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We create and integrate innovative logistics solutions for the ever changing business.
We do this responsibly, while investing in work efficiency and ensuring a safe and friendly environment for employees.
By being the leader and doing what we can do best, we create a better future for the people around us.
STANDARD-COMPLIANT ENVIRONMENTAL SYSTEM (SINCE 2007)
When it comes to natural resources and the environment, the company’s management is committed to:
- Maintain and improve the environmental management system in accordance with ISO 14001
- Comply with pollution prevention and reduce negative environmental impacts
- Formulate environmental objectives for the successful implementation of the environmental policy
- Meet environmental regulatory requirements
- Encourage employees to protect the environment and to maintain cleanliness and order
Sustainability report 2022
Social responsibility policy
Quality, employees safety and health, energy efficiency policies
The company has implemented a quality management system that meets the requirements of ISO 9001, ISO 14001, ISO 50001, SQAS standards.
The company adheres to the approved quality policy and strives to constantly improve operational processes, ensuring the highest quality and sustainable, environmentally friendly operations.
OCCUPATIONAL HEALTH AND SAFETY POLICY
The management of the company, having implemented SQAS (Safety and Quality Assessment System), undertakes:
- to ensure safe and efficient transportation of chemical cargoes and work with them;
- ensure occupational safety of employees, protection of society and nature;
- familiarize employees with working equipment and cargo in detail, and keep a detailed job description, carry out periodic training, including in accordance with the Behavioral Based Safety (BBS) or similar program;
- to periodically control employees whether they comply with the requirements.
The management of the company declares that the use of alcohol and narcotic substances is strictly prohibited in the company.
ENERGY EFFICIENCY POLICY
The company has implemented an energy management system that meets the requirements of the ISO 50001 standard. In order to better control energy consumption at “Arijus”, UAB, one of the chosen solution methods is the collection of data from consumed electricity, water and fuel. The collection of this data enables taking steps to reduce energy consumption in the company’s activities.
For the implementation of these aspirations and obligations, an integrated management system that meets the requirements of ISO 9001, ISO 14001, ISO 50001 and SQAS standards has been created, applied and continuously improved. The relevance and effectiveness of this policy and the integrated management system are analyzed during the management evaluation analysis.
The Company’s policy is available to the public, all employees and persons working on behalf of the Company must familiarize themselves with this policy and must follow its provisions in their activities. The policy is reviewed annually, and the company’s goals are set (revised) in accordance with its provisions.
The management of the organization, realizing the importance of increasing energy efficiency, undertakes:
- strive for the most efficient use of energy resources;
- ensure the availability of information and the necessary resources for the implementation of goals and tasks;
- comply with legal and other requirements related to energy use, costs and performance;
- apply energetically advanced engineering solutions and technologies;
- to efficiently manage energy resources, using renewable energy sources;
- to develop the awareness of the organization’s and suppliers’ personnel, to promote the rational and efficient use of energy resources;
- review the policy annually to ensure it remains relevant and ensure its availability to the public.
Equal opportunities policy
I. GENERAL PROVISIONS
1. The Equal Opportunities Policy of Arijus UAB (hereinafter referred to as “the Company”) and the description of the procedure for its implementation (hereinafter referred to as “the Procedure”) sets out the principles of prevention of discrimination and harassment and ensuring equal opportunities, as well as the conditions and procedures for their implementation.
2. The purpose of this Procedure is to ensure that the Company’s decisions regarding job applicants, recruits and employees are made solely on the basis of personal qualities, and that job applicants and employees are not treated in a discriminatory manner that is not related to the quality of the work performed or other personal qualities.
3. Terms used in the regulations:
3.1. “Personal characteristics” mean a person’s sex, race, nationality, citizenship, language, origin, social status, religion, beliefs or opinions, age, sexual orientation, disability, ethnicity, religion, membership of a political party or association, intention to have a child/children, and any other circumstances unrelated to the qualities of the candidate or employee.
3.2. “Substantive characteristics” mean a person’s education, qualifications, work experience and other job-related characteristics.
3.3. “Discrimination” means direct and indirect discrimination, harassment, or directing discrimination on the basis of personal traits.
3.4. “Equal opportunities” mean the implementation of the human rights enshrined in international human and civil rights instruments and the laws of the Republic of Lithuania, regardless of personal traits.
3.5. “Indirect discrimination” means an act or omission, a legal rule or criterion of assessment, or a condition or practice which is apparently neutral and which is formally identical, but which, when implemented or applied, results in or is liable to result in an actual restriction of the enjoyment of rights or in the granting of a privilege, a preference or advantage on the basis of a personal trait, unless the act or omission, the rule or criterion of assessment, or the condition or practise is justified by a legitimate aim and is pursued by appropriate and necessary measures.
3.6. “Harassment” means unwanted conduct which, on the basis of personal traits, is intended to insult or violate the dignity of a person and is intended to create or does create an intimidating, hostile, degrading, humiliating or offensive environment.
3.7. “Direct discrimination” means treatment of a person where, on the basis of personal traits, one is treated less favourably than another has been or would be treated in similar circumstances, except for restrictions or special measures imposed by law, or where, by reason of the nature of the particular occupational activities concerned or the conditions under which they are pursued, a particular human characteristic is an essential and determining occupational requirement, and that objective is legitimate and the requirement is proportionate, or where the legal regulation of restrictions, special requirements or special conditions relating to the social status of the person is justified by a legitimate objective, and the means of achieving that objective are appropriate and necessary.
II. FUNDAMENTAL PRINCIPLES
4. Employees must be guaranteed equal working conditions, access to education, training, skills development and career advancement, professional progress, vocational training, retraining, practical work experience, and the same benefits, without distinction as to their personal characteristics.
5. The Company respects the dignity of every individual. The Company must organise its work in such a way that each employee feels respected and is able to make full use of their abilities and that the individual differences and contributions of all employees are recognised and valued.
6. Employees must not discriminate, harass, mock or intimidate other employees on the basis of their personal traits. The Company must take measures to ensure that employees do not suffer harassment or be given instructions to discriminate in the workplace.
7. The Company must take steps to ensure that an employee who makes a report or complaint of discrimination, harassment, failure to provide equal opportunities or bullying, or who participates in the consideration of such a report or complaint, must not be subject to victimisation and must be protected from adverse consequences. This condition must also apply to the representative of the person making the allegation or complaint and to the person who testifies and provides explanations.
8. Disabled persons must be provided with conditions for access to employment, career development or training, including appropriate adaptation of premises, unless the implementation of such obligations would impose disproportionate burdens on the Company.
III. RECRUITMENT AND DISMISSAL OF EMPLOYEES
9. Decisions on the selection and recruitment of candidates must be made in good faith, having regard to the candidate’s professional qualities, ability to perform the job well and other criteria relating to the position and the job.
10. Vacancy notices must be drawn up in such a way as not to restrict participation in the selection procedure to candidates with particular personal qualities. Job advertisements must indicate that the Company applies this Procedure.
11. The staff responsible for selecting candidates and for organising and conducting interviews must be clearly informed of the selection criteria. If possible, at least two employees of the Company must participate in the interview with the candidate.
12. Candidates must only be asked questions relating to the selection criteria. Employees of the Company participating in the interview may not ask questions about the personal characteristics of the candidate or make assumptions about the role of the candidate in the home and family, insofar as this is not directly related to the application of the guarantees provided for in the Labour Code.
13. The decision to terminate the employment relationship must be based on the same criteria for dismissal, regardless of the personal characteristics of employees.
IV. EDUCATION OF EMPLOYEES
14. The Company organises training for its employees, in accordance with its strategic objectives and financial resources, which:
14.1. Improve employees’ understanding of the prevalence and harm of discrimination and harassment and of prejudices related to personal characteristics;
14.2. Raise awareness of the direct and indirect nature of discrimination and of the conditions under which it may occur and how it may be avoided;
14.3. Familiarise employees with the legislation in force in the field of equal opportunities and its application;
14.4. Assist managers and staff in avoiding violations of this Procedure and the law, as well as provide knowledge in the field of conflict resolution.
V. REMUNERATION AND PROMOTION
15. The determination of remuneration for individual employees in the Company must be based on objective criteria relating to the employee’s professional qualities, the nature of work performed, results achieved and other objective criteria, which are laid down in a separate document. The personal traits of a staff member must have no bearing on the determination of remuneration.
16. All staff members must be paid the same remuneration for the same or equivalent work, irrespective of the individual characteristics of the employee. The same work means performing the work activities, which, in accordance with objective criteria, has the same or similar work activities so that both employees can be interchanged without major costs of the employer. Equivalent work means that the work is, in accordance with objective criteria, no less skilled and no less important to the employer’s performance objectives than other comparable work.
17. The criteria governing the selection of candidates for promotion must relate only to the ability of the person and to the quality of the work performed and personal achievements in the professional field, and no employee may be discriminated against on the basis of their personal traits.
18. Performance appraisals must be carried out by applying the same criteria to all staff members, without taking into account personal characteristics or other circumstances which are not related to the staff member’s professional qualities, professional achievement or personal performance.
VI. ALLEGATIONS AND COMPLAINTS CONCERNING BREACHES OF THIS PROCEDURE
19. Employees and applicants who believe that their equal opportunities are being violated, or that they are being discriminated against or harassed, must have the right to contact their line manager or the head of the Company and to identify the person who may be violating the rights of the employee. The allegation or complaint may be anonymous.
20. The head of the Company, or the head of the Company’s structural unit who receives the allegation or complaint, must investigate the allegation or complaint and make a decision on the circumstances set out in the allegation or complaint within 10 business days of receipt of the allegation or complaint. At the request of the person making the allegation or complaint, and taking into account the complexity of the circumstances referred to in the allegation or complaint, a committee may be set up to examine the allegation or complaint. The application of the principle of mediation must be applied to a statement or complaint, i.e. in order to resolve the dispute amicably, the negative influence and damage of their conduct or actions must be explained to the parties to the dispute, restoring good relations and mutual respect. The persons involved must be informed of the proceedings and the decisions taken in the application or complaint in the same way as the application or complaint was lodged.
21. In the event of failure to resolve the dispute by meditation, as well as in the event of obvious violations of the rights of the employee or the candidate, the Company must refer such a statement or complaint to the Office of the Equal Opportunities Ombudsman or other competent authority for scrutiny. Information about such an allegation or complaint must be treated as confidential and must not be disclosed to persons who are not involved in the alleged infringement or its investigation.
22. The Company must cooperate with the investigating authorities during the investigation of a possible infringement and must provide all available information relevant to the investigation of the possible infringement.
23. Any harassment or hostile treatment of an employee or applicant for a vacancy who has made a statement or complaint of discrimination or any other violation of his equal opportunities is prohibited and constitutes a violation of the employment obligations, which is subject to the liability provided for in the Labour Code.
VII. FINAL PROVISIONS
24. Employees are made aware of this Policy by electronic means.
25. Violation of this Policy shall be deemed a violation of work duties for which the liability provided for in the Labour Code must apply. Cases of discrimination identified in the Company must be referred for investigation to the Equal Opportunities Ombudsman or other competent authorities.
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