Translate
TranslateCommitments
At Sumilon Eco PET, our core policies reflect our unwavering responsibility to deliver excellence in product quality, people care, environmental safety, social impact, and sustainable growth.
Global Standards, Guaranteed Quality
Quality Policy
We uphold an uncompromising approach to product quality and safety. Our rPET resin, approved for food contact, is manufactured through stringent in-house processes and validated through international testing protocols.
- 24/7 operational laboratory with advanced equipment like GC-MS, HPLC, UV spectrophotometer, and DSC
- Each batch undergoes multiple tests: color, IV value, contamination level, and thermal behavior
- Certified by global agencies: FDA, EFSA, ISO 9001, ISO 22000, and RecyClass
- A culture of “Quality First” drives every decision, from raw material sorting to resin shipment
Sumilon ensures that every kilogram of rPET meets not only global benchmarks but also customer-specific requirements.
Company Policies
Introduction
Sumilon Eco PET is committed to conducting its business with honesty, integrity, and in compliance with all applicable laws and regulations. Bribery and corruption undermine these principles and are strictly prohibited.
Policy Statement
The Company prohibits any form of bribery or corruption, whether direct or indirect, by any of its employees, representatives, or agents. This includes offering, giving, soliciting, or accepting any form of bribe, kickback, or improper payment to or from any person or entity, whether in the public or private sector, in order to gain an improper business advantage.
Compliance with Laws
All employees, representatives, and agents of the Company must comply with all applicable anti-bribery and corruption laws.
Gifts, Entertainment, and Hospitality
Gifts, entertainment, and hospitality offered or received in the course of business must be reasonable, proportionate, and transparent. The value of these should not exceed the maximum limit of 500 MAD. For example, these may include lunch or dinner, Items such as diaries or books, or similar items.
Reporting Suspected Violations
Employees, representatives, and agents are encouraged to report any suspected violations of this policy promptly and confidentially to Mr. RAJNEESH KUMAR MITTAL personally or by email [email protected] or by telephone or WhatsApp +212 613167399. The Company prohibits retaliation against any individual who reports a suspected violation in good faith.
Consequences of Violations
Violations of this policy may result in disciplinary action, up to and including termination of employment or business relationship, as well as civil or criminal penalties for individuals involved.
Training and Awareness
The Company will provide regular training and awareness programs to ensure that all employees, representatives, and agents understand their obligations under this policy and are equipped to comply with anti-bribery and corruption laws.
In accordance with the International Labor Organization (ILO) conventions 138 (Minimum Age for Admission to Employment) and 182 (Prohibition and Immediate Action for the Elimination of the Worst Forms of Child Labor), SUMILON ECO PET confirms its longstanding commitment to eliminate child labor from our supply chain. We will continue the approaches that have shown the greatest success as well as develop and explore other opportunities and initiatives that may provide further positive outcomes.
DEFINITIONS
Child labor:
- The involvement of a person less than the age of 15, or the minimum age provided by the country’s laws, and who is less than the age for completion of compulsory schooling in any work;
- For hazardous work, the involvement of a person less than the age of 18.
Hazardous work: work which is likely to jeopardize children’s physical, mental or moral health, or safety.
Modern Slavery and Human Trafficking: Modern slavery is a term used to encompass slavery, servitude, forced and compulsory labor, bonded and child labor and human trafficking. Human trafficking is where a person arranges or facilitates the travel of another person with a view to that person being exploited. Modern slavery is a crime and a violation of fundamental human rights.
COMMITMENTS
SUMILON ECO PET expects everyone working with us or on our behalf to support and uphold the following measures:
- we have a zero-tolerance approach to modern slavery in our organization and our supply chain.
- The prevention, detection and reporting of modern slavery in any part of our organization is the responsibility of all those working for us or on our behalf. Workers must not engage in, facilitate or fail to report any activity that might lead to, or suggest, a breach of this policy.
- We are committed to engaging with our stakeholders and suppliers to address the risk of modern slavery in our operations and supply chain.
- If we find that other individuals or organizations working on our behalf have breached this policy we will ensure that we take appropriate action. This may range from considering the possibility of breaches being remediated and whether that might represent the best outcome for those individuals impacted by the breach to terminating such relationships.
RESPONSIBILITIES
- All of our leaders are accountable to monitor the effectiveness of these expectations and to provide visible leadership for this policy.
- It will be disseminated publicly, using best local means, including translation to local language, where necessary, and will be reflected in operational policies and procedures, and supplier contracts, as appropriate. If anything in this policy is in conflict with local statutes or regulations, the most restrictive will prevail.
- The responsibility for application of this policy rests with all of Sumilon Eco Pet.
This policy is communicated and applies to all employees and stakeholders working on behalf of Sumilon Eco Pet.
RAJNEESH KUMAR MITTAL
Founder CEO & Managing Director
SUMILON ECO PET is committed to providing a work environment free of discrimination and / or harassment. We prohibit discrimination /harassment in the workplace, whether committed by or against managers, co-workers, customers, vendors, or visitors. We want you to work and develop in an environment that is respectful and productive. Workplace discrimination or harassment based on an employee’s race, color, religion, sex, national origin, citizenship, age status, sexual orientation, disability, marital status, or any other basis prohibited by law, will not be tolerated. The company prohibits inappropriate conduct based on any of the above characteristics at work, on company business, or at Company sponsored events.
Definitions
Harassment/Discrimination: is defined as behavior that is unwanted, unreasonable, and offensive to the recipient, creating an intimidating, hostile, or humiliating work environment. It may manifest in various forms, including but not limited to:
- Race, ethnic origin, nationality, or skin color.
- Gender and/or sexual orientation.
- Religious or political convictions.
- Membership or non-membership in a trade union.
- Disabilities, illnesses, sensory impairments, or learning difficulties.
- Age.
Harassment can occur irrespective of the genders involved.
Sexual harassment: Sexual harassment includes unwanted and unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. This includes behavior that explicitly or implicitly impacts employment terms or decisions, or substantially interferes with an individual’s work performance, creating an intimidating, hostile, or offensive environment.
Sumilon Eco Pet strictly prohibits any sexual conduct at work, during company-related activities, or at company-sponsored events, encompassing:
- Comments, jokes, or degrading language/behavior of a sexual nature.
- Sexually suggestive objects, materials, or communications.
- Unwelcome sexual advances, requests, or touching.
- Offering employment benefits in exchange for sexual favors or imposing unfavorable conditions if such favors are refused.
- Sexual harassment is prohibited irrespective of the genders involved.
Management and staff responsibility
All managers hold a pivotal role in establishing and maintaining a workplace free from discrimination and harassment. Managers are directly responsible for their staff’s conduct. Every employee is expected to comply with this policy, making it their personal responsibility to ensure inappropriate conduct does not occur.
Handling Complaints:
Any claim of discrimination or harassment will be promptly investigated, and appropriate disciplinary action will be taken to eliminate inappropriate behavior. Creating a discrimination/harassment-free work environment is the shared responsibility of every employee. If you witness or experience discrimination, sexual harassment, or any form of harassment, you must immediately report it to your manager, another manager in your chain of command, or the Human Resources department.
All complaints are treated with sensitivity and kept as confidential as possible. Reporting your concerns to Human Resources ensures impartial investigation. Retaliation against those reporting discrimination or harassment is strictly prohibited. The Company will take corrective action, up to and including termination, if warranted.
We encourage open communication, respect, and cooperation from all employees to maintain a workplace that upholds the values of equality, dignity, and professionalism.
RAJNEESH KUMAR MITTAL
Founder CEO & Managing Director
INTRODUCTION:
Our company recognizes the crucial importance of Corporate Social Responsibility (CSR) in the modern business world. We are committed to integrating responsible practices into all our activities, respecting human rights, protecting the environment, and positively contributing to the social and economic development of the communities in which we operate.
Fundamental principles:
- Respect for Human Rights: We respect and support human rights as outlined in the Universal Declaration of Human Rights and other relevant international instruments.
- Environmental Sustainability: We are committed to reducing our environmental footprint, preserving natural resources, and promoting the adoption of sustainable practices in all our operations.
- Integrity and Ethics: We act with integrity, transparency, and ethics in all our interactions with stakeholders, including employees, customers, suppliers, and communities.
- Community Engagement: We are committed to supporting the development of local communities where we operate, encouraging employee volunteering, and contributing to social and educational initiatives.
Areas of action:
1. Corporate Governance:
- We maintain high standards of corporate governance, with a competent and diverse board of directors.
- We promote transparency, accountability, and ethical decision-making at all levels of the organization.
2. Social Impact:
- We are committed to creating an inclusive, diverse, and equitable work environment where employee rights are respected.
- We support social and educational programs in our local communities to enhance capabilities and improve living conditions.
3. Society Impact:
- We actively engage in community action initiatives aimed at addressing pressing social issues and improving the well-being of underprivileged groups.
4. Environmental Management:
- We adopt effective environmental management practices to reduce resource consumption and minimize our carbon footprint.
- We invest in clean technologies and sustainable solutions to mitigate our impact on the environment.
5. STAKEHOLDER ENGAGEMENT:
We engage in dialogue and collaboration with our stakeholders, including employees, customers, suppliers, shareholders, and local communities, to understand their expectations and address their CSR concerns.
Implementation:
This CSR policy will be implemented through specific action plans, initiatives, and concrete programs overseen by a dedicated CSR committee. Progress will be regularly assessed and transparently communicated to all stakeholders.
This CSR policy is approved by Mr. RAJNEESH KUMAR MITTAL and comes into effect from 01/03/2024.
RAJNEESH KUMAR MITTAL
Founder CEO & Managing Director
SUMILON ECO PET develops products and conducts business activities in strict compliance with our Environmental Strategy. We as producers and consumers should be responsible for the Earth on which we live.
While what one company or one individual can do is very limited, Sumilon Eco Pet is determined to do what it can through its recycling activities. We will take on the challenges we face every day while giving due consideration to the materials we offer and future generations.
At Sumilon Eco Pet we are fully aware of our responsibility and take sustainable measures in our field:
- Economical use of raw materials and resources and also the avoidance of waste products or its full reintegration into the raw material cycle are of utmost importance to us. For example, we re-process the waste of caps and labels in the separate wash line and make it usable for various downstream recycling applications;
- We are continually working on the improvement of our energy efficiency and also on the environmental compatibility of our products and processes: For example, our heat recovery units to recirculate the waste heat back to the system and recycling 95% of our water consumptions;
- Ensure that environmental legal and regulatory requirements are respected;
The rules of action:
To achieve the above-mentioned objectives, Sumilon Eco Pet is committed to the following actions:
- Meet the requirements of applicable environmental legislation and the company’s own standards;
- Comply with the environmental requirements of the GRS standard;
- Comply with environmental laws, regulations, approvals and company procedures through the implementation of an environmental impact study, and an environmental monitoring and surveillance plan;
- Set clear and relevant performance objectives with an emphasis on priority indicators;
- Measure our performance and communicate on our progress on a regular and transparent basis;
- Involve staff (managers, managers, supervisors and employees) in the responsibility of compliance with our environmental management systems;
- Implement our capabilities to reduce the negative environmental impact of all our activities;
- Ensure that materials and all types of waste are handled, stored, transported and disposed of in a safe manner;
- Combine our capabilities with relevant assessment principles to minimize environmental impacts and reduce residual impacts;
- Promote employee awareness so that they integrate environmental considerations into their daily actions;
- Cooperate with our customers, partners in order to develop a common environmental management system;
- Implement a continuous improvement process relating to the environment.
Commitment to continuous improvement:
Sumilon Eco Pet and its employees are committed to changing our practices in this regard by asking all staff to ensure compliance with this policy and its application:
- In all our activities;
- On all the sites where we operate: in the office and in the workshop, at the warehouse and on the worksites;
Done in Tangier on: 16/09/2022
Visa: General Management
1. Freedom of Employment
- 1.1 Workers must not be forced to work against their will or be subjected to coercion or threats.
- 1.2 Workers are not required to deposit “guarantees” or identification documents with their employer and have full freedom to terminate their employment relationship without restrictions.
2. Respect for Freedom of Association and Collective Bargaining
- 2.1 Workers have the right to join unions or form associations of their choice without discrimination. They also have the right to engage in collective bargaining.
- 2.2 Employers must remain open to union activities and organizational efforts.
- 2.3 Discrimination against worker representatives is prohibited, and they must be allowed to perform their representative duties.
- 2.4 If freedom of association and collective bargaining are restricted by law, employers must provide alternative means for workers to organize and negotiate collectively.
3. Safe and Healthy Work Environment
- 3.1 Employers must provide a safe and healthy work environment, taking into account industry standards and potential risks. Measures must be taken to prevent accidents and injuries related to work.
- 3.2 Workers must undergo regular health and safety training, including new hires and those returning to work.
- 3.3 Employers must provide clean bathrooms, potable drinking water, and hygienic facilities.
- 3.4 If housing is provided, it must be safe, clean, and meet workers’ basic needs.
- 3.5 Employers must appoint a representative responsible for maintaining health and safety standards.
4. Prohibition of Child Labor
- 4.1 Child labor is strictly prohibited.
- 4.2 Employers must adopt policies and programs to improve the conditions of working children, ensuring access to quality education until they reach adulthood.
- 4.3 Children under the age of 18 must not be employed in hazardous or night work.
5. Fair Wages
- 5.1 Wages paid must meet legal standards or industry benchmarks, whichever is higher, and must be sufficient to meet workers’ basic needs.
- 5.2 Workers must receive written and clear information about their wages and employment terms before starting work.
- 5.3 Wage deductions for disciplinary reasons are prohibited unless legally authorized and agreed upon by the worker.
6. Reasonable Working Hours
- 6.1 Working hours must comply with national laws and agreements, ensuring workers are not overburdened.
- 6.2 Overtime must be voluntary and compensated at a premium rate, recommended to be at least 125% of the regular wage.
- 6.3 Workers must not exceed 48 hours per week, and overtime must not exceed 12 hours per week unless exceptional circumstances apply.
- 6.4 Workers must be granted at least one day off every seven days.
7. Non-Discrimination
- 7.1 Discrimination in hiring, compensation, training, promotion, or termination based on race, social class, gender, religion, age, disability, sexual orientation, or political affiliation is prohibited.
8. Regular Employment
- 8.1 Employment must be based on formal agreements that comply with legal standards. Employers must not evade obligations through temporary contracts or apprenticeship schemes.
9. Prohibition of Harsh or Inhumane Treatment
- 9.1 Physical abuse, threats, sexual harassment, or any form of intimidation or mistreatment are strictly prohibited.
Note: The English version of the Ethical Trade Initiative Base Code is the official version. If you need further clarification or adjustments, feel free to ask!
At Sumilon Eco PET, we take pride in our role as a leading manufacturer and supplier of Recycled PET, dedicated to meeting the exacting standards required for food-grade packaging. Our commitment extends beyond mere production. we are steadfast in delivering a product that embodies high quality, safety, environmental responsibility, and economic viability.
We are unwavering in our commitment to meeting Quality and Food Safety in our products, to providing safe and healthy working conditions to prevent work-related accidents and illnesses by eliminating hazards and reducing risks, to consulting and participating our employees, to protecting environment from pollution at all operational levels and to implementing an efficient internal and external communication system.
Each employee, irrespective of their role, is entrusted with the responsibility to implement and continually improve Sumilon Eco PET‘s IMS internal requirements.
Only materials compliant with IMS internal parameters proceed to subsequent processes, ensuring the highest standards throughout our manufacturing and supply chain.
We recognize that the quality of our products and services directly influences the success of our customers, suppliers, and our organization.
Our focus is on providing a product that not only meets but exceeds customer expectations, reinforcing the trust and satisfaction of all stakeholders.
At Sumilon Eco PET, we actively enforce our IMS policy through a strategic approach that encompasses:
- Maintain the process that will support customer satisfaction and efficient operation of business;
- Involvement, commitment and awareness of all employees about the IMS and their responsibilities in supporting it;
- Having a management structure, which involves senior management to ensure the IMS is operating effectively and satisfy applicable requirements;
- Driving continuous improvement to enhance customer satisfaction and IMS performance.
We all at Sumilon Eco PET must remain committed to ensure adherence to this policy and continually improve our IMS.
RAJNEESH KUMAR MITTAL
Founder CEO & Managing Director
Health, Safety & Environment (HSE)
Safety and environmental protection are integrated into all our operations. We comply with the highest safety protocols and work towards a minimal environmental footprint.
- Certified under ISO 14001 and ISO 45001 for environmental and occupational health & safety
- Regular HSE training, risk audits, and preventive action protocols
- 90% of process water is recycled; aiming for 95% through collaborations with Tanger Med Utilities
- CO₂ emission reduction: each kilogram of rPET saves 3.58 kg CO₂e
- Roadmap to achieve 100% solar and wind-based operations by 2025
We believe that a safe, sustainable workplace is fundamental to long-term performance.
Human Resource Development
Our people are the engine of our progress. Sumilon is dedicated to creating a workplace where learning, innovation, and professional growth are not just encouraged — they’re built into the system.
Comprehensive onboarding and technical training programs
Skill enhancement workshops and cross-functional team development
Equal opportunity policies and transparent communication channels
Career progression through performance-based evaluation and internal promotion
Every team member plays a role in building a safe, ethical, and empowering workplace culture.
Social Responsibility
We believe that businesses must give back. Sumilon supports social upliftment through direct and indirect efforts across local communities and industry networks.
- Active engagement with waste collectors and recyclers to support the informal sector
- Local partnerships that generate employment and training opportunities
- Educational support and awareness campaigns on recycling and sustainability
- Volunteering and CSR activities aimed at community development and cleaner environments
We actively partner with stakeholders to make a meaningful, measurable impact beyond business.
