Policy on work environment and –rights

Blue Line's goal is to create an attractive workplace where employees can express talent and job satisfaction.

We are committed to promoting, cultivating and maintaining a culture of diversity, equality and inclusion.

We recognise our employees' differences in age, ethnicity, family or marital status, gender identity, national origin, political and religious affiliation, sexual orientation, socioeconomic status, and other characteristics that make our employees unique.

Blue Line respects and complies with national legal rules and international UN Global Compact's principles on human rights and employee rights.

Blue Line unfolds its policy on recruitment, terms of employment, professional development, training and the ongoing development of the work environment.

It is the Management's responsibility to follow up on the policy and this must be reviewed at least once a year.

Dignity and respect

All Blue Line employees have a responsibility to treat others with dignity and respect at all times under all conditions in the workplace.

Any employee who displays inappropriate behavior or behavior toward others may be subject to disciplinary action.

Employees who believe they have suffered any discrimination contrary to this policy should contact Management.

Work environment, health and safety

Blue Line complies with current legislation for work environment, health and safety. This applies, among other things, to the physical and mental work environment, workplace design and safety. Management appoints a management representative. Every two years, a health and safety representative is elected among the employees. The two representatives make up the work environment group. Management and any external consultants are involved if necessary. All employees can report health or safety issues at any time to the health and safety representative, who will look after the employees' interests.

Flexibility and work balance

In the job functions where possible, Blue Line offers flexible working hours as well as the possibility of working from home to support the individual employee's need for work-life balance. Planning and balance are created through communication between employee and Management and between colleagues in the employees' team.

Especially when we are extra busy, it can cause challenges in prioritising and coping with the tasks. Often the Manager is also busy at the same time. It is the Manager's responsibility to ensure ongoing dialogue about balance and priorities in the job. Regardless of that, the employee helps both himself/herself and the workplace by reaching out to the manager when feedback and dialogue are needed.

Freedom of association

All employees have the freedom to engage in professional organizations that can support and help the employee.

Feedback and employee development interviews

Blue Line emphasises ongoing dialogue and feedback about well-being, results and priorities in a trusting and respectful atmosphere. In addition, more in-depth staff development interviews are held in order to assess well-being, results, Management, development, education, etc.

Professional and social events

Both Management and the staff social club take initiatives for events that encourage engagement in the community for everyone. Blue Line financially supports these initiatives.

Healthy workplace

Blue Line wants to create the settings for a healthy workplace with access to a healthy lunch buffet and encourages exercise during breaks.

Blue Line offers health insurance to all full-time employees, ensuring easy and free access to examination and treatment.

Measurements and assessments

Accidents at work are recorded. Serious accidents at work are not acceptable and Blue Line has never experienced a serious work accident.

Absenteeism is recorded and included in the assessment of the work environment.

Annually, employees assess their jobs, Manager, overall Management, physical surroundings, etc. The Management is responsible for the focus areas identified in the assessment.

In addition, the statutory workplace assessment is carried out every 3 years. This survey provides the working environment organisation and Management with valuable insight into where work environment and safety can be strengthened.