Committed to Responsible Labor and Transparent Business Practices

Social & Environmental Management System

TransPak developed and maintains a Social & Environmental Management System (S&EMS) as a guide to help us better understand and more effectively manage our social responsibilities and environmental impacts and reduce the potential risks that our operations may pose to the environment. The S&EMS is also the primary mechanism we use to help us follow through on the commitments expressed in our Environmental Policy below.

TransPak’s company-wide S&EMS covers all operations. On the environmental aspect, from the point of entry of raw materials and energy to the point of exit of finished manufactured products. In addition to manufacturing processes and activities, all other operations fall within the scope of the S&EMS, including maintenance, grounds keeping, offices, and the activities of onsite contractors. TransPak’s S&EMS excludes the environmental intersects of products to the extent that TransPak does not have influence over their design or disposition. TransPak’s S&EMS includes waste disposal/diversion into account in evaluating the environmental impacts of activities at all locations.

Social Awareness and Policies:

Forced Labor - (Social Management)

TransPak will not use forced or involuntary labor of any type (e.g. forced, bonded, indentured or involuntary prison labor); employment is voluntary.

Forced or prison labor

Forced or prison laborers are prohibited from employment if they are constrained to work as a requirement of the sentence and without compensation. Forced or prison labor occurs most often where the supplier is using a government or military-controlled agency to provide or arrange for the hiring of workers.

Indentured and bonded labor

Indentured labor refers to situations where an employer forbids workers from leaving at the worker’s discretion. Bonded labor refers to situations where employees work to pay a debt, which is often incurred by another person, offering the worker’s labor in exchange.

Other forms of forced labor

Includes situations in which labor contracts create unreasonable legal or practical limitations on a worker’s ability to leave his/her employment. Such instances include: employers keeping worker identification documents; payment of excessive fees upon entering employment; or the requirement that workers pay a penalty upon termination of the contract.

Child Labor

TransPak will not use child labor. The term “child” refers to any person employed under the age of 15 (or 14 where the law of the country permits), or under the age for completing compulsory education, or under the minimum age for employment in the country, whichever is greatest. We support the use of legitimate workplace apprenticeship programs which comply with all laws and regulations applicable to such apprenticeship programs.

Wages and Benefits

TransPak, at a minimum, complies with all applicable wage and hour laws and regulations for every state and country we have facilities, including those relating to minimum wages, overtime hours, piece rates and other elements of compensation, and provide legally mandated benefits.

All employees are paid the legal minimum wage applicable in the country of operation.
Workers are compensated for overtime hours at the legally mandated premium rates, or where such rates do not exist, payment for overtime hours are at least equal to the regular hourly wage.
Employees receive all statutory benefits mandated by law, including but not limited to pension benefits, annual leave, and holidays.

Nondiscrimination

TransPak does not discriminate in hiring and employment practices on grounds of race, religion, age, nationality, social or ethnic origin, sexual orientation, gender, gender identity or expression, marital status, pregnancy, political affiliation, or disability. The job candidates and/or employees are judged solely based on their ability to perform the job they are applying for or currently engaged in.

Respect and Dignity

TransPak treats all of their employees with respect and would never use corporal punishment, threats of violence or other forms of physical coercion or harassment.

Freedom of Association

TransPak respects the legal rights of employees to join or to refrain from joining worker organizations, including trade unions. TransPak make every attempt to have favorable employment conditions and to maintain effective employee communication programs as a means of promoting positive employee relations that make employees viewing third-party representation as unnecessary.ms of physical coercion or harassment.

TransPak makes every attempt to create employment conditions which foster mutual trust between management and employees.
We present open channels of communication and employees are encourage by management to use them.
TransPak actively works to continually improve its employment practices and conditions

Health and Safety

TransPak provides their employees with a safe and healthy workplace in compliance with all applicable laws and regulations. Consistent with these obligations, TransPak has effective programs that encompass life safety, incident investigation, chemical safety, ergonomics, etc. and provide the same standard of health and safety in any housing that is provided for employees. TransPak has a current experience modification rating of 52 which sets us as a top performer in providing a safe working environment in our field.

TransPak has a management system that identifies and controls potential hazards and strives for continuous improvement.
TransPak has several health and safety managers appointed to oversee compliance.
Employees are involved in safety programs and management leadership is evident.
Health and safety education is provided during initial orientation and on an ongoing basis.
Workplace incidents are reported and investigated and action taken to minimize the potential for future occurrence.

Formal and informal management self-assessments are completed on a routine basis.
Health and safety trends (example: incidents, employee perceptions, regulatory deficiencies, etc.) are monitored and properly addressed.
Contractor firm selection and safety performance are monitored.
Emergency evacuation drills are conducted regularly.
Emergency response capabilities are appropriate to the risk.
Health and safety professionals are consulted for guidance and evaluation

TransPak is hiring! Learn more about our joining our team