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ENVIRONMENTAL ASPECTS
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ENERGY
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The energy consumption of the company is:
-- very high, …, ++ very low
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The energy consumption in the company (buildings and production) is monitored and measured (at least) annually.
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An energy audit has already been carried out and the resulting recommendations were followed.
--: If there was no audit.
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A designated person (Energy Manager, HSE Manager, etc.) is responsible for systematically monitoring energy consumption and implementing the planned energy-saving measures.
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The company has a policy plan that includes concrete objectives and actions to save energy.
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The company implements measures to reduce energy consumption.
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The energy targets and associated measures are evaluated and adjusted annually.
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The building(s) meet(s) the current standards on energy performance (e.g. insulation).
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There are plans to renovate buildings to meet energy performance standards or to build new energy efficient buildings.
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The heating system is energy efficient and tuned to the correct settings.
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All compressed air leaks are immediately resolved.
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All lighting has been replaced by LEDs
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The company uses green energy (renewable energy such as green electricity from sun, wind, water)
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The possibility of switching to green energy has been thoroughly studied and considered.
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Renewable energy is generated on the company premises.
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The company uses residual heat on the company premises.
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The employees are informed about the objectives and measures taken within the framework of the energy policy of the company.
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The employees are encouraged to use energy carefully. (awareness-raising campaigns, etc.)
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The workforce is trained in how to work energy-efficiently.
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Trade union reps know how much energy the company uses and which energy carriers are used
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Trade unions are involved in the energy policy of the company
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WATER
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The water consumption of the company is:
-- very high, …, ++ very low
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There is a plan to reduce water consumption in the company.
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All water leaks are immediately fixed.
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The toilets are equipped with a water-saving flush or are waterless.
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Ecological cleaning agents are used, also for cleaning devices and machines.
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Rainwater is collected and used. (e.g. for cleaning, flushing toilets, cleaning company premises, in the production process)
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The company grounds and/or car park are not hardened (where possible) so that rainwater can infiltrate.
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The machines are optimally configured for minimum water consumption.
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Closed circuits are used for the water. In other words, the water used in the production processes is reused.
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Waste water is sufficiently treated before it is released into the environment.
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The employees are informed about the objectives and measures taken within the framework of the water policy of the company.
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Workers are encouraged to use water sparingly.
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Trade union reps are informed about the composition and risks of waste water.
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Trade unions are involved in the company's water policy
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Everyone has access to drinking water from the tap.
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Workers are encouraged to drink tap water
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RESOURCES, MATERIALS, WASTE
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Office waste is avoided where possible (e.g. reusable cups instead of disposable ones, printing paper recto/verso, reduced printing, ...).
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Drinks are purchased in reusable bottles.
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Leftover food is not thrown away but is saved by employees or social organisations.
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The company has a sustainable purchasing policy for raw materials and suppliers.
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The company has a human rights due diligence (HRDD) policy for raw materials and suppliers
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The company has a policy plan with objectives and actions to reduce or reuse waste.
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The company implements measures to reduce or reuse materials and waste
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Some of the waste is reused in the production process or in the production chain as raw material.
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Waste is collected selectively.
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The industrial waste is recycled.
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The waste is processed in accordance with the conditions and standards set out in the environmental permit.
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The employees are informed about the objectives and measures taken within the framework of the waste and materials policy.
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Workers are encouraged and trained to avoid or reduce waste.
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Trade union reps are informed about the amount, composition and risks of the company waste
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Trade unions are involved in the waste and materials policy of the company
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The material flows (e.g. raw materials, waste) to and from the company are mapped.
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The environmental impact of the products made is known. (e.g. by making a life cycle analysis)
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The company handles materials and primary raw materials with care.
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The products produced by the company are 100% recyclable.
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Non-reusable and non-recyclable materials are incinerated with energy recovery (waste-to-energy scheme).
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Company aims to manufacture products more efficiently by using less raw materials.
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The company invests in the life extension of the products it produces.
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The company takes back all the products it produces when they are worn out or broken. They are 100% reused or recycled.
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The products produced by the company are examined for their repairability, dismountability and recyclability.
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The company is thinking of innovative rental systems for its products rather than selling them.
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The company uses waste or side streams from other companies as raw material
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The company’s waste or side streams are used as raw materials by other companies
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AIR EMISSIONS
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The company emits greenhouse gases.
--: a very high amount, …, ++: a very low amount
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The company has a roadmap to reduce greenhouse gas (GHG) emissions and the roadmap is in line with the scientifically established targets needed to combat climate change.
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The company has a plan to reduce non-CO2 greenhouse gas emissions as well, focusing first on the most potent greenhouse gases (fluorinated gas F-gases, nitrous oxide N2O, methane CH4).
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The emission reduction targets and associated measures are evaluated and adjusted annually.
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The company meets its annual GHG emission reduction targets (and if applicable the emission trading system (ETS) reduction target of -2.2% per year)
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(For companies in the ETS emission trading system)
The company uses the money it saves due to free emissions rights allowances to invest in emission reduction measures
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(For companies in the ETS emission trading system)
The company is preparing for the changes in the ETS system with the carbon border adjustment mechanism CBAM (carbon allowances will be due for products produced outside Europe) and the subsequent phaseout of free emission allowances in the concerned sectors.
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The company emits non-GHG pollutants in the air (e.g. heavy metals, volatile organic compounds, nitrogen oxides NOX, sulphur oxides SOX).
--: a very high amount, …, ++: a very low amount
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The company has a policy plan with objectives and actions to reduce the amount of non-GHG pollutants released in the air.
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The company implements measures to reduce the amount of non-GHG pollutants released in the air.
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The employees are informed about the objectives and measures taken within the framework of the emission reduction policy of the company.
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Trade union reps are informed about the amount and identity of greenhouse and non-greenhouse gases that are emitted by the company
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Trade unions are involved in the emission reduction policy of the company
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COMPANY PREMISES AND WIDER NEIGHBOURHOOD
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Hazardous or eco-toxic products are replaced with safer alternatives.
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There have been no violations of the conditions imposed by the environmental permit in the last five years.
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In the last ten years, there have been no interventions by the environmental inspection to halt violations of the environmental legislation by the company.
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The company has an environmental officer with clear authority to make sure the company follows environmental regulations.
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The company annually provides the legally required documents on environmental performance to the government.
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There is an environmental policy plan with concrete measures and objectives.
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The company has an environmental management system that describes its environmental impact and policy, e.g. ISO 14001, EMAS.
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The company takes the Best Available Techniques (BAT) into account in its activities.
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When the company was built (and expanded) were more far-reaching measures taken than those provided for in the environmental licence to limit noise and traffic pollution for local residents? (e.g. construction of an extensive green buffer zone, etc.)
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The company annually gives an extensive presentation on the environmental performance and policy to the trade union reps in the relevant bodies of social dialogue
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The company actively involves the neighbourhood residents in avoiding any nuisances created by the company regarding noise, smell, traffic, …
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There are no employee complaints regarding environmental problems in the company or the company's environmental policy.
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Trade unions are sufficiently involved in the development and implementation of the company's environmental policy.
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There is an awareness raising programme for employees to help them reduce environmental pollution and climate change by adapting aspects of their private life.
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SUSTAINABLE PURCHASING POLICY AND CATERING
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Sustainable office materials are used, such as reusable pens, water-based markers and flipcharts made of recycled paper.
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Recycled paper is used.
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Envelopes and labels are made of recycled paper.
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Products are mainly bought in large packages or in bulk. (e.g. cleaning products, food, office supplies)
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When buying electronic equipment, the environmental impact is considered.
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Ecological cleaning agents are used.
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Wood of certified sustainable origin is used (e.g. FSC labelled, PEFC, etc…).
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Environmentally friendly coatings and paints are used.
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Bio-cotton or other bio-fibres are used for work clothes. (e.g. aprons, headgear, etc.)
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Ecological (local and seasonal) products are chosen, such as fruit and vegetables.
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The catering in the company offers ecological (organic or vegetarian) meals.
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The catering in the company offers fair trade products: e.g. coffee, tea, sugar, wine, fruit juice.
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The company opts for sustainable catering (organic, seasonal, fair trade) during receptions or study days.
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The employees are informed about the objectives and measures taken in the framework of the sustainable procurement policy.
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Trade unions are involved in the sustainable procurement policy.
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TRANSPORT AND MOBILITY
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The company has a plan to reduce transport emissions (in line with the EU Green Deal target of 90% by 2050).
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From 2023 onwards, the company is committed to purchasing environmentally friendly, zero-emission vehicles.
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The company is investing in charging and refuelling infrastructure for electric and hydrogen-powered vehicles.
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Efforts are being made to organise transport more efficiently so that loading capacity is always maximised and the number of kilometres driven is reduced.
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The company supports sustainable mobility principles as the guideline for its home-to-work mobility policy. Preference is given to active transport modes (walking, cycling) and public transport.
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The company is making use of government subsidies in order to make the vehicle fleet more environmentally friendly.
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From 2023 onwards, the company will only supply zero-emissions utility vehicles to its employees
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The company provides training and education on electromobility and electrical engineering for the staff responsible for maintaining the new and greener vehicle fleet.
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The entrepreneur consults with the (local) government to make the company and/or business park more accessible by public transport. Not being able to buy a zero-emission car does not undermine the chances of getting a job.
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Trade unions are involved in the roll-out of a more environmentally friendly transport policy.
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The company opts for means of transport with a low environmental footprint (e.g. train, boat, etc.).
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There is a pool of shared cars for occasional service trips.
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The company promotes courses on eco-driving and/or defensive driving
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The company minimises the number of kilometres covered in service using route optimisation.
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The company organises collective transportation for workers. (If it is not served by public transport)
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The company has a company transport plan describing alternatives to private cars (carpooling, public transport, ...)
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SOCIAL AND ECONOMIC ASPECTS
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RECRUITMENT OF STAFF
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The company is taking steps to recruit disadvantaged groups (people with disabilities, low education levels, older unemployed people, migrants, etc.).
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Clear information is provided on working conditions and wages.
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There are no complaints about the application procedures.
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The work regulations are comprehensible to everyone.
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All positions have a job description on paper and this is available and clear to everyone.
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There are no complaints of discrimination against pregnant women.
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New colleagues receive a good welcome, sufficient explanation about the company and about their function and tasks.
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WAGES
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The wage agreements are consistently followed by the employer.
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The wages are decided in collective bargaining with the trade unions.
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Everyone doing the same job (with the same seniority) earns the same salary.
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The employees are satisfied with the wage policy within the company.
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The company does not work with precarious contracts (0-hour, very short term contracts, …).
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There is a job classification system in the company that does not discriminate between men and women.
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The company mainly uses open-ended contracts.
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EDUCATION (OF EMPLOYEES)
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The company makes sufficient effort to train its employees.
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All employees can receive training or education that increases the employee's skills and knowledge.
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New staff members receive sufficient training to start their jobs.
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Employees can request paid educational leave for courses they want to attend during and outside working hours without any problem.
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The trade unions are involved in the training plans.
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Women also have access to training for more typically male functions.
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Training is mainly carried out during working hours
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There is a system of performance interviews and evaluations and this is correctly applied in all cases.
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HEALTH AND SAFETY AT WORK
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In the company, risk analyses are used to actively identify risks to the safety and health of employees.
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The employer is taking sufficient measures to ensure the safety and health of all employees.
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In the company, employees who are subject to health surveillance receive the necessary occupational health examinations, i.e. upon recruitment, periodically and after a period of absence due to illness or accident as per the regulation.
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Workers receive a safety briefing with sufficient information on measures related to:
- Entry and exit points, emergency exits
- Fire evacuation procedures
- First Aid
- Safety signalisation
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The employees know the external service for prevention and protection at work and the 'occupational physician' and how to call on them.
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The employees receive adequate safety instructions and training.
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Accidents at work are rare and there are few cases of illness due to working conditions.
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Sufficient measures are taken to protect workers from e.g. noise, hazardous substances, vibrations, high or low temperatures, ...
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The prevention policy of the company prioritises risk prevention, then opts for collective measures and only resorts to personal protection measures as the last step.
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The appropriate personal protective equipment (shoes, gloves, goggles, masks, etc.) is sufficiently available.
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For every hazardous substance in the company, there is a health and safety data sheet with all the information about the hazards, the necessary protective measures and what to do in the event of an accident or a spill.
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Before employees use a hazardous substance, they are given the health and safety data sheet and the necessary instructions for safe use.
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Workers are clearly informed about the way hazardous substances should be stored and which substances cannot be stored in the same area.
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Specific measures (information, training, guidance, etc.) are provided to protect vulnerable groups, such as young people and temporary workers.
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The workstations with risks for pregnant women have been identified.
--: no , …,++: yes, and measures were taken and are applied
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Clear agreements are made with subcontractors and their employees about the safety measures to be applied.
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The employer takes sufficient ergonomic measures and workers are informed about the way they can perform their tasks ergonomically.
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There are sufficient and decent social facilities such as toilets, showers, changing rooms, refectories, ...
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The company has a global prevention plan and it is carefully followed.
(A global prevention plan is a set of measures adopted in order to minimize the risks which could cause damage or loss for workers (safety of the staff, accidents, hygiene-related problems...).
--: no global prevention plan at all, … , ++ : global prevention plan exists and is carefully followed
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The competent social dialogue body is consulted during the drafting process of the global prevention plan
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The company has an annual action plan to promote health, safety and well-being at work.
--: no annual action plan at all, … ++ : annual action plan exists and carefully followed
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The competent social dialogue body is consulted during the drafting process of the annual action plan
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The Occupational Health and Safety Committee of the company receives enough information and cooperation from the employer to do its job properly.
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WELLBEING AT WORK AND WORKLOAD
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The workload for the workers is manageable.
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The causes of stress are traced and identified.
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Measures have been taken to reduce stress.
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The company has a procedure or measures in place in case of bullying, violence or sexual harassment.
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A prevention advisor for psychosocial strain (stress, bullying, etc.) has been appointed.
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The employees have enough time to finish their work, and there is no need for structural overtime.
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Overtime can be recovered or, if not possible, be compensated financially.
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The employee has a say in the flexibility required at work.
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All employees have the opportunity to take all their leave days.
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The company only uses night labour when there are no other alternatives
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Worker wellbeing is taken into account when shift work schedules are developed
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When shift work is used in the company: workers have the opportunity to opt for a fixed shift (e.g. always early or always night) when they want to do so.
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The employer acts upon the opinions of employees/trade unions concerning well-being at work.
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WORK-LIFE BALANCE
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The company has a policy that takes account of work-life balance; this is also reflected in the labour regulations.
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The trade unions have a say in this policy.
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Within the company, the needs of the private situation can be discussed openly and feasible solutions can be sought (e.g. leave planning,...).
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There are family support services through the company, such as laundry or ironing services, carwashing, cleaning services, care services for sick children, etc.
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If employees have questions about childcare, a solution is sought outside the company and in consultation with the municipality and the local childcare organisations.
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Colleagues who are absent for a long time are replaced (leave, illness, career break, etc.).
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In cases where there are questions from employees regarding working hours, schedules, leave arrangements and time credit, solutions are sought as far as possible.
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Working from home is permitted if the nature of the work allows it.
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Women have the opportunity to take breastfeeding breaks after their pregnancy.
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Women have the opportunity to take breastfeeding breaks after their pregnancy without loss of pay.
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Women have the opportunity to take breastfeeding leave after their maternity leave.
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Time credit or working time reduction are easily granted within agreed limits.
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Time credit or other breaks in the course of a career do not have a negative impact on the career.
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Employees have a predominantly free choice of individual work schedules and break times, with flexible hours for the start and end of the working day.
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DIVERSITY
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The company has a diversity policy.
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Trade unions are involved in the diversity policy.
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Women are well represented in the management of the company.
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People with disabilities are given every opportunity in the company.
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The company employs about as many people with a migration background (or more) as their share of the population.
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In the company, people over 50 get just as many opportunities as younger people.
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In the company, the senior positions are diverse.
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Diversity is regularly discussed in the social dialogue
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Women are well represented in the union team.
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Minority groups are well represented in the trade union team
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HOME-TO-WORK MOBILITY FOR WORKERS
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The company encourages employees to choose environmentally friendly means of transport for their home-to-work travel (if possible).
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There are no complaints from employees regarding their commuting.
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The company tries to find solutions for complaints regarding commuting.
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The company managers themselves set a good example and come to work on foot, by bike or by public transport.
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The company informs its employees about incentives to encourage cycling.
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The company participates in (or organises) promotion campaigns for cyclists.
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There are incentives to limit the (private + professional) use of company cars.
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The company takes measures for environmentally friendly car use (e.g. zero-emission company cars).
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The company has a policy to reduce home-to-work travel (working from home, fewer working days).
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The company pays attention to / offers its employees training in economical driving or eco-driving.
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The company has a good infrastructure (covered bicycle parking, shower, changing room, ...) for cyclists and pedestrians.
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The company gives a bicycle allowance to those who come to work by bike.
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The company promotes carpooling.
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The company provides solutions for people commuting by public transport (shuttle, minibus, coach, commuter bikes at the station or bus stop).
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The company reimburses public transport passes.
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Sufficient parking space is provided for car drivers.
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Accessibility by public transport was a consideration in the choice of the company's location.
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Employees feel supported in their search for optimal mobility to work: there is a transport coordinator and/or a contact point for mobility needs.
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The company participates in awareness-raising activities on sustainable mobility.
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The company puts information about accessibility by public transport (or bicycle) on its website and in its brochures.
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RELATIONSHIPS WITH SUBCONTRACTORS AND SUPPLIERS
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The company imposes certain requirements on its subcontractors and suppliers in terms of environmental friendliness and/or working conditions.
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The company has signed a charter or a code of conduct that defines the requirements in terms of environmental and/or social criteria for subcontractors.
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There is an independent organisation that checks the environmental friendliness, working conditions and/or child labour at our subcontractors and suppliers.
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Trade unionists are informed about the way the company ensures due diligence about respect for human rights and environmental laws in the supply chain.
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The company strives for long-term relationships with its subcontractors.
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The company has a clear and transparent communication strategy with its suppliers and subcontractors.
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The company cooperates with suppliers and/or subcontractors in order to improve its products or services.
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The company uses products with a social, environmental or sustainability label or certificate.
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The company produces products with a social, environmental or sustainability label (Max Havelaar, FSC, bio,...) and/or has a social certificate (SA 8000).
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CURRENT ECONOMIC SITUATION OF THE COMPANY
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The company's turnover has been increasing in recent years.
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The company has been making a profit in recent years.
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The profit is reinvested in the company.
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We know the shareholders of the company.
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The company or its shareholders have sufficient financial reserves
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The company's shareholders are locally anchored.
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Only part of the profit is distributed to the shareholders.
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No restructuring of the company is planned.
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The company's employment prospects are good.
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The company has a secure access to bank credit.
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The financial and economic data are discussed annually in the competent social dialogue body
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The company has expansion plans.
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Trade union reps know the evolution of production expressed in volume, number or weight as well as in value and added value.
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Trade union reps know the use of the economic production capacity of the enterprise.
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Trade union reps know the evolution of productivity, in particular the added value per hour of work or the production per employee.
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ECONOMIC OUTLOOK OF THE COMPANY (IN RELATION TO TRANSITION)
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The main activities of the company are not threatened by the measures needed for the transition to a carbon neutral economy (phaseout of fossil fuels, …)
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The company has developed alternatives for carbon-intensive activities or has realistic and economically sound options to capture emissions linked to these activities.
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The company has no problems fulfilling the requirements set out in its environmental permit and expects no problems in terms of the renewal of the environmental permit in the future.
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The company has sufficient financial resources to invest in the necessary transformation to a carbon-neutral future
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The company has sufficient access to bank credit or other financial instruments to invest in the necessary transformation to a carbon-neutral future
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The company has estimated the investment budgets needed to meet the climate targets and has a plan to mobilise these budgets.
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Trade union reps have insight into the advancements of the R&D department in the field of environmentally friendly products and production methods.
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Trade union reps are informed about the company's general expectations and strategy for the future in connection with the new climate targets.
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Trade union reps have been informed about the medium- and long-term funding option that will enable the transition to the new climate goals.
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CONCURRENCE POSITION OF THE COMPANY
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Trade union reps are informed about the main national and international competitors of the company.
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Trade union reps are informed about the competitive opportunities - and difficulties of the company.
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Trade union reps are informed about the markets in which the company operates.
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Trade union reps are informed about the purchase and sales contracts and agreements that have fundamental and lasting effects on the company.
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Trade union reps are informed about the different types of agreements concluded with the government, such as programme, progress and restructuring agreements.
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Trade union reps have an overall view of how the company's products are marketed, such as distribution channels, sales techniques, significant data on distribution margins, etc.
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Trade union reps are informed about the accounting data related to turnover and its evolution over five years, indicating, on a percentage basis, the share achieved in the domestic market, in EU countries and in other countries respectively.
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Trade union reps are informed about the cost prices and selling prices per product and the level and evolution of those prices.
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Trade union reps are informed about the company's market position and its evolution in domestic, EU and other countries by product.
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Trade union reps are informed about the implications of the climate targets on the concurrence position of the company.
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INNOVATION POLICY OF THE COMPANY
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The company invests in new environmentally friendly products .
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The company invests in new environmentally friendly technologies.
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The company invests in new business processes that improve the working conditions of the employees.
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The company invests in work organisation and maximum utilisation of competences, aimed at improving company performance and developing talent.
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The company cooperates with third parties in order to implement innovations in products, processes, etc.
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The company invests in replacing fossil fuels with carbon-neutral alternative fuels.
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The company receives subsidies to cover part of the investment costs associated with these innovations.
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The company has made provisions to replace old technologies with new environmentally friendly ones.
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CSR POLICY OF THE COMPANY
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The comments of trade unions during the discussion of the economic and financial information in the competent social dialogue bodies are taken into account.
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The company provides the necessary documents for the discussion of economic and financial information to the trade union reps in a timely fashion.
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No occurrence of cases of fraud or corruption committed by the company in the last five years.
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There have been no problems with paying taxes or social security contributions during the last five years.
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There is an independent board of directors.
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The company has a vision and strategy for the short, medium and long term.
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The company has not been convicted of anti-competitive behaviour or failure to comply with legislation in the last five years.
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The company has an elaborate preventive corporate policy and ample provisions are made for risks.
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The company has a transparent financial reporting system.
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The company signed a corporate governance code which formulates rules of good governance.
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There is a good understanding between the auditor and the trade unions.
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The company invests ethically.
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Employees are consulted about possible innovations (suggestion boxes, brainstorming, etc.).
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The company pays more attention to quality control than is legally required.
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