English - Wallenius Wilhelmsen Logistics

From factory to dealer
Wallenius Wilhelmsen Logistics
(WWL) is a leading independent
provider of global factory-to-dealer
transport solutions for the automotive,
agricultural and construction equipment
industries. The company also specialises
in handling complex project cargoes
such as railcars, power generators,
mining equipment and yachts. WWL’s
sophisticated supply chain management
services ensure an efficient integration
www.2wglobal.com
of ocean transportation, inland
distribution, terminal handling and a
large comprehensive range of
specialised technical services.
WWL employs 3,300 people and
deploys more than 60 modern ecofriendly
car carriers and RoRo vessels,
servicing 20 trade routes to five
continents. WWL transports 4.3
million vehicles annually: 2.3 million
by sea and 2 million by land. Annual
throughput of close to 30 vehicle
processing centres is 3 million units.
The company has a strong environmental
focus and is an industry leader
in developing innovative solutions to
reduce the impact of its operations on
the environment. WWL is owned by
Wallenius Lines of Sweden and Wilh.
Wilhelmsen of Norway.
Wallenius Wilhelmsen Logistics
Code of Conduct
Our core asset is the people in our organisation

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Dear employees,
The Code of Conduct is an essential
document for Wallenius Wilhelmsen
Logistics and its most important
success factor is that all employees
take personal responsibility to live
up to the expectations set forth in
these provisions. You are the face of
our company for our customers, our
business partners, our suppliers
and, more importantly, you are the
face of our company to the local
communities in which we operate.
You represent the company through
your behaviour and actions and
we encourage you to support our
reputation as a good and respectable
corporate citizen. Together we can
continue working on building our
company and our position as a
contributing member of society and
a forerunner in our industry.
With best regards,
Arild Borgund Iversen
President & Chief Executive Officer
Wallenius Wilhelmsen Logistics
Code of Conduct
Wallenius Wilhelmsen Logistics
(WWL) Code of Conduct serves as
a brief guide of how WWL conducts
business and what is expected of you
as a WWL employee.
The Code of Conduct is a complement
to existing local and/or global policies
with regard to the environment,
entertainment/gifts, harassment, equal
rights, etc. It is also an important pillar
of our commitment to corporate
social responsibility.
Wallenius Wilhelmsen Logistics
(WWL) is a signatory party of the
United Nations initiative the Global
Compact which is mobilising the
private industry to support universal
environmental and social principles
(www.unglobalcompact.org).
In 2006 we became a member of this
global framework that supports ten
internationally recognised principles
encompassing human rights protection
and social responsibility. These ten
principles are important factors that
contribute to the long-term success
of WWL.
Code of Conduct for all employees
Our goal is to create a working
environment where our most important
asset – our employees – feel
empowered to create common value.
Through the UN Global Compact, we
declare our adherence to the
principles of equal employment and
the protection of the safety and health
of our employees. WWL believes that
all our employees should be allowed
to develop according to their abilities
without unlawful discrimination.
The Code of Conduct also regulates
other standards of behaviour for
our employees while dealing with
customers and other business
partners and encompasses guidelines
on how we should contribute to
the protection of the environment.
This Code of Conduct is applicable
to all employees (permanent and
temporary) and consultants, and must
be followed by all employees in the
entire WWL group of companies.
When participating in joint ventures,
WWL promotes and strives for the
adoption of a similar Code of Conduct
for the management of the joint
venture.

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Wallenius Wilhelmsen Logistics
values
The company values are the foundation
for all actions within the organisation.
These values define the basis for
employee behaviour and all employees
in the organisation are expected to
be familiar with and understand the
company values. The provisions of
this Code of Conduct are based on
the company’s values.
Our values are:
Customer Centred
• Understand & Deliver
Empowerment
• Engage & Take Responsibility
Teaming & Collaboration
• Share & Contribute
Innovation
• Challenge & Improve
Stewardship
• Care & Respect
Employees
WWL is fully aware that our employees
are our most important resource. Our
Long Term Strategic Statement is:
WWL’s core asset is the people in
the organisation. WWL’s competitiveness
and brand value are dependent
on responsive, competent and
motivated people with a good
understanding of the total business
environment.
WWL expects our employees to give
their best efforts and learn from their
successes and failures in order to
improve their performance. Each
employee is expected to act with the
highest sense of integrity on behalf of
the company. We are known as a
company that takes the initiative to
learn about our customers and their
needs. All employees should aim to
deliver the best services and contribute
to our customer’s satisfaction while
working in the best interest of WWL.
We should deliver solutions that
represent value for the customer and
are profitable for us.
We should strive to create a positive
atmosphere characterised by
tolerance and respect towards one
another. WWL has a unique environment
of employees from different
cultures, which gives us the opportunity
to learn about one another and
create new values through collaboration.
As a partner in the UN Global
Compact, WWL is committed to
contributing to social responsibility on
a global level.

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Equal opportunity and diversity in
employment
We at WWL do not discriminate on
the basis of race, colour, religion,
gender, age, nationality, sexual
orientation, disability or any status
protected by law. All employment
must be in compliance with all
applicable laws, including regulations
on working hours, protection of health,
equal opportunity, compensation and
human rights. WWL strives to have
women and minorities represented
throughout the company. We provide
equal opportunity for employment and
advancement to everyone.
Anti-harassment and discrimination
policy
WWL prohibits any harassment or
discrimination based on age, nationality,
gender, race, sexual orientation,
religion or colour. All employees shall
be protected from all types of
harassment, such as sexual harassment,
in the workplace and are
encouraged to bring complaints forth
in good faith. (See Discrimination,
Harassment and Bullying Explanatory
Note on the Global Intranet.)
Protection of health and safety
It is the policy of WWL that all
employees work in a healthy and safe
workplace. We strive to create a clean
and orderly working environment in
full compliance with the standards
mandated by law.
Working hours and compensation
WWL complies with all applicable
laws and regulations relating to
working hours. We always provide
reasonable pay for services performed
and such wages are never lower than
the minimum wage in the local job
market.
Equal pay for work of equal value
WWL has a performance-based
management system. Compensation
is based upon the achievement of
results, experience and knowledge,
education and local market conditions.
WWL has non-discriminatory payment
practices and accepts the principle of
equal pay for work of equal value.
Human rights
WWL supports and works in
compliance with the internationally
recognised UN Universal Declaration
of Human Rights.
Forced, exploitative and child labour
WWL condemns all forms of forced
labour and all exploitative working
conditions and does not employ, or
cooperate, with entities that employ
persons under the legal working age.
Is it in accordance
with our ethical
principles?
Is it profitable?
ETHICS
ECONOMY
Is it legal?
LAW
REPUTATION
Does it affect
our goodwill?
Freedom of association
Subject to the applicable laws and
regulations, we cooperate with
employee representatives with the
aim to achieve balance between the
interests of the company and
interests of the employee.
IDENTITY
MORALITY
Is it in accordance with
our values?
Is it right?

Protection of company information
All employees have to manage
company information in a secure
manner. This includes preventing
unauthorised disclosure of company
information to any other person or
organisation as well as copying or
removing the company information in
whatever form from the company’s
premises without due authorisation.
Each employee’s obligation to
safeguard company information
continues even after termination of
employment with WWL.
Environment
WWL is committed to reduce the
negative impact of our operations on
the environment. We are committed
to complying with both national and
international environmental legislation,
regulations and other requirements.
WWL is certified according to
ISO 14001. Throughout the years,
WWL has adopted initiatives to
promote greater environmental
responsibility.
We expect and encourage our
employees to support and participate
in activities promoting the reduction of
pollution, conservation of resources
and other means of environment
protection.
We also offer, on a discretionary basis,
support to community initiatives that
demonstrate commitment to environmental
responsibility.
Conflict of interest
Our employees must not engage in
activities that create conflict between
personal interests and the interests
of WWL.
Relationships with governments and
other public entities
In dealing with government officials,
representatives of international
organisations and similar entities,
we are required to adhere to ethical
business practices and promote
WWL as a responsible corporate
citizen. For more information, visit:
www.business-anti-corruption.com
Gifts and favours
Giving and receiving gifts and other
favours should be avoided if they
represent a violation of current laws
and generally accepted business
practices. WWL does not seek to
influence others, either directly or
indirectly, by paying bribes or
kickbacks, or by any other measure
that is unethical. Employees must
exercise caution in giving or accepting
business-related gifts as it could be
considered as bribery. Even gifts of
moderate value should be accepted
only where it is an acceptable business
practice. Gifts should be declared to
your immediate manager.
Commissions, fees and similar
payments
WWL has rules that all commissions,
fees and other payments should be
documented, clearly related to and
represent appropriate remuneration
for the services performed.

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External information/insider trading
WWL strictly prohibits the disclosure
of any business-sensitive information
about the company or customers that
is not known to the public. We do not
share information about the names of
customers externally. Any inside
information that might have value to
others has to be handled appropriately
and, under no circumstances, should
this information be provided to other
parties.
Proper accounting and record
keeping
WWL maintains the highest standards
in our accounting and financial
information. Our records have to be
accurate, complete and processed in
a timely manner. All employees
involved in accounting and reporting
are responsible for the accuracy and
validity of all the company’s financial
records.
Relationship with competitors
WWL believes in free competition.
Through the years we have created
awareness that there cannot be any
illegal arrangements with competitors
affecting our service offering, prices
or other terms. WWL is committed to
complying fully with all applicable laws
relating to fair competition. Information
about our competitors should not be
shared outside WWL. No employee
shall engage in anti-competitive
behaviour and all employees must be
aware that penalties for non-compliance
can be severe. The WWL
Compliance Program and Compliance
Manual can be found at Compliance
Program on the Global Intranet.
Questions about the Code of Conduct
Employees are encouraged to contact their managers,
Human Resources, Legal or Compliance Officer.
Compliance with laws
The basic principle underlying the
Code of Conduct is that WWL
complies with laws of each country in
which our company does business. It
is the personal responsibility of each
employee to be familiar with applicable
laws and comply with them. If
employees are unsure whether a
transaction or course of conduct
complies with applicable laws, they
should contact their manager or Legal.
Disciplinary action
Violation of the Code of Conduct or
any applicable law may result in
disciplinary action in accordance with
local legislation as well as the
termination of employment and legal
proceedings.