Our Code of Conduct is a statement of corporate values in all countries where Redsis Corp. operates. The letter and spirit of this code permeates the company policies and standards that affect our work life daily. It describes and explains the norms and objectives that reflect our commitment to act in a responsible, ethical and legal way.

  1. Freely chosen employment
    a) Forced labor will not be used, Bonded labor (Including debt bondage), labor exploitation, involuntary work in prison, slavery or trafficking in persons. This includes transporting, hosting, hiring, moving or receive persons through threat, force, coercion, abduction or fraud to obtain work or services.
    b) There will be no restrictions on the freedom of movement of workers, entry or exit, on the premises of the company.
    c) Workers are provided with a work contract in their native language that contains a description of the terms and conditions of employment before the worker leaves his or her country of origin. All work must be voluntary and workers will be free to leave work at any time or terminate the employment relationship.
    d) Redsis Corp does not retain, destroy, conceal, confiscate, or otherwise deny employees access to their identity or immigration documents, such as government issued identification, passport or work permit, unless such withholding Is required by law.
    e) Employees will not be required to pay employer hiring commissions or other related charges during their hiring. If it is discovered that the workers have paid a commission of this type, the commission must be returned to the worker.
  2. Young workers
    a) Child labor will not be used at any stage of the organization's Redsis Corp process, the term "child" includes any person under the age of 15, or younger than the age at which compulsory education ends or below the minimum age required to work in the country, whichever is older.
    b) Redsis Corp supports the use of legitimate workplace learning programs as long as they comply with all laws and regulations.
    c) Workers under the age of 18 (young workers) should not perform tasks that may compromise their health or safety, including night shifts and overtime. To ensure proper management of the workers who study, participants must maintain school records, conduct due diligence with schools, and protect the rights of students in accordance with applicable laws and regulations. Participants must provide adequate support and training to all workers who study. If there is no local legislation on the subject, the salary of the workers who are studying, are in apprenticeships and apprentices will be at least equal to that of other beginning workers who perform identical or similar tasks.
  3. Working hours
    The diversity of the group of women and men who work for the Company is our most important resource. The Company has developed guidelines for the maintenance of a work environment that is safe for everyone:
    a) The work week should not exceed the maximum established by local legislation
    b) The work week should not be longer than 60 hours, including overtime, except in cases of emergency or unusual situations
    c) 
    Workers must have at least one day off every seven days
  4. Salaries and benefits
    a) The remuneration of workers must comply with all applicable wage laws, including those related to the minimum wage, overtime and legally established benefits
    b) In accordance with local laws, workers will receive overtime pay above that established for normal working hours
    c) Salary deductions will not be allowed as a disciplinary measure
    d) For each payment period, workers will be provided with a punctual and understandable payroll containing sufficient information to verify the precise remuneration for the work performed
    e) All use of temporary work and outsourcing will be in accordance with local legislation
  5. Human treatment
    a) No severe or inhumane treatment, including sexual harassment, sexual abuse, corporal punishment, physical or psychological coercion, or verbal assault of workers; Neither should there be any threat of any such dealings.
  6. Nondiscrimination
    a) Redsis Corp provides a workplace free of harassment and discrimination
    b) Redsis Corp does not discriminate based on race, color, age, sex, sexual orientation, gender identity, ethnicity or nationality, disability, pregnancy, religion, political affiliation, trade union affiliation, military veteran status, protected genetic information or status civil rights in hiring and employment practices such as wages, promotions, gratuities and access to training
    c) Workers are provided an appropriate place for their religious practices
    d) 
    Workers or candidates are not subjected to medical tests or physical examinations that may be used in a discriminatory manner
  7. Freedom of association
    a) In accordance with local legislation, the right of all workers to create or join trade unions of their choice, the right to collective bargaining and the right to peaceful assembly, and respect for the right of workers to abstain from these activities
    b) Workers and / or their representatives may communicate openly with management, as well as share with them the ideas and concerns related to working conditions and management practices without fear of discrimination, reprisal, intimidation or harassment

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