Bolina Ball Safety Barriers

Terms & Conditions

Ecocoast Terms of Website Use
Please read these terms and conditions carefully before using this site

ACCEPTANCE OF THE TERMS OF WEBSITE USE

This terms of use (together with the documents referred to in it) tells you the terms of use on which you may make use of our website www.ecocoast.com (“our site”), whether as a guest or a registered user. Use of our site includes accessing, browsing, or registering to use our site.

Please read these terms of use carefully before you start to use our site, as these will apply to your use of our site. We recommend that you print a copy of this for future reference.

By using our site, you confirm that you accept these terms of use and that you agree to comply with them.

If you do not agree to these terms of use, you must not use our site.

OTHER APPLICABLE TERMS

These terms of use refer to the following additional terms, which also apply to your use of our site:

Our Privacy and Cookie Policy, which sets out the terms on which we process any personal data we collect from you, or that you provide to us, and information about the cookies on our site. By using our site, you consent to such processing and you warrant that all data provided by you is accurate.

INFORMATION ABOUT US

www.ecocoast.com is a site operated by Ecocoast Contracting LLC (“We“). We are registered in Department of Economy and Tourism, Dubai, United Arab Emirates and have our head office at CEO Building, Office 506-507, Dubai Investment Park 1, PO Box 72768, Dubai, United Arab Emirates.

CHANGES TO THESE TERMS

We may revise these terms of use at any time by amending this page.

Please check this page from time to time to take notice of any changes we made, as they are binding on you.

CHANGES TO OUR SITE

We may update our site from time to time, and may change the content at any time. However, please note that any of the content on our site may be out of date at any given time, and we are under no obligation to update it.

We do not guarantee that our site, or any content on it, will be free from errors or omissions.

ACCESSING OUR SITE

Our site is made available free of charge.

We do not guarantee that our site, or any content on it, will always be available or be uninterrupted. Access to our site is permitted on a temporary basis. We may suspend, withdraw, discontinue or change all or any part of our site without notice. We will not be liable to you if for any reason our site is unavailable at any time or for any period.

You are responsible for making all arrangements necessary for you to have access to our site.

You are also responsible for ensuring that all persons who access our site through your internet connection are aware of these terms of use and other applicable terms and conditions, and that they comply with them.

We do not represent that content available on or through our site is available in other locations. We may limit the availability of our site or any service or product described on our site to any person or geographic area at any time.

YOUR ACCOUNT AND PASSWORD

If you choose, or you are provided with, a user identification code, password or any other piece of information as part of our security procedures, you must treat such information as confidential. You must not disclose it to any third party.

We have the right to disable any user identification code or password, whether chosen by you or allocated by us, at any time, if in our reasonable opinion you have failed to comply with any of the provisions of these terms of use.

If you know or suspect that anyone other than you knows your user identification code or password, you must promptly notify us at [email protected].

INTELLECTUAL PROPERTY RIGHTS

We are the owner or the licensee of all intellectual property rights in our site, and in the material published on it. Those works are protected by copyright laws and treaties around the world. All such rights are reserved.

You may print off one copy, and may download extracts, of any page(s) from our site for your personal use and you may draw the attention of others within your organisation to content posted on our site.

You must not modify the paper or digital copies of any materials you have printed off or downloaded in any way, and you must not use any illustrations, photographs, video or audio sequences or any graphics separately from any accompanying text.

Our status (and that of any identified contributors) as the authors of content on our site must always be acknowledged.

You must not use any part of the content on our site for commercial purposes without obtaining a licence to do so from us or our licensors.

If you print off, copy or download any part of our site in breach of these terms of use, your right to use our site will cease immediately and you must, at our option, return or destroy any copies of the materials you have made.

NO RELIANCE ON INFORMATION

The content on our site is provided for general information only. It is not intended to amount to advice on which you should rely. You must obtain professional or specialist advice before taking, or refraining from, any action on the basis of the content on our site.

Although we make reasonable efforts to update the information on our site, we make no representations, warranties or guarantees, whether express or implied, that the content on our site is accurate, complete or up-to-date.

LIMITATION OF OUR LIABILITY

To the extent permitted by law, we exclude all conditions, warranties, representations or other terms which may apply to our site or any content on it, whether express or implied.

We will not be liable to any user for any loss or damage, whether in contract, tort (including negligence), breach of statutory duty, or otherwise, even if foreseeable, arising under or in connection with:

Use of, or inability to use, our site; or
Use of or reliance on any content displayed on our site.
If you are a business user, please note that in particular, we will not be liable for:
Loss of profits, sales, business, or revenue;
Business interruption;
Loss of anticipated savings;
Loss of business opportunity, goodwill or reputation; or
Any indirect or consequential loss or damage.

You agree not to use our site for any commercial or business purposes, and we have no liability to you for any loss of profit, loss of business, business interruption, or loss of business opportunity.

We will not be liable for any loss or damage caused by a virus, distributed denial-of-service attack, or other technologically harmful material that may infect your computer equipment, computer programs, data or other proprietary material due to your use of our site or to your downloading of any content on it, or on any website linked to it.

We assume no responsibility for the content of websites linked on our site. Such links should not be interpreted as endorsement by us of those linked websites. We will not be liable for any loss or damage that may arise from your use of them.

UPLOADING CONTENT TO OUR SITE

Whenever you make use of a feature that allows you to upload content to our site, or to make contact with other users of our site, you must comply with the content standards set out in our Acceptable Use Policy.

You warrant that any such contribution does comply with those standards, and you will be liable to us and indemnify us for any breach of that warranty.

Any content you upload to our site will be considered non-confidential and non-proprietary. You retain all of your ownership rights in your content, but you are required to grant us and other users of the Site a limited licence to use, store and copy that content and to distribute and make it available to third parties. The rights you license to us are described in the next paragraph (“Rights you licence”).

We also have the right to disclose your identity to any third party who is claiming that any content posted or uploaded by you to our site constitutes a violation of their intellectual property rights, or of their right to privacy.

We will not be responsible, or liable to any third party, for the content or accuracy of any content posted by you or any other user of our site.

We have the right to remove any posting you make on our site if, in our opinion, your post does not comply with the content standards set out in our Acceptable Use Policy.

The views expressed by other users on our site do not represent our views or values.

You are solely responsible for securing and backing up your content.

VIRUSES

We do not guarantee that our site will be secure or free from bugs or viruses.

You are responsible for configuring your information technology, computer programmes and platform in order to access our site. You should use your own virus protection software.

You must not misuse our site by knowingly introducing viruses, trojans, worms, logic bombs or other material which is malicious or technologically harmful. You must not attempt to gain unauthorised access to our site, the server on which our site is stored or any server, computer or database connected to our site. You must not attack our site via a denial-of-service attack or a distributed denial-of service attack. We will report any such breach to the relevant law enforcement authorities and we will co-operate with those authorities by disclosing your identity to them. In the event of such a breach, your right to use our site will cease immediately.

LINKING TO OUR SITE

You may link to our home page, provided you do so in a way that is fair and legal and does not damage our reputation or take advantage of it.

You must not establish a link in such a way as to suggest any form of association, approval or endorsement on our part where none exists.

You must not establish a link to our site in any website that is not owned by you.

Our site must not be framed on any other site, nor may you create a link to any part of our site other than the home page.

We reserve the right to withdraw linking permission without notice.

The website in which you are linking must comply in all respects with the content standards set out in our Acceptable Use Policy.

If you wish to make any use of content on our site other than that set out above, please contact [email protected].

THIRD PARTY LINKS AND RESOURCES IN OUR SITE

Where our site contains links to other sites and resources provided by third parties, these links are provided for your information only.

We have no control over the contents of those sites or resources.

GOVERNING LAW AND JURISDICTION

All matters relating to these Terms of Use and any dispute or claim arising therefrom or related thereto (in each case, including non-contractual disputes or claims) shall be governed by and construed in accordance with the laws in force in the Emirate of Dubai, United Arab Emirates without giving effect to any choice or conflict of law provision or rule (whether of the United Arab Emirates or any other jurisdiction).

Any legal suit, action or proceeding arising out of, or related to, these Terms of Use or the website shall be instituted exclusively in the courts of Dubai, United Arab Emirates although we retain the right to bring any suit, action or proceeding against you for breach of these Terms of Use in your place or country of residence or any other relevant country. You waive any and all objections to the exercise of jurisdiction over you such courts and to venue in such courts.

LIMITATION ON TIME TO FILE CLAIMS

Any cause of action or claim you may have arising out of or relating to these terms of use or the website must be commenced with one (1) year after the cause of action accrues, otherwise, such cause of action or claim is permanently barred.

WAIVER AND SEVERABILITY

No waiver by Ecocoast of any term or condition set forth in these Terms of Use shall be deemed a further or continuing waiver of such term or condition or a waiver of any other term or condition, and any failure of Ecocoast to assert a right or provision under these Terms of Use shall not constitute a waiver of such right or provision.

If any provision of these Terms of Use is held by a court or other tribunal of competent jurisdiction to be invalid, illegal or unenforceable for any reason, such provision shall be eliminated or limited to the minimum extent such that the remaining provisions of the Terms of Use will continue in full force and effect.

CONTACT US

To contact us, please email [email protected].

Thank you for visiting our site.

Code of Business Conduct

Ecocoast Code of Business Conduct

Last updated: 17/10/2024

Introduction to Our Code of Business Conduct
At Ecocoast, integrity and ethical behavior are at the heart of everything we do. Our Code of Business Conduct serves as a guiding framework for how we, as a company and as employees, conduct ourselves in all professional interactions.

While this document is primarily designed to guide our team members, we believe it is equally valuable for our clients, partners and stakeholders to understand the principles that drive our actions. From fostering transparency and accountability to respecting the environment and our communities, this code reflects our commitment to upholding the highest standards in every aspect of our work.

We invite you to explore our Code of Business Conduct to see how these values underpin the way we do business, ensuring trust and mutual respect in all relationships.

Purpose

Code of Business Conduct is the foundation on which all the business practices are constructed. This policy applies to all employees at all levels and grades, including head of departments, managers, supervisors, employees, consultants, contractors, and any other person providing services to the company. By creating a code of conduct:

The employee understands the rules and expectations management has. It defines how to act at work, how to communicate both internally and externally, and helps employees succeed in the company.
To prevent improper payments, gifts and gratuities, kickbacks and bribes to or from any employee and any person with whom Ecocoast conducts business.
Compliance with the Code of Business Conduct is required for all Top management and Employees. The Code of Business Conduct should also be followed by the Company’s agents and representatives, including consultants and contractors/ suppliers’ and vendors.
The Company’s senior management is ensuring that this Code of Business Conduct and the Company’s policies will govern, without exception in all business activities of the Company. The HR is responsible for ensuring that appropriate ethics and compliance policies and procedures are maintained.

Policy Statement

Ecocoast follows world-class standards in all areas of its operations and considers professionalism and integrity as core values.
The success of Ecocoast depends on its reputation for enterprise, fair dealing and professionalism.
Ecocoast is committed to the highest standards of legal and ethical conduct in its business dealings and complies with all applicable laws, regulations and codes wherever it conducts business.
The Company’s assets, such as office equipment, production equipment, and products, must not be used for personal reasons, except as may be specifically authorized by Company policies. These assets should not be taken out of Company facilities unless necessary and authorized in connection with Company work.

Policy Implementation

The Chief Executive Officer assumes responsibility for Ecocoast’s Code of Business Conduct.
The Chief Executive Officer will monitor implementation and adherence to the Code of Business Conduct which include staff training and communications.
Each Employee is responsible for supporting fully the Company’s policy compliance with applicable laws, rules, regulations and Company policies regarding health, safety, process risk management, and environmental protection.
The Company will take all reasonable steps to keep confidential the identity of any Employee reporting a suspected violation. No Employee shall be subject to retaliation because of any report made in good faith.

Conflict of Interest

Conflict of Interest: When any employee is involved in an activity or has a personal interest that might interfere with the employee’s objectivity in performing his/her duties and responsibilities at the company. In performing his/her duties and responsibilities for Ecocoast, each Employee, Company’s agents and representatives, including consultants and contractors/suppliers/vendors will avoid any Conflict of Interest.

In the context of this policy, “Conflict of Interest” or “Conflict” means, with respect to the Employee involved, any activity, agreement, business investment, interest, role or other situation that could be construed as divergent to or in competition with the company’s business or as an interference with Employee’s primary duty to serve Ecocoast at all times to the best of their ability.

No Employee will for personal or other person’s gain, deprive the Company of any opportunity or benefit that could be construed as related to any existing or reasonably anticipated future activity of the Company, including but not limited to:

Taking for personal gain opportunities that are discovered through the use of company property information or position.
Competing with the Company.
Other activities that have the potential to affect the employee’s objectivity and work performance; and activities that could reflect negatively on the reputation of the company and its employees.
Holding a financial interest in a business concern that is a supplier or customer of the company constitutes a conflict of interest under certain conditions.

An Employee must not knowingly conduct business on behalf of the Company with, or provide an improper personal benefit for their spouse, children, parents, grandparents, grandchildren, siblings or in-laws (collectively, “relative”) or an organization which they or any relative has an interest or is associated with.

No Employee may serve as an advisor or agent to, or as a director, officer, or part-time officer or Employee of a business enterprise that is a competitor or has current or known business dealings with the Company where such relationship constitutes a Conflict of Interest.

Any waivers of the provisions of this policy can be made to the HR by the Employee in writing.

Gifts & Bribery

It is Ecocoast policy to conduct all its business in an honest and ethical manner. The company takes zero-tolerance approach to bribery and corruption. The company is committed to acting professionally, fairly and with integrity in all its dealings wherever it operates. The company is also committed to implementing and enforcing effective statutory requirements that incriminates the acceptance or paying of bribes.

Under this policy, Ecocoast employees will not:

Accept or solicit a gift, favour or service that is intended to, or might appear to, influence the employee’s decision-making or professional conduct.
Accept, agreeing to accept, or soliciting money or other tangible or intangible benefits in exchange for the employee’s favourable decisions or actions in the performance of their job.
Facilitation of any type of gathering/Party or “kickbacks” of any kind to influence a decision making or disclosing company details, Contract details and bidding details.
Under no circumstances should any gift or entertainment be offered, given, provided or accepted by any Employee, immediate family member of an Employee or agent of Ecocoast unless such gift or entertainment:
- Is not a cash gift
- Is consistent with customary business practices
- Can not be construed as a bribe or payoff
- Does not violate any applicable laws or regulations
- Does not represent unusual Discounts given in an arm length transaction

Gifts offered or received by Employees that do not meet the criteria set forth above Section must be returned, or if return is not practical or appropriate under the circumstances, given to the HR who will donate the gift to a charitable organization, obtain appropriate receipts, inform the giver of its disposition (if appropriate) and maintain a written record of such donations.

Business Entertainment

Reasonable business related entertainment that are infrequent and arise out of the usual course of doing business are permissible. Entertainment would be in the context of conducting business discussions or advancing business relationships. Entertainment expenses must be documented and approved by the appropriate Line Manager.

Integrity & Insider Trading

Ecocoast selects its suppliers based on the price, quality and performance of products or services provided. Proper evaluation by obtaining three quotes prior to finalisation will be followed to avoid any conflict. The Company will not conduct business with vendors or suppliers in which company employees or close family members have vested interests.
Generally, it is both illegal and against Company policy for any individual to profit from undisclosed information relating to the Company or any other company. Anyone who is aware of material non-public information relating to the Company may not purchase or sell any of the Company’s securities.
It is against Company policy for any employee, who may have inside or unpublished knowledge about any of our clients or any other company, to purchase or sell the securities of those companies.
Anyone who is uncertain about the legal rules involving a purchase or sale of any Company securities or any securities in companies that they are familiar with by virtue of their work for the Company should consult with Legal department before making any such purchase or sale.
Ecocoast comply with The ILO Convention No. 182 on Child Labour Convention
- Ecocoast avoids work which, by its nature or the circumstances in which it is carried out, is likely to harm the health, safety or morals of children. Compliance with this Child Labour and Young Worker Policy is monitored at production units and projects.

Alcohol & Drugs Substance

The purpose is to set forth the company’s policy regarding alcohol and other drug use, including unlawful drug use or abuse, in the workplace. This policy is applicable to all employees of Ecocoast and each of its rules apply whenever an employee is on or in company property, surrounding grounds and parking lots, leased or rented space.

Company time (Including breaks and meal periods), in any vehicle used for company business, and in other circumstances which may adversely affect our operations, safety, reputation or the administration of this policy.

No employee shall unlawfully sell, distribute, dispense, possess, transfer, or use neither alcohol nor controlled substance in the workplace or wherever the company’s work is being performed.
No employee shall report to work under the influence of alcohol, controlled substances, or other drugs, which affect his or her alertness, coordination, reaction, response, judgment, decision-making or safety.
No employee shall operate, use or drive any equipment, machinery or vehicle of the Company while under the influence of alcohol or controlled substances/drugs.
No employee shall be in possession of alcohol while being transported in a Company vehicle.

Any employee who violates this policy will be subject to disciplinarily action up to and nay result immediate termination

Property & Asset Protection

Conducting Business on behalf of the company may require employees to use company’s resources, property and assets which are needed for their jobs; therefore, the company aims at developing policies and guidelines for the usage of its business resources and equipment.

Employees are responsible for exercising good judgment regarding appropriate use of the company’s resources in accordance with company’s policies, standards, and guidelines.
All company’s resources and assets must be used for legitimate business purpose and not to be used for personal benefit, sold, loaned, given away, or disposed without proper authorization of the company.
The company’s properties and assets such as office and plant equipment, stationary, construction material, tools, machinery and consumables must not leave the company’s premises for personal usage, except as may be authorized by corporate policy.
The improper, deliberate reckless, careless, negligent, destructive, or unsafe use or operation of equipment or vehicles, as well as excessive or avoidable traffic and parking violations, can result in disciplinary action, up to and including termination of employment.
Notification should be submitted to supervisor if any equipment, machines, tools, or vehicles appear to be damaged, defective, or in need of repair. Prompt reporting of damages, defects, and the need for repairs could prevent deterioration of equipment and possible injury to employees or others.

Electronic & Social Media Communications

The following are strictly prohibited:

Sending Spam via e-mail, text messages, pages, instant messages, voice mail, or other form of electronic communication.
Forging, misrepresenting, obscuring, suppressing, or replacing a user identity on any electronic communication to mislead the recipient about the sender.
Use of a company e-mail or IP address to engage in conduct that violates company policies or guidelines.
Copying of company details, Files and other media.
Posting to a public news or social group or bulletin board with a company e-mail or IP address represents company to the public; therefore, employees must exercise good judgment to avoid misrepresenting or exceeding their authority in representing the opinion of the company.

Research and Development (R&D)

All R&D work and activities using assets and equipment of the Company for such manners are the sole ownership of the company and shall only be approved by the CEO.

Harassment & Hostile Workplace

It is the policy of Ecocoast to prohibit harassment in employment based on sex, race, colour, religion, age, national origin, disability or any other factor prohibited by applicable law. It is prohibited, both in the workplace and off the premises, including at social/Promotional activities conducted or sponsored by the company. All employees are covered by this policy and are prohibited from engaging in any form of harassing or discriminatory action.

Harassment may include, but is not limited to, verbal abuse, ridicule, including insult, nickname, and stereotyping, offensive jokes and comments; threatening, intimidating or hostile acts; and displaying or distributing offensive materials, writings, graffiti or pictures.

The Company will not disregard any harassment of an employee by any personnel or vendor or other business entity whose relationship to the employee is through the business of the company.
No department head or other supervisor has the authority to suggest to any employee or applicant that their employment, continued employment or future advancement will be affected in any way by the individual’s entering into, or refusing to enter into, any form of personal relationship. Such conduct is a direct violation of this policy.
Harassment of or discrimination against employees in connection with his/her work by non-employees also may be a violation of this policy. Any employee who experiences or observes any harassment or discrimination against an employee by a non-employee should report such harassment to his/her manager or supervisor.

Sexual Harassment

This policy prohibits retaliation, harassment, or other adverse action because of making a complaint, assisting in an investigation, opposing harassment, or otherwise exercising rights protected by law.

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature when submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.

Sexual harassment can occur between individuals of the opposite sex or the same sex. Sexual harassment may include, but is not limited to, intentional physical conduct that is sexual in nature, such as touching, pinching, sexually oriented gestures, remarks, jokes or comments about a person’s sexuality or sexual experience; repeated unwelcome requests for a relationship; and displaying pictures, posters, calendars, objects, promotional materials, reading materials or other materials that are sexually suggestive, sexually demeaning or pornographic. Founding an employment decision or implying that it will be based on an employee’s submission to, or rejection of sexual overtures is prohibited.

If any employee believes prohibited harassment has occurred, or if any employee has questions concerning this policy, he/she should notify his or her designated manager or the HR department immediately within seven calendar days of the alleged harassment. The HR department will appraise with a written report, the appropriate management. . Reports will be investigated impartially, and any appropriate corrective action will be taken, including discipline, for inappropriate conduct. Complaints will be handled confidentially, except as necessary for investigation and resolution.

Employees are encouraged to report potential harassment before it becomes severe or pervasive.

Use of Company Vehicles Policy

Company vehicles are provided to support business activities and are to be used only by qualified and authorized employees. Company drivers and anyone authorized to drive the company vehicles must have a valid driving license issued from the statutory authority for the class of the vehicle being operated.

Drivers Responsibilities:

Authorized drivers are required to properly maintain their company vehicles.
Vehicles should not be operated with any defect that would inhibit safe operation during current and foreseeable weather and lighting conditions.
Preventive maintenance such as, but not limited to regular oil changes, lubrication, tire pressure, tire replacement, brake pad & rotor replacement and fluid checks should be performed either at specified care agent or certified dealer.
Operation of the vehicle in a manner consistent with reasonable practices that avoid abuse, theft, neglect or disrespect of the equipment.
Obey all traffic laws.
The use of seat belts is mandatory for driver and passengers.
Adhering to manufacturer’s recommendations regarding service, maintenance and inspection. Vehicles should not be operated with any defect that would prevent safe operation.
Attention to and practice of safe driving techniques and adherence to current safety requirements.
Restricting the use of vehicles to authorized driver, spouse or significant other.
Accurate, comprehensive and timely reporting of all accidents by an authorized driver

Equal Opportunity by Employer

Ecocoast has established its commitment to equal opportunity in employment. In order to provide equal employment and advancement opportunities to all employees and potential candidates all employment decisions at the company will be based on merit, qualifications, and abilities. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.

The Company does not discriminate in employment opportunities or practices based on race, colour, religion, sex, national origin, age, disability, ancestry, marital status, political affiliation or any other characteristic.
All policy-development activities of the company including those associated with employment practices shall be designed so that existing and potential employees are able to compete for, or be awarded, employment, promotions, transfers, training and other employment related benefits on their merits without reference to irrelevant characteristics.
Ecocoast schedules and activities shall be conducted in a manner free of discrimination.
The use of any company resources shall be undertaken in a non-discriminatory manner.

Managers are responsible for:

- Ensuring that the EOE principles are applied in the workplace.
- Ensuring all decisions relating to appointment, promotion and career development are made without regard to any matters other than the individual’s natural ability to carry out the job.
- Providing an environment which encourages equal employment opportunities and setting an example by their own behaviour.

Employees are responsible for:

- Complying with the terms of the EOE policy.
- Treating all colleagues and customers with respect and professionalism without regard to non-relevant criteria or differences.
- Promptly informing their manager if there has been a (potential) breach of the EOE policy.

Health Safety Environment

Health, Safety & Environment (HSE) stewardship is a principle commitment at Ecocoast.

We believe in supporting and protecting the health, safety, welfare, security rights and dignity of all employees. Safe working practices, as well as safe and healthy living and working conditions are critical elements to our way of working at Ecocoast.

Ecocoast takes Health Safety & Environment is very seriously and has a duty to:

Provide and maintain production and systems of work that are safe and without risk to health.
Make arrangements to ensure safety and the absence of risk to health in connection with the use, handling, storage and transport of articles and substances.
Provide such information, instruction, training and supervision as will ensure your health and safety.
Every reasonable precaution is taken to protect and minimise the environmental impact of products and services.

Sustainability

Ecocoast ensures Increasingly sustainable and responsible corporate performance, creating the conditions for development that ensures the needs and expectations of all stakeholders are met by:

Identify and understand stakeholders’ priorities, expectations and needs in terms of sustainability.
Share decisions, actions and performance in sustainability aspects.
Create continuous discussion to identify critical aspects on sustainability.

Confidentiality

This policy is intended to describe the expected behaviour for dealing with confidential information as well as to clearly state the consequences for not meeting the outlined expectations. The details of an employee’s terms of employment and compensation should be treated as confidential matters and not disclosed to other employees, peers, colleagues and others.

Unauthorized use or disclosure of confidential information may result in discipline, up to and including immediate termination, prosecution, or other available action.
Upon resignation/termination of employment, employees must return all confidential information, including all copies of such documents prepared or produced in connection with their employment at the company pertaining to company business or the employee’s services for the company, whether made or compiled by the employee or furnished to the employee in connection with such services to the company.

Communication Channels

Ecocoast encourages employees to raise issues/concerns through their supervisor, but they can also contact the HR in charge, Internal committee or Email to the higher management. Employees concerns will be acted upon and will receive proper attention.

Work Performance

The company expects all employees to be held accountable for the results of their work, based on the factors of honesty, quality, timeliness, efficiency, safety and continuous improvement. Managers are expected to provide leadership that reinforces these factors, and that ensures that the actions of all employees are in the company’s best interests.

Policy Enforcement

This policy will be enforced at all levels of Ecocoast fairly and without prejudice. Subject to our obligations under the law and policies, Ecocoast will keep confidential the identity of employees about or against whom allegations of violations are brought. Similarly, Ecocoast will take all reasonable steps to keep confidential the identity of anyone reporting a possible violation.

All employees must rely on our good sense of what the employer’s high standards require. This includes knowing when to seek guidance on the proper course of action. Employees should expect timely and specific guidance from their supervisors, managers, or the human resources department.

Policy Revision

This policy will be reviewed periodically to ensure it remains applicable to the challenges we face in a dynamic business environment.

Category	Categories of Recipients
Identifiers such as basic contact details and certain order and account information Internet or other similar network activity, such as Usage Data	Vendors and third parties who perform services on our behalf (such as Internet service providers, customer support partners and data analytics providers) Business and marketing partners Affiliates

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