Consistent with the values that guide its actions and committed to the pillars that sustain its role as the intelligence center of the Campo Limpo System (reverse logistics of empty crop protection packages), inpEV seeks the best market practices in its management. Its bylaws reiterate the need to abide by the principles of legality, impersonality, morality and equality.
Its corporate governance structure consists of the members General Assembly, Board of Directors, Executive board and Board of Auditors. Thematic committees add to knowledge and support leadership in the areas of: Tax, Logistics, Packaging, and Artifact Approval.
The General Assembly is composed by the members of inpEV, the crop protection manufacturing industry, and by entities that represent the various links of the agricultural chain. This Assembly meets twice a year to validate the strategy and evaluate the Institute’s performance. The Board of Directors is formed by representatives of contributing member companies and their associated entities and is responsible for defining the guidelines to fulfill the mission and social objectives of inpEV. The entities that represent the links of the agricultural chain participate in the decisions and are responsible for disseminating information and deliberations about the Campo Limpo System, adding expertise and providing guidelines for the seamless operation of the SCL.
The Executive Board is responsible for guiding the management, strategy implementation and performance of inpEV. It is presided by the CEO, who is an independent professional (without any bond to member companies) nominated by the Board of Directors.
The management model is based on rigid audit and control standards. According to the guidelines of external auditors and with the opinion of its Board of Auditors, the institute discloses the result of its activities and operations on an annual basis in accordance with Brazilian accounting principles as part of its transparency commitment towards associated companies and entities and the other links of the chain.
| Board of Directors | |
| Basf S.A. | |
| Roberto Melo Araújo | Full Chairman |
| Mauricio do Carmo Fernandes | Alternate Chairman |
| Bayer S.A. | |
| Gerhard Bohne | Full Chairman |
| Alessandra Fajardo | Alternate Chairman |
| DU PONT do Brasil S.A. | |
| Marcelo Okamura | Full Chairman |
| Giovanni Cadorin | Alternate Chairman |
| Iharabras S.A. Indústrias Químicas | |
| Gustavo Urdan | Full Chairman |
| Juliano Justo | Alternate Chairman |
| Syngenta Proteção e Cultivos Ltda. | |
| Jorge Buzzetto | Full Chairman |
| José Pelaquim | Alternate Chairman |
OTHER ORGANS OF CORPORATE GOVERNANCE
- Board of Auditors
It is formed by three members elected by the General Assembly from among contributing members (in 2017, Arysta, Dow and FMC), and is responsible for supporting and overseeing other governance instances.
SUPPORT COMMITTEES AND THE NATIONAL CENTRAL UNITS COUNCIL
- Tax Committee
It facilitates compliance of participants of the Campo Limpo System regarding tax, fiscal and corporate issues. It is formed by professionals of inpEV, of Campo Limpo Reciclagem e Transformação de plásticos S.A. and by independent consultants.
- Labor Committee
It debates issues related to professionals working in the inpEV headquarters in São Paulo and in the receiving units managed directly by the institute, as well as the staff of other receiving units of the Campo Limpo System.
- Logistics Committee
Discusses measures to improve reverse logistics processes and technologies, in the framework of the Campo Limpo System.
- National Central Units Council
Multidisciplinary group formed by central units managers that act to support inpEV administration. Among its roles are the general requirements of the System and dissemination of best practices to the regional councils.
WORK GROUPS
These are committees that are not part of the corporate governance structure, but play a crucial role in carrying out certain activities, such as:
- Artifacts Approval Committee
Evaluates and approves, together with partnering recyclers, the manufacturing of new artifacts from the empty containers from the Campo Limpo System.
- Ethics Committee
Created in 2017 as a result of the update of the inpEV Code of Conduct.
- Packaging Committee
Evaluates new trends, the packaging life cycle and innovations of the sector.
The inpEV Code of Conduct was revised at the end of 2017 after being updated based on the Anti-Corruption Law. The purpose of this document is to ensure fulfillment of the Mission, Values and Ethical Principles of the Institute, guide the actions of inpEV employees and define the attitude in relation to different stakeholders. It also defines some related precepts that can bring knowledge, qualification, expertise and cooperation among all links of the agricultural chain that are part of the disposal system of empty crop protection packaging. Employees, service providers, suppliers, partners and members are covered by its guidelines.
The updating process involved the entire organization and relied on legal advice. One of its deliverables was the creation of the Ethics Committee. The Anti-Corruption and Competition Policies were also created.
A copy is given to all suppliers and new employees once they are hired. This document is also available on the Institute’s website (inpev.org.br).
Anti-Corruption Policy
GRI G4-SO4
This policy was created to ensure that inpEV members and employees comply with the ethical standards of the Code of Conduct and the national Anti-Corruption Law (Federal Law nr. 12,846/2013), which defines the administrative and civil liability of companies for the practice of acts against national or foreign public administration.
The policy guidelines are based on the highest standards of integrity, legality and transparency and, in addition to containing the requirements of federal law, they point out preventive practices and define legal and internal sanctions.
All members and employees, acting on behalf of inpEV, must observe, comply with and enforce the policy terms and conditions. They must know the content at the time they formally become bond to the Institute, so that all are committed to fight against corruption. It is their duty to always communicate any doubts, concerns or suspicions regarding any inappropriate conduct.
Competition Policy
The Competition Policy also has the purpose of ensuring compliance with federal law. Law nr. 12,259, November 2011, structures the Brazilian System to Defend Competition and defines prevention and repression of infractions against economic order. The exchange of sensitive competitor information or the exercise of any anti-competition practice shall not be tolerated by inpEV and any form of interaction with competitors that may affect good market practices is strictly prohibited. Ways to prevent this conduct are defined in the Competition Policy.
Training
On November 29 and December 1, 2017, all inpEV employees, including regional coordinators and supervisors and third-party employees, received training on the new Code of Conduct including matters covering non-discrimination, gender equality and working environment. During this training, this document was presented and groups were formed in which participants were invited to expose their opinions on different situations.
| Training related to the Code of Conduct GRI G4-SO4 | |||
Total number of employees by functional category | Total number of employees who received training | Percentage of employees who received training | |
| Directors | 1 | 1 | 100% |
| Managers | 7 | 7 | 100% |
| Coordination | 17 | 17 | 100% |
| Supervision | 6 | 6 | 100% |
| Administrative | 17 | 16 | 94% |
| Operational | 23 | 1 | 4% |
| Apprentices | 3 | 2 | 67% |
| Interns | 2 | 2 | 100% |
| Total | 761 | 52 | 68% |
| Total hours spent in human rights training in 2017, per employee2 | 4,00 | ||
| Percentage of employees that received human rights training in 20173 | 67% | ||
Notes:
- Only direct employees are accounted for.
- All CD associates and members received the new Code of Conduct, but no specific training was provided to them.
- All inpEV employees were considered, except for those holding operational positions at the receiving units.
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