Table of Contents
- Company name
- Our values
- Policies, Rules, and Procedures
- Board of Directors and ownership
- The staff Association
- Employee obligations
- Violations of the company’s Rules of Procedure
The name Innnes means a spit of land that juts out from the coast within a fjord. Outer spits are termed útnes, i.e. spits that are outside fjords and nearer the open ocean. Innnes is the area around Hafnarfjörður, Hvaleyri, Álftanes, Arnarnes, etc.
Innnes residents were the people who lived in the area called Leira at the beginning of the winter fishing season together with their fishing crews.
Innnes is a very Icelandic term that is reasonably easy to pronounce, both for Icelanders and foreigners.
Innnes has a triple n, and one can say that this is symbolic, as the company was originally established by three people on 25 March 1987.
Innnes ehf. is one of the largest foodstuff wholesalers in Iceland. Many of the brands offered by the company are household names in Iceland. The company has a dedicated team of employees who are always ready to serve our customers to the best of their ability.
Our distribution centre and offices are located at Korngarðar and Bæjarflöt in Reykjavík. We also have an operating unit in Akureyri. We store our goods in our distribution centre under the best possible conditions in our high-tech warehouse. Our quality control is in accordance with the food safety standard ISO 22000, HACCP, and takes into account best practices in food company management. All goods transactions are registered electronically to ensure accuracy and speedy services.
Innnes employees focus on providing good services, excellent communications with customers and accurate and timely delivery of goods. Innnes employees form a strong team that is determined to be the best in their field.
Company employees are responsible for selecting goods, taking care of imports, marketing and distribution for supermarkets, hotels, restaurants, bakeries and canteens all over Iceland. In addition, we provide companies with a wide selection of coffee and water dispensers.
Professionalism – Enjoyment
Innnes employees are determined to focus on professionalism and enjoyment in all their tasks.
Our core values are:
- We look forward to coming to work.
- We show initiative in our work and do our best.
- We make sure to maintain a positive outlook and to be friendly in all our work, which in turn means that our customers and colleagues are happy.
- We always try to exceed customer expectations and to create a positive atmosphere and well-being in the workplace.
Policies, Rules, and Procedures
Innnes has established policies, rules, and procedures in various areas to comply with the laws and regulations that apply to the company as well as to promote good governance. Below is a list of Innnes’ main policies.
- Policy and Vision
- Quality policy
- Equal Rights and Equal Pay Policy
- Environmental policy
- Security policy
- Sustainability Policy and Social Responsibility
- Code of Ethics
- Good governance
- Human Resources Policy
For further information, please see the company’s website https://innnes.is/fyrirtaekid/stefnur/.
Board of Directors and ownership
The Board of Directors of Innnes consists of Baldvin Valtýsson, Chairman; Elín Ólafsdóttir; and Ólafur Björnsson. Innnes is a subsidiary of Dalsnes, which is owned by Ólafur Björnsson. Other subsidiaries owned by Dalsnes are Vínnes, Hvítárnes and Lindarvatn (50%).
The staff Association
The Innnes Staff Association is highly active and holds a number of events each year in collaboration with the Innnes management team. The goal of the Staff Association is to ensure good spirits and community feeling among its staff. The employees of the company are members of the Staff Association, and the membership fee is ISK 1,500 per month.
The Board of the Staff Association is to be elected by employees for a term of two years.
Recruitment and new employee orientation
Innnes wants to receive new members of staff well, make them feel welcome and to make it easier to take on new and demanding tasks.
New employees shall receive, before beginning to work for the company, an employment contract and job description stating their scope of responsibility. The arrival of a new member of staff is announced to other employees by e-mail and their position and scope of responsibility stated therein.
A supervisor will notify the IT department and the wage officer of the recruitment of a new employee and will be responsible for ensuring that the new employee is registered into the appropriate information system, is issued with an access card, and is registered into the Bakvörður attendance system as well as into the Innnes intranet. In addition, the new employee’s immediate superior will be responsible for ensuring that the new employee receives adequate training for the appropriate IT systems of the company.
During their first days at work, the new employee will be made familiar with the staff handbook of Innnes and introduced to other members of staff. New employees will also be sent to have their photograph taken if possible and such photograph used in staff ID cards and server (AD).
The goal of Innnes is to pay its employees fair wages based on the work responsibilities in question, taking into account market wages. Innnes has been granted equal pay certification as provided for by law.
- Monthly wages are paid retroactively, on the last working day of each month.
- Overtime work is calculated from the 16th of the preceding month to the 15th of the following month.
- Time reports need to be ready by the 16th day of each month.
- Electronic tax cards must be submitted to the payroll officer at least 10 days prior to the wage payment date.
- All positions are defined into certain wage categories according to the systematic ÍSTARFA classification system.
- The focus is on making sure that wage payments are correct and, in the event of necessary corrections, that such corrections are made as soon as possible.
- Enquiries regarding pay slips are to be sent to the payroll officer at firstname.lastname@example.org.
The latest collective wage agreements may be found on the websites of VR, Efling, and other unions.
Holiday entitlements and use thereof
Holiday laws and the agreements of unions are followed regarding the holidays of employees unless otherwise negotiated in employment contracts. The employee is to reach an agreement on when to use such holiday rights with an immediate supervisor. The employee must take into account the interests of the company and co-workers when deciding when to use their holiday rights.
The length of the holiday time and holiday entitlement depends on the collective wage agreements applicable to the employee in question.
The requests of employees for preferred holiday time is sought in February and allocation completed by 15 April. The use of holiday time is to be as consecutive as possible and not spread over a long period. The employees of different departments are to reach an agreement among themselves, and holiday time shall be organised in such a way as to cause the minimum disturbance possible to the functioning of the company during the summer period. We try to honour the wishes of employees as far as possible, but when this cannot be done, holiday time is allocated. The allocation of holiday time is the responsibility of an immediate supervisor.
The holiday year is from 1 May to 30 April.
The summer holiday period extends from 2 May to 15 September.
In the event that the employer requests that the employee uses part of the holiday rights outside the mandatory period, or all holiday rights are used outside the mandatory holiday period, the employee is entitled to a 25% extension of the holiday period. Such extension is only available if leave is delayed at the request of the employer unless otherwise negotiated.
As a rule, holiday entitlement cannot be transferred between years, although an agreement may be reached to transfer a maximum of 5 days between holiday years. Other holiday entitlements will expire if not used.
Unused holiday time is paid out as a lump sum on termination of employment. The reason for this is that the employment relation contract between the employee and employer is considered terminated as of the date that the termination enters into effect.
Innnes uses the Bakvörður time registration system. The employee clocks in or out as appropriate by using their employee number or an ID tag. Employees are to be on time when they come to work at the start of the working day, as well as after meal and coffee breaks. In the event of tardiness, wages will be reduced accordingly.
Sickness and other absences
Personal sicknesses and the illness of children must by notified by phone to an immediate supervisor as soon as possible. Illnesses cannot be notified by text message or e-mail. Payments due to sickness days, employee accidents, and the illness of children depend on the collective wage agreements of the employee in question. To ensure that sickness days are paid, the days in question must be notified to an immediate supervisor.
An immediate supervisor can grant an employee special leave without wage deduction due to the death or serious illness of close relatives. Such leave from work may also be granted due to other special circumstances. For events that are foreseeable or can be undertaken outside working hours, accrued holiday time or rights according to agreements are to be used.
Personal information of employees
It is necessary for Innnes to collect and process personal information of employees in order to be able to fulfill its obligations towards them, the public sector, pension funds, trade unions, etc. Innnes also collects personal information related to access to information systems as well as access to real estate and other assets of the company. Innnes also uses electronic monitoring in and around the company’s real estate in order to ensure safety at the workplace and safekeeping of assets.
The processing of personal information is always in accordance with laws and regulations and is never greater or longer than is deemed necessary.
All Innnes employees attend an employee interview with their immediate supervisor once a year. The interview is intended to be constructive and honest, and the employee is intended to be given the opportunity to receive feedback on their work-related achievements. The interview is a venue for employees and supervisors to discuss the work, what has been done well, where improvements can be made, what the future might hold, etc.
Innnes employees have the option of having lunch at work. Such meals are largely subsidised by Innnes. Employees sign up for lunch on a tablet in Matnes.
The employees of Innnes have the opportunity to purchase goods on good discount terms through the company’s online store.
It is cost-effective to shop in larger units, and a wide range of food products that are sold in the restaurant market are available.
Innnes’ online store is set up for our customers, so the volume sizes take into account sales to stores and the restaurant market, but not sales to individuals. It is therefore economical to choose well for larger orders and not for daily grocery shopping.
Purchases are deducted from wages.
To sign up for purchasing, go to the online store and register your ID number and email address https://verslun.innnes.is
Staff meetings are held every month. Employees are invited to attend these meetings to gain a better understanding of the operation and the latest news. Staff meetings are also shared electronically for those unable to attend and can be accessed on our intranet.
Employees have access to the private intranet of Innnes and can access a range of information there, such as news, notifications, staff lists, menus, and numerous forms.
Innnes intranet innnranet.is
Employees are responsible for ensuring that their information on the intranet is correct. If you need to correct any personal information, please send an email to email@example.com.
Every two years, shop stewards are elected at the initiative of trade unions, when appropriate. The steward represents the union in the workplace in question and acts as the contact person for the staff.
End of employment
Retirement at own request
An employee who wishes to leave the company’s employ should contact their immediate supervisor. Termination of employment shall be in writing, and the notice period shall be calculated from the end of the month once the trial period has ended. The notice period for termination of employment depends on the collective wage agreements applicable to the employee in question. As a rule, employees are to continue to work during the notice period unless otherwise negotiated.
Termination of employment
Employers may, in the same manner, terminate the employment of an employee with lawful notification of employment termination. The termination of employment shall be in writing, and the notice period shall be calculated from the end of the month once the trial period has ended. The reason for termination need not be specified if the conditions of the notice period are met. As a rule, employees are to continue to work during the notice period unless otherwise negotiated.
Expulsion from employment
In the event that an employee violates the terms of their employment, such employee may be expelled from the company without further warning. Examples of such violations include theft, use of alcohol or drugs during working hours, or serious violations of the company’s rules of procedure.
Retirement due to age
It is inevitable that employees retire due to age.
- As a main principle, employees retire at the age of 67.
- Permanently employed employees are granted the option of an end-of-employment interview before they leave. Suggestions submitted by employees will be taken into account as far as possible to make useful improvements to the working environment.
Code of Ethics
All Innnes employees are the representatives and face of Innnes as regards customers. We all need to have a good working knowledge of our company and what it stands for. Our conduct and relations with customers needs to reflect the company’s policies and values.
Conduct with regards to company assets
Employees are to ensure that they treat company assets with care and respect. This applies to real property, fittings, office equipment, vehicles, machines and tools as well as items that employees may, due to their position, have permission to use, such as computers, telephones, etc.
Employees are to be dressed neatly at all times. All employees in the warehouse will be allocated labelled working clothes in accordance with the safety and quality requirements of their positions. These include safety shoes, pants, sweaters, or coats in yellow high-visibility colour. Each employee is required to attend work in the clothing defined for each work area. Employees are not permitted to wear their own clothes when working in the warehouse. If the employee does not arrive in the appropriate work clothes for work in the warehouse, the floor manager may send the employee home to fetch the appropriate clothes. Employees are responsible for washing work clothes and making sure that they are clean and neat.
The Innnes email system is intended for the work-related tasks of employees. All email messages written in Innnes’ email system are the property of the company, and all email communications are registered. Keep in mind the possibility that an external party can and may have to read communications sent by email. Back-up copies are taken of the email accounts of employees and are preserved by a third party. The length of time that such copies are preserved depends on the role and responsibility of the employee.
Employees are expected to review their email files at least once a year.
Emails outside firewalls can be accessed on the URL http://portal.office.com. All you need to do is to enter your Innnes username and password.
Use of passwords, access cards, etc.
Employees receive access cards and passwords that allow them access to the premises of Innnes and the company’s computer systems. Employees are under obligation to treat these rights, as well as others that they are granted, with care and take every precaution to ensure their safety. Under no circumstances may employees allow others to use their access card or disclose their password. This rule applies irrespective of whether such person is another employee of Innnes or an external party. In the event that an employee leaves their workstation where they use computer equipment, the employee must begin by logging out or locking the screen display.
All employees are required to take cyber security training courses as part of the company’s information security and training policy. The training is in electronic form and the course can be taken both on a phone and on a computer. Course schedules are determined in consultation with the immediate supervisor, and both parties must strive to complete the training as soon as possible. Performance measurements from the course are recorded and saved as confidential information between the employee and supervisor. The employee can expect a reminder if they do not complete the course within the prescribed time limit.
If employees receive emails that seem suspicious, do not click on links or open attachments, but forward the email to firstname.lastname@example.org.
Alcohol and drugs
The company’s policy regarding alcohol and drugs is unequivocal. Under no circumstances may employees use alcohol or other drugs while at work. The employer may, without notice, request an employee to undertake an alcohol or drug test. Any violation will lead to immediate dismissal without further notice.
In the event of a workplace celebration within the workplace/during working hours (department, division, or the workplace as a whole) where alcohol is served, such event is only permitted with the approval of the Managing Director and must be held at the end of a working day.
Innnes takes a clear and unequivocal stance against bullying, sexual harassment, gender-based harassment, and violence. All employees have the right to be treated with respect. An employee who, verbally, by behaviour or action: disrupts, provokes or threatens a colleague; bullies or sexually harasses; or uses gender-based harassment or violence, is considered to have violated the basic rules for interaction within a workplace.
Section 3.7 of the Innnes Equality and Equal Pay Policy discusses sexual violence, gender-based harassment, and sexual harassment and actions to take to combat such behaviour.
Violations of the company’s Rules of Procedure
The following items are examples of what are considered violations of the company’s rules of procedure and will lead to verbal or written reprimands and/or termination of employment with or without notice:
- Repeated tardiness.
- Absences from work without permission.
- Repeated unconfirmed sickness leave. Notification requirements of sickness not fulfilled.
- Attending work under the influence of alcohol or other drugs.
- Use of alcohol or drugs in the workplace without the permission of a supervisor.
- Work contribution does not fulfil requirements according to job description.
- Violations of workplace safety and conduct rules.
- Violations of rules regarding staff clothing and staff ID cards.
- Behaviour to customers does not fulfil the company’s service requirements.
- Being impolite and lacking the will to collaborate with colleagues.
- Theft of goods, money, or other property belonging to the company.
- Charges or suspicion of sexual harassment.
- Confirmed sexual harassment.
- Threatening/dangerous attack on an employee.
- Bullying that can be traced to a specific employee.
- Traffic violations while using a company car.
- Being the cause of an accident while driving a company car.
- Damages to the property of the company (e.g. forklifts, etc.).
- Smoking in the workplace or on its site.
Violations of the company’s operating rules apply to the workplace and during the events held by the company and its Staff Association.