As a leader in global manufacturing solutions, Standex ETG sets the standard for ethical behavior and practices. We are passionate about creating a safe and healthy workplace in which our employees can grow. We are driven to manufacture products that deliver on their promise of quality, while never losing sight of our responsibility and respect for the environment. Through supporting our employees and our community, we believe we can endeavor to make the world a more responsible, rewarding place to live and work.
Standex ETG is committed to creating and sustaining a progressive culture for the company that is focused on Environmental, Health and Safety (EH&S). Principles of Operational Excellence (OpEx) will drive the Company’s EH&S journey to world-class performance through a behavior-based approach. All people who work with us will follow this policy; including suppliers, vendors and contractors.
- Provide a safe and healthy workplace for employees, visitors and the community.
- Act responsibly for the well-being of people, the environment and the preservation of property and business continuity.
- Establish accountability for carrying out EH&S responsibilities.
- Integrate EH&S principles into workplace activities, including the design of processes and products manufactured.
- Comply with applicable Company policies and programs, including OpEx principles, industry standards and government regulations.
- Emphasize continuous and measurable improvement using the Plan, Do, Check and Act methodology to control the Company’s EH&S risks in everything we do.
- Demonstrate a commitment to safety when making decisions and by taking actions that reflect safe attitudes, behaviors and a belief that all injuries and incidents are preventable.
Standex ETG (the “Company”) is committed to having Equal Employment Opportunity as its policy and practice. This policy makes good business sense. It is in our Company’s best interests to utilize the skills and abilities of our personnel to the fullest extent without regard to factors unrelated to job performance. It is each manager’s and supervisor’s responsibility to understand the wisdom and necessity for this policy and to do his or her share to carry it out.
Specific Objectives of our Policy are to:
- Ensure that the concepts of Equal Employment Opportunity are understood and utilized by all managers and supervisors.
- Ensure that non-harassment and nondiscrimination concepts are understood, utilized and enforced by all managers and supervisors.
Our Policy of Equal Employment Opportunity is to:
- Recruit, hire, train and promote persons in all job classifications without regard to race, color, sex, sexual orientation, religion, creed, age, marital status, nationality, ancestry, disability, national origin, military status or any other legally protected status.
- Ensure that all personnel actions such as compensation, benefits, transfers, terminations, layoffs, return from layoff and any social or recreational programs, will be administered following the principles of Equal Employment Opportunity.
- The Company will establish and maintain, where required, Affirmative Action Programs, following any obligations it may have as a government contractor, to promote opportunities for qualified women, minorities, disabled individuals, disabled veterans and veterans of the Vietnam era.
- It is the Company’s policy that discrimination or harassment based on race, color, sex, sexual orientation, religion, creed, age, marital status, nationality, ancestry, disability, national origin, military status or any other legally protected status will not be tolerated in the workplace. Such discrimination or harassment is an unacceptable and unlawful form of misconduct, which undermines the integrity of the employment relationship. All employees are responsible for ensuring that the workplace is free from such discrimination or harassment by employees and non-employees such as vendors, contractors, consultants and visitors.
To ensure compliance with this policy, please feel free to direct any questions or concerns about this policy or a specific fact situation to the attention of your supervisor, department manager or plant manager. If you are uncomfortable discussing the matter on a local basis, please call the Standex Vice President of Human Resources or the Standex General Counsel at 603-893-9701.
All complaints will be promptly investigated in as confidential a manner as possible for such an investigation. If an employee is not satisfied with the conclusion of an investigation, he or she may request in writing that the matter be reviewed by the appropriate Division President.
An employee, whether supervisory or non-supervisory, whom the Company finds to have acted in violation of this policy will be subject to disciplinary sanctions to ensure compliance with this policy. Such disciplinary sanctions, depending upon the circumstances, may include written reprimand, suspension or termination of employment.
An employee filing a claim or complaint, in good faith, under this policy will be protected from retaliatory action. Everyone should understand that retaliation in any form against an employee who has complained about equal employment opportunity issues, and retaliation against any individuals cooperating with any investigation of an equal employment opportunity claim, is unlawful and will not be tolerated by the Company.
Our Company takes this matter very seriously and the filing of a false claim, interfering with an investigation or providing false information during the investigation of a claim will be subject to disciplinary sanctions, up to and including termination.
Code of Business Conduct
The purpose of this Code of Conduct is to communicate the importance of maintaining high ethical standards and to assist all in meeting those standards by highlighting what the Company expects in terms of ethical conduct, both generally, and in specific areas where legal and ethical concerns frequently arise.
In some of those specific areas, the Company has policy statements in place which provide more detailed explanations of the issues that can arise and how employees should deal with them. Some of those policy statements are referenced in this Code of Conduct.
Please click to download the Standex International Corporation Code of Conduct.
Conflict Minerals Policy Statement
Due to the increased awareness of violence and human rights violations reportedly funded by profits from the mining and sale of certain minerals from the Democratic Republic of Congo and adjoining countries (collectively the “DRC”), section 1502 of the Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010 (“Dodd-Frank”) directed the U.S. Securities and Exchange Commission (“SEC”) to adopt rules to implement disclosure requirements to create transparency and consumer awareness of the use by U.S. publicly-traded companies of “conflict minerals” (tin, tantalum, tungsten and gold, also known as “3TG”) that directly or indirectly benefit armed groups in the DRC.
The SEC has imposed disclosure requirements on publicly-traded companies concerning the use of 3TG minerals in their products, the origin of the metals used if they are not “conflict-free” and the due diligence efforts employed to determine the country of origin and chain of custody of 3TG minerals (collectively with Dodd-Frank, the “Rule”). A product manufactured by a public company is deemed to be “conflict-free” if the product does not contain 3TG minerals that directly or indirectly finances or benefits armed groups in the DRC.
Standex ETG supports the aims and objectives of Dodd-Frank, and we do not knowingly procure 3TG minerals that originate from non-conflict free mines or smelters in the DRC. Standex ETG requires the use of certain 3TG minerals in raw materials and components in manufacturing for the functional performance of our products. In compliance with the Rule, we have established this Conflict Minerals Policy Statement and have undertaken a variety of activities.
Because we do not directly procure any 3TG minerals from smelters or mines, we must rely on the source information provided by our suppliers to trace minerals to their origin. We are working with our suppliers to ensure responsible sourcing throughout our supply chain. We have asked our suppliers to undertake reasonable due diligence with their supply chains to determine whether the 3TG minerals that are used in certain products, components and
materials supplied to us have been sourced from mines and smelters outside the DRC, have been sourced from mines and smelters that are conflict-free or were derived from scrap or recycled sources.
Should Standex ETG become aware of a supplier whose supply chain includes 3TG minerals procured from a non-conflict free source, we will take appropriate actions to remedy the situation, including using our commercially reasonable, best efforts to transition the product, component or materials containing non-conflict free 3TG minerals to be conflict-free. We expect our suppliers will take similar actions so that our entire supply chain remains conflict-free.
Whistleblower Protection
The Company is committed to providing a workplace conducive to open discussion of its business practices. It is Company policy to comply with all applicable laws that protect employees against unlawful discrimination or retaliation by their employer as a result of their lawfully reporting information regarding or participating in investigations involving, allegations of corporate misconduct.
Any concerns regarding suspected accounting or auditing fraud may be reported to the Company’s toll-free hotline at 1-800-514-5275. Concerns may be reported anonymously or confidentially. All reports will be communicated to the Company’s Corporate Governance Officer who will receive, review, process and resolve concerns, as appropriate, in conjunction with and under the direction of the Board of Directors or its Committees.
To report an issue, please visit this site. https://standex.alertline.com/gcs/welcome