Ethical Employment Policy
Subject: All departments of the design office, studios and teams within AKE Studio sp. z o.o.
1. Introduction and Purpose
This Ethical Employment Policy sets out AKE Studio sp. z o.o. commitment to ensuring fair, safe and stimulating working conditions for all our architects, engineers, assistants and support staff. The policy is based on the Ethical Trading Initiative (ETI) Base Code and the conventions of the International Labour Organisation (ILO). It applies in all countries and regions where we have our offices or carry out projects
2. Responsible Person (Supervision and Enforcement
In accordance with the requirements, a senior manager shall be appointed who has the appropriate powers, resources and authority to monitor, implement and rectify any non-compliance with this policy
3. Key Principles and Their Interpretation (Specifics of a Design Office)
PRINCIPLES DERIVED FROM THE ETI CODE:
Employment is voluntary
Work at our office is entirely voluntary. Employees have the full right to terminate their contract subject to the applicable notice periods. The office does not use any form of coercion, including withholding original diplomas, building qualifications or identity documents.
Freedom of association and the right to collective bargaining are respected
We respect our employees’ right to join trade unions and professional organisations and chambers (e.g. the Chamber of Architects, the Polish Chamber of Civil Engineers). Membership of such organisations is encouraged and never constitutes grounds for discrimination.
Working conditions are safe and hygienic
In our design studio environment, workplace ergonomics and mental wellbeing are a priority. We provide modern, well-lit workstations, ergonomic chairs, suitable monitors that protect eyesight, and relaxation areas. We regularly conduct health and safety training on working with computer screens and ensure that our studio is adequately ventilated and air-conditioned.
No child labour is used
Our practice absolutely does not employ anyone under the statutory minimum age. We apply rigorous identity verification procedures during recruitment.
We pay living wages
Salaries for architects, engineers and support staff are competitive and in line with market rates, always exceeding the minimum wage. Bonus schemes linked to the completion of project milestones are transparent, structured and clearly communicated to staff.
Working hours are not excessive
We are aware of the risk of so-called ‘crunch’ (extreme overwork) in the run-up to project deadlines. Working hours are planned so that, as a rule, they do not exceed statutory limits. Overtime is treated as a last resort in emergency situations; it is always voluntary, recorded in the system and appropriately remunerated or taken as time off in lieu.
There is no discrimination
Promotion to positions such as Chief Designer or Team Leader is determined solely by competence, experience and qualifications. Discrimination on the grounds of gender, age, origin, sexual orientation or beliefs is prohibited in recruitment processes, remuneration decisions and access to training.
Regular employment is guaranteed
The preferred and primary form of collaboration is an employment contract, which guarantees a full range of social benefits. In the case of collaboration based on B2B contracts (common in the design industry), we ensure that these reflect a genuine business relationship, whilst respecting the collaborator’s independence, and are not used to circumvent employment obligations.
Harsh or inhumane treatment is not permitted
In the creative and technical sectors, time pressure and responsibility for the safety of designed structures can cause stress. We have introduced a ‘zero-tolerance’ policy towards bullying, shouting, intimidation and all forms of psychological abuse, both between managers and employees and amongst team members.
ADDITIONAL ORGANISATIONAL POLICIES:
Avoiding bribes and corruption
The design office conducts its business in a highly ethical manner. It is strictly forbidden to accept financial benefits (so-called ‘commissions’ or hidden payments) from manufacturers of building materials or technology suppliers in exchange for including their products in design specifications. Any form of corruption in dealings with public authorities whilst obtaining planning permission is also strictly prohibited.
Promoting and supporting learning and development
The firm actively invests in the technical expertise of its team. We co-fund training in the use of specialist software (e.g. BIM, CAD, advanced calculation programmes), participation in industry conferences, and support staff in preparing for and obtaining state-recognised construction qualifications.
Flexible working practices (Work-Life Balance)
To meet the needs of an industry based on conceptual work, we offer flexible start and finish times within ‘core hours’ (compulsory attendance hours). We provide the option to work in a hybrid or remote model, thereby helping to maintain a healthy balance between work and private life.
4. Monitoring and Enforcement in the Regions
Monitoring of Working Hours and Workload
We use in-house project management software, which enables the Person in Charge to monitor the workload of individual teams in real time and to proactively address the risk of overtime arising in specific offices.
Regular Reviews of Working Conditions and Surveys
The Person in Charge analyses working conditions in each office annually (health and safety and ergonomics audit). In addition, anonymous staff surveys are conducted every six months to assess levels of satisfaction, stress and equal treatment.
Reporting Breaches
We provide a secure, electronic channel for reporting breaches, accessible to every employee and contractor, guaranteeing full anonymity and protection (particularly important when reporting pressure to work overtime or incidents of corruption).
Supply Chain Monitoring
We require our subcontractors (e.g. external specialist agencies) to accept this Policy as an integral part of our working relationship, and we reserve the right to verify their employment standards.
