Business Philosophy

Our Vision

Logistics that create the future

Our Mission

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.

Our values

  • Honesty
  • Professionalism
  • Sustainability
  • Safety
  • Teamwork

ISO 14001

STANDARD-COMPLIANT ENVIRONMENTAL SYSTEM (SINCE 2007)

Environmental Policy

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

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.

Cookie Policy of ARIJUS, UAB


Cookie Policy

In order for this website to function properly, small data files called cookies are sometimes placed on your device.

What are cookies?

A cookie is a small text file that a website stores on your computer or mobile device when you visit it. It allows the website to “remember” your actions and preferences (such as your registration name, language, font size and other display options) for a certain period of time, so that you do not have to re-enter them each time you visit the website or browse its various pages.

How do we use cookies?

Some of our pages do not require cookies to work correctly, but enabling cookies on these pages will make your browsing experience easier. You can delete or block cookies, but if you do this, some of the features of this website may not work as intended. These cookies are used to remember:

  • your display preferences, such as your browsing language, colour contrast, font size, the device you are using, search results and notification options;
  • your last visit to the website (for statistical purposes) and the last three pages you visited (to help our helpdesk if you send a request);
  • whether you have consented to our use of cookies on this website.

In addition, cookies are used with some of the videos on our pages to provide anonymous statistics about how you found the page and what videos you watched.

Personal Data

The information related to cookies is not used to identify you and we have full control over the data collected about your use of the website. These cookies are not used for any purpose other than those described here.

Third Party cookies

In some cases, the Arijus UAB website uses trusted cookies provided by third parties. This website uses Google Analytics, which is one of the most common and reliable analytics services on the internet, to obtain information about the use of this website for its further development. Cookie data may track your time spent on the pages of this website in order to provide you with information to improve the content of the website. For more information about Google Analytics cookies, visit the official Google Analytics page.

How to control cookies?

You can control and/or remove cookies at your discretion. You can delete all cookies that already exist on your device, and you can set most browsers to prevent cookies from being saved to your device. However, in this case, each time you visit the website, you may need to reset some options, and some services and features may not work.