Code of Conduct for Liljedahl Group
Liljedahl
Group is a family-owned group of companies. Liljedahl Group has eight wholly owned companies and is the principal
owner of the listed company Bufab. The wholly owned companies are Elcowire
Group, Dahrén Group, Hörle Wire Group, Pronect, Finnvedens Lastvagnar,
Finnvedens Bil, Tage Rejmes Bil, and Liljedahl Group Fastigheter. Liljedahl
Group AB is committed to long-term engagement in its companies as an active and
responsible owner. We want to deserve our reputation by behaving in a good way
and working in harmony with the surrounding community. The Liljedahl Group's
Code of Conduct forms the basis all wholly owned holding’s Code of Conduct, but
each company has the right to make adjustments to better align with its own
operations. The Code of Conduct should be seen as a support in daily work.
EVERYONE'S RESPONSIBILITY
The Code of
Conduct applies to everyone working for Liljedahl Group, including full-time or
part-time employees, temporary staff, management, and board of directors within
Liljedahl Group.
All
employees are responsible for informing themselves about the rules and policies
relevant to their work.
Our Code of
Conduct can also be used to set expectations for business partners,
consultants, and third parties. We want to collaborate with those whose actions
align with our Code of Conduct and values.
Liljedahl
Group’s operations are conducted according to the following principles:
COMPLIANCE
WITH LEGISLATION – We operate in accordance with the laws of the countries in
which we operate.
GOOD ETHICS
– Our ambition is to conduct business in an ethical way.
CLOSE
PARTNERSHIP – Our ambition is to conduct our business in close cooperation with
our business partners, employees, and other stakeholders who influence and are
influenced by our operations.
BUSINESS PRINCIPLES
ANTI-CORRUPTION
Liljedahl
Group shall not engage in or accept any form of fraudulent conduct.
Representatives
of companies within the Liljedahl Group shall not pay, offer, or accept bribes
or other undue advantages, such as gifts or entertainment considered
extravagant, to influence business decisions or secure undue advantages. We do
not work with suppliers, sellers, or partners who offer bribes or are involved
in corrupt activities.
CONFLICT
OF INTEREST
All
business decisions should be made in the best interest of Liljedahl Group
without regard to personal relationships or benefits and should be based on an
impartial business relationship. Employees should avoid activities and
professional relationships that may be perceived as a conflict of interest
between the employee's personal interests and those of Liljedahl Group.
MONEY
LAUNDERING
Each
employee should actively work to prevent and hinder Liljedahl Group from being
used for money laundering.
TAXES
In all
countries where Liljedahl Group operates, the respective country's tax laws and
regulations should be followed. If tax legislation does not provide clear
guidance, good ethics, accuracy, and transparency should be the guiding
principles.
FAIR
COMPETITION
Companies
within Liljedahl Group should compete fairly and with integrity. Companies
should not exchange information, enter into agreements, or make arrangements
with competitors, customers, or suppliers that improperly could affect the
market or the outcome of a tender process. Liljedahl Group should use
legitimate methods in all information gathering about its competitors.
HUMAN RIGHTS AND SOCIAL JUSTICE
HUMAN
RIGHTS
All people
are born free and equal in dignity and rights.
Liljedahl
Group should support and respect the protection of internationally proclaimed
human rights and ensure that the Group does not contribute to human rights
abuses in its own operations, anywhere in the value chain, or among its
stakeholders.
FORCED
LABOUR
Liljedahl
Group does not tolerate forced labour. This includes agreements under coercive
conditions and illegal labour. Nor will we tolerate practices that restrict the
free movement of employees, and no person should be held in work against their
will.
CHILD
LABOUR
Child
labour is not tolerated. The minimum age for employment is the age at which
compulsory schooling ends, but never less than 15 years. Exceptions are
temporary short-term employment that does not affect schooling, such as holiday
work.
DISCRIMINATION,
INCLUSION, AND DIVERSITY
Liljedahl
Group strives for an inclusive workplace where diversity is seen as a strength.
All employees should have the same opportunities based on their competence,
experience, and performance, regardless of gender, religion, age, disability,
sexual orientation, nationality, political opinion, trade union affiliation,
social background, or ethnic origin.
All
employees should be treated with respect. Discrimination, physical or verbal
harassment, digital incidents, or illegal threats are not tolerated.
FREEDOM
OF ASSOCIATION
Liljedahl
Group respects all employees' rights to be members of a trade union to
safeguard their interests as employees, organize themselves, and negotiate
their wages collectively or individually. An employee's right to refrain from
joining a trade union should be respected.
WORK
ENVIRONMENT
We shall be
a respected employer. Companies within the Group should ensure a good working
environment from both a physical and social perspective and will strive to be
attractive employers in terms of employees' personal development. The
relationship with and between employees should be based on mutual respect and
dignity and reasonable influence in areas that affect the individual's work
situation.
We strive
to continuously improve health and safety in the workplace and will endeavour
to offer our employees a safe and secure working environment. It is every
employee's duty to follow common rules and policies and to immediately report
potential or actual problems or safety-related issues related to the work
environment. All companies in the Group should at a minimum comply with
national legislation and/or collective agreements.
TERMS
AND CONDITIONS OF EMPLOYEMENT
The terms
and conditions of employment, including financial compensation and working
hours, offered to our employees, should meet market conditions, and at least
meet the minimum requirements of national legislation, agreements, and industry
standards.
ENVIRONMENTAL PRINCIPLES
EFFICIENT
USE OF RESOURCES AND CIRCULARITY
Liljedahl
Group's products, processes, and services should be designed in such a way that
efficiently utilizes energy, natural resources, and raw materials and minimizes
waste and residual products. All resources of the business should be recycled
as much as possible to avoid resource waste and promote circularity in society.
PRINCIPLE
OF CAUTION
Liljedahl
Group should avoid the use of materials and methods that may pose environmental
and health risks when suitable alternatives are available.
All
companies in the Group should at a minimum follow national legislation and
international regulations.
COMMUNICATION AND INFORMATION
DATA
PROTECTION
The
protection of personal data, especially that of employees, customers, and
suppliers, is of particular importance to Liljedahl Group. We respect our
employees', customers', and suppliers' self-determination regarding
information. We only process personal data to the extent permitted by law.
INFORMATION
SECURITY
Everyone
has a duty to protect internal and confidential information and to follow any
confidentiality clauses in contracts with business partners. Intellectual
property rights and other forms of sensitive information concerning Liljedahl
Group, such as our innovation and our financial or strategic plans or position,
should be treated with the utmost confidentiality by all employees and
consultants.
FINANCIAL
REPORTING
Liljedahl
Group follows generally accepted accounting principles, regulations, and
standards that are considered industry standards. Financial reports should
provide current and accurate financial information to shareholders and lenders.
Financial inaccuracies can affect business decisions and the trust of
employees, shareholders, and other stakeholders in the company.
COMPLIANCE
The
responsibility for ensuring that business is conducted in accordance with our
Code of Conduct lies with the CEO of each individual company in the Group.
Deviations
from this policy may only be approved by the Board of Directors of Liljedahl
Group AB. The document has been adopted by the Board of Directors of Liljedahl
Group AB.
All
employees within Liljedahl Group are encouraged to report suspected violations
of the Code of Conduct according to the procedures in each company. Reporting
can be done directly to the immediate supervisor or via the company's
Whistleblower channel. This allows all employees, regardless of position or
role, to safely and anonymously report any or potential violations of the Code
of Conduct, laws, policies, internal procedures, or ethical standards.
Violations
of the Code of Conduct or failure to report a violation may result in
disciplinary action, including possible termination of employment or
engagement.
The
original language of this document is Swedish. The Code of Conduct should be
translated into the local language of each company within Liljedahl Group as
well as English.
The
document was adopted at the Board meeting of Liljedahl Group AB on June 26,
2025.
Anna
Liljedahl
CEO,
Liljedahl Group AB