Terms & Conditions
The names, images and logos identifying Napier Turbochargers are proprietary marks of Wabtec UK Limited. Copying or use of the logo and/or any other third party logos accessed via this website is not permitted without prior approval from the relevant copyright owner. Requests for permission to use our logo should be should be directed to Wabtec UK Limited.
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We are not responsible for the content or reliability of the linked websites. Listing should not be taken as endorsement of any kind. We cannot guarantee that these links will work all of the time and we have no control over the availability of linked pages.
We make every effort to check and test material at all stages of production. It is always wise for you to run an anti-virus program on all material downloaded from the Internet. We cannot accept any responsibility for any loss, disruption or damage to your data or your computer system which may occur whilst using material derived from Napier Turbochargers website(s).
This website, information, products and services (or third party information, products and services), are provided 'as is' without any representation or endorsement made and without warranty of any kind whether express or implied, including but not limited to the implied warranties of satisfactory quality, fitness for a particular purpose, non-infringement, compatibility, security and accuracy.
We do not warrant that the functions contained in the material contained in this site will be uninterrupted or error free, that defects will be corrected, or that this site or the server that make it available are free of viruses or represent the full functionality, accuracy, reliability of the materials. In no event will we be liable for any loss or damage including, without limitation, indirect or consequential loss or damage, or any loss or damage whatsoever arising from use or loss of use of, data, or profits, arising out of or in connection with the use of Napier Turbochargers website(s).
For more information about Napier and our range of innovative Turbocharger products please contact us on +44 (0) 1522 516665 or firstname.lastname@example.org
Integrity guides our conduct towards our business partners, colleagues, shareholders and the general public. To a substantial degree our Company's public image is determined by our actions and by the way each and every one of us presents and conducts themselves.
All employees share responsibility for ensuring our Company meets its legal and social responsibility. This basic statement of our Company anti corruption policy is based on high ethical and legal standards.
Behaviour which Abides by the Law
Observance of the law and the legal system is a fundamental principle for our Company. Every employee shall obey the laws and regulations of the legal systems within which they are acting. Violating the law must be avoided under all circumstances, especially violations punishable by jail, monetary penalties, or fines. Regardless of the sanctions foreseen by the law, any employee guilty of a violation will be liable to disciplinary consequences because of the violation of his/her employment duties.
Abiding by Fair Competition and Anti-Trust Legislation
Only fair competition enjoys the right of developing freely. The principle of integrity also applies to the battle for market shares.Every employee is obligated to abide by the rules of fair competition.
Anti-trust evaluation can be difficult in individual cases. However, some types of behaviour regularly constitute a violation of anti-trust legislation. For instance, employees and competitors may not have talks in which prices or capacities are arranged. It is also inadmissible to enter into an agreement not to compete with a competitor; to submit bogus offers for bidding; or to divide up customers, territories, or production programs.
Our employees must have no influence upon the resale prices charged by our purchasers, nor may they attempt to put through export or import prohibitions.
Offering and Granting Advantages
We battle for orders with the quality and the price of our innovative products and services.
No employee may directly or indirectly offer or grant unjustified advantages to others in connection with business dealings, neither in monetary form nor as some other advantage.
Client gifts to business partner employees must be selected so as to avoid any appearance of bad faith or impropriety in the mind of the recipient. In cases of doubt, the recipient should be asked to obtain prior permission for the gift from his/her supervisor.
Gifts must not be made to public officials or other civil servants.
Employees concluding contracts with consultants, intermediaries, agents, or comparable third parties must see to it that these also offer or grant no unjustified advantages.
Demanding and Accepting Advantages
No employee may use his/her job title to demand, accept, obtain, or be promised advantages. This does not apply to the acceptance of occasional gifts of insignificant value, but any other gifts must be refused or returned.
Special Rules for Awarding Contracts
Any bidder for a contract expects us to examine his/her bid fairly and without prejudice.
Employees whose work involves the awarding of contracts must particularly abide by the following rules:
- The employee must inform his/her supervisor of any personal interest he/she could possibly have in connection with the execution of his/her professional duties.
- There must be no unfair discrimination for or against any suppliers in their competition for contracts.
- Invitations from business partners may only be accepted if the occasion and scope of the invitation are appropriate and if refusing the invitation would be discourteous.
- Gifts from business partners must be refused and returned unless they are occasional gifts of insignificant value.
- No employee may have private contracts fulfilled by companies with which he/she has company business dealings if he/she could derive any advantage there from.
Transparency of Political Donations
Political donations must not be made to either political parties, public officials or other civil servants.
Implementation and control
The Board of Napier Turbochargers shall actively ensure compliance with the Anti corruption policy and see to it that it is implemented consistently. Compliance with the law and observance of the Anti corruption policy shall be monitored on a regular basis.
Health, Safety & Environmental Policy
Wabtec UK Limited is committed to the development and maintenance of a positive health, safety and environmental (HSE) culture which promotes continual improvement. Compliance with legal and other relevant requirements is the minimum standard to be attained, but with the objective of implementing best practice to prevent injury and ill health to persons and damage to the environment.
- The Board of Directors regard HSE Management as an integral part of the business activity and they ensure that it is pursued in the same way and with the same vigour as other managerial objectives, in particular they:
- Provide visible and active leadership to ensure the health, safety and welfare of workers and to reduce the risks to others and the environmental impact of work activities;
- Rank HSE managerial responsibilities equally with the responsibilities of design, production and sales;
- Regard failure to meet HSE responsibilities as a lack of ability to manage that may involve the normal disciplinary procedure;
- Delegate responsibility and authority through the management chain to the first supervisory level and expect managers to lead by example.
- Activities carried out by the Company are assessed to identify the HSE hazards they represent and to establish risk reduction and control measures. These form the foundation of a documented management system which details the arrangements that support this Policy Statement.
- Objectives and targets are established to improve performance. When setting these, consideration is given to legal and other requirements that support this Policy Statement.
- Work is undertaken to minimise the use of resources and energy by Company operations.
- Training for employees is provided with the objective of establishing HSE awareness and competence. It is also a means of motivating personnel to carry out their tasks in a manner that promotes HSE responsibility.
- Communication and consultation takes place between management and employees to maintain good practices and with control authorities to confirm conformity with their requirements and to develop effective working relationships. Information is also provided to business partners to promote good practice.
- Funding, competent specialists and other resources are provided to assist managers and other duty holders to implement the policy.
- Planning, procedures, physical controls and emergency response arrangements are established to avoid and/or manage unplanned accidents and incidents.
- There are periodic reviews and audits of the HSE Policy and the HSE management system to ensure that they remain appropriate and effectively implemented.