Policy of corporate social responsibility

Ethical charter of the Le Piston Français Group

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. The Le Piston Français Group 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. The Le Piston Français Group 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

The Le Piston Français Group 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. The Le Piston Français Group 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. The Le Piston Français Group 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. The Le Piston Français Group 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. The Le Piston Français Group 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. The Le Piston Français Group 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. The Le Piston Français Group 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. The Le Piston Français Group 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. The Le Piston Français Group 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. The Le Piston Français Group 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. The Le Piston Français Group 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

Aujourd’hui, et plus que jamais, préserver l’environnement est une mission essentielle de tous les salariés du groupe Le Piston français. Cette mission commence dès la conception des produits et concerne tout le processus industriel, notamment en termes de maitrise :

a. de la consommation de l’énergie et des ressources naturelles

b. de la consommation des produits chimiques

c. et de la revalorisation et du retraitement des déchets de toutes natures.

9) Code of conduct

a. Personal belief, political, militant and religious activities

i. The Le Piston Français Group 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. Pour autant, l’entreprise n’est pas le lieu du prosélytisme militant, politique
ou religieux qui ne peut s’exercer qu’en dehors des lieux et du temps de travail.

iii. Les pratiques religieuses sur les lieux de travail ne sont admises qu’en accord
et dans les limites fixées par la législation locale.

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. The Le Piston Français Group 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. The Le Piston Français Group 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.

NoS politiqueS qualité, SSE et de COMMUNICATION

1) Politique qualité

Notre politique qualité a pour objectif la satisfaction de nos clients. Notre réflexe qualité doit s’accompagner d’une volonté systématique d’aller de l’avant.

Pour y parvenir, la politique qualité doit être comprise, partagée et acceptée par tous. De cette façon, nous pourrons identifier puis éliminer durablement nos dysfonctionnements et faire bénéficier nos clients des progrès accomplis. Une démarche qualité est avant tout une démarche de progrès commune.

Dans le groupe, nous avons défini des engagements qui traduisent cette politique :

    • Etre à l’écoute de nos clients et de nos donneurs d’ordres afin d’identifier leurs attentes et besoins.
    • Développer régulièrement notre compétence technique par une veille technologique constante et la mise en place et l’entretien d’équipements performants.
    • Contrôler l’efficacité de notre système et de nos organisations par un programme d’évaluation en organisant des audits internes réguliers.
    • Mesurer notre performance interne pour s’assurer de la pérennité de nos activités.
    • Assurer l’adéquation du niveau de compétence et des besoins techniques en s’appuyant sur des actions de formation continue et sur un recrutement pertinent.
    • Identifier et prendre en compte les risques et les opportunités dans notre management.
    • Prendre en compte le facteur humain dans la réalisation de nos produits et dans le traitement des non-conformités (notamment rendre l’anomalie visible ou impossible, anticiper la défaillance humaine et favoriser sa détection, reconnaitre le droit à l’erreur).
    • Traiter efficacement les réclamations des clients et les non-conformités internes par la mise en œuvre d’actions correctives.
    • Protéger la confidentialité des informations de nos clients.
    • Assurer la sécurité de nos clients en termes de navigabilité des produits.
    • Assurer la sécurité et la santé du personnel du groupe par des mesures de prévention et de protection.
    • Avoir une attitude citoyenne en respectant les lois et règlements applicables dans les domaines économiques, environnementaux, sociaux, et en préservant notre image et celle de nos clients.
    • Tenir compte des remarques des organismes certificateurs et des autorités avec lesquelles nous sommes en relation.
    • Informer nos clients :
        1. de tout changement relatif à nos certifications, accréditations ou résultats d’audits ayant un impact majeur sur la qualité de nos livraisons, dans un délai de 2 jours après notification par l’organisme compétent,
        2. préalablement à tout changement relatif à notre entreprise et son actionnariat, son organisation, ses lieux de production, et, si spécifié, ses procédés de fabrication et/ou de contrôle, (toute évolution significative du système de management de la Qualité),
        3. de tout sinistre impactant les enregistrements sous notre responsabilité ou de cessation d’activités, avec confirmation écrite.

Des réunions périodiques de suivi des processus et des revues de direction sont organisées afin de permettre une remise à jour régulière de notre politique qualité.

2) Politique Santé Sécurité Et Environnement

Notre politique Santé, Sécurité et Environnement (SSE) a pour objectif d’améliorer de façon permanente et continue la sécurité, la santé et la préservation de l’environnement. Elle a, également, pour objectif de permettre à toute personne travaillant sous l’autorité de l’entreprise (employés, sous-traitants et personnels détachés dans l’entreprise) de travailler en toute sécurité et dans le respect des exigences environnementales.

Nous considérons la protection et la promotion de la santé, de la sécurité et de l’environnement comme une valeur fondamentale et une responsabilité d’entreprise régissant toutes nos activités.

  • A cet effet, nous nous engageons à déployer notre politique SSE selon les axes prioritaires suivants :
  • Mettre en œuvre les référentiels ISO14001 et ISO45001,
  • Assurer les moyens humains et matériels nécessaires au déploiement et l’efficience de notre système de management intégré (management de la qualité et SSE),
  • Agir sur les facteurs organisationnels, techniques et humains, en particulier à travers le Document Unique, pour réduire nos risques prioritaires : les blessures et douleurs dorsales (cause port de charge), l’incendie et les irritations oculaires….
  • Maîtriser nos impacts environnementaux significatifs notamment, la pollution du sol et de l’air suite à la génération des déchets dangereux, et l’épuisement des ressources naturelles…
  • Impliquer et former nos collaborateurs à la prévention des risques et au respect de l’environnement.
  • Consulter et faire participer nos collaborateurs dans le développement, la planification, la mise en œuvre, l’évaluation de performance et les actions d’amélioration du système de mangement de la SST.
  • Respecter les exigences légales et réglementaires ainsi que les autres exigences applicables.
  • Assurer une communication efficace de notre politique SSE aux intervenants internes et externes.

Pour répondre à ces engagements, SERMP se fixe annuellement des objectifs SSE définis lors des revues de Direction.

L’implication de tous permettra de faire en sorte que la Sécurité, la Santé et la prévention de l’Environnement soient des éléments essentiels de notre culture de l’entreprise.

3) Maitrise De La Communication

1 – COMMUNICATION AVEC LES CLIENTS DU GROUPE LPF

 

 

2 – COMMUNICATION AVEC LES FOURNISSEURS DU GROUPE LPF

3 – COMMUNICATION AVEC LES AUTORITES AERONAUTIQUES