Work on the continuous improvement of our processes and develop human talent in order to consolidate our performance as strategic technological ally and drive the growth of the company.


Trabajar en el mejoramiento continuo de nuestros procesos y desarrollar el talento humano con el fin de consolidar nuestro desempeño como aliado tecnológico estratégico e impulsar el crecimiento de la compañía.


This document describes the methodology for access, identification, evaluation and communication of the legal requirements applicable to the productive processes of the company. As well as the registration process of the rules, when by the Legislation are updated, modified and repealed in the MATRIX OF LEGAL REQUIREMENTS.


The content of the legal requirements recorded in the LEGAL REQUIREMENTS MATRIX is applicable to all services and processes.


  • AREA OR RESPONSIBLE PROCESS: It is the area or process responsible for fulfilling the corresponding legal requirement identified by the officer who manages and administers the LEGAL REQUIREMENTS AND ENVIRONMENTAL MATRIX MATRIX.
  • DECREES: These are written rules issued by the Executive (national, departmental or municipal) in which the mechanisms to enforce or to comply with Laws or Decrees-Laws are established or regulated.
  • DESCRIPTION OF THE STANDARD: It is the exposition of the object of the norm, ie the purposes for which it was promulgated by the corresponding authority, the subject that regulates the same.
  • COMPLIANCE EVALUATION: The degree of compliance with the legal requirement applicable to the productive activities of the company, which must be evaluated in an audit of compliance with LEGAL REQUIREMENTS, establishing for this parameter such as: MEETS, PARTIALLY COMPLIES AND DOES NOT COMPLY.
  • LAW: It is the entire written rule of the legal system, issued by the Congress of the Republic in exercise of its legislative power, in which a specific subject is regulated in an extensive and general way. LEGAL MATRIX: Compilation of the normative requirements applicable to the company according to the own and inherent activities of its productive activity, which give the normative and technical guidelines to develop the different processes inside the company, such as the MANAGEMENT SYSTEM SAFETY AND HEALTH AT WORK - SG-SST and the ENVIRONMENTAL aspects, which must be updated as new legal provisions are issued and must be applicable to the company's production processes.
  • METHOD OF COMPLIANCE: Activities scheduled by the company, to develop compliance with the legal requirement applicable according to the production process.
  • RECORDS: Evidence to identify the activities developed by the company, the area or production process, against compliance with the legal requirement applicable to the required activity.
  • LEGAL REQUIREMENT: It is the description of the legal norm as it is legally contemplated, which results from strict compliance and applicable to the productive activity of the company.



Bimonthly, the CBO reviews the sources defined to know the emission of new legal statuses.

The Matrix must include the applicable standards, in terms of occupational safety and health, that is, those that REDSIS CORP is legally obliged to comply with the corresponding evidence of compliance. Therefore it is necessary to analyze, in due form, each article of the selected standard, to verify whether it applies to the company.






Subsequently, to the identification made by the CBO, of the applicable rules, the corresponding legal requirements must be brought to a Matrix called "MATRIX OF LEGAL REQUIREMENTS", in which the required information must be registered in the following items:

  • Legal requirement
  • Issuing entity
  • Description of the standard
  • Applicable Legal Requirement
  • Process or Responsible Area
  • Compliance Method
  • Update date
  • Reason for updating

In case of a new process or productive project within the company, CBO makes a review on the legal requirements that apply to this and once adopted will take them to the Legal Requirements Matrix.

The GENERAL REGULATORS, which are those standards, which, at the time of the process of identification of legal requirements, are not directly applicable to any of the productive processes of the company, but contain a legal mandate whose knowledge, could at any time affect the activities carried out by the company

List of legal requirements.
The MATRIX OF LEGAL REQUIREMENTS has a tab containing all the standards identified and selected, which have been registered in them, so that it is possible to consult with respect to the full content of the rules, which can be done through the action (CLICK in the norm), thus allowing this action the visualization of the content of the norm.

Consequently, whenever a new legal requirement is modified or incorporated, it must be added to that list.



In the column of the LEGAL REQUIREMENTS MATRIX called "CONTROL OF CHANGES", the date of the corresponding revision and update will be indicated, the indication of the reference of the new registration (INCLUSION / UPDATE MODIFICATIONS, DEROGATIONS AND INCLUSIONS FOR NEW ISSUE) Or other modification by object of the corresponding revision.

The Safety and Health at Work Coordinator will announce the changes in the regulations that are presented to the areas where they apply, in order to update the procedures and meet the requirements that the standards have, prior analysis and convenience About its application.


Compliance with legal requirements in the LEGAL REQUIREMENTS MATRIX shall be evaluated under the parameters of: COMPLIES, PARTIALLY COMPLIES and DOES NOT COMPLY, for which the corresponding column will indicate compliance with the legal requirement.

In order to visualize the result of the evaluation, the percentages of the requirements according to the previous parameters will be specified.

Compliance evaluation must be performed bimonthly, as of the date of approval of the legal matrix by the AREA OR PROCESS RESPONSIBLE together with the CBO.


The CBO will announce changes in the regulations that are presented to the areas where they apply, in order to update the procedures and meet the requirements that the standards have, prior analysis and convenience on their application.

Each time the LEGAL REQUIREMENTS MATRIX is updated or updated or a new legal requirement is registered, it must inform the responsible person of the area or process to which it applies the modification or incorporation, on the fulfillment of said legal requirement, in order to That the internal processes of the company can be in accordance with the existing normative changes.

Define those responsible for communications according to the nature of the legal requirements .

REDSIS CORP In the development of our economic activity, we are committed to continuously prevent and reduce negative environmental impacts, maintain and improve positive impacts.

We reduce and prevent contamination by collecting and disposing of the solid wastes generated in each of the activities. We establish controls in the use of inputs and in the tasks to ensure that our practices are friendly to the environment and to the health of our collaborators.

REDSIS CORP Is committed to respect and comply the legal requirements applicable to the protection and improvement of the environment, as well as other requirements that the company subscribes related to environmental aspects.

We continually improve our environmental performance and expect that preventive actions will prevail over corrective measures, and we will also commit to communicate this policy at all levels of the company and provide the necessary resources to comply with it.





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
    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
    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

At Redsis quality is not a goal, it’s a habit

Every day we look at new ways to improve our supply chain to position ourselves in the IT market as a highly competitive challenger. We use technology as a way to innovate new systems that help us reach faster and more accurate logistics in order to fulfill customer’s expectations. As a computer broker, customer loyalty is a key aspect improving consumer understanding and confidence. 

Safety is our highest priority

We focus on supplying a high quality product and committing responsibility to our employees’ well- being.  All our employees are trained on ESD by IPC (Association Connecting Electronic Industries). This specialized training and certification provides us with the complete knowledge and know-how to be able to handle electronics with the utmost care. Being an ISO 9001:2015 allows us to perform at our maximum potential which in turn helps us become more than a supplier, our customer’s technology ally.