1) Preamble
a. The Le Piston Français Group is committed to promoting an open and constructive social dialogue at Group level in order to continuously improve and develop good working practices at all sites.
b. It undertakes to ensure that the Group’s growth is conducted in a manner that respects the rights of its own employees and their representatives within the Group, as well as those of its suppliers and subcontractors.
c. It uses the recommendations of the International Forum on Business Ethical Conduct (IFBEC) for Aerospace and Defence Industry as a basis to define the themes developed in this policy, which constitutes corporate ethics.
d. This policy describes the principles and values applicable to the operation of the companies of the Le Piston Français Group: It specifies the essential themes that must be supported in addition to compliance with the legislation of the countries in which they are established (France, Morocco, Poland):
– Labour law (minimum wages, working hours, legal age, trafficking in human beings, etc.)
– Business and commercial law (prevention of corruption and illegal payments, fraud, insider trading and obstruction of competition, imports and exports, preservation of protected resources, responsible procurement, prevention of counterfeiting, etc.)
e. It is supplemented by the Responsible Purchasing Charter, included in the general purchasing conditions (procedure P-011), to which suppliers of the Le Piston Français Group must adhere as soon as they agree to receive its orders.
2) Fundamental principles :
a. a. The Le Piston Français Group is committed to fully respecting the International Labour Organization (ILO) Conventions cited in the ILO Declaration on Fundamental Principles and Rights at Work.
b. b. The conventions concerned are as follows:
i. Convention (No. 87) on Freedom of Association and Protection of the Right to Organise
ii. Convention (No. 98) on the Right to Organise and Collective Bargaining
iii. Convention (No. 138) on Minimum Age
iv. Convention (No. 183) on Maternity Protection
v. Convention (No. 100) on Equal Remuneration
vi. Convention (No. 111) on Discrimination (Employment and Occupation).
c. As the Le Piston Français Group is an international group, it is committed to respecting the legislation and regulations of countries in which it operates and international standards.
d. d. In the event of a conflict of standards, the Group ensures that it applies the most protective standard between human and trade union rights. Particular attention is paid to employees’ working conditions, respect for individuals, non-discrimination, as well as health and safety. e. The Le Piston Français Group expects all its managers, business partners, suppliers and subcontractors to respect the aforementioned commitments. f. This Corporate Social Responsibility (CSR) policy applies to all Group sites, regardless of the country in which they are established.
3) Diversity, equal opportunities and non-discrimination :
a. Le Groupe Piston Français considers diversity to be a major asset.
i. Everyone aspires to have their singularity recognised, to ensure their personal development and to achieve their full potential while assuming their difference. Our vision of society is shaped by our differences, i.e. by our origins, culture, religion, nationality, education and training, political and union opinions, sexual orientation, and diverse abilities.
ii. Differences in age and seniority encourage and facilitate the transmission of experience. The balance between men and women within the teams allows a more nuanced approach to individuals and situations.
iii. Any discrimination based on these differences would not only be contrary to the law, but would also be detrimental to the Group’s development. It would prevent the strengthening of the social fabric and hinder cohesion.
b. Combat all forms of discrimination
i. Le Groupe Piston Français aims to combat stereotypes that may lead to discriminatory behaviours through education, training and internal communication.
ii. To this end, the Le Piston Français Group undertakes to:
1. Raise awareness and train recruiters to identify discriminatory practices and implement the means to prevent them.
2. Maintain persons with disabilities or victims of a work accident in a position in line with their qualifications, taking into account the restrictions that may be related to their health problems.
4) Gender equality
Le Groupe Piston Français undertakes to:
i. Make workstations more adapted to the capacities and characteristics of each individual, in particular by improving their ergonomics
ii. Combat stereotypes and change attitudes to provide women with a safer and more welcoming environment.
iii. Offer to women career paths that are identical to those of men, as well as training to enable them to reach higher qualifications or even management positions.
iv. Ensure the principle of equal pay for women and men for work of equal value.
v. Jointly develop policies for the joint professional development of both men and women.
5) Personal development through skills and qualification
a. The development of each employee as a factor for individual and collective success
i. Personal development is at the heart of the ambitions and policies of the Group. This is the most important factor for individual and collective success. Any individual, at all levels and in all functions, will have the possibility to mobilise and fully develop their capacities in order to accomplish his/her work.
ii. Le Groupe Piston Français is committed to:
1. Helping people work with others
2. Developing a culture of mutual assistance
3. Providing opportunities for the development and improvement of skills
4. Delegating more responsibilities and tasks in order to promote a greater interest in the position concerned and promote a climate of trust, solidarity and social cohesion.
b. Promote the professional development and adaptability of employees throughout their professional career.
i. Le Groupe Piston Français encourages and recognises the importance of functional and geographical mobility for those who, voluntarily, would like to be a part of a professional development process. This mobility is organised on the basis of skills, performance and potential, excluding any distinction based on origin, gender, age or religion.
ii. Le Groupe Piston Français intends to recognise and promote the ability of its employees to acquire and maintain skills and qualifications. To this end, the Le Piston Français Group units will strive to provide to their employees, from the moment they are hired and throughout their professional life, access to:
1. Information on the evolution of their profession and organisation, as well as available jobs
2. Continuous training to prepare them to new trades and new technologies
3. Skill development and potential for evolution, within a logic of progress and continuous training
4. Individual responsibility development, so as to add value to the tasks assigned to employees of all ages and at all stages of their careers.
III. Le Groupe Piston Français will provide them with all the adapted tools and provisions to achieve their tasks, whatever their category, with a particular focus on the least qualified employees.
IV. Training is a key factor for a successful and efficient management of everyone’s skills. Le Groupe Piston Français will therefore ensure that the training covers all professional fields.
V. With a particular regard to the youngest and oldest categories of employees, the Group is committed to:
1. Being an attractive employer for young people by seeking to understand their needs and aspirations
2. Promoting the role of older personnel in the transfer of knowledge and know-how to the younger generations.
6) Respect and recognition
a. All members of personnel are entitled to be recognised as an individual, group or team member. All employees are entitled to recognition because of a particular effort, behaviour or result.
b. Respect and recognition are crucial for working and succeeding together. They are essential in relationships between colleagues, but also, even more so, in hierarchical relationships.
7) Health, safety and working conditions
a. The development of each employee as a factor for individual and collective success
i. Personal development is at the heart of the ambitions and policies of the Group. This is the most important factor for individual and collective success. Any individual, at all levels and in all functions, will have the possibility to mobilise and fully develop their capacities in order to accomplish his/her work.
ii. Le Groupe Piston Français is committed to:
1. Helping people work with others
2. Developing a culture of mutual assistance
3. Providing opportunities for the development and improvement of skills
4. Delegating more responsibilities and tasks in order to promote a greater interest in the position concerned and promote a climate of trust, solidarity and social cohesion.
b. Promote the professional development and adaptability of employees throughout their professional career.
i. Le Groupe Piston Français encourages and recognises the importance of functional and geographical mobility for those who, voluntarily, would like to be a part of a professional development process. This mobility is organised on the basis of skills, performance and potential, excluding any distinction based on origin, gender, age or religion.
ii. Le Groupe Piston Français intends to recognise and promote the ability of its employees to acquire and maintain skills and qualifications. To this end, the Le Piston Français Group units will strive to provide to their employees, from the moment they are hired and throughout their professional life, access to:
1. Information on the evolution of their profession and organisation, as well as available jobs
2. Continuous training to prepare them to new trades and new technologies
3. Skill development and potential for evolution, within a logic of progress and continuous training
4. Individual responsibility development, so as to add value to the tasks assigned to employees of all ages and at all stages of their careers.
III. Le Groupe Piston Français will provide them with all the adapted tools and provisions to achieve their tasks, whatever their category, with a particular focus on the least qualified employees.
IV. Training is a key factor for a successful and efficient management of everyone’s skills. Le Groupe Piston Français will therefore ensure that the training covers all professional fields.
V. With a particular regard to the youngest and oldest categories of employees, the Group is committed to:
1. Being an attractive employer for young people by seeking to understand their needs and aspirations
2. Promoting the role of older personnel in the transfer of knowledge and know-how to the younger generations.
8) Sustainable development
Today, and more than ever, preserving the environment is an essential mission for all employees of Le Groupe Piston Français. This mission starts with the design of the products and concerns the entire industrial process, particularly in terms of the management of:
a. Energy and natural resource consumption
b. Chemical product consumption
c. Revaluation and reprocessing of all types of waste
9) Code of conduct
a. Personal belief, political, militant and religious activities
I. Le Groupe Piston Français respects the personal convictions of each individual and ensures that these convictions do not interfere with the proper operation of the company and that there is mutual respect between its employees.
II. However, the company is not the place for militant, political or religious proselytism, which can only be exercised outside the workplace and working hours.
III. However, the company is not the place for militant, political or religious proselytism, which can only be exercised outside the workplace and working hours.
b. Conflicts of interest
It is up to everyone to identify, prevent and report potential conflicts of interest between the responsibilities or mission entrusted to them and their personal interests, whatever their nature.
c. Protection of personal data
i. Le Groupe le Piston Français ensures that personal data are kept within the limits of lawfulness of their use and protected from inappropriate consultation.
ii. Any breach of the protection of personal data or abuse of their use may be reported to the Data Protection Officer (DPO) so that a correction can be made as soon as possible. Alerts should be sent to dpo@groupe-lpf.com.
d. Protection of whistleblowers
i. Le Groupe le Piston Français ensures that its practices and those of its employees are in line with the CSR policy/ethical charter, and in particular, it grants them the right and legitimacy to raise questions or problems relating to non-compliance, without fear of reprisals, and by ensuring that any retaliatory measures are prevented, detected and corrected.
1) Quality policy
Our quality policy is aimed at satisfying our customers. Our quality reflex must go hand-in-hand with a systematic commitment to progress.
To achieve this, the quality policy must be understood, shared and accepted by all our staff. In this way, we can first identify and then sustainably eliminate any malfunctions and ensure our customers take advantage of the progress made. A quality policy is, first and foremost, a joint progress strategy.
Within the Group, we have defined the commitments which reflect this policy:
Listen to our customers and principals so as to identify their expectations and needs.
Develop our technical skills regularly by constant technowatch and the introduction and maintenance of high-performance equipment.
Inspect the effectiveness of our system and our organisations with an assessment program by organising regular internal audits.
Measure our internal performance to ensure our activities are sustainable.
Ensure a balance between the skill level and the technical requirements based on continuous training and relevant recruitment.
Identify and integrate the risks and opportunities in our management.
Integrate human factors when manufacturing our products and handling non-conformities (specifically making the non-conformity visible or rendering it impossible, anticipating human failure and promoting its detection, recognizing the right to make mistakes).
Efficiently process customer claims and internal non-conformities by implementing corrective action.
Protect the confidentiality of customer data.
Ensure the safety of our customers in terms of product airworthiness.
Ensure the safety and health of group personnel by preventive and protective measures.
Adopt a civic-minded attitude by complying with the applicable economic, environmental and social laws and regulations, and preserving our corporate image and that of our customers.
Integrate the remarks made by the certification organisations and authorities we deal with.
Inform our customers:
of any change in our certifications, accreditations or audit results which have a major impact on delivery quality, within two days of our receipt of the notification from the competent body
in advance of any change with regard to our company and its shareholders, its organisation, production sites, and, if specified, its manufacturing and/or inspection processes, (any major change in its Quality management system)
of any incidents affecting records under our responsibility or of terminations, with written confirmation
Regular process follow-up meetings and management reviews are organised to facilitate the regular update of our quality policy.
2) Health, safety and environment (HSE) policy
Our Health, Safety and Environment (HSE) policy aims to permanently and continuously improve safety, health and preservation of the environment and to allow anyone working under the authority of the company (employees, subcontractors and personnel seconded to the company) to work safely and in compliance with environmental requirements.
We view the protection and promotion of health, safety and the environment as a core value and corporate responsibility that governs all of our activities.
To this end, we are committed to deploying our HSE policy along the following priority axes :
- Implement the ISO14001 and ISO45001 standards,
- Ensure the human and material resources necessary for the deployment and efficiency of our integrated management system (quality management and HSE)
- Act on organizational, technical and human factors, in particular through the Single Document, to reduce our priority risks: injuries and back pain (due to load carrying), fire, eye and respiratory tract irritations…
- Control our significant environmental impacts, in particular, soil and air pollution following the generation of hazardous waste, and the depletion of natural resources…
- Involve and train our employees in risk prevention and respect for the environment,
- Comply with legal and regulatory requirements as well as other applicable requirements,
- Ensure effective communication of our HSE policy to internal and external stakeholders.
To meet these commitments, SERMP sets annual HSE objectives defined during Management reviews.
The implication of all will make sure that Safety, Health and environmental prevention are essential elements of our corporate culture.
3) Mastery of communication
1 – COMMUNICATION WITH LPF GROUP CUSTOMERS
| ISSUE | FROM | TO | HOW< | When/LEADTIME | |
|---|---|---|---|---|---|
| Request for quotation | Customer | GLPF Sales management | Email:t.corbel@groupe-lpf.com | N/A | |
| Control of request of quotation | Customer | GLPF Sales Department | Email or phone contact | N/A | |
| Design of the product to manufacture | GLPF Engineering department or Design office | Customer | Email or phone contact | Before launching manufacturing operation | |
| Activity forecast | Customer | GLPF Sales department | Email or phone contact | N/A | |
| Order tracking | Customer | GLPF Sales administration | Email or phone contact | N/A | |
| Handling of deviation from the definition, conformity of the deliverable | GLPF Engineering or Design office or Quality department | Customer | Email or support provided by the customer (portal) | N/A | |
| Conformity of the delivered product | Customer | GLPF Quality Department | Email or phone contact with email confirmation | N/A | |
| Conformity of the delivered product | GLPF Quality Department | Customer Quality supervisor | Email or phone contact with email confirmation | 24 hours after detection of non-compliance | |
| Settlement of invoice, dispute | GLPF Sales administration | Customer | Email or phone contact with email confirmation | N/A | |
| Crisis management (accident, claim …) | GLPF site management | Customer (industrial or commercial management) | Telephone contact, email confirmation | 24 hours after the problem occurs | |
| Major evolution of the industrial tool | GLPF site management or GLPF Quality management | Customer Quality Supervisor | Before intiating the modification accordfing to contractual provisions | ||
| Monitoring planning | Customer | GLPF Quality departement | Email or phone contact with email confirmation | N/A | |
| Perfomance monitoring, complains, congratulation | Customer | GLPF Sales departement | Email or phone contact ou support du client | N/A |
2 – COMMUNICATION WITH LPF GROUP SUPPLIERS
| ISSUE | FROM | TO | HOW< | When/LEADTIME |
|---|---|---|---|---|
| Offer | Supplier | GLPF Purchasing department | Email:a.richer@groupe-lpf.com | N/A |
| Control of request of quotation | Supplier | GLPF purchaser | Email or phone contact | N/A |
| Design of the product to manufacture | Supplier | GLPF purchaser or procurement operator | Email or phone contact | Before launching manufacturing operation |
| Activity forecast | GLPF purchaser or procurement operator | Supplier | Email or phone contact | N/A |
| Order tracking | GLPF procurement operator | Supplier | Email or phone contact | N/A |
| Handling of deviation from the definition, conformity of deliverable | Supplier | GLPF inspection or Quality departement | Email or phone contact with email confirmation | 24 hours after detection of non-compliance |
| Conformity of the delivered product | GLPF inspection or Quality departement | Supplier | Email or phone contact with email confirmation | N/A |
| Conformity of the delivered product | Supplier | GLPF inspection or Quality departement | Email or phone contact with email confirmation | 24 hours after detection of non-compliance |
| Settlement of invoice, dispute | Supplier | GLPF purchaser or procurement operator | Email or phone contact with email confirmation | N/A |
| Crisis management (accident, claim …) | Supplier’s management | GLPF purchaser | Telephone contact, email confirmation | 24 hours after the problem occurs |
| Major evolution of the industrial tool | Supplier’s management | GLPF purchaser | Before initiating the modification | |
| Monitoring planning | GLPF Quality departement | Supplier | Email or phone contact with email confirmation | N/A |
| Perfomance monitoring, complains, congratulation | GLPF purchaser | Supplier | Email or phone contact | N/A |
3 – COMMUNICATION WITH AERONAUTICAL AND HEALTH AUTHORITIES
| ISSUE | FROM | TO | HOW< | When/LEADTIME |
|---|---|---|---|---|
| Monitoring planning | Aeronautical or health Authority | GLPF Quality departement | Email or phone contact with email confirmation | N/A |
| Conformity of the delivered product | Aeronautical or health Authority | GLPF Quality departement | N/A | |
| Conformity of the delivered product | GLPF Quality departement | Aeronautical or health Authority | Email or phone contact with email confirmation | 24 hours after detection of non-compliance |