We are professionals in the renovation of hotel rooms and public spaces. Multimontage offers a complete concept for cost-effective and high-quality renovation for the interior design of hotels and residential properties. We have offices in Uddevalla but work throughout Sweden, in other Nordic countries and in Europe. Our customers are mainly in the hotel sector but also in the property industry. We have a clear process-based organisation that handles procurement, production and finance.

Quality management

Multimontage aims to ensure that our customers are so satisfied with the projects we carry out that they return (to us). We run all projects with our own project managers and highly skilled staff. We have a well-developed process that is followed throughout the project.

Our goal is to minimise our warranty and complaint cases. We will achieve this goal by following procedures in our management system, such as what self-monitoring is to be carried out and how we plan, implement and follow up our projects.

Environment

Through good planning, we will protect the environment and prevent pollution. We must minimise the generation of waste and sort the waste that does arise according to current guidelines.

By reusing furnishings, many environmental benefits are achieved, such as minimising the emissions generated by new products during manufacture and saving finite resources. We reuse and recycle products and furnishings instead of buying new, when appropriate.

We will minimise harmful emissions from our own transport by choosing cars with lower fuel consumption or choosing electric/hybrid cars when purchasing and planning our trips.

We will comply with environmental laws and other requirements to which we are subject.

We are constantly working to improve our working methods and processes, which of course includes both our environmental and quality work.

Work environment management must be an integrated and natural part of the company’s overall operations, i.e. work environment issues must be dealt with in direct connection with everyday issues.

Our workplaces must be safe and healthy, so we strive for safe workplaces where ill health, incidents and occupational injuries are prevented. Our employees must be well trained and have insight and awareness in work environment and safety issues, then we achieve efficiency and quality in our work environment management. It is a profitable investment for the future where high work motivation, job satisfaction and low sick leave are the direct benefits.

Our managers provide clear and visible leadership based on respect and care for our employees, partners and third parties.

This means that we:

• Always comply with laws and regulations
• Actively manage our objectives, regularly monitoring them and setting new ones to ensure continuous improvement
• All employees receive the induction and training they need to work safely
• Regularly carry out risk assessments, on their own or in co-operation with the customer/client to plan the work for the best possible solution from a safety point of view
• All employees report incidents and accidents that occur so that they can be investigated and action taken
• Keeping our workplaces and vehicles clean and tidy
• Conduct skills inventories and plan for long-term skills development
• We learn from each other. We encourage safe behaviour and act when we see someone working unsafely.
• We will eliminate hazards and reduce our health and safety risks.
• We will continuously improve our health and safety performance
• We carry out consultations involving our workers and workers’ representatives
• We endeavour to make work compatible with a well-functioning family life

Road safety is a natural part of our working environment, and our employees must set a good example by:

• keeping to the given speed limits and respecting the traffic rules in force
• wearing seat belts,
• being sober and drug-free,
• ensuring that the vehicle is roadworthy and has the necessary road safety equipment
• promptly report vehicle damage/defects to the supervisor.

Our Objective

Multimontage has an uncompromising stance on drugs. Our objective is to keep the companies free from substance abuse.

Company’s Core View

A good working environment is essential in the workplace. Employees who use or are under the influence of drugs at work worsen both the physical and psychosocial work environment, posing risks to both themselves and their colleagues. Achieving maximum safety for both staff and customers is of utmost importance.

Therefore, it is not permitted to use alcohol, drugs, or medications classified as narcotics during work hours, except as specified under the section “Offering Alcohol” below. It is not acceptable to come to work hungover or under the influence. Our core view is that the abuse should be removed, and the employee retained. The company should work to reduce absenteeism due to alcohol and drugs. All employees, regardless of position, should be treated equally.

Offering Alcohol

We do not offer alcohol on ordinary days. However, events like representation, course completions, employee parties, and similar occasions may justify offering alcoholic beverages, but it should be done in moderation, and good non-alcoholic alternatives should also be provided. Although alcohol is often associated with celebration, companionship, and enjoyment, we know that many people should not, do not want to, or cannot drink alcohol. The reasons may be medical, ideological, or other. Some try to avoid developing an alcohol dependency, while others are undergoing treatment for alcoholism. Regardless of the reason, we should show respect for those who abstain from alcohol.

Wine and spirits lotteries are not encouraged.

Preventing Abuse

It is everyone’s responsibility to react if they know or suspect that someone in the workplace has a substance abuse problem. This is the best support a colleague can provide. Those who abuse often deny their dependence both to themselves and others. Unfortunately, loyalty from colleagues contributes to reinforcing the abuse, causing the problems to persist or worsen. Therefore, inform the abuser and their manager, or directly contact the HR manager, about your observations so that necessary actions can be taken. This is not about reporting someone but about helping the abuser. Failing to act means accepting the continuation of the abuse.

Other parties involved may include occupational health services, union representatives, safety officers, colleagues, healthcare institutions, and other organizations that work with substance abuse issues. After a drug offense or suspected abuse, we will act as quickly as possible to initiate rehabilitation measures.

Consequences of Abuse

The manager is obliged to remove anyone using drugs or who is under the influence from the workplace. This also applies to those who are hungover and unable to perform their work satisfactorily. Managers will be supported in handling this. A drugged or hungover employee should not drive home alone; the immediate supervisor is responsible for ensuring the person gets home safely.

An employee with a substance abuse problem will agree with their immediate supervisor on how help should be received or offered. Those who neglect their work due to alcohol or other drug abuse, refuse to undergo rehabilitation, or continue their abuse despite rehabilitation efforts, ultimately risk being dismissed from their employment.

The company has the right to enter into a treatment contract with the employee, mutually agreeing on treatment, follow-up, and consequences if the treatment is discontinued, etc. The company also has the right to request a drug test from the employee if necessary.

Unapproved absences are considered unauthorized absences. We are not obliged to approve vacation or compensatory leave retroactively. In the case of sick leave, the company may require a medical certificate from the first day of illness.

Training and Information

No one should refrain from helping a substance-abusing colleague due to ignorance or lack of information. Alcohol or other substance abuse issues will be addressed to a suitable extent with information and training. All new employees will also be informed about the policy.

Follow-up

This policy will be reviewed annually in connection with the review of business plans and policy documents. Action plans are also available, outlining treatment and other support measures and the consequences if the action plan is not followed.

External/Internal Contacts

Both for preventive purposes, such as in connection with various training sessions, and in specific substance abuse cases, managers and employees who have observations should be able to receive support both externally and internally with in-depth knowledge. We primarily use our occupational health service as a conversation partner in these cases.

Privacy and Anonymity

Regardless of whether an employee undergoes treatment, full anonymity is guaranteed both internally and externally. It is up to the individual to decide whether or not to disclose their illness. The utmost consideration should be given to the employee’s privacy in handling these matters.

Your Responsibility

This drug policy has been established by the company management. The policy has been developed internally and through contacts with external advisors.

It is every employee’s responsibility to ensure that the policy contributes to the good working environment that every employee is entitled to. The individual substance abuser has a personal responsibility to change their behavior. Show that you notice that they are there and need help. Demand that your colleague does their part of the group’s work.

Do not lie to protect the abuser—it only helps them to continue their abuse undisturbed.

Intervening and questioning is caring!

We are professionals in the renovation of hotel rooms and public areas. We offer a comprehensive concept for cost-effective and high-quality interior design of hotels and other public spaces. Our office is located in Uddevalla, but we work throughout Sweden, other Nordic countries, and Europe. Our clients are primarily in the hotel sector but also in the real estate industry.

The Code of Conduct is our ethical guidelines that describe the conduct rules that should guide us. They are based on our values and leadership. Our Code of Conduct should be communicated to our suppliers so that they can support their work. These ethical guidelines should help us create added value for our customers, employees, shareholders, business partners, society, and other stakeholders.

We have defined a number of principles we operate by:

• We must comply with the laws, norms, and regulations in the countries where we operate.
• We conduct our business with high integrity and morality.
• We take responsibility for our actions.
• We respect the client’s and the operation’s local rules and routines.
• We represent the company in all our actions at projects and behave accordingly even after working hours.
• We respect the UN Declaration on Human Rights and accept our responsibility to uphold the rights of employees and society in our operations (Principles 1 and 2 of the Global Compact).

Legislation

Our stance is always to at least comply with the laws, rules, and regulations applicable in the countries where we operate. Our management takes action in the event of any violations.

Accounting and Reporting

We manage our accounting and reporting according to national legislation.

Bribery

We never accept, directly or indirectly, bribes or other improper benefits or compensations, to benefit the business and/or for financial gain. We never offer or give any gift or payment that constitutes or can be interpreted as a bribe. We reject and immediately report to management any demands for, or offers of, bribes.

Suppliers’ Responsibility

We strive to ensure that our suppliers are willing to meet the requirements outlined in this Code of Conduct. We evaluate and follow up on their ability to meet this.

Supplier Relations

We act not only efficiently but also fairly, sustainably, and sensibly in our dealings with our suppliers. At the same time, we always seek to maintain integrity, honesty, and responsibility.

Supplier Selection

We choose our suppliers in a professional, systematic, and fair manner. Our negotiations with suppliers are conducted honestly and fairly. Our suppliers must respect the principles of the Code of Conduct and implement them in their operations. Upon our request, suppliers must inform us about the manufacturers they use.

Ethics

We require all employees to be aware of and follow our procurement guidelines and to understand the need to act in an ethically defensible manner.

Confidentiality

We recognize the importance of confidentiality and ensure that no unauthorized persons or companies have access to confidential information we receive from our suppliers.

Responsibility

We conduct our business as responsible corporate citizens and support and respect international agreements on human rights.

Forced Labor

We do not accept forced labor. Employees should not be required to leave deposits or hand over identity documents upon employment.

Child Labor

We do not accept child labor, defined as work performed by individuals under the age of 15, or a higher age if local legislation sets a higher age limit and/or longer mandatory schooling.

Unions

We respect employees’ rights to form and join the trade unions of their choice and to negotiate collectively.

Wages and Compensation

We ensure that wages and benefits meet at least the statutory levels and/or the lowest industry standards in the countries where we operate.

Working Hours

We comply with the laws and industry standards for working hours in the countries where we operate.

Corruption

We do not accept corruption, bribery, and illegal anti-competitive measures that distort markets and hinder economic, social, and democratic development. We will never use such methods.

To uphold our business ethics, we will never act in violation of applicable competition laws, such as by abusing a dominant position or participating in illegal industry cooperation, such as cartel formation.

Business Ethics

Our ambition is to continuously exceed the requirements that customers and other stakeholders place on the quality of our services/products. We will continuously develop our products/services and our operations.