Area management

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The Śnieżka Group assumes that every employee brings value to the undertaking.  Employee engagement, their skills and attitudes that reflect the undertaking’s values ​​allow for achieving ambitious goals. Employee development and a high level of organizational culture are treated at Śnieżka as necessary conditions for the development of the entire undertaking.

As part of the dual materiality assessment, the Group identified the following impacts and opportunities as material:
  • actual positive impacts:
    • on gender equality – equal pay – by keeping the Gender Pay Gap below the European Union average,
    • on employment security and stability,
    • on employees by fostering work-life balance,
    • on employees by providing opportunities for internal promotion and development,
  • potential negative impacts:
    • on employee safety and health in the event of a fatal accident, serious accident, or work-related illness,
  • opportunities:
    • to provide a satisfactory, competitive remuneration can increase employee motivation and loyalty, which translates into lower turnover and savings associated with recruiting new employees,
    • to create an innovative, creative and effective work environment by ensuring diversity among senior management,

They are linked to the Code of Ethics, the Respect for Human Rights Policy, the HR Policy, the Regulations for -, Discrimination and Harassment and the Diversity Policy.

Individual documents apply to all persons (own employee resources) employed in the Group companies in which these documents have been adopted. The Management Board and General Directors of the companies are responsible for implementing their provisions, unless otherwise indicated.

Documents adopted in individual companies of the Śnieżka Group

 

Śnieżka SA Śnieżka ToC Rafil  Poli-Farbe Śnieżka-Ukraina Śnieżka-BelPol
Code of Ethics
Respect for Human Rights Policy
Regulations for Counteracting Mobbing, Discrimination and Harassment
HR Policy
Diversity Policy
Quality, Environmental and Health and Safety Policy

Code of Ethics

The Code of Ethics of the Śnieżka Group specifies standards of conduct for all persons employed in the undertaking, in matters such as: relations with employees, their health and safety, a friendly workplace, equal opportunities of employment, remuneration, promotion, professional development and improvement, counteracting discrimination and mobbing, forced labour, child labour and freedom of assembly. As far as other issues are concerned, the document is described in Chapter Business. Its provisions are based on the Book of Organizational Values and other policies and regulations related to broadly understood ethics. It describes the principles, behaviours and attitudes expected from the Śnieżka Group’s employees, related to ethical behaviour, norms of social coexistence and respect and dignity. The content of the Code was not consulted with stakeholders.

  • Principles of the Code of Ethics related to human rights:

      • health and safety of employees – detailed guidelines are set out in the HR Policy of the Śnieżka Group and the Quality, Environmental and Health and Safety Policy of the Śnieżka Group,
      • friendly workplace – detailed guidelines are set out in the HR Policy of the Śnieżka Group,
      • equal opportunities for employment, remuneration, promotion, development and professional development – detailed guidelines are set out in the HR Policy of the Śnieżka Group,
      • counteracting discrimination and mobbing – detailed guidelines are set out in the Diversity Policy of the Śnieżka Group and the Regulations for Counteracting Mobbing, Discrimination and Harassment
      • forced labour, child labour and freedom of assembly – detailed guidelines are set out in the Respect for Human Rights Policy of the Śnieżka Group.

The Code of Ethics, together with the principles and standards of conduct described therein, applies to the entire Śnieżka Group. The Code is available on the website, in the internal system supporting the management of corporate documentation and at the line manager.

Respect for human rights policy

The Śnieżka Group respects human rights in relations with employees and suppliers and ensures that they are respected in mutual relations between employees. The Group expects its employees, business partners and other entities directly related to its activities to respect human rights when liaising with any of the Companies.

These issues are regulated by the Respect for Human Rights Policy which complements and consolidates the above aspects included in other intra-group regulations. The policy defines the principles of operation and expected behaviours related to respecting human rights in the undertaking – including in the value chain and in relations with stakeholders.

  • Universal Declaration of Human Rights,
  • International Charter of Human Rights,
  • The eight most important conventions of the International Labour Organization (ILO),
  • UN Guiding Principles on Business and Human Rights,
  • The UN Global Compact initiative.

The undertaking is committed to exercising due diligence to prevent human rights violations and to mitigate the negative effects of any violations. In the event of any violations involving the influence of any of the companies (directly or indirectly), the Group implements appropriate remediation actions. None of its companies employs children or uses forced labour.

  • occupational health and safety,
  • ensuring freedom of assembly,
  • elimination of exploitation,
  • elimination of forced or compulsory labour, human trafficking and all forms of modern slavery,
  • abolition of child labour,
  • compliance with employment conditions,
  • preventing discrimination,
  • respect for the rights of local communities.

The Śnieżka Group is committed in its Respect for Human Rights Policy to ensuring that every employee is treated fairly and with dignity. The undertaking  does not tolerate discrimination on the basis of: gender, race, national and ethnic affiliation, religion, denomination, lack of denomination, worldview, degree and type of disability, health condition, age, psychosexual orientation or gender identity, as well as family status, lifestyle, as well as other possible discriminatory grounds (principle of equal treatment).

Should a disabled person apply for employment, representatives of a given company within the Group (the one the person is applying for) will verify whether it is feasible to adapt the work station to the candidate’s needs and whether the specific type of disability enables the performance of work in the position in question.

All the Group companies are obliged to comply with the Policy. Compliance with the provisions of the Policy is regularly monitored. The unit overseeing its implementation is the People Department of FFiL Śnieżka SA.

The Polish companies of the Group also have in force the Regulations for Counteracting Mobbing, Discrimination and Harassment, which explain in detail the definitions of mobbing, discrimination (direct, indirect), harassment, including sexual harassment. Knowledge in this area is supplemented by training available on the internal e-learning platform for each employee of Śnieżka SA and Śnieżka ToC (mandatory to be completed on an annual basis).

The regulations inform employees about the principles of filing reports on mobbing, discrimination or harassment. It defines the methods of receiving them, the tasks of the Anti-Mobbing Committee, as well as the actions taken by the employer after receiving the report and the principles of providing feedback.

The implementation of the activities developed in Śnieżka SA and Śnieżka ToC in the remaining Group companies is scheduled for the coming years.

HR Policy

The basics and principles of human resources management are defined in the HR Policy of the Śnieżka Group. This document defines guidelines for actions taken in the field of employee issues, and its provisions support the implementation of the business strategy. The Group manages employee-related issues in accordance with the Labour Code or its equivalent in the Group’s foreign companies. Due diligence procedures include internal documents relating to applicable labour law, which define the principles of conduct and ensure compliance with legal requirements and standards concerning labour rights.

The unit responsible for activities in compliance with the Labour Code and internal regulations is the People Department of FFiL Śnieżka SA. In achieving the objectives of the HR Policy within the entire Śnieżka Group, the leading role is played by the parent company, i.e. FFiL Śnieżka SA. The implementation of specific solutions in subsidiaries is carried out in a manner tailored to the specific local conditions, which allows for the systematic adaptation of practices from the Polish market to foreign markets, considering their specificity and local law. The management of the companies is responsible for maintaining due diligence procedures in the area of ​​employee-related issues and ensures consistency in this respect with the regulations applicable in the Group. The HR Policy is an integral part of the undertaking’s Sustainable Development Strategy.

  • build the Group’s position as an attractive employer and acquire and retain employees with key skills and potential,
  • development of attitudes and competencies that affect the creation of a high-commitment culture, translating into supporting the Group’s competitive advantages,
  • build an effective and innovative undertaking through process management and implement new technologies,
  • build long-term rapport between employees and their teams and the entire Group.

The policy provisions are implemented through plans, programmes and tools embedded in personnel and HR processes (including: examination of personnel needs, annual employment planning, defining training needs and adjusting them to the expectations of individual areas, conducting training and development projects, determining, together with the Social Committee, the non-wage benefit plan, creating motivational systems), as well as through other documents, such as the Remuneration Regulations.

  • Equal treatment of job candidates and employees – counteracting any forms of discrimination, guaranteeing equal opportunities and proper protection of personal data. The compliance of the recruitment process with the above assumptions is verified during the process of assessing the candidates’ professional experience. The aim of the recruitment processes is to employ people with the best qualifications and competences and who relate to the values of the undertaking.  The employees are encouraged to participate in internal recruitment. They can also nominate a job candidate under the Referral Programme.
  • Enabling training and other development activities for all employees. The shape and scope of the training offer are determined by: the business needs and capabilities of the undertaking, the need to have knowledge, authorizations, skills or competences for a specific position, the diagnosed development needs of an employee, opportunities to acquire skills and competences supporting the implementation of the undertaking’s business strategy.

The commitments made under this policy are also reflected in the Sustainable Development Strategy, which sets out strategic and operational goals, including in the area of ​​the Gender Pay Gap.

Diversity policy

The Śnieżka Group treats all employees equally and counteracts discrimination and mobbing. The Śnieżka Group (excluding Śnieżka-BelPol) has implemented a Diversity Policy, the provisions of which are based, inter alia, on the Labour Code or the equivalent of this law in the Group’s foreign companies.

  • prevent discrimination regardless of the criteria,
  • manage diversity and create a work environment in which each employee can feel appreciated, which ultimately contributes to the success of the entire Śnieżka Group.

The undertaking promotes and disseminates the principles of equal treatment and anti-discrimination among all stakeholders. In the Group’s opinion, concern for diversity influences the creativity, effectiveness and loyalty of employees. Diversity also increases the chances of attracting new talent and driving team innovation, which ultimately translates into better business effectiveness for the undertaking.

The objective of the Diversity Policy is to build an atmosphere of respect and support that ensures the full use of the potential of employees, their skills, experiences and talents.

Quality, environmental and health and safety policy

The Śnieżka Group (excluding Śnieżka-BelPol) has implemented a Quality, Environmental and Health and Safety Policy that supports the business goals of the undertaking by ensuring that the highest quality products are manufactured while maintaining occupational safety and respecting the natural environment.

This goal is achieved, for example, by: using raw materials and components obtained only from qualified suppliers; applying technologies and manufacturing environmentally friendly products; striving for continuous improvement of occupational health and safety; implementing activities in the field of occupational health and safety and fire safety; engaging the entire team in the processes of creating safe working conditions; improving qualifications through thematic or general training and active participation of all employees of the Group in the organisation of work and increasing the level of occupational health and safety and fire safety.

In accordance with the Policy, actions are taken to prevent accidents (described later in this chapter).

Additionally, each job position was assessed in terms of occupational risk and described in the occupational risk assessment documentation. This is a document that contains hazards, injury or accident situations that may occur at a given position and indicates how to avoid them. The documents are made available to employees. The form of communication is adapted to the Company and local regulations in this regard.

  • Information cascade following senior management meetings. Communication takes place within a strictly defined time frame based on prepared materials and is additionally supported by a newsletter and a printed internal magazine (excluding Śnieżka-BelPol).
  • Internal system supporting the management of corporate documentation (Śnieżka SA, Śnieżka ToC and Poli-Farbe) and/or in the case of companies or positions with limited access to the system, communication takes place through the superior who is responsible for handing over the materials and informs on the possibility of viewing them and indicates where they can be found.
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