Business Philosophy

GENERAL TERMS AND CONDITIONS FOR THE PROVISION OF FREIGHT FORWARDING SERVICES OF “ARIJUS”, UAB

I. APPLICATION

1.1. The general terms and conditions of provision of freight forwarding services of “Arijus”, UAB (hereinafter referred to as the Forwarder) (hereinafter referred to as the Terms) apply to all orders submitted to the Forwarder, concluded contracts and other agreements, as well as to all offers submitted or services provided by the Forwarder, regardless of what specific Services are provided to individual Service Recipients, if the Client has been informed about the application of these Terms and Conditions.

1.2. Based on the provisions of these Terms and Conditions, orders concluded by e-mail or information technology means are considered to have the same legal force as contracts concluded in writing, except in cases where the law requires the contract to be concluded in writing.

1.3. If there are any discrepancies between the terms and conditions specified in these Terms and Conditions and the terms and conditions specified in the Agreement, the terms and conditions specified in the Agreement shall prevail.

1.4. These Terms and Conditions shall apply to the extent that they do not conflict with the requirements of legal acts. Deviations from these Terms and Conditions shall only apply if such deviations are expressly approved by the parties in writing.

1.5. By placing an order or concluding an Agreement, the Customer confirms that he has read and agrees to these Terms and Conditions.

II. DEFINITIONS

2.1. Forwarder – “Arijus”, UAB, “Kontransa”, UAB, Arijus Logistics SIA, Arijus Logistics BV, Spz.oo Kontransa or any other company belonging to the group of companies.

2.2. Customer – any legal entity submitting an Order or concluding an Agreement for the provision of services specified in Part III of these Terms.

2.3. Contract – any contract for the provision of forwarding services concluded between the Forwarder and the Client. In certain cases, if this does not contradict applicable laws, the conclusion of the Contract may also take place in another form, for example, when the Client and the Forwarder agree on the basic terms of services by e-mail or in another way. The Contract consists of the Order and these Terms, unless the parties have agreed otherwise.

2.4. Order – a document submitted to the Forwarder by the Client via e-mail, information technology means, etc., which specifies specific information about the specific services ordered by the Client. The order is considered accepted and enforceable when the parties agree on all details of the provision of services and the Forwarder confirms this to the Client. In the order, the Client indicates the necessary cargo data, loading, dispatch and destination points, transportation method, the need for cargo insurance, terms of service performance, and other conditions.

III. OBLIGATIONS OF THE PARTIES

3.1. The Client instructs, and the Forwarder undertakes, for a fee, to provide the Client with cargo transportation organization services and perform other related actions at the Client’s expense.

3.2. The Parties agree to provide for the conditions of transportation of a specific cargo in an order, which may be submitted by electronic means of communication and is an integral part of this contract.

3.3. Rights and obligations of the freight forwarder:

3.3.1. performs all actions related to the transportation of cargo and/or the organization of transportation in accordance with the terms agreed in advance with the Client;

3.3.2. informs the Customer about the location of the cargo throughout the cargo transportation route;

3.3.3. carries out the Client’s instructions provided for in clause 3.4.5 of these Terms and Conditions;

3.3.4. has the right to unilaterally determine the procedure for payment of fees if the Client violates this agreement;

3.3.5. insures its civil liability for an amount not less than EUR 500,000;

3.3.6. compensates the Client for damage resulting from non-performance or improper performance of this contract. If this contract was violated due to non-performance or improper performance of the contract of carriage, the Forwarder’s liability to the Client is determined in accordance with the same rules according to which the carrier is liable to the Forwarder.

3.4. Client’s rights and obligations:

3.4.1. provides the Forwarder with documents and information about the properties of the cargo and its transportation conditions, as well as other information necessary for the Forwarder to properly fulfill its obligations under this contract;

3.4.2. ensures that the cargo is properly prepared, packed and secured, except in cases where this is instructed in writing to the Forwarder;

3.4.3. pays the Forwarder the fee agreed upon by the Parties for the transportation of the cargo and/or the organization of transportation;

3.4.4. in accordance with the procedure established by these Terms and Conditions, compensates the Forwarder for additional costs incurred in the performance of the Agreement or Order. Additional costs may include, among others, costs related to unforeseen delays, detentions, storage, special handling requirements, increased or additionally applied fees by actual carriers, compliance with changes in legal acts and any other circumstances beyond the control of the Forwarder, which the Forwarder confirms with documents;

3.4.5. provides the Forwarder with instructions for the storage, loading, transportation and preservation of perishable cargo and cargo whose special properties may cause damage to other cargo, people or the environment;

3.4.6. is responsible for the accuracy of the data provided in the cargo documents and compensates for losses incurred by the Forwarder due to the fact that the Client provided inappropriate, incorrect or incomplete documents or information;

3.4.7. if the freight has not been delivered on time or the containers or vehicles provided have not been used, the Freight Forwarder shall pay a fine of EUR 150 for each delayed day or unused container or vehicle, unless this has occurred due to force majeure, termination or restriction of freight transportation on certain routes in accordance with the procedure established by transport laws or in other cases provided for by transport codes or other laws;

3.4.8 . The person filing the claim does not have the right to withhold payment of the claim amount until the final settlement of the claim.

IV. GENERAL PROVISIONS ON THE LIABILITY OF THE PARTIES

4.1. The Parties shall be liable for failure to fulfill the obligations provided for in these Terms and Conditions and/or the Agreement in accordance with the procedure established by these Terms and Conditions and/or the Agreement and/or the laws of the Republic of Lithuania.

4.2. If the Order, the Agreement or these Terms and Conditions have been violated due to the failure to perform or improper performance of the carriage contract, the Forwarder’s liability to the Client shall be determined in accordance with the same rules under which the carrier is liable to the Forwarder.

4.3. The Party, due to whose actions and/or omissions the other Party suffers losses, must compensate the other Party for all direct losses incurred by it, unless otherwise provided for in individual clauses of these Terms and Conditions and/or the Agreement.

4.4. The Forwarder is released from the performance of its obligations if the Client fails to perform the obligations assumed under these Terms, the Agreement and/or the Order.

4.5. Orders that involve the carriage of goods by road are subject to the Convention on the International Carriage of Goods by Road (CMR) and the rules for compensation for damage to the goods established therein.

4.6. Upon termination of the Agreement or its expiration, financial obligations shall remain in effect until full payment for the services provided.

V. PAYMENT TERMS AND PROCEDURE

5.1. The amount of the fee for the services and the payment procedure are determined in the Order.

5.2. Payment for services is made by transfer to the bank account specified by the Forwarder.

5.3. The payment is made from the moment the money is credited to the account specified by the Forwarder.

5.4. If the Customer fails to pay on time, he/she shall pay interest of 0.02% of the unpaid amount for each day of delay.

5.5. Failure to fulfill a monetary obligation within the established deadline is a material breach of these Terms and/or the Agreement.

VI. OTHER CONDITIONS

6.1. Any disputes, disagreements or claims arising from or related to these Terms and Conditions and/or the Agreement shall be resolved through negotiations between the parties. If the parties fail to resolve the disputes through negotiations, they shall be resolved in court at the location of the Forwarder or the Client at the choice of the party filing the claim with the court.

6.2. These Terms and Conditions and the Agreement are governed by the law of the Republic of Lithuania.

6.3. The Parties undertake not to distribute or disclose confidential information to third parties without the prior written consent of the other party and also not to use it for purposes not related to the performance of obligations under the Agreement. For a breach of this obligation, the Party that has breached it must compensate the other party for direct losses incurred as a result. Disclosure of such information to state institutions, when required by law, to the parties’ lawyers, auditors, consultants or other employees, insofar as it is related to the proper performance of the Agreement or its individual terms, is not considered a breach of confidentiality obligations. The Parties ensure that all persons appointed to provide Services under the Agreement will comply with the confidentiality obligation and undertake to compensate for all direct losses arising from the disclosure of confidential information by such persons.

6.4. The confidentiality obligation is valid for the entire period of validity of the Agreement and indefinitely after the expiration of the Agreement, unless otherwise provided in the Agreement.

6.5. The Parties are aware that, in the legitimate interest of the Contracting Party, they process the personal data of their employees, agents or other representatives (name, surname, workplace, position, telephone number, e-mail address) transferred to each other for the purpose of maintaining commercial relations with these persons for the performance of this Agreement.

6.6. The Client represents and warrants that:

6.6.1. The Client (or any of its subsidiaries or related companies or its (ultimate) beneficiaries) is not and will not be:

(i) subject to any economic, financial or trade sanctions or embargoes of the United States, the European Union, the United Kingdom, the United Nations or other temporary economic, financial or trade sanctions or embargoes;

(ii) named, identified or described on any blocked persons list, specially designated nationals (SDN) list, prohibited persons list or other official list of persons with whom persons of the United States, the European Union, the United Kingdom or the United Nations, or persons otherwise subject to the jurisdiction of the United States, the European Union, the United Kingdom or the United Nations, are prohibited from doing business, including, without limitation, restricted persons lists published or maintained by (a) the U.S. Treasury Department’s Office of Foreign Assets Control (OFAC), (b) the U.S. Department of Commerce, (c) the U.S. Department of State, (d) the European Union or (e) Her Majesty’s Treasury; or

(iii) owned, controlled or acting on behalf of any person described in (i) or (ii);

6.6.2. The Customer’s cargo and its transportation do not violate any applicable local or international laws and regulations and applicable sanctions.

ARIJUS_ESG_REPORT_EN

Social responsibility policy

QUALITY POLICY 

The company has implemented a quality management system that meets the requirements of ISO 9001, ISO 14001, ISO 50001, SQAS standards.

The company adheres to the approved quality policy and strives to constantly improve operational processes, ensuring the highest quality and sustainable, environmentally friendly operations.

OCCUPATIONAL HEALTH AND SAFETY POLICY

The management of the company, having implemented SQAS (Safety and Quality Assessment System), undertakes:

• to ensure safe and efficient transportation of chemical cargoes and work with them;
• ensure occupational safety of employees, protection of society and nature;
• familiarize employees with working equipment and cargo in detail, and keep a detailed job description, carry out periodic training, including in accordance with the Behavioral Based Safety (BBS) or similar program;
• to periodically control employees whether they comply with the requirements.

The management of the company declares that the use of alcohol and narcotic substances is strictly prohibited in the company.

ENERGY EFFICIENCY POLICY

The company has implemented an energy management system that meets the requirements of the ISO 50001 standard. In order to better control energy consumption at “Arijus”, UAB, one of the chosen solution methods is the collection of data from consumed electricity, water and fuel. The collection of this data enables taking steps to reduce energy consumption in the company’s activities.

For the implementation of these aspirations and obligations, an integrated management system that meets the requirements of ISO 9001, ISO 14001, ISO 50001 and SQAS standards has been created, applied and continuously improved. The relevance and effectiveness of this policy and the integrated management system are analyzed during the management evaluation analysis.

The Company’s policy is available to the public, all employees and persons working on behalf of the Company must familiarize themselves with this policy and must follow its provisions in their activities. The policy is reviewed annually, and the company’s goals are set (revised) in accordance with its provisions.

The management of the organization, realizing the importance of increasing energy efficiency, undertakes:

• strive for the most efficient use of energy resources;
• ensure the availability of information and the necessary resources for the implementation of goals and tasks;
• comply with legal and other requirements related to energy use, costs and performance;
• apply energetically advanced engineering solutions and technologies;
• to efficiently manage energy resources, using renewable energy sources;
• to develop the awareness of the organization’s and suppliers’ personnel, to promote the rational and efficient use of energy resources;
• review the policy annually to ensure it remains relevant and ensure its availability to the public.

I. GENERAL PROVISIONS

1. The Equal Opportunities Policy of Arijus UAB (hereinafter referred to as “the Company”) and the description of the procedure for its implementation (hereinafter referred to as “the Procedure”) sets out the principles of prevention of discrimination and harassment and ensuring equal opportunities, as well as the conditions and procedures for their implementation.
2. The purpose of this Procedure is to ensure that the Company’s decisions regarding job applicants, recruits and employees are made solely on the basis of personal qualities, and that job applicants and employees are not treated in a discriminatory manner that is not related to the quality of the work performed or other personal qualities.
3. Terms used in the regulations:
3.1. “Personal characteristics” mean a person’s sex, race, nationality, citizenship, language, origin, social status, religion, beliefs or opinions, age, sexual orientation, disability, ethnicity, religion, membership of a political party or association, intention to have a child/children, and any other circumstances unrelated to the qualities of the candidate or employee.
3.2. “Substantive characteristics” mean a person’s education, qualifications, work experience and other job-related characteristics.
3.3. “Discrimination” means direct and indirect discrimination, harassment, or directing discrimination on the basis of personal traits.
3.4. “Equal opportunities” mean the implementation of the human rights enshrined in international human and civil rights instruments and the laws of the Republic of Lithuania, regardless of personal traits.
3.5. “Indirect discrimination” means an act or omission, a legal rule or criterion of assessment, or a condition or practice which is apparently neutral and which is formally identical, but which, when implemented or applied, results in or is liable to result in an actual restriction of the enjoyment of rights or in the granting of a privilege, a preference or advantage on the basis of a personal trait, unless the act or omission, the rule or criterion of assessment, or the condition or practise is justified by a legitimate aim and is pursued by appropriate and necessary measures.
3.6. “Harassment” means unwanted conduct which, on the basis of personal traits, is intended to insult or violate the dignity of a person and is intended to create or does create an intimidating, hostile, degrading, humiliating or offensive environment.
3.7. “Direct discrimination” means treatment of a person where, on the basis of personal traits, one is treated less favourably than another has been or would be treated in similar circumstances, except for restrictions or special measures imposed by law, or where, by reason of the nature of the particular occupational activities concerned or the conditions under which they are pursued, a particular human characteristic is an essential and determining occupational requirement, and that objective is legitimate and the requirement is proportionate, or where the legal regulation of restrictions, special requirements or special conditions relating to the social status of the person is justified by a legitimate objective, and the means of achieving that objective are appropriate and necessary.

II. FUNDAMENTAL PRINCIPLES

4. Employees must be guaranteed equal working conditions, access to education, training, skills development and career advancement, professional progress, vocational training, retraining, practical work experience, and the same benefits, without distinction as to their personal characteristics.
5. The Company respects the dignity of every individual. The Company must organise its work in such a way that each employee feels respected and is able to make full use of their abilities and that the individual differences and contributions of all employees are recognised and valued.
6. Employees must not discriminate, harass, mock or intimidate other employees on the basis of their personal traits. The Company must take measures to ensure that employees do not suffer harassment or be given instructions to discriminate in the workplace.
7. The Company must take steps to ensure that an employee who makes a report or complaint of discrimination, harassment, failure to provide equal opportunities or bullying, or who participates in the consideration of such a report or complaint, must not be subject to victimisation and must be protected from adverse consequences. This condition must also apply to the representative of the person making the allegation or complaint and to the person who testifies and provides explanations.
8. Disabled persons must be provided with conditions for access to employment, career development or training, including appropriate adaptation of premises, unless the implementation of such obligations would impose disproportionate burdens on the Company.

III. RECRUITMENT AND DISMISSAL OF EMPLOYEES

9. Decisions on the selection and recruitment of candidates must be made in good faith, having regard to the candidate’s professional qualities, ability to perform the job well and other criteria relating to the position and the job.
10. Vacancy notices must be drawn up in such a way as not to restrict participation in the selection procedure to candidates with particular personal qualities. Job advertisements must indicate that the Company applies this Procedure.
11. The staff responsible for selecting candidates and for organising and conducting interviews must be clearly informed of the selection criteria. If possible, at least two employees of the Company must participate in the interview with the candidate.
12. Candidates must only be asked questions relating to the selection criteria. Employees of the Company participating in the interview may not ask questions about the personal characteristics of the candidate or make assumptions about the role of the candidate in the home and family, insofar as this is not directly related to the application of the guarantees provided for in the Labour Code.
13. The decision to terminate the employment relationship must be based on the same criteria for dismissal, regardless of the personal characteristics of employees.

IV. EDUCATION OF EMPLOYEES

14. The Company organises training for its employees, in accordance with its strategic objectives and financial resources, which:
14.1. Improve employees’ understanding of the prevalence and harm of discrimination and harassment and of prejudices related to personal characteristics;
14.2. Raise awareness of the direct and indirect nature of discrimination and of the conditions under which it may occur and how it may be avoided;
14.3. Familiarise employees with the legislation in force in the field of equal opportunities and its application;
14.4. Assist managers and staff in avoiding violations of this Procedure and the law, as well as provide knowledge in the field of conflict resolution.

V. REMUNERATION AND PROMOTION

15. The determination of remuneration for individual employees in the Company must be based on objective criteria relating to the employee’s professional qualities, the nature of work performed, results achieved and other objective criteria, which are laid down in a separate document. The personal traits of a staff member must have no bearing on the determination of remuneration.
16. All staff members must be paid the same remuneration for the same or equivalent work, irrespective of the individual characteristics of the employee. The same work means performing the work activities, which, in accordance with objective criteria, has the same or similar work activities so that both employees can be interchanged without major costs of the employer. Equivalent work means that the work is, in accordance with objective criteria, no less skilled and no less important to the employer’s performance objectives than other comparable work.
17. The criteria governing the selection of candidates for promotion must relate only to the ability of the person and to the quality of the work performed and personal achievements in the professional field, and no employee may be discriminated against on the basis of their personal traits.
18. Performance appraisals must be carried out by applying the same criteria to all staff members, without taking into account personal characteristics or other circumstances which are not related to the staff member’s professional qualities, professional achievement or personal performance.

VI. ALLEGATIONS AND COMPLAINTS CONCERNING BREACHES OF THIS PROCEDURE

19. Employees and applicants who believe that their equal opportunities are being violated, or that they are being discriminated against or harassed, must have the right to contact their line manager or the head of the Company and to identify the person who may be violating the rights of the employee. The allegation or complaint may be anonymous.
20. The head of the Company, or the head of the Company’s structural unit who receives the allegation or complaint, must investigate the allegation or complaint and make a decision on the circumstances set out in the allegation or complaint within 10 business days of receipt of the allegation or complaint. At the request of the person making the allegation or complaint, and taking into account the complexity of the circumstances referred to in the allegation or complaint, a committee may be set up to examine the allegation or complaint. The application of the principle of mediation must be applied to a statement or complaint, i.e. in order to resolve the dispute amicably, the negative influence and damage of their conduct or actions must be explained to the parties to the dispute, restoring good relations and mutual respect. The persons involved must be informed of the proceedings and the decisions taken in the application or complaint in the same way as the application or complaint was lodged.
21. In the event of failure to resolve the dispute by meditation, as well as in the event of obvious violations of the rights of the employee or the candidate, the Company must refer such a statement or complaint to the Office of the Equal Opportunities Ombudsman or other competent authority for scrutiny. Information about such an allegation or complaint must be treated as confidential and must not be disclosed to persons who are not involved in the alleged infringement or its investigation.
22. The Company must cooperate with the investigating authorities during the investigation of a possible infringement and must provide all available information relevant to the investigation of the possible infringement.
23. Any harassment or hostile treatment of an employee or applicant for a vacancy who has made a statement or complaint of discrimination or any other violation of his equal opportunities is prohibited and constitutes a violation of the employment obligations, which is subject to the liability provided for in the Labour Code.

VII. FINAL PROVISIONS

24. Employees are made aware of this Policy by electronic means.
25. Violation of this Policy shall be deemed a violation of work duties for which the liability provided for in the Labour Code must apply. Cases of discrimination identified in the Company must be referred for investigation to the Equal Opportunities Ombudsman or other competent authorities.

Cookie Policy

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