CSR

As a member of the global community, Marco Marine Companies is committed to fulfill its responsibility to society and the environment, as well as to supporting the best interest of its stakeholders. Moreover, Marco Marine Companies respects the value of the community not only by supporting the neighborhood in addressing pollution and energy issues, but also by encouraging similar commitment by its suppliers and employees, all with the goal of fulfilling our role as responsible corporate citizens.

 

With a permanent commitment to responsibilities in mind, Marco Marine Companies promises to:

 

Corporate governance

Meet all of legal requirements and business ethics. Communicate company financial and revenue status accurately.

 

Employees

Encourage the diversity and energy of our employee pool. 

Our employees will be treated with respect.

We provide our employees with a safe and healthy working environment and promote employee health and well- being.

We will fulfill OHSAS 18000 to secure a safe and secure working place.

 

Forced labour and Child Labour.

Marco Marine will not employee people less than 15 years. As far as necessary and national law permits we will only use children from 15 years to carry out very light work that does not interfere with compulsory schooling. Employees under 18 years are not to be involved in night work or work that is hazardous or likely to have a negative impact on the employee’s physical or mental development. They will not be allowed to operate machinery which is dangerous or not are trained or instructed in.

Our entire organization will not accept Child Labour and Forced Labour. We support the work done by the organization IPEC and ILO who work against this.

We will follow the MLC 2006 for our employees working onboard vessels.

Our employees working in local offices will follow the local laws and rules.

We will not accept any discrimination, as race or religion and we will not accept human trafficking. These are illegal and criminal and will be reported to the police. 

Any employee in our organization has equal opportunity without discriminating on any basis.

 

Community

Work with communities to improve a better life through education, economics and social well-being activities.

 

World community

To build a successful company - One also commits to contribute on a more global basis. To build a successful company - One also commits to contribute on a more global basis.

 

Environment

Conduct production and business with green policies.

Products

Keep developing environment-friendly, energy-efficient products and upgrading existing to better performance.

 

Products

Keep developing environment-friendly, energy-efficient products and upgrading existing to better performance.

 

Poul Rasmussen Managing Director, Espergaerde February 1st 2014.

Anti-Corruption Policy for Marco Marine Companies

This Anti-Corruption Policy for Marco Marine Companies (“Policy”) prohibits corruption of all officials (clients, vendors, partners, all Marco Marine business relations.), which means paying money or giving something of value to an official to obtain an improper benefit. This Policy similarly prohibits the payment of bribes or kickbacks in commercial transactions that do not involve officials. Corruption is prohibited by the laws in almost every jurisdiction of the world. This Policy also prohibits money laundering, which is the process of concealing funds that have been illegally obtained.

Marco Marine Companies, and all of its subsidiaries and joint ventures worldwide (MMD), requires its channel partners (for example, resellers, advisors, original equipment manufacturers, and distributors), consultants, lobbyists, and other third-party representatives (collectively, MMD Representatives) to comply with this Policy. MMD Representatives acting on behalf of Marco Marine Companies can expose MMD to liability under anti-corruption and anti–money-laundering laws, including the United States Foreign Corrupt Practices Act (“FCPA”). Further, corruption promotes poverty, hunger, disease, and crime, and it keeps societies and individuals from reaching their full potential. Corruption is one of the leading obstacles to economic and social development. MMD is committed to observing the standards of conduct set forth in the FCPA and the anti-corruption and anti–money-laundering laws of the countries/regions in which it operates. MMD is also committed to taking reasonable steps to ensure that MMD Representatives comply with these standards of conduct and laws in its dealings with or on behalf of MMD.

 

Compliance with Anti-Corruption Laws

Each MMD Representative will comply with all applicable anti-corruption laws, including the FCPA. No MMD Representative shall, directly or indirectly, offer or pay anything of value (including gifts, travel, entertainment expenses, and charitable donations) to any official or employee of any government, government agency, political party, or public international organization, or any candidate for political office, to (i) improperly influence any act or decision of such official, employee, or candidate for the purpose of promoting the business interests of MMD in any respect, or (ii) otherwise improperly promote the business interests of MMD in any respect.

 

Vetting of MMD Representatives

MMD will conduct a due diligence or “vetting” of each MMD Representative to determine that its relationship with the representative does not pose a risk to MMD of noncompliance with this Policy. As part of this process, MMD will ask the MMD Representative to respond to a questionnaire and, if appropriate, provide additional information that may be necessary in the reasonable judgment of MMD. MMD appreciates the understanding and cooperation of each MMD Representative in this regard.

 

Anti–Money Laundering

No MMD Representative shall use its relationship with MMD to attempt to disguise the sources of illegally obtained funds.

 

No Retaliation

MMD Representatives will not retaliate against anyone who has, in good faith, reported a possible violation of this Policy, or refused to participate in activities that violate this Policy.

 

Enforcement

MMD will enforce this Policy in accordance with the terms of its contracts with MMD Representatives.

 

Poul Rasmussen, Managing Director, Espergaerde February 1st 2014.

Customer Focus

Organization’s continually strives to improve its responsiveness to its customers, to anticipate customer requirements, and to provide world-class products and services. Customer feedback, including complaints, is managed through the Customer Satisfaction Survey and Continual Improvement processes.

 

Customer Contracts

Contract inquiries are reviewed by both business and technical personnel to ensure requirements are understood and the necessary information is available to fulfill the requirements of the order/contract. Orders are reviewed prior to acceptance to confirm the understanding of the requirements and internal capabilities (process, quality assurance, test equipment, subcontractors, delivery), and the organization’s capacity to meet those requirements within the time required.

Verbal (Oral) orders are documented and confirmed with the customer. A scope of work is made and mailed to the customer for approval before any jobs are started.

 

Customer Property

Currently, Organization’s customer supplied product is limited to product returned by a customer for repair and return of the same unit. While in Organization’s possession, customer-supplied product is tracked by order number.

 

Customer Support

Customer Support is responsible for providing technical support and customer training. Support and services are extended beyond the warranty period and through the discontinuance of product as contractually required.

 

Customer Satisfaction

Customer visits, customer surveys, review meetings with customers and other customer communications are used to gather information on customer satisfaction. The results of both customer satisfaction surveys and customer feedback reports are reviewed as part of the Yearly Business Review.

 

Poul Rasmussen, Managing Director, Espergaerde February 1st 2014.

Everyone is entitled to respectful treatment in the Marco Marine Groups (MMG)workplace. Being respected means being treated honestly and professionally, with each person’s unique talents, background and perspectives valued. A respectful workplace is free from unlawful discrimination and harassment, but it involves more than compliance with the law. It is a work environment that is free of inappropriate or unprofessional behavior and consistent with MMG’s ethics and values – a place where employees can all do their best, and where employees are free to report workplace concerns without fear of retaliation or reprisal.

 

Purpose

This Principle helps to ensure that people are treated with dignity and respect in the MMG workplace. It also reinforces MMG’s commitment to compliance with laws prohibiting discrimination, harassment, and reprisal.

 

This Principle applies globally to all employees and may apply to those acting on behalf of MMG. See the Compliance Principle for information on when a third party might be covered by the Code of Conduct Principles. This Principle applies to all locations and situations where MMG business is conducted.

 

Respectful Work Environment

MMG’s goal is to have a work environment that reflects and values the best in everyone, where people treat each other respectfully and professionally, and where individual differences are valued. Any harassment or unprofessional or inappropriate behavior, even if not illegal, interferes with that goal and will not be tolerated. Unlawful discrimination is also prohibited. This Principle applies whenever employees are at work, and to work events and other MMG-sponsored activities.

 

Global Company, Global Standard

As a global company, MMG operates in a complex and varied global environment. But wherever MMG does business, the Company operates under the Ethical Business Conduct Principle to ensure the highest standards of ethics and integrity and protect MMG’s reputation. That Principle provides a common set of values to guide actions and decisions not covered by a specific policy or rule. That Principle asks three questions:

• Is this action consistent with MMG’s corporate values of uncompromising honesty and integrity?
• Can this action withstand public scrutiny?
• Will this action protect MMG’s reputation as an ethical company?

Employees should consider these questions when deciding whether an action meets the standards of this Principle.

 

Policy Against Unlawful Discrimination

MMG prohibits all forms of illegal discrimination against applicants, employees, contractors or anyone doing business with MMG. The discrimination laws vary by country, but may prohibit discrimination based on race, color, age, gender, national origin, disability, religion, sexual orientation, marital status, pregnancy, genetic information, as well as other protected classifications.

 

Policy Against Harassment

Harassment is prohibited by this Principle. Harassment is unwelcome conduct toward an individual that creates an intimidating, hostile or offensive work environment and that:

• Is due to personal traits such as age, disability, marital status, national origin, race or color, religion, sex, sexual orientation or gender identity; and
• Causes work performance to suffer or negatively affects job opportunities.

Harassment is against the law in many other countries. Examples of harassment that may violate the law and will violate this Principle include:

• Oral or written communications that contain offensive name-calling, jokes, slurs, negative stereotyping, or threats. This includes comments or jokes that are distasteful or targeted at individuals or groups based on personal traits such as age, disability, marital status, national origin, race or color, religion, sex, sexual orientation or gender identity.
• Nonverbal conduct, such as staring, leering and giving inappropriate gifts.
• Physical conduct, such as assault or unwanted touching.
• Visual images, such as offensive pictures, cartoons, drawings or gestures.

Sexual harassment

Sexual harassment is a form of harassment that is based on a person’s gender or that involves a request or demand for sexual favors by someone in authority, where the demand is tied to hiring, promotion, termination or any other condition of employment. Although having a consensual romantic relationship with another MMG employee is not harassment, harassment may occur if either person in the relationship engages in workplace conduct that is inappropriate or unwelcome. Employees in consensual romantic relationships must also comply with the MMG Conflict of Interest Principle.

Every MMG employee has a role to play in achieving a respectful workplace

A respectful workplace requires the participation of all employees. Remember:

• MMG expects respectful and professional behavior at all times, no matter the situation. Be sensitive to how others may perceive your actions and remember that your actions reflect on you and MMG.
• This Principle applies to work events, including business entertainment, team building outings, conferences, and other meetings and activities relating to MMG business. Venues and activities where MMG business is conducted should be professional, appropriate, and consistent with MMG’s values and reputation.
• We are all human, and sometimes we make mistakes. In some cases, a person may make a comment or do something that was not intended to offend, but it has that effect. Treating each other with respect means being honest and open enough to let a colleague know if you have been hurt or offended you. Respect also means that if a colleague tells you that you have done something to offend, you should apologize and refrain from similar behavior in the future. That type of respectful dialogue may address many situations, but if you need help dealing with inappropriate workplace behavior, you should contact MMG Human Resources for assistance.

 

How to Report a Violation

Most reports of suspected violations of this Principle are made to MMG Human Resources. Employees can contact their assigned Human Resources Manager, or go to someone higher in the Human Resources organization. Employees can also use any of the additional reporting options listed in the “Report Concerns or Ask Questions” section of the Compliance & Business Conduct website, if they prefer.

How MMG Will Respond

Investigation and response

For any report or complaint of discrimination, harassment or other violation of this Principle, MMG will review the concerns and may conduct an investigation. Where there has been a violation of the Principle, MMG will take appropriate action to correct the situation, and try to avoid future violations. In appropriate cases, MMG may take disciplinary action, up to and including termination, against those violating this Principle.

MMG will inform parties about the status of reviewing their complaints. To respect the privacy and confidentiality of all people involved, MMG may not share specific details of the discipline or other action taken.

MMG management responsibilityEvery MMG supervisor and manager is responsible for ensuring that MMG provides a respectful workplace. This includes ensuring that complaints of discrimination, harassment, or inappropriate or unprofessional behavior are handled properly and effectively, in partnership with Human Resources. See the Employee Obligation and Reporting Principle for information on resources for making such reports.

 

Retaliation is prohibited

This Principle strictly prohibits any retaliation against anyone who reports a concern about discrimination, harassment or other violation of this Principle.

 

Child Labour and Forced Labor

Marco Marine will not employee people less than 15 years. As far as necessary and national law permits we will only use children from 15 years to carry out very light work that does not interfere with compulsory schooling. Employees under 18 years are not to be involved in night work or work that is hazardous or likely to have a negative impact on the employee’s physical or mental development. They will not be allowed to operate machinery which is dangerous or not are trained or instructed in.

Our entire organization will not accept Child Labor and Forced Labor. We support the work done by the organization IPEC and ILO who work against this.

Our employees working in local offices will follow the local laws and rules.

We will not accept any discrimination, as race or religion and we will not accept human trafficking. These are illegal and criminal and will be reported to the police.

Any employee in our organization has equal opportunity without discriminating on any basis.

Any Employee has the duty to report any of these unlawfulness to the management.

 

Poul Rasmussen, Managing Director, Espergaerde February 1st 2014.

Communication

Corporate goals and performance targets relating to the environmental elements of the Quality System are communicated through the functional team meetings. External requests for information regarding the environmental management system are managed by the Quality Systems team with review and input from the executive staff as required.

 

Compliance with Legal and Other Requirements

As part of the permit renewal process, Organization’s reviews its compliance with relevant local, state, and federal environmental legislation, regulations, and program requirements, at least once per calendar year. Additionally, the Safety Committee conducts regular facility audits to ensure operational compliance with all applicable statutes, regulations, permits, and stated EMS guidelines.

 

Operational Control

As appropriate, for each or activity associated with the significant environmental aspects, control procedures and / or work instructions are established to ensure work is performed per the environmental policy, as well as established environmental objectives and programs.

 

Emergency Preparedness & Response

The Safety Committee implements, practices, and evaluates the emergency response procedures including employee safety, coordinating response activities with the applicable agencies, and addressing any environmental impacts resulting from an emergency situation.

 

Poul Rasmussen, Managing Director, Espergaerde February 1st 2014.

Employee Conditions

The philosophy is to use well-trained fitters to make the maintenance on-board under supervision of an engineer from Marco Marine.

To minimise the spare part stock on-board, and bring the parts onboard together with the tools just before the service team arrives.

With this factor we can do a low cost, but rational work on-board.

The planning will be done together with the Superintendent.

The team will have all necessary tools for the service.

With those factors, we can get a high quality job, a high performance and best reliability.

 

Marco Marines alcohol and drug policy.

We have a zero tolerance policy for alcohol and drugs.

Marco Marine will not accept any of its employed to drink alcohol during or to take any illegal drugs at their work for us.

Any employed by Marco Marine are not allowed to drink alcohol or to take any drugs in relation with our jobs, from the day they leave home, until they return back home.

It means, nobody is allowed to drink or bring alcohol or take or bring drugs onboard the ship, on the trip to and from the ship either. Nobody is allowed to buy alcohol or drugs onboard.

Marco Marine accepts that each can buy alcohol to bring home for private use. The alcohol must only be bought on the return trip back to home.

People will be held responsible for any cost, because of alcohol and drugs, for extra flights, extra cost for agent and office cost.

Violation of the rules will lead to immediately dismissal.

 

Poul Rasmussen, Managing Director, Espergaerde February 1st 2014.

Safety on-board

The Marco Marine assigned safety person has the responsibility to introduce the Marco Marine team for safety officer onboard.

Make sure the team receives the familiarization, are aware of the emergency exits and location of fire extinguisher.

The safety person will make an evacuation plan for each deck the team is working on, and do a SJA every day which is presented for the rest of the team.

The evacuation plan will be placed visible on the toolbox.

SJA for ordinary overhaul jobs, will be made as a form and be kept in the toolbox folder.

All employees must wear appropriate PPE (personal protective equipment) at all times. If in doubt about required PPE, check with the SJA and use common sense. Never agree to a job if important protective equipment is missing.

 

Poul Rasmussen, Managing Director, Espergaerde February 1st 2014.