Code of Conduct

The values enshrined in the Hilina Enriched Foods (HILINA) Charter, respect for fundamental human rights, social justice and human dignity, and respect for the equal rights of men and women, serve as overarching values to which companies are expected to adhere.

Global Compact

The Global Compact is a voluntary international corporate citizenship network initiated to support the participation of both the private sector and other social actors to advance responsible corporate citizenship and universal social and environmental principles to meet the challenges of globalization. To that end, this Code of Conduct has been developed with recognition of the importance of the ten principles of UN Global Compact and is viewed as an important means of integrating the Compact’s principles into the operations of HILINA.

The Code of Conduct addresses the issues included in the Compact in the areas of human rights, labor, environment and anti-corruption and interpretation of the Code should be undertaken in a manner consistent with the Global Compact.

The International Labor Standards (i.e., Conventions and Recommendations) as established by the tripartite UN specialized agency, the International Labor Organization (ILO), have served as the foundation on which much of this Code of Conduct is based. It is also HILINA’s expectation that any vendor providing products or services to HILINA will, in addition to the values of the HILINA Charter, adhere to the principles concerning International Labor Standards summarized below in paragraphs.

Scope of Application

 The provisions of this Code of Conduct set forth HILINA’s principles & its expectations for all suppliers that are registered with the HILINA or with whom it does business. HILINA applies these principles in its factory and all that it’s affiliated with directly & indirectly meaning suppliers and their employees, parent, subsidiary or affiliate entities, and subcontractors. HILINA expects suppliers to ensure that this Code of Conduct is communicated to their employees, parent, subsidiary and affiliated entities as well as any subcontractors, and that it is done in the local language and in a manner that is understood by all. In order for a supplier to be registered as HILINA’s supplier or to do business with HILINA, the supplier is required to read and acknowledge that this Code of Conduct provides the minimum standards expected of HILINA Suppliers. In addition, suppliers should note that certain provisions of this Code of Conduct will be binding on the supplier in the event the supplier is awarded a contract by HILINA pursuant to the terms and conditions of any such contract. Failure to comply with certain provisions may also preclude suppliers from being eligible for a contract award, as reflected in the solicitation documents of one or more organizations in HILINA. Prospective suppliers are invited to review the specific terms and conditions of contract and procurement policies of the organization(s) within HILINA with which they would like to do business in order to ascertain their current and future eligibility.

Continuous Improvement

 The provisions as set forth in this Code of Conduct provide the minimum standards expected of suppliers to HILINA.

HILINA strives to exceed both international and industry best practices. HILINA also encourages its suppliers to strive for same and work with their own suppliers and subcontractors to ensure that they also strive to meet the principles of this Code of Conduct. HILINA recognizes that reaching some of the standards established in this Code of Conduct is a dynamic rather than static process and encourages suppliers to continually improve their workplace conditions accordingly.

Management, Monitoring and Evaluation

 HILINA has established clear goals toward meeting the standards set forth in this Code of Conduct. HILINA expects that its suppliers will establish and maintain appropriate management systems related to the content of this Code of Conduct, and that they actively review, monitor and modify their management processes and business operations to ensure they align with the principles set forth in this Code of Conduct.


Freedom of Association and Collective Bargaining

 HILINA recognizes the freely-exercised right of workers, without distinction, to organize, further and defend their interests and to bargain collectively, as well as to protect those workers from any action or other form of discrimination related to the exercise of their right to organize, to carry out trade union activities and to bargain collectively.

Forced or Compulsory Labor

 HILINA prohibits forced or compulsory labor in all its forms.

Child Labor

 HILINA does not employ or work with businesses/ suppliers who employ: (a) children below 16 years of age or, if higher than that age, the minimum age of employment permitted by the law and (b) persons under the age of 18 for work that, by its nature or the circumstances in which it is carried out, is likely to harm the health, safety or morals of such persons.


 HILINA ensures equality of opportunity and treatment in respect of employment and occupation without discrimination on grounds of race, color, sex, religion, political opinion, sexual orientation, transgender status, national extraction or social origin and such other ground as may be recognized under the national law of the country or countries where the performance, in whole or in part, of a contract takes place. The carefully written recruitment policy is strictly followed to ensure this practice is followed.

HILINA takes all appropriate measures to ensure that neither they nor their affiliate entities or their subcontractors are engaged in any gender-based or other discriminatory employment practices, including those relating to recruitment, promotion, training, remuneration and benefits.

Wages, Working Hours and Other Conditions of Work

 HILINA ensures the payment of wages in legal tender, at regular intervals no longer than one month, in full and directly to the workers concerned. Deductions from wages are only under conditions and to the extent prescribed by the applicable law, regulations & or collective agreement, and workers concerned of such deductions are informed at the time of each payment. The wages, hours of work and other conditions of work provided should be not less favorable than the best conditions prevailing locally (i.e., as contained in:

  • collective agreements covering a substantial proportion of employers and workers;
  • arbitration awards; or
  • applicable laws or regulations), for work of the same character performed in the trade or industry concerned in the area where work is carried out.

    HILINA expects suppliers to respect this principle & should keep an appropriate record of such payments for audit anytime.

    Health and Safety

  •  HILINA ensures, so far as is reasonably practicable, that: (a) the workplaces, machinery, equipment and processes under their control are safe and without risk to health; (b) the chemical, physical and biological substances and agents under their control are without risk to health when the appropriate measures of protection are taken; and (c) where necessary, adequate protective clothing and protective equipment are provided to prevent, so far as is reasonably practicable, risk of accidents or of adverse effects to health.

    Hilina strives to create a safety culture including:

    • Continuous improvement: Promoting a safety culture as an ongoing effort.
    • Adaptability: Effective safety culture programs are adapted to the individual circumstances, site or department.
    • Involvement and accountability: Associates on all levels must be engaged to create ownership and commitment. All lost time accidents as well as incidents and near-misses with high potential to result in accidents are reported and recorded as learning opportunities.
    • Problem-solving: We aim to create an open and honest culture, where problems and risks can be identified and resolved by involving Group company associates at all levels.

    Human Rights:  HILINA supports and respects the protection of internationally proclaimed human rights and to ensure that they are not complicit in human rights abuses.

    Harassment, Harsh or Inhumane Treatment: HILINA strives to create and maintain an environment that treats all employees with dignity and respect. HILINA also expects that from its suppliers, their parent, subsidiary and affiliated entities as well as any subcontractors, will neither use or engage in, nor allow their employees or other persons engaged by them to use or engage in, any: threats of violence, verbal or psychological harassment or abuse, and/or sexual exploitation and abuse. Sexual exploitation and abuse violate universally recognized international legal norms and standards and have always been unacceptable behavior and prohibited conduct for HILINA. Prior to entering into agreements with HILINA, suppliers are informed of the standards of conduct with respect to the prohibition of sexual exploitation and abuse, expected by HILINA. Such standards include, but are not limited to, the prohibition of:

    (1) engaging in any sexual activity with any person under the age of 18, regardless of any laws of majority or consent,

     (2) exchanging any money, employment, goods, services, or other things of value, for sex, and/or

    (3) engaging in any sexual activity that is exploitive or degrading to any person.

    HILINA takes all appropriate measures to prohibit employees or other persons engaged, from engaging in sexual exploitation and abuse. HILINA strives to create and maintain an environment that prevents sexual exploitation and abuse. HILINA contracts will contain provisions concerning a supplier’s obligation to take appropriate measures to prevent sexual exploitation and abuse. The failure by a supplier to take preventive measures against sexual exploitation or abuse, to investigate allegations thereof, or to take corrective action when sexual exploitation or abuse has occurred, constitute grounds for termination of any agreement with the HILINA. Moreover, no harsh or inhumane treatment coercion or corporal punishment of any kind is tolerated, nor is there to be the threat of any such treatment.

    Hilina Foods SEA Principles;

    • Sexual activities with children are prohibited. Even though the country where employees live doesn’t prohibit having sex with children’s under 18, Hilina Foods prohibits doing so. And an excuse of not knowing the age of the child will not be acceptable.
    • Company employees are prohibited to exchange money, offer job or good service for sexual activities.
    • Misuse of a position of authority for sexual and other favors is prohibited.
    • Company employees and related personnel including contractors and supplier have an obligation to report all suspicions or concerns related to sexual abuse and exploitation.
    • The SEA principles have been applied in order to protect vulnerable groups from harm and create a safe work environment for all. Therefore, every managers and staffs must oblige and support the principles.
    • All company employees must oblige to report all suspicions or concerns related to sexual abuse and exploitation.
    • When report has been made, the HR department has been assigned to investigate properly in collaboration with the concerned entity. The investigation task must start without delay. However, immediate assistance should not be dependent on the assessment or investigation of compliant.

    Mines: HILINA does not want to engage or work with suppliers who engage in the sale or manufacture of anti-personnel mines or components utilized in the manufacture of anti-personnel mines.

    Environmental: HILINA has an effective environmental policy and continuously tries to comply with existing legislation and regulations regarding the protection of the environment. HILINA supports a precautionary approach to environmental matters, undertakes initiatives to promote greater environmental responsibility and encourage the diffusion of environmentally friendly technologies implementing sound life-cycle practices.

    Chemical and Hazardous Materials: Chemical and other materials posing a hazard if released to the environment are continuously identified and managed to ensure their safe handling, movement, storage, recycling or reuse and disposal.

    Wastewater and Solid Waste: Wastewater and solid waste generated from operations, industrial processes and sanitation facilities are monitored, controlled and treated (working on it) as required prior to discharge or disposal.

    Air Emissions: Air emissions of volatile organic chemicals, aerosols, corrosives, particulates, ozone depleting chemicals and combustion by-products generated from operations are to be characterized, monitored, controlled and treated as required prior to discharge or disposal.

    Minimize Waste, Maximize Recycling: Waste of all types, including water and energy, are to be reduced or eliminated at the source or by practices such as modifying production, maintenance and facility processes, materials substitution, conservation, recycling and re-using materials.

    Ethical conduct:

    (1). Corruption: HILINA adheres to the highest standards of moral and ethical conduct, to respect local laws and not engage in any form of corrupt practices, including but not limited to extortion, fraud, or bribery.

    (2). Conflict of Interest: HILINA’s suppliers or affiliates are expected to disclose to HILINA any situation that may appear as a conflict of interest and disclose to HILINA if any HILINA official or professional under contract with HILINA may have an interest of any kind in the supplier’s business or any kind of economic ties with the supplier.

    (3). Gifts and Hospitality: HILINA has a “zero tolerance” policy and does not accept any type of gift or any offer of hospitality. HILINA will not accept any invitations to sporting or cultural events, offers of holidays or other recreational trips, transportation, or invitations to lunches or dinners. HILINA expects its suppliers not to offer any benefit such as free goods or services, employment or sales opportunity to a HILINA staff member in order to facilitate the suppliers’ business with HILINA.

    (4). Post-employment restrictions: Post-employment restrictions may apply to HILINA staff in service and former HILINA staff members who participated in the procurement process, if such persons had prior professional dealings with suppliers. HILINA suppliers are expected to refrain from offering employment to any such person for a period of one year following separation from service.