01 Our behaviour and interpersonal relations

The law that governs our activities is often complex. Howeever, ignorance does not relieve us of an obligation to comply. Compliance with the law is the minimum required standard of conduct in everything we do.

There exist many differences within HZPC due to local customs, norms, laws or regulations. Therefore, the Code or such local requirements must be applied to help setting a higher standard of behaviour. Non-controlled joint ventures, minority interests and suppliers are encouraged to adopt similar principles and policies.

A. Compliance with the company's policies and procedures include:

• Corporate governance;
• Compliance with the policies and procedures of HZPC;
• Use of good judgement and preventing (the appearance of) improper behaviour;
• Conducting  ourselves with honesty, integrity and fair dealings;
• Avoidance of all conflicts of interest;
• Ensuring open communication;
• Maintenance of a safe and secure workplace;
• Promptly reporting violations of the Code.

B. Understanding
Employees may confront an ethical issue where this code or other company policy does not expressly provide an answer. In such cases, employees should feel comfortable contacting a member of management or the integrity council, or using one of the other resources described in this section. 

C. Disciplinary actions
HZPC is allowed to take applicable measures that fit the nature and circumstances of each code violation. There is a big difference between an accident and negligence. And between a mistake and malice. Accidents and mistakes always occur; negligence and malice will not be tolerated. Violations of a serious nature may result in suspension without pay, loss or reduction of merit increase, or termination of employment.

Every employee shares responsibility to secure a safe and healthy working environment for themselves and their co-workers. Employees have to protect their own health and that of others and seek to avoid accidents and work-related illnesses.

Employees should strictly observe the laws and regulations governing safety at the work place. The same applies to the relevant internal corporate guidelines and rules regarding health and safety. Employees have to take responsibility to maintain (as far as possible) physical and mental resilience. According to us, staying vital, energised and optimistic throughout the working career are key conditions.

As an employee within HZPC, you are responsible for your personal development. HZPC believes that this is the best way to achieve our personal ambitions as well as securing (or increasing) your individual earning-capacity. For today and throughout your entire working career. The responsibility regarding personal development includes the following aspects to achieve sustainable and endurable employability:

• Being up-to when it comes to your professional knowledge;
• Being up-to-date by making use of modern technologies, working methods, etc, that can influence your work or your field of profession;
• Investing in your personal health and vitality with the aim of staying mentally and physically in good condition. 

As a strategic player in the global food supply chain, we are aware of our responsibilities. It is our mission to “contribute to the development of responsible food for a growing world population”. As a member of the HZPC-team, you are requested to develop, improve and support our joint sustainable business practices. We highly value your determination to make a difference, no matter how small or big. To give direction to our progressing sustainable practices, we have established three pillars to ensure our position for today and in the future:

• Environmental stewardship;
• Contribution to food security;
• Community involvement.

Employees will be managed in accordance with the clear management guidelines HZPC has developed. The management guidelines comprise:

• We expect our managers to respect and implement the HZPC core values (as mentioned in the previous paragraph);
• We expect our managers to take notice of the document 'HZPC's vision on Management' and to act to it; 
• Guidelines on creating a culture of ethics and compliance as mentioned below. 

To promote a culture of ethics and compliance and respond to questions and concerns:
a. Ensure that the people you supervise understand their responsibilities according to the Code and other company policies;
b. Create opportunities to discuss the Code and reinforce the importance of ethics and compliance with employees;
c. Create an environment where employees feel comfortable to raise concerns without fear of retaliation or consequences;
d. Consider conduct in relation to the Code and other company policies when evaluating employees;
e. Never encourage or direct employees to achieve business results at the expense of ethical conduct or compliance with the Code or the law;
f. Always act to stop violations of the Code or the law by those you supervise.

This policy applies to all phases of the employment relationship, including hiring, promotions, demotions, transfers, layoffs or terminations, compensation, use of facilities and selection for training or related programmes.
a. Promote diversity and inclusion within our teams;
b. Seek, respect, value and encourage diversity of thoughts and ideas;
c. Ensure that inclusiveness is visible in management decisions and behaviour;
d. Abide by the principle that all of our relationships are based on mutual respect and growth.

Nobody should be disadvantaged, harassed or given undue preference (where harassment is to demean, insult, embarrass or show intimidating behaviour towards another employee) on the grounds of race, colour, origin, faith, gender or age or any other reason. Bias, discrimination or harassment based upon any trait that defines how we differ, is not tolerated.

The Works Council of HZPC Holland BV, HZPC Research BV and ZOS BV has developed a procedure which gives employees access to get advise from a Confidential Counselor. This procedure is available on Sharepoint. Allette Dijkstra is counselor. In case a colleague employed by one of the Dutch HZPC-entities wants advise from (or is intended to report to) the Integrity Council about:

• Harassment
• (verbal) Agression
• Sexual intimidation / unwanted intimacy
• Discriminatory behaviour the Integrity Counsel will refer this colleague to the Confidential Counselors. 

Vice versa, the Confidential Counselors will refer Dutch – employed colleagues to the Integrity Council in case this person is intended to report (or wants advice) about all other possible violations mentioned in this Code. In situations where a colleague employed by one of the non-Dutch entities wants advice or to report about one of the above named topics, the Integrity Council is appointed to handle those reports.