Integrated Management System Policy (IMS)

Management Policy

AHenriques is dedicated to the manufacture of technical rubber and plastic products with assemblies for the automotive industry and others. As a company of prestige in its field, it is committed to maintaining a path to achieve Quality, protect the Environment, provide Safe and Healthy Working Conditions to prevent work-related injuries and health issues, and improve energy performance. To this end:

→ It complies with all obligations, legal and other applicable requirements: 

• Product 

• Environment 

• Occupational Health and Safety 

• Related to energy efficiency, energy use, and energy consumption 

• Customer-specific and other requirements

→ It identifies and prevents risks associated with: 

• Customer satisfaction 

• Environmental protection, including pollution prevention, minimizing resource consumption and waste generation 

• Providing information and resources necessary to achieve energy objectives and targets 

• OHS

→ It invests in human resources: 

• Fostering team spirit and communication as drivers of employee motivation 

• Promoting employee awareness to achieve quality objectives and minimize environmental impacts 

• Developing skills through training 

• Promoting the health and safety of its employees 

• Committing to worker consultation and participation, and, when applicable, to worker representatives

→ It develops partnerships with suppliers, including the purchase of energy-efficient products and services, to enhance energy performance.

→ It promotes the process-based approach of the system, committing to the continuous improvement of the effectiveness, efficiency, and performance of the Integrated Management System.

Anti-Corruption Policy

AHenriques is a company that conducts its activities with strict standards of propriety and integrity, in full compliance with the law and institutions. Accordingly, it adopts an anti-corruption policy based on the following principles:

It is strictly prohibited to offer or receive bribes (i.e., obtain any undue personal benefit) and/or facilitation payments (regardless of whether such practice is common in a given country) involving any amount or thing of value to public officials to speed up or simplify actions of public authorities.

It is prohibited to offer bribes, gifts, or other forms of entertainment to clients, potential clients, or their relatives in violation of this policy or related ones.

It is prohibited to make any donations connected to obtaining undue benefits, including facilitation payments.

All relevant and admissible expenses must be documented, approved, recorded, and stored.

It is also prohibited to receive bribes, gifts, or other forms of entertainment from suppliers, service providers, or their relatives in violation of this policy or related ones.

Whistleblowing Policy

This policy is intended to handle internal/external reports that may negatively impact the company’s operations and business and that, due to the nature of the complaint, cannot or should not be reported through the usual process (communication to the line manager), such as:

• Illegal activities 

• Financial fraud 

• Bribery or corruption (violation of the Anti-Corruption Policy) 

• Violation of competition laws 

• Serious risks to the environment, health, and safety 

• Activities that constitute serious and improper conduct; harassment (moral or sexual), discriminatory practices, child labor, and human rights violations.

All communications under the whistleblowing procedure will be strictly confidential unless stated otherwise. It is encouraged to identify oneself and describe the issue in as much detail as possible to facilitate the investigation. Follow-up on the investigation has a maximum deadline of 15 days.

Reports made in bad faith or that are clearly unfounded may result in disciplinary or other measures, as appropriate.

Each report will be received by the HR department manager, who must record all reports, analyze their seriousness and credibility, and act accordingly, determining the proper course of action. If the report concerns the HR manager, communication must be made to the Administrator.

If an investigation confirms any violation of this policy, measures appropriate to the seriousness and nature of the facts will be taken.

AHenriques will file a copy of all reports, investigation reports, and relevant documentation. If the report concerns an employee, the documentation will be filed in their personal record and kept for one year after their departure. If it concerns a third party, the documentation will be filed by HR, with knowledge of the Administration, for five years.

Reports may also be made through the integrity channel: compliance@ahenriques.pt

Employee Code of Conduct Policy

AHenriques values are: 

• Integrity 

• Customer focus 

• Investment and innovation 

• Continuous process improvement 

• Product quality 

• Effective cost management 

• A safe and healthy environment 

• Improved environmental and energy performance 

• Development of a culture that promotes: teamwork, accountability, trust, and leadership 

• Motivation and development of employees 

• Ethics and trust in relationships with our partners

Given the importance of these values in society and business life, AHenriques considers it necessary to enshrine them in a set of guidelines called the Employee Code of Conduct.

This code applies to all members of AHenriques, including the administrator, directors, senior managers, employees, and individuals with equivalent status, such as temporary workers (collectively referred to as “Employees”).

The Code of Conduct sets out ethical business guidelines to be followed by all Employees during the performance of their duties.

Code of Conduct: 

→ Always act correctly and fairly with colleagues, customers, suppliers, governments, local communities, and society at large. 

→ Act responsibly towards the environment. 

→ Comply with applicable laws wherever operating, acting with integrity. 

→ Respect diversity according to universal standards of human coexistence, without discrimination based on race, gender, creed, religion, position, function, or other. 

→ Strive to maximize company performance to ensure sustainability, investments, and adequate conditions for employees. 

→ Ensure the quality of services and products and continuously invest in improving employees and the company.

General Conduct of AHenriques Towards its Employees

AHenriques believes that employee diversity is one of the main factors for its success, continuity, and growth. Therefore, it seeks to recruit and retain efficient and talented people and continuously invests in their development.

AHenriques is committed to equal job opportunities for all, regardless of race, gender, religion, beliefs, or nationality. Career progression depends exclusively on individual performance, talent, commitment to company values, dedication, and involvement. Discriminatory practices against any employee or job applicant are not tolerated.

The company promotes employee development, recognition, and appreciation based on results achieved, ensuring that working at AHenriques provides opportunities for personal and professional growth.

To this end, it fosters group spirit, partnership among employees, teamwork, responsible leadership, and initiatives that promote a positive organizational climate through quality of life programs and clear, transparent communication. The organization encourages respect and cooperation among employees to create a favorable internal environment for business growth and sustainability.

Moral or sexual harassment is inadmissible in a respectable and dignified work environment and therefore not tolerated. Acts of intimidation, offense, or aggression by employees, whether against colleagues or outsiders (customers, suppliers, authorities, community members, etc.), are punished according to the law and internal regulations.

Employees who consider themselves victims of such misconduct or know someone who has suffered from it must report it to their immediate superior or HR – see Whistleblowing Policy.

The possession of drugs or weapons is strictly prohibited in the workplace, being considered a serious offense subject to applicable disciplinary and criminal sanctions.

Fundamental Employee Rights

All employees, regardless of function, position, or salary, must be treated with respect and attention, being provided with opportunities for personal development within the company’s competitive and operational reality.

Health and safety conditions at work must be a permanent priority, ensuring employees face the lowest possible risks while performing their duties. To achieve this, everyone must follow preventive health and safety standards and participate in appropriate training and orientation activities.

Employee Personal Conduct

Activities and personal relationships that conflict with AHenriques’ interests must be avoided, and the following guidelines are recommended:

→ In case of doubt about a conflict of interest, the employee must consult their immediate superior or HR. 

→ Employees must not accept a position or role in other companies or entities with working hours incompatible with their department’s schedule. Teaching activities may be accepted if outside working hours and must be communicated to HR. 

→ Any work or activity carried out in the name of AHenriques or using its name or facilities must have prior approval from Management. 

→ The company’s anti-corruption policy must be applied. 

→ Invitations to events, trips, or others not related to business activity must be reported to HR. 

→ Each employee’s expenses must be approved at least by their superior.

Conduct Regarding the Surrounding Community and the Environment

AHenriques seeks to live harmoniously with the community, respecting people, traditions, values, and the environment. At the same time, it actively collaborates

in local development, improving quality of life, and reducing social problems and inequalities.

The organization does not use child labor. AHenriques supports and carries out activities that help develop children in the communities where it operates and, when possible, offers internships and training programs for young people.

AHenriques does not engage in political activities, and employees wishing to participate must do so individually, without involving the company’s name or resources. Political activities by employees must take place outside the workplace and working hours.

AHenriques maintains respectful relations with trade unions and does not discriminate against employees who are union members.

All organizational activities must comply with environmental laws and regulations, while also seeking to optimize the use of natural resources, preserve nature and biodiversity. For this purpose, AHenriques has an environmental management system certified under ISO 14001.

AHenriques seeks to maintain good relations with religious entities, respecting all creeds and beliefs of its employees.

The Management

21/03/2025