Human Rights Policy
Respect for Human Rights
Respect for human rights is a fundamental value of the Chase Corporation (“Chase Corp.” or the “Company”). We strive to respect and promote human rights in accordance with the United Nations Guiding Principles on Business and Human Rights in our relationships with our employees, customers, suppliers, and vendors. Our aim is to further advance human rights within the communities in which we operate.
This policy is guided by international human rights principles encompassed by the Universal Declaration of Human Rights, including those contained within the International Bill of Rights and the International Labor Organization’s 1998 Declaration on Fundamental Principles and Rights at Work.
This policy applies to Chase Corporation, the entities that we own, and the facilities that we manage. The Company also expects and encourages suppliers and vendors to uphold these principles and urges them to adopt similar policies within their own businesses.
We use due diligence as a means to identify and prevent human rights risks to people in our business and supply chain. Where we have identified human rights violations resulting from or caused by our business activities, we are committed to providing for or cooperating in, their fair and equitable remediation. We seek to promote remediation where we are linked to, or involved in, adverse human rights impacts through our relationships with third parties.
The Human Rights Policy is overseen by Chase Corporation’s Board of Directors, including the Chief Executive Officer.
Community and Stakeholder Engagement
We recognize that we are active partners within the communities in which we operate. We engage with communities on human rights matters that are important to them such as land rights, access to water, and health-related issues. Our aim is to ensure through dialogue that we are listening to, learning from, considering their views, and promoting the well-being of the community as we conduct our business. We believe that local issues are most appropriately addressed at the local level. Where appropriate, we engage with a wide range of organizations and stakeholders on human rights issues related to our business. This includes issues within our Company and throughout our supply chain.
Diversity and Inclusion
We value and advance the diversity and inclusion of all people with whom we work and engage. We are committed to equal opportunity and the elimination of discrimination and harassment within our Company and with our business and community partners. We strive to maintain workplace environments that are free from discrimination or harassment on the basis of race, sex, color, national or social origin, ethnicity, religion, age, disability, sexual orientation, gender identification or expression, political opinion, or any other status protected by applicable law. The qualities and characteristics we seek for recruitment, hiring, placement, development, training, compensation, and advancement at the Company are job qualifications, performance, skills, and experience. We do not tolerate disrespectful or inappropriate behavior, unfair treatment, or retaliation of any kind. Harassment is not tolerated in the workplace and in any work-related circumstance outside the workplace.
Freedom of Association and Collective Bargaining
We respect our employees’ right to join, form, or not to join a labor union without fear of reprisal, intimidation, or harassment. Where employees are represented by a legally recognized union, we are committed to establishing a constructive dialogue with their freely chosen representatives. The Company is committed to bargaining in good faith with such representatives.
Safe and Healthy Workplace
The safety and health of our employees is of paramount importance. Our policy is to provide a safe and healthy workplace and comply with applicable safety and health laws and regulations, as well as internal requirements. We work to provide and maintain a safe, healthy, and productive workplace, in consultation with our employees, by addressing and remediating identified risks of accidents, injury, and health impacts.
We are committed to maintaining a workplace that is free from violence, harassment, intimidation, and other unsafe or disruptive conditions due to internal and external threats. Security safeguards for employees are provided, as needed, and are maintained with respect for employee privacy and dignity.
Forced Labor and Human Trafficking
Chase Corporation does not tolerate any form of abuse or violation of labor laws in our supply chain relationships such as forced labor or human trafficking. Chase Corporation requires that all labor in its supply chain be voluntary and that workers are allowed freedom of movement. All forms of forced labor and human trafficking are prohibited including but not limited to any form of prison, slave, bonded, or forced indentured labor.
- The recruitment, transportation, transfer, harboring or receipt of persons, by means of threat or use of force, coercion or other means, for the purpose of exploiting them is prohibited.
- In advance of employment, workers are provided accurate and understandable information about the basic terms of their employment clearly stating their rights and responsibilities as well as information on wages, hours, and holidays.
- Workers are free to leave work and terminate their employment upon reasonable notice without penalty and employers must not retain any personal identification, travel documents, or wages as conditions of employment.
- Job seekers and current employees are not charged or required to pay fees or deposits in order to gain or maintain their employment.
Chase Corporation does not tolerate any form of child labor related to our supply chain partners. We are committed to the elimination of the worst forms of child labor, as defined by ILO Convention 138 & 182. Chase Corporation expects our suppliers to prevent child labor in their operations and encourages our suppliers to participate in industry efforts aimed at the elimination of such practices wherever they exist in the supply chain.
- No individuals are hired under 15 years of age, or 14 years of age where local law allows, and such exception is consistent with ILO Convention No. 138 & 182, or under the legal minimum age for employment in the country, whichever is greatest.
- Any employment of workers under the age of 18 does not interfere with schooling or vocational education or expose children to risks that can harm physical, mental, or emotional development.
Work Hours, Wages and Benefits
We compensate employees competitively relative to the industry and local labor market, and in accordance with terms of applicable collective bargaining agreements. We work to ensure full compliance with applicable wage, work hours, overtime, and benefits laws.
Guidance and Reporting for Employees
We strive to create workplaces in which open and honest communications among all employees are valued and respected. The Company is committed to complying with applicable labor and employment laws wherever we operate. Any employee who believes a conflict arises between the language of the policy and the laws, customs and practices of the place where he or she works, or who has questions about this policy or would like to confidentially report a potential violation of this policy, should raise those questions and concerns with local management or Human Resources.
Employees can also report suspected policy violations to the Corporate Compliance and Ethics Officer through a Company provided third-party hotline (“Alert Line”) at
Alternatively, employees may send an email toTellChase@GetInTouch.com or via the web at www.Intouchwebsite.com/ChaseCorp. Unless an employee indicates otherwise, names and email addresses will be removed from the message before it is sent to Chase Corporation management for review.
No reprisal or retaliatory action will be taken against any employee for raising concerns under this policy. The Company will investigate, address, and respond to the concerns of employees and will take appropriate corrective action in response to any violation.
The Company reserves the right to amend this policy at any time. Nothing in this policy says or implies that a contract exists between the Company and its employees or that participation in this program is a guarantee of continued employment.
- Board of Directors
- Compensation & Management Development
- Code of Conduct & Ethics
- Conflict Minerals Policy
- Audit Committee Charter
- Nominating & Governance
- Chase Corporation SEC Responsibilities
- Chase Stock Ownership Policy