This code of conduct is a set of rules followed by LocStar in its everyday activity. It is also an obligation to comply with social, environmental and ethical standards that contribute to financial, environmental and social success.
Creative Development
All of our employees are encouraged to propose enhancements, and every valuable idea is taken into consideration and implemented for mutual benefit.
Facilities for Parents
We offer on-site and remote employment for many parents with infants. Thanks to flexible working hours and variable order volume, we can adjust tasks to the limited time-availability of our employees.Fair Employee Assessment
Employees are assessed according to fair standards and set rules. Each order is assessed using a standardized evaluation form, and the results of the periodic employee assessments are shared with interested parties.At-Will Working Hours
Every employee agrees to work at will and in the amount that suits him or her, subject to the provisions of the Labor Code. Employees may individually establish flexible working hours in accordance with applicable law.No Child Labor
Our company in no way tolerates or benefits from child labor. We do not accept products from suppliers who benefit from child labor.Transparent Pay and Benefits Policy
Every LocStar employee receives remuneration for their work in accordance with their contract and the Labor Code. Overtime work and other work under special conditions are compensated accordingly. Every employee is entitled to the full amount of mandatory benefits provided by the law, as well as additional benefits stipulated by their contract.No Discrimination
No LocStar employee is unfairly discriminated against, given special advantage, or excluded for religious, ethnic or racial reasons or because of their skin color, nationality, origin, caste membership, gender, age, physical features, appearance, sexual preferences, union membership, political preferences or parenthood.
Respect for Employee Dignity and Work
Every LocStar employee is treated with respect, and their work is fairly evaluated and rewarded.Freedom to Create Associations, Trade Unions and Organizations
Our company is oriented towards open and constructive dialogue with employees. We respect employees’ rights to create organizations, join trade unions, use employee representation and participate in group negotiations. We do not act to disadvantage employees using employee representation.Concern for Security at Work and Employee Health
Employees are protected against workplace chemical, biological and physical hazards, physically taxing tasks, and hazards at facilities. We provide suitable monitoring, labor safety procedures, periodic maintenance and protective measures necessary to minimize health and safety hazards at the workplace.Protecting the Natural Environment and Promoting an Ecological Approach
Our company has always been concerned about sustainable development and protecting the natural environment. We plan and implement solutions that reduce our impact on the environment. We internally monitor power consumption and greenhouse gas emissions. We try to introduce ways to reduce power and water consumption. For example, we have introduced server virtualization, electronic equipment time switches and turn off heat at night, and we prioritize energy efficiency in new equipment purchases.Acting in Accordance with the Law
Our company fully complies with all laws, regulations, agreements, and universally recognized standards.Adhering to the Highest Ethical Standards
Our company neither practices nor tolerates any form of corruption, extortion or fraud. We have never offered or received bribes or any other illegal benefits in relations with our customers or suppliers. We always adhere to a fair competition policy with full respect for privacy and intellectual property.System for Ensuring Compliance with the Rules
Each department manager is responsible for enforcing compliance with the rules in this Code of Conduct. In case of suspicion that any of these rules has been violated, employees are obliged to report it to their superior and the company management.Internal disputes are to be settled first by the department manager. The next step is escalation of the problem to the company management, and in extreme cases contentious matters may be referred to third parties, including the Government Plenipotentiary for Equal Treatment.
