Our policies

The Management of Sinaval, SL defines this Integrated Policy of its Quality Management System and Environmental Management in order to ensure that all services and work carried out satisfy the needs and expectations of our clients at all times, for which we are committed to knowing their needs and always seeking satisfactory solutions.

This management system is therefore maintained in place in the organisation as a tool for evaluation and continuous improvement of the services offered and, consequently, as a mechanism for achieving our clients’ expectations.

Likewise, Sinaval, SL is aware of the environmental impact of these works, and so in parallel, tools have been incorporated into the management system that allow us to understand and measure these impacts and incorporate mechanisms to, as appropriate, control them, reduce them and avoid contamination derived from our activities.

This Policy serves as a frame of reference for determining the objectives and goals of the programs and is reviewed at least annually to ensure its suitability for the system and our services.

• I.- INTRODUCTION:  As provided for in Organic Law 3/2007, of March 22, for the effective equality of women and men, we face the common commitment to guarantee and promote real and effective equality between women and men who work at Sinaval, SL, and promote the value of equality and the principle of non-discrimination as a basic pillar of the company’s policy.
• II.- ACTIONS:

  Actions should be directed towards effective equality in the following areas:

  A) Recruitment: ensuring a selection process that does not violate the principle of equality, and with the aim of progressively achieving a presence of women in all areas of the company. To this end, the company will develop the following actions:

  a.1) Raise awareness of Equal Opportunities among all those who participate in the selection and hiring processes.

  a.2) Use of non-sexist language and images in job vacancy advertisements.

  a.3) In the selection tests, including interviews, only the qualifications will be taken into account and the family conditions of the candidate will not be taken into account.

  B) Salary Policy: The establishment of variable remuneration, supplements related to the responsibility of the position, supplements for the type of work or the shift in which it is performed will be established independently of the gender of the person occupying the position, in a clear and transparent manner in order to facilitate anti-discriminatory control.

  C) Training: ensuring that both women and men have equal access to courses offered by the company, both those that are directly related to the job occupied, study grants, those offered to have the opportunity to advance professionally and those of a voluntary nature and not related to the position occupied, awareness campaigns will also be carried out on equal opportunities.

  c.1) Those responsible for people will be trained in equal opportunities.

  c.2) The company’s training offer will be provided in a clear and accessible manner to the entire staff in such a way that, through training, job rotation is made possible and there are greater opportunities for promotion, giving priority to female staff where they are underrepresented during the validity of this plan.

  D) Reconciliation of family, personal and work life: With the commitment to continue making progress in this area, as we have been doing, and maintaining the same line as in the agreements on Reconciliation and Corporate Social Responsibility signed to date, which among other measures include:

  a. One hour of flexible hours.

  b. Possibility of accumulating the right to breastfeeding in a 15-working day leave, which will be increased by 5 working days in the case of multiple births.

  c. Possibility of making up for delays and other absences from work in a maximum of ten working days, which will be extended to 15 working days for those people who are enjoying a reduction in their working hours to care for children or family members. The main new features include:

  i. Birth of a child or adoption: Two working days’ leave.
  ii. Public obligation: This section includes attendance at Notaries or Public Notaries as a result of signing a mortgage loan, provided that it is not possible to carry out the procedures outside of working hours.
  iii. Visit to the doctor with children under 6 years of age: Paid leave of up to 3 hours per month.
  iv. Visit to the doctor with children under 12 years of age: Paid leave of up to 2 hours per month.
  v. Visit to a family member’s doctor: Possibility of being absent from work to accompany first-degree relatives.
  vi. Personal matters: those absences motivated by the management of private documents, provided that the body that manages them is not open to the public during non-working hours.
  vii. Others: Absence for personal reasons of up to half the day is permitted.

Our goal is to provide our customers with quality service in a responsible and efficient manner, promoting the professional training of employees and sustainably using the natural resources necessary for our activity.

We are aware that a balanced fulfilment of our economic, social and environmental responsibilities, based on sustainability criteria, is essential to maintaining our current market position and strengthening it in the future.

Our commitments to sustainable development are the guide and foundation for our conduct in this area.

Its compliance is expressly promoted by the Management of Sinaval, SL, and concerns each of those who work there or on its behalf, which is why these commitments are passed on to contractors and suppliers.

These commitments are fully integrated into our daily work and are constantly subject to review and improvement by management and all those involved in their implementation.

• I.- INTRODUCTION:Sinaval, SL, requires all its employees to be honest, transparent and fair in the performance of their duties. The same commitments are required of other interested parties, that is, the people, groups and institutions that contribute to the achievement of its objectives, or that are involved in the activities it carries out to achieve them.

  II.- COMMITMENTS:

  Based on the analysis of the activities most exposed to the risk of corruption or fraud, Sinaval, SL assumes the following commitments in the performance of its activities:

  A) Bribes:  Sinaval, SL prohibits the use of any form of illicit payment, with the aim of obtaining any advantage in relations with its stakeholders, understanding that the concept of “advantage” includes preferential treatment or the guarantee of obtaining due benefits. Naturally, the prohibition also applies to employees who, by virtue of their functions and the activities they perform at Sinaval, SL, intend to accept and/or offer bribes for their own benefit or for that of family members, associates or acquaintances.

  B) Preferential treatment:  Sinaval, SL does not authorize the making or acceptance, directly or indirectly, of payments or benefits of any amount in order to expedite services owed by its interlocutors.

  C) Gifts, presents and favors:  No type of gift is permitted that could be interpreted as something that exceeds normal commercial or courtesy practices or, in any way, intended to receive preferential treatment in the performance of any activity that could be linked to Sinaval, SL

  The gifts offered by Sinaval, SL are characterized by their aim to promote the company’s image, always being objects of modest value, such as key chains, pens or USB drives.

The Management and the representative bodies of its staff consider that the Prevention of Occupational Risks that affect the Safety and Health of all persons who carry out their activity in our company is a fundamental objective to be achieved.

For this reason, and in order to integrate risk prevention into each and every one of the processes and operations carried out, it is considered a priority to have the total commitment of all personnel in observing and complying with the prevention standards and rules , in detecting dangerous conditions and unsafe actions, reporting them to their immediate superior, and providing those suggestions and preventive improvements with the ultimate goal of achieving optimal  working conditions.

Preventing the deterioration of workers’ health, the continuous improvement of management and performance of Safety and Health at work will be one of the priority objectives of all parties involved, as well as the reference framework.

The Management is the first to assume this policy and to do so, it will support with the means at its disposal the actions that are defined and thus communicates and reflects this in this document.

This document and all those arising from its application will be available to interested parties and will be reviewed annually.

If you want to download our protocol against workplace harassment, click here.