1.1 Environmental Commitment
ACCSCIENT recognizes that we have an obligation to be good stewards of our planet, including the thoughtful and efficient use of resources. All employees are encouraged to find ways in which we can reduce our impact and maximize the use of resources in and out of our work environments.
We are committed to reducing energy consumption, water usage, waste disposal and carbon footprint in a practical and cost-effective manner by:
- Reduce the use of single-use disposable materials.
- Avoid the purchase of styrofoam.
- Recycle all waste which can be recycled.
- Reduce the printing of business documents, when possible.
- Employ a ‘best-effort’ zero landfill waste strategy.
- Carefully disposal of electronics or hazardous materials.
- Ensure computers are shut down or placed in standby mode when not in use.
- Purchase products with a lower environmental and health impact.
- Avoid unnecessary travel by making use of video and audio conferencing, telephone, and email.
1.2 Public reporting/disclosure of current greenhouse gas emissions (Scope 1 and 2).
As a technology service and SaaS-based portfolio, emission considerations are not directly applicable, however we incorporate this consideration as part of our vendor/partner disclosures as applicable. This includes public greenhouse gas emissions percentage reduction targets and target achievement dates.
2.1 Labor, Health, and Safety Commitments
To assist in providing a safe and healthy work environment for employees, customers, and visitors, ACCSCIENT has established a prioritized workplace safety program. The success of this program is incumbent on the awareness and participation of all stakeholders. ACCSCIENT provides information to employees about workplace safety and health issues through regular internal communication channels such as supervisor-employee meetings, bulletin board postings, memos, or other written communications.
2.2 Employee Health & Well-being
The Company is committed to continue to take steps to promote a safe and conducive work environment for its employees and provide guidance on occupational health and safety, appropriate healthcare benefits and medical cover to all its employees.
2.3 Child and Forced Labor Policies
ACCSCIENT complies with Federal & State child labor laws. Youth under the age of 16 are required to have a work permit before starting work and are prohibited from some forms of work. No child under 14 years of age shall be employed with or without compensation.
Due diligence to assess and address risk of forced/child labor across ACCSCIENT and its partners/vendors/suppliers are to be covered by operational audits and disclosure processes.
2.4 Statement on Human Rights
As a global organization, ACCSCIENT is a firm supporter of worldwide human rights. All individuals, including employees, clients, suppliers, and partners have a right to be treated with dignity and respect without discrimination or retaliation. This is fundamental to our core value of Empathy. By engaging with each other in an empathetic manner, we are contributing to something bigger – communities where human rights can be nourished and enjoyed.
3.1 Code of Conduct
Our reputation is built upon the principles of fair dealing and ethical conduct of our employees. This reputation is the foundation for the company’s success in business. Our reputation for integrity and excellence requires careful observance of the spirit and letter of all applicable laws and regulations, as well as a serious regard for the highest standards of conduct and personal integrity.
Our future is dependent upon our customers’ trust, which we are dedicated to preserving. ACCSCIENT will comply with all applicable laws and regulations and expects its directors, officers, and employees to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct
3.2 Equal Employment Opportunity Employer
ACCSCIENT is an equal opportunity employer and do not discriminate in employment opportunities or practices based on race, color, religion, sex, national origin, age, disability, or any other basis prohibited by applicable law. ACCSCIENT bases equal employment and advancement opportunities for all individuals solely on merit, qualifications, and abilities.
3.3 Fair Wage and Inclusive Benefits
Wellness, both physical and financial, is the cornerstone of our employee benefits program. We are committed to:
- Ensure fair and competitive pay relative to the industry
- Reward exceptional performance vs. expectations
- Appropriate PTO policies
ACCSCIENT complies with all Federal EEOC reporting and disclosure requirements on a periodic basis.
3.4 Disability Accommodation
We are committed to complying fully with the Americans with Disabilities Act (ADA) and ensuring equal opportunity in employment for qualified persons with disabilities. All employment practices and activities are conducted on a non-discriminatory basis.
Qualified individuals with disabilities are entitled to equal pay and other forms of compensation (or changes in compensation) as well as in job assignments, classifications, organizational structures, position descriptions, and lines of progression.
3.5 Sexual or otherwise Unlawful Harassment
ACCSCIENT is committed to fostering a working environment free from harassment and intimidation of any kind, including harassment based on race, color, religion, sex, national origin, age, disability, or any other basis prohibited by applicable law. ACCCSIENT holds this effort in the highest importance and will take all necessary steps to achieve this type of environment for its employees.
This includes any physical, verbal or visual conduct that creates an intimidating, offensive, or hostile environment which interferes with work performance.
3.6 Conflicts of Interest
Transactions with clients and/or outside firms must be conducted within an established ACCSCIENT framework and controlled at the executive level. Business dealings with outside firms should not result in unusual gains for those firms. Unusual gain refers to bribes; product bonuses, special fringe benefits, unusual price breaks, and other windfalls designed to ultimately benefit the employer, the employee, or both. Promotional plans that could be interpreted to involve unusual gain require specific executive-level approval.