1. Equal employment opportunities
APS recruits on the basis of merit, regardless of nationality, color, ethnicity, religion, gender, marital status, personal circumstances, disability or health, provided the health condition or disability is not an obvious material hindrance to work performance. Where national laws in some countries require certain posts to be held by local nationals, APS will apply the merit basis as the next criteria for recruitment.
2. Equitable and fair treatment and advancement opportunities for all employees
APS almost always promotes from within and commits to ensuring fair treatment for all employees based on merit, including training and advancement opportunities. Merit includes expertise, skills, aptitude and attitude. Discrimination is not tolerated at APS. APS is keen to create, to the extent possible, flexible conditions that are inclusive of and supportive for employees with special needs, such as employees with physical disabilities and working mothers. Achieving this goal depends on the contribution of employees, specifically to provide their concerns and suggestions on how APS can improve in this area.
3. Safe, secure and healthy working conditions
APS is committed to providing safe and healthy working conditions in all its premises, including road safety. Safety and health are considered paramount in all business decisions, and must be an integral part of the APS culture. Ultimately, our goal is “zero incidents”. All employees must do their best to promote and achieve this goal. APS encourages employees to achieve an acceptable and healthy work-life balance, and also commits to providing overtime guidelines.
4. Respect for colleagues and diversity
Every employee at APS should be treated with respect by his/her colleagues and managers, and his/her dignity should be protected regardless of rank or position. APS does not tolerate abusive treatment of any of its employees by any person inside or outside the company. While we have different jobs at APS, we are all equal.
APS is a diverse workplace and is firmly committed to respecting the diversity of beliefs, religions, cultures, and personal lifestyles. APS supports its employees’ rights to personal freedom and privacy, and harassment and racism, covert or overt, are not tolerated. Harassment includes behavior and comments that create an intimidating or hostile environment for others. 8 APS is firm in assuring a culture that is Highly respectful of women; of people of different ethnicities, colors, or religions; and for minorities in general; all as equal partners, and therefore respectful of the diversity of their backgrounds and personal life styles.
APS will not tolerate any form of behavior that may reasonably be deemed as patronizing or intimidating. Such behavior will not be accepted whether it comes from employees, customers, suppliers or business partners. Employees’ private and confidential data shall be treated with due professional confidentiality by APS HR and their superiors and protected from unauthorized disclosure.
The principle of accountability rules at APS.
Trust requires ‘owning up to’ and accepting accountability for our actions. Employees are therefore expected to be accountable for their actions and results. Accountability is the basis of responsibility and trust. It does not always imply reprimand. Mistakes of misjudgment in good faith are expected and tolerated, provided the employee has not breached a policy, principle or operating procedure without reasonable justification. Corporate reprimand and reaction should always be in proportion to the employee action or violation and in accordance with company policies.
APS should not have a culture where ‘blame gets delegated and credit gets centralized’. No employee should be held accountable for an action for which she/he was not responsible. Moreover, accountability means that we look beyond the employee that performed the mistake or misjudgment and evaluate other important considerations such as the role of the team leader, negligent instruction or training by the employee’s superiors or another APS department, or other factors. However, any employee or leader that is aware of a material breach of policy, principle or operating procedure and does not report this to the appropriate authority will be considered to have been complicit in the breach.
6.Respect for universal human and labor rights
APS workplace policies, practices and conditions shall remain in harmony with the universally accepted human and labor rights, notably the United Nations Universal Declaration of Human Rights and the International Labor Organization’s Declaration on Fundamental Principles and Rights at Work.
Human and labor rights in business life address in particular the issues of child labor, discrimination in employment and compensation policies, safe and healthy working conditions, forced or compulsory labor, working hours, and employees’ rights of organization/association.
1 APS therefore commits to adhere to all aspects of the Social Accountability 8000 standard (SA8000)
in all of our operations. The SA8000 is based on the Universal Declaration of Human Rights, the Convention on the Rights of the Child, and International Labor Organization conventions. (For details on the standards please refer to Appendix 1).
Furthermore, to ensure that we are not indirectly complicit in human rights breaches, we shall further strive to ensure that our major subcontractors operate in harmony with universal human and labor rights.
7.Conflict of interest:
APS expects every employee to consider the company’s best interest as the only criteria for their business/professional decisions and actions, and never to compromise the company’s interests. No employee should attempt to influence a decision for personal gain.
Every employee should avoid situations that involve a ‘conflict of interest’ between him/her and APS, whether the ‘conflict of interest’ is actual, potential or perceived. A conflict of interest exists if the employee has a personal interest or personal connection that may allow the employee’s judgment to be based on criteria other than APS’s best interests, or may reasonably lead others to doubt the employee’s objectivity and impartiality. A conflict of interest could relate to employees, recruitment, customers, suppliers, agents, or competitors. It could involve the employee directly or a close member of his/her family.
The SA8000 is a global social accountability standard for decent working conditions, developed and overseen by Social 1Accountability International that provides a comprehensive system for managing ethical workplace conditions throughout global supply chains.
Because conflict of interest situations may occur despite employees’ best intentions, each employee must therefore inform his/her manager of the conflicting interest.
8.Protection and efficient use of company assets and property
Company assets are valuable resources that are owned, licensed, leased, or hired. They include:
• Physical property, premises, supplies, and equipment
• Computer software and systems
• Electricity, phone calls, water, etc.
• Company paid time
Employees should protect company assets and resources in their custody or to which they have access and guard them against misuse, waste, abuse, potential loss, damage, theft or unauthorized access. Company assets and property should only be used for legitimate purposes. A duty of care against negligence and carelessness is expected from every employee.
9.Open Communication and open door policy
APS is a “flat” organization committed to promoting free communication across the network without barriers. We are committed to an Open Door Policy where any employee who has a suggestion, situation, or concern is free to contact, by email or in person, any APS leader, manager or executive, including the CEO.
APS is firmly committed to ensuring that any employee using the Open Door Policy in good faith shall not be subject to retaliation by anyone in the company. Acting in good faith means that the information the employee has should be correct and accurate to the best of his/her knowledge.
Accordingly, no APS manager/leader shall retaliate by questioning an employee who has reported or used APS’s internal channels to either discuss an idea, voice a concern or report a violation or a suspected violation, nor shall the manager/leader take action that affects the employee adversely.
10.Agents, Business Partners & Local Suppliers
Agents, business partners and suppliers form a key stakeholder group that is fundamental to the vitality and sustainability of our service model, and influence the credibility of our brand. We make an effort to attract and partner with like-cultured like-minded suppliers, partners and agents who seek long-term relationships based on trust and high ethical standards equivalent to ours.
APS commits to:
• Transparent, fair and professional procurement and selection of suppliers
• Protecting partners’ confidential information
• Partner compliance with all laws and regulations