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ABOUT LUMINELL

History, present day and the future

About Luminell

LED and HMI lights for marine application and hazardous environments.

The Luminell Group is passionate about delivering critical light solutions for demanding use. We aim to create the industry standard in lighting, and to establish supportive and lasting relationships with users, partners, our staff and the community.

Luminell was established in 2010 in the city of Ålesund by founder David Fink, driven by a passion to help users and a desire to revolutionize LED lighting within demanding working environments. Having worked with LED-based streetlights since 2006 through his studies, David was convinced that this technology could also be introduced into and raise the standard of lighting within the maritime industry.

The Luminell RLX series of LED floodlights was the first of its kind, offering powerful and constant lighting despite the strain of extreme environments. The constant nature of sunlight is simulated through advanced LED-technology and optical performance, providing increased safety, practically no maintenance, and a longer lifetime of use. With a lifetime of 100,000 running hours and an 80% decrease in energy output, it is clear why the Luminell range of LED lights have become the first choice for many shipyards, ship designers, government bodies, and vessels carrying out critical work.

In 2016 The Luminell Group acquired Colorlight AB, which then became Luminell Sweden AB.

Colorlight’s conception began in 1992 by Björn Hansson, who questioned the searchlight technology available to seafarers. The first prototypes were developed and ready for testing by 1995 and the company was founded in 1998. In 2011 Luminell and Colorlight were introduced and found a common passion for their important work at hand, solidifying this relationship in 2016 with the acquisition.

In 2018 Luminell expanded into drone lighting, becoming the first of its kind to design, manufacture and make available, powerful, lightweight and durable LED drone lights, to services within search and rescue, security, surveillance, media and to drone enthusiasts alike.

The Luminell Group has offices in Norway and Sweden where all Luminell products are proudly Scandinavian designed and manufactured. Today all Luminell products and solutions are sold globally.

Challenging the established, pushing the known boundaries of design and technology, and a sincere desire to help its users, has been, and is still the drive behind Luminell.

In 2021 Glamox AS aquires Luminell Group AS. Together, Glamox and the Luminell Group will continue to offer current and future customers a comprehensive and exceptional product portfolio of high-quality lighting solutions for the maritime environment, with the persistent purpose of helping the users of our products to execute their work more effectively and safely. The Luminell brand is strong and will be retained, ensuring a continued level of high-quality products and services which our customers and partners have come to know and expect.

Experience the Luminell difference today.

Code of Conduct – Luminell Norway AS

At Luminell, we promote decent working and environmental standards in our business. We cooperate closely with our suppliers and business partners in pursuit of this aim. Accordingly, we have prepared this code of conduct to illustrate what we expect of our suppliers and business partners. The code of conduct covers human rights, workers’ rights, the environment and corruption.

Luminell aims to continuously improve policy and practice that supports suppliers and business partners in complying with this code of conduct.

 

Principles

A supplier and business partner must be able to document compliance with the code of conduct at Luminell’s request. Such documentation may take the form of self-declaration, follow-up meetings, and/or inspections of the working conditions at production sites. Suppliers and business partners will be obliged to name and provide contact information for any sub-supplier that Luminell wishes to inspect.

In the event of a breach of the code of conduct, Luminell and the supplier/ business partner will jointly prepare a plan for remedying the breach. Remediation must take place within a reasonable period. The contract will only be terminated if the supplier/ business partner remains unwilling to remedy the breach following repeated enquiries.

 

Requirement relating to own practise

When new suppliers/ business partners are selected, emphasis will be given to social and environmental standards.

Neither Luminell nor any of its employees shall ever offer or accept illegal or unlawful monetary gifts or other forms of remuneration to secure business-related or private benefit, or benefit for customers,  partners, or suppliers.

 

Requirements for Luminell and Supply Chain/ business partners Conditions

IEH’s Ethical Trade Principles are founded on key UN and International Labour Organization conventions and documents. National laws shall be respected, and where the provisions of law and IEH’s ethical trade principles address the same subject, the most stringent shall apply.

 

1. Forced and compulsory labour (ILO Conventions Nos. 29 and 105)

1.1          There shall be no forced, bonded or involuntary prison labour.

1.2          Workers shall not be required to lodge deposits or identity papers with their employer and shall be free to leave their employer after reasonable notice.

 

2. Freedom of Association and the Right to Collective Bargaining (ILO Conventions Nos. 87, 98, 135 and 154)

2.1          Workers, without distinction, shall have the right to join or form trade unions of their own choosing and to bargain collectively. The employer shall not interfere with, obstruct, the formation of unions or collective bargaining.

2.2          Workers representatives shall not be discriminated and shall have access to carry out their representative functions in the workplace.

2.3          Where the right to freedom of association and/or collective bargaining is restricted under law, the employer shall facilitate, and not hinder, the development of alternative forms of independent and free workers representation and negotiations.

 

3. Child Labour (UN Convention on the Rights of the Child, ILO Conventions Nos. 138, 182 and 79, and ILO Recommendation No. 146)

3.1          The minimum age for workers shall not be less than 15 and comply with

i)   the national minimum age for employment, or;

ii)  the age of completion of compulsory education,

whichever of these is higher. If local minimum is set at 14 years in accordance with developing country exceptions under ILO Convention 138, this lower age may apply.

3.2          There shall be no recruitment of child labour defined as any work performed by a child younger than the age(s) specified above.

3.3          No person under the age of 18 shall be engaged in labour that is hazardous to their health, safety or morals, including night work.

3.4          Policies and procedures for remediation of child labour prohibited by ILO conventions no. 138 and 182, shall be established, documented, and communicated to personnel and other interested parties. Adequate support shall be provided to enable such children to attend and complete compulsory education.

 

4. Discrimination (ILO Conventions Nos. 100 and 111 and the UN Convention on Discrimination Against Women)

4.1          There shall be no discrimination at the workplace in hiring, compensation, access to training, promotion, termination or retirement based on ethnic background, religion, age, disability, gender, marital status, sexual orientation, union membership or political affiliation.

4.2          Measures shall be established to protect workers from sexually intrusive, threatening, insulting or exploitative behaviour, and from discrimination or termination of employment on unjustifiable grounds, e.g. marriage, pregnancy, parenthood or HIV status.

 

5. Harsh or Inhumane Treatment

5.1          Physical abuse or punishment, or threats of physical abuse, sexual or other harassment and verbal abuse, as well as other forms of intimidation, is prohibited.

 

6. Health and Safety (ILO Convention No. 155 and ILO Recommendation No. 164)

6.1          The working environment shall be safe and hygienic, bearing in mind the prevailing knowledge of the industry and of any specific hazards. Hazardous chemicals and other substances shall be carefully managed. Adequate steps shall be taken to prevent accidents and injury to health arising out of, associated with, or occurring in, the course of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in the working environment.

6.2          Workers shall receive regular and documented health and safety training, and such training shall be repeated for new or reassigned workers.

6.3          Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for food storage shall be provided.

6.4          Accommodation, where provided, shall be clean, safe and adequately ventilated, and shall have access to clean toilet facilities and potable water.

 

7. Wages (ILO Convention No. 131)

7.1          Wages and benefits paid for a standard working week shall as minimum meet national legal standards or industry benchmark standards, whichever is higher. Wages should always be enough to meet basic needs, including some discretionary income.

7.2          All workers shall be provided with a written and comprehensible contract outlining their wage conditions and method of payments before entering employment.

7.3          Deductions from wages as a disciplinary measure shall not be permitted.

 

8. Working Hours (ILO Convention No. 1 and 14)

8.1          Working hours shall comply with national laws and benchmark industry standards, and not more than prevailing international standards. Weekly working hours should not on a regular basis be more than 48 hours.

8.2          Workers shall be provided with at least one day off for every 7 day7-day period

8.3          Overtime shall be kept at a minimum level. Recommended maximum overtime is 12 hours per week, i.e. that the total working week including overtime shall not exceed 60 hours. Exceptions to this are accepted when regulated by a collective bargaining agreement.

8.4          Workers shall always receive overtime pay or get time off for all hours worked over and above the normal working hours (see 8.1 above), minimum in accordance with relevant legislation.

 

9. Regular Employment

9.1          Obligations to employees under international conventions, national law and regulations concerning regular employment shall not be avoided through the use of short term contracting (such as contract labour, casual labour or day labour), sub-contractors or other labour relationships.

9.2          All workers are entitled to a contract of employment in a language they understand.

9.3          The duration and content of apprenticeship programmes shall be clearly defined.

 

10. Marginalized Population

10.1       Production and the use of natural resources shall not contribute to the destruction and/or degradation of the resources and income base for marginalized populations, such as in claiming large land areas, use of water or other natural resources on which these populations are dependent.

 

11. Environment

11.1       Measures to minimize adverse impacts on human health and the environment shall be taken throughout the value chain. This includes minimizing pollution, promoting an efficient and sustainable use of resources, including energy and water, and minimizing greenhouse gas emissions in production and transport. The local environment at the production site shall not be exploited or degraded.

11.2       National and international environmental legislation and regulations shall be respectedrespected, and relevant discharge permits obtained.

 

12. Corruption

12.1       Corruption in any form is not accepted, including bribery, extortion, kickbacks and improper private or professional benefits to customers, partners, contractors, suppliers or employees of any such party or government officials.

 

13. Management systems of suppliers

The management system is key to the implementation of the code of conduct. Luminell emphasises the importance of suppliers/ business partners having systems that support such implementation. Luminell’s expectations in this regard are summed up in the following measures:

  • Luminell/ suppliers/ Business partners should make a centrally placed employee responsible for the implementation of the code of conduct in the supplier’s business.
  • Luminell/suppliers/ Business partner must make the code of conduct known in all relevant parts of its organisation.
  • Supplier/ Business partners must obtain Luminell’s consent prior to outsourcing production or parts of production to a sub-supplier/contractor, if this has not been agreed in advance.
  • Suppliers must be able to give an account of where goods ordered by Luminell are produced.
  • October June 02th 2020

 

Bente Storhaug Dahl

CEO
Luminell Norway AS

 

Download Luminell Code of Conduct