Our policies

Integritetspolicy

23/5 2018, the following policy has been prepared / updated for SA Möbler AB.

Purpose

We protect your privacy and therefore we have developed a structured framework for managing information about you as a person.

Our intention here is to tell us how we handle your personal information, what we use it for, who will get to know them and under what conditions and how to claim or take advantage of your rights.

Background

We process your personal information primarily to fulfill our obligations towards you. Our starting point is not to process more personal information than is necessary for purposes, and we always strive to use the least privacy-sensitive data.

We need your personal information to fulfill our commitments to you and any organizations you represent, but also to provide you with good service regarding marketing and other information. In addition, we may also need your information to comply with laws and to conduct customer and market analyzes.

You are entitled to oppose that we use your personal information for direct marketing and we always provide adequate ways for you request stop of usage.

  • According to the Swedish Marketing Act, there is no requirement for consent (however, the possibility to refrain from further information by active choice). The registered party has actively opposed receiving information.
  • The marketing concerns the trader's own, similar products or field of business.
  • The physical person can clearly object to the data being used for marketing purposes when collecting the data and at any subsequent marketing announcement without charge.

In addition, as an individual or as a representative, if you are contacting or initiating a dialogue about possible joint business commitments, relevant information is always stored with reference to our ability to comply with the requirements of the Accounting Act and to provide important information regarding your prospects for future business and service obligations that can be deduced - put together with previously completed business / inquiry.

What personal data do we treat?

We treat only personal information when we have legal basis. We do not process personal data in any case other than when they are required to fulfill obligations under contract and law. Here for examples of personal data that we process, in whole or in part. First of all, we treat data derived from you and your employment / business, but if a customer acts as an individual, we refer to their completely private information.

  • Name
  • Address
  • E-mail address
  • Phone
  • Fax
  • Date of birth (only by private company without separate company id or as an actual consumer.)
  • Title
  • User name
  • Photographs
  • Payment card number, credit card number and other bank-related information.
  • Data you register - leave yourself / voluntarily.
  • Content that you publish, so-called user-generated content.

How do we access your personal information?

We try to obtain your consent as far as possible before we begin processing your personal information, you give your consent to processing your personal information when you submit your information to us, send a request or conduct an actual transaction.

You have the right to revoke your consent at any time. We will no longer process your personal data or retrieve new, provided that it is not necessary to fulfill our obligations under agreement or law. Keep in mind that withdrawal of consent may mean that we cannot fulfill the obligations we have in relation to you.

We also get access to your personal information as follows.

  • Details you provide us directly, in writing or orally.
  • Information that is registered when you visit our website.
  • Information we receive from public registers.
  • Information that we receive when hiring one of our employees.
  • Information that we receive when you sign up for newsletters and other mailings.
  • Information that we receive when answering surveys and surveys.
  • Information that we receive when you contact us, seeks employment with us, take employment with us or otherwise contact us.

What information do we provide to you?

When we collect your personal information for the first time, we will inform you of how we have received the personal data, what we will use them for, what rights you have under the data protection laws and how you can use them and whether your information has to be saved according to the Accounting Act or the Marketing Act. You will also be informed of who is responsible for personal data processing and how to contact us if you have questions or need to provide a request or request regarding your personal information and / or rights.

Is your information processed satisfactorily?

We develop continuously routines and practices to ensure that your personal information is handled safely. The starting point is that only workers and other persons within the organization who need the personal data to perform their duties must have access to them.

In the case of sensitive personal data, we have established special authorization controls, which mean higher protection of your personal data.

Our security systems are developed with your integrity in focus and to a great extent protect against intrusion, destruction, and other changes that may pose a threat to your privacy.

We do not transfer personal data in cases other than those expressly stated in this policy or fall under the Marketing Act or the Accounting Act as well as upon agreements with you as a part.

When do we leave personal data

Our starting point is not to disclose your personal information to third parties unless you have consented to it or if it is not necessary to fulfill our obligations under contract or law. In cases where we disclose personal information to third parties, we establish confidentiality agreements and ensure that personal data are processed in as safe a manner as possible.

Responsibility

SA Möbler AB is a personally responsible organization, which means that we are responsible for the processing of your personal data and the use of your rights.

Code of Conduct

SA Möbler AB strives to develop honest commercial and long-term business relations that promote sustainable development. The purpose with our code of conduct is to clarify our position inhouse as well as to customers and other partners. Compliance is required throughout the whole value-chain with regard to human rights, workers’ rights, environmental protection, anti-corruption and animal welfare.

SA Möblers code of conduct is based on the UN Global Compact. UN guiding principles for companies, human rights and OECD: s Due Diligence Guidance for Responsible Business Conduct. National and local legislation in countries where business is conducted shall apply. When international agreements prescribe a stronger protection, it takes precedence.

To ensure a responsible supply chain, see separate Code of Conduct – Supply Chain.

Observance

  • We have a systematic approach to ensuring compliance that prevents and manages potential deviations and contributes to continuous improvement.
  • Our systematic work is documented and administered continuously.
  • Supporting documents and proof can upon request be presented in the form of a self-declaration, follow-up meetings or other as well as third-party audits on site.

Human rights

  • We respect and promotes human rights both within our own organization and our partners.
  • We must ensure us that we do not take part, direct or indirect in violations of human rights.

Human Rights (UN Universal Declaration of Human Rights (1948), the International Covenant on Civil and Political Rights, and the International Covenant on Economic, Social and Cultural Rights.

Child Labour

  • The minimum age for workers shall not be less than 15.
  • Children under the age of 18 shall not be hired to any potentially hazardous work or work that contradicts the child’s personal development (physical, psychic, spiritual, moral or social development, including nightshifts.)
  • If labour for children under the age of 18 occurs, then we shall institute a policy in regards of what tasks a child between 15-18 years may carry out and ensure in collaboration with its guardians that all tasks implemented are made with the best interest for the child.

Child labour ILO 138 and 182, UN Child Rights Convention, Article 32.

Forced labour

  • Forced labour including slavery, indenture work or involuntary prison labour may not occur. Employees shall have the right to quit their job after a reasonable time according to law or agreement. All labour is voluntary without threats of punitive sanctions or similar.
  • Employees are not forced to deposit money or identity papers.

Forced labour, ILO Convention 29. 105.

Discrimination and harassment

  • Discrimination due to ethnicity, gender, civil state, pregnancy, religion, social- or ethnic origin, nationality, disability, political orientation, union involvement, transgender identity or expression, age, health, sexual orientation or other characteristics that is protected by any applicable law may not occur. Discrimination is defined distinction that is not based upon merits or qualifications, i.e. meaning special treatment due to prejudices.
  • Diversity and equal opportunities in our business based upon individual abilities shall be promoted.
  • Harassment in terms of inhumane treatment for example sexual harassment, threats or psychological / physical punishments may not occur.

Discrimination and harassment, ILO Convention 100, 111.

Trade Union Freedom

  • All co-workers have the right to organize and join organizations they want to participate within as well as have the right to collective negotiation. Definition of collective negotiations means negotiations between employer and employees selected by the workers.

ILO convention 87, 98.

Terms of employment

  • All workers have a written employment contract which must, at least contain specifications of work hours, payment, holidays.
  • All workers must understand their terms of employment.
  • We strive for just and reasonable living wages and in no case less than national, or locally stated minimum wages.
  • Work hours according to national law and or currently valid collective agreements.
  • Weekly work hours may not surpass legal limits or 60 hours a week including overtime.
  • All workers shall at least have one day off per week and breaks during their workday.
  • Workers has the right to paid vacation, sick leave, parental leave etc. According to national legislation.
  • All workers shall be comprehended by social insurances according to national legislation.

Work environment

  • We ensure a healthy work environment where workers are protected against situations that may consist of a danger for the workers psychological or physical health in accordance to national legislation.
  • In accordance to our systematic work environment, all workers are encouraged to make a written report about possible incidents and accidents.
  • All workers shall receive relevant safety information and training hence allowing them to perform their tasks safely, operate machinery or any other equipment.
  • Relevant safety equipment is accessible at no cost.
  • Temperature, air quality and sound level are regulated according to local legislation.
  • Chemicals are managed according to legislation which includes minimizing risk of exposure of dangerous substances. Safety Data Sheets are accessible.
  • Emergency protocols are documented, fire drills are held regularly. Fire extinguishing equipment, escape plans and emergency exits are clearly visible in all areas.
  • All workers shall have a safe workspace with access to hygienical facilities and fresh water.

ILO Convention 155, 170.

Environment

  • Our business shall be operated with consideration to the surrounding environment and in accordance to national and local environmental protection legislation. We strive to minimize potentially negative effects on human health and the environment in the entire chain of value.
  • System for law compliance control with law-lists shall be available.
  • We strive towards the smallest environmental effect possible by a yearly identification of environmental aspects. Short- and long-term goals are established along with an action plan to ensure constant improvements.
  • Precautinary principle in regards of environmental risks is applied in terms of production as well as components used and the material selections.
  • A greater eco-awareness and commitment are made through environmental-education to all employees.
  • Developing greener processes and technologies are encouraged in all stages.

Anti-corruption

  • No form of corruption, extortion or bribery are tolerated.
  • Nobody may directly or indirectly offer or promise a bribe or other compensation to any person or organization in order to achieve, maintain or control business for the purpose to gain an advantage for own or others gain.

UN: s convention against corruption and bribery legislation that is valid in Sweden and in the country where parts of whole product are manufactured.

Code of Conduct (1.15 MB)