Code of Conduct

We adhere to all applicable laws and regulations in our operations and require our contractual partners and suppliers to commit to the same principle.

Our operations are guided by local laws covering areas such as employee rights and safety, equality, privacy protection, consumer protection and competition, the prevention of money laundering and corruption, accounting, and environmental protection, as well as other sector-specific guidelines and principles applicable to our business.

Our goal is to document and continuously improve our various business processes. Our construction management operating system has been certified in terms of quality and environmental standards by an independent organisation (RALA).

Premico is a member of Rakli, the organisation for professional property owners and developers. In our operations, we consider not only local legislation but also international standards such as the United Nations Global Compact’s ten principles , including the principles of the International Labour Organization (ILO).

In our daily work, we monitor our tasks and stay updated on changes in legislation relevant to our industry, ensuring we promptly familiarise ourselves with any updates.

We do not tolerate corruption, bribery, or any improper attempt to influence decision-making or otherwise provide undue benefits to another party in any circumstances. We expect our partners to commit to the same principle.

When maintaining our stakeholder network, only small-scale refreshments or modest hospitality are acceptable. We exercise particular restraint in our interactions with public authorities and the public sector.

In conducting our business, we do not support political parties or sponsor initiatives to advance business interests.

We do not accept or enable money laundering and are committed to properly identifying our counterparties. Our practices for preventing money laundering and terrorism financing are outlined in detail in our related guidelines.

When collaborating with industry organisations, partners, or other entities, we do not engage in or promote anti-competitive agreements or practices.

We identify potential conflicts of interest and withdraw from situations where such conflicts could arise in handling our or Premico’s affairs. Before accepting external roles outside Premico, we verify potential conflicts of interest with the business management team.

In our daily work, we do not give or accept gifts or hospitality from partners that exceed standard practices. We always pay for our employees’ travel and accommodation expenses, even if a stakeholder event is hosted by a partner. We always seek approval from our supervisor before participating in such trips.

We incorporate environmental considerations into our operations and continuously develop our processes to reflect these priorities. We require our partners to commit to the same principle.

We collaborate with industry organisations, academia, and other stakeholders to develop and adopt environmentally sustainable practices.

We are committed to reducing the energy consumption and carbon footprint of the properties we own and manage.

The principles and goals of our environmental and social responsibility are described in more detail in our sustainability policy.

In our daily work, we consider environmental aspects in our working methods. For work-related travel, we provide the option of using business travel tickets instead of private car use.

In addition to developing new properties, we renovate older properties in our managed portfolios to extend their lifespans and improve their energy efficiency. We engage in dialogue with our real estate asset management clients about actions to reduce the environmental impact of their properties. We also propose measures that residents can adopt to minimise the environmental burden of their living habits.

We treat everyone equally and fairly and do not tolerate discrimination based on age, gender, religion, union membership or lack thereof, language, nationality, or any other grounds.

We do not tolerate bullying or harassment in any form, whether verbal, physical, visual, or otherwise. Harassment is defined by how it is experienced, regardless of the intent behind it. Any inappropriate behaviour or harassment is addressed without exception.

Recruitment, rewards, salaries, and terms of employment are based on competence, job requirements, and performance.

Employees have the right to freedom of association, and we comply with applicable labour laws and collective agreements in our operations. We expect our partners to adhere to the same principles.

In our daily work, when hiring new employees, our recruitment decisions are primarily influenced by the candidate’s skills, education, work experience, motivation, and fit within the team. We do not base our decisions on factors such as gender, age, or ethnic background.

In assessing internal resource allocation, we strive for objectivity. Roles and responsibilities are determined based on business needs and individuals’ skills and experience, while also considering career aspirations where possible. Personal preferences or relationships do not influence our decision-making.

Our workplace welcomes individuality, values every role, and fosters a positive atmosphere where colleagues support one another. We treat each other with respect and kindness. Our operations are guided by our values: boldness, expertise, reliability, and commitment.

As an employer, we prioritise the well-being of our employees and provide support when necessary to maintain their ability to work, following an early support model. We also expect our partners to commit to advancing well-being and safety at work.

We understand that work ability is influenced by many areas of life, not just aspects like work organisation, the work environment, and management. Proactive and early intervention, as well as open communication, ensure that employees receive sufficient and timely support to thrive at work. We ensure professionalism and diligence through clear communication, regular employee training, and thorough onboarding processes.

We maintain collaboration between employer and employees through regular occupational safety committee meetings and ongoing dialogue between staff and supervisors. We regularly conduct employee satisfaction and health surveys, welcome feedback, and remain open to suggestions for improvement.

We work closely with occupational health services. Comprehensive healthcare benefits and accident insurance further support the health and safety of our employees.

In our daily work, we take responsibility for fostering a healthy work environment by respecting our colleagues’ focus, adhering to agreed-upon rules, and staying home when experiencing contagious illnesses. Any potential safety risks are promptly identified and reported to the occupational safety manager without delay.

We safeguard the privacy of residents, employees, and other individuals. Personal data is collected and processed carefully and in compliance with applicable data protection regulations.

Personal data is always confidential, and access is restricted to individuals who require it to perform their duties.

We handle business-related information, documents, and assets with confidentiality and diligence. Confidential information also includes details related to the company’s cybersecurity and other security matters. We do not exploit or disclose business or trade secrets, insider information, or other confidential information concerning our company, clients, or partners. This confidentiality obligation remains in effect even after the end of employment.

We exercise care in organising IT management, using software, and maintaining cybersecurity. We ensure that company devices are always properly secured and handle them with care. We expect our partners to follow the same principles.

In our daily work
-When leaving our workstation, we ensure that our computer enters sleep mode and can only be accessed with a password or other secure personal identification.
-We do not leave documents containing business or personal data at workstations or on printers where they could be seen by unauthorised individuals.
-We use two-factor authentication on mobile devices for applications that handle work-related matters.

Every Premico employee, regardless of their role or position, is expected to act in accordance with these principles of good business conduct. We also require our partners to respect these principles.

These guidelines apply to all business activities and subsidiaries of the Premico Group. Additionally, specific business areas and subsidiaries may have other instructions and practices related to their operations, such as compliance with quality standards, norms, and environmental objectives.

The principles are approved by the Premico Group Board and are reviewed and updated as needed, but at least every three years. Each supervisor ensures that the principles are introduced to both new and existing employees and leads by example in adhering to them.

We are committed to discussing the principles regularly within our workplace. Open dialogue and shared discussions about example scenarios and related practices help embed these principles into daily operations.

For more information about adhering to the principles of good business conduct, employees can consult their supervisors, operational management, or the compliance officer.

In our daily work every Premico employee has the right and responsibility to report any observations or suspicions of activities that breach these principles. Reports can be made to a supervisor, the management team, anonymously via the company’s feedback channel, or through the Premico Whistleblower reporting channel.

Version 1.2
Updated: 11/2024