involve in manufacturing and offering products and services are treated with dignity and respect, have good and safe working conditions and are only exposed to environmentally friendly processes.


All employees are responsible for maintaining ethical working relationships and practices. Mottcell complies with all applicable Chinese laws, regulations and industry standards.


Labour Rights and Human Rights


Non-discrimination

Mottcell does not engage in or support discrimination on the basis of race, color, sex, language, religion, political or other opinion, caste, national or social origin, property, birth, union affiliation, sexual orientation, health status, family responsibilities, age, disability or other distinguishing characteristics. All employment related decisions such as hiring, remuneration, benefits, training, advancement, discipline, contract termination and retirement will base only on relevant and objective criteria.


Forced labour

Mottcell does not participate in or benefit from any source of forced, bonded or indentured labour or human trafficking. Workers are allowed to move around freely and leave their place of work the when their shift ends.


Wages, working hours and employment conditions

Mottcell complies with all Chinese laws and regulations regarding wage, overtime wages, sick leave and other elements of compensation.


Following Chinese labour standards and safeguarding the health and safety of employees, the maximum allowable working hours in a week must not on a regular basis exceed 40 hours with a maximum of 44 effective hours per week, including overtime, however, excluding lunch and breaks, or less if dictated by Chinese law. Under no circumstances can the work week exceed the maximum permitted under Chinese laws or regulations.


Workers are entitled to at least one day off in every week.


Right to freedom of association and collective bargaining

Mottcell respect the rights of employees to associate freely and join (or not join) workers’ organisations of their own choice. There is no dismissals, discrimination, harassment or intimidation due to association or union.


Child labour and minimum age requirements

Mottcell does not use or benefit from child labour. The minimum age for employment is 16 years. Employees below 18 years will not be involved in potentially hazardous work.


Health and Safety

Mottcell provide safe and healthy working conditions and protect employees from hazards and dangers in the work place. All employees follow the health and safety policies and procedures, and these procedures at all times are in compliance with applicable laws and regulations.


Environment

Mottcell maintains awareness of current environmental legislation and ensure legal compliance through training, awareness, operational control and monitoring.


Mottcell works systematically to prevent adverse environmental impacts from its activities, products and services by means of a proactive approach and responsible management.  Mottcell reports on environmental impacts and strive to make continuous improvements.


Business Ethics


Corruption and Bribery

Mottcell never engage in any form of bribery, corruption, extortion or embezzlement, or any illegal method to influence public officials, the judiciary or private parties.


New contracts with suppliers, agents, intermediaries or consultants include a section on anti-corruption. The contract holder must comply with all applicable laws and regulations.



Guidelines for decision making


If a supplier, agent, intermediary or consultant is faced with a dilemma not addressed in the Conduct Code, the following questions can help with deciding a course of action.

· Is it legal and ethical?

· Would I feel comfortable explaining this action to colleagues, friends and family?

· Would it be okay if this was written about in a newspaper or other public forum?

· Is it acceptable in a Chinese context?

· If the answer is “no” or “not sure” to any of these questions, do not proceed.

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