To that end we will:

• Establish objectives and targets that consider environmental aspects as an integral part of our business decision making process.
• Comply with all applicable laws, regulations, permits, company policies, and other requirements to which we subscribe.
• Develop employee knowledge and understanding of environmental issues related to job functions.
• Promote conservation of resources by reusing, recycling, and adopting processes that conserve the use of raw materials, energy, and water.
• Strive to reduce the generation of waste from existing and future operations.
• Communicate this environmental policy to all employees and make it available to the public.
• Communicate with our customers and suppliers about ecological sustainability issues.
• Consider principles of ecological sustainability in the design of our new products.

Implementing this policy is a primary management directive and the responsibility of all employees.

Ecological sustainability is the ability of a living system, such as an ocean, to exist in such a way that natural processes can support all forms of life in a healthy, continuous way. A sustainable system is a closed-loop system -- it uses what it has over and over again.

In the business environment, sustainability means creating products, processes, and services that follow the same kind of life cycle as that of the natural world. Part of YSI's vision of sustainability is to reduce its impact on the earth's resources and help others to reduce their impact on ecosystems by providing the right tools.

Click to access YSI’s online sustainability report. Like our financial annual report, this report provides information about our economic performance; yet it also reports on social responsibility and environmental topics. Additionally, the report is used to highlight YSI’s philanthropic and volunteer efforts.

As an endorsing member of Ceres, YSI commits to the truthful reporting of its business activities and sets goals for improvement at our global facilities.

By using this reporting and measurement format, we are identifying trends in our sustainability performance. For example, we have documented that we have been able to reduce our carbon emissions from energy use, increase our use of materials with post-consumer recycled content, and convert lawn areas to native habitat.

Employees must not defraud or attempt to defraud any customer, supplier, shareholder or other person that YSI communicates or conducts business with. Employees must always make truthful statements, both verbally and in writing, about YSI products and services.

Employees must safeguard YSI’s proprietary information, trade secrets and intellectual property (including copyrights, trademarks and patents) in the same way that they must protect all other important YSI assets. Employees must hold in the strictest confidence information concerning pricing, products and services that are being developed, and other such trade secrets, including information pertaining to any prospective YSI acquisition or divestiture. Employees must exercise reasonable prudence and care in dealing with such information in order to avoid inappropriate or illegal disclosure.

False, misleading or deceptive advertising and related activities in the promotion and sale of products sold or offered by the company is prohibited. In addition, fair and accurate advertising and sales practices are critically important in preserving the company’s goodwill and reputation with its customers and the public. Therefore, all advertising claims and other representations to customers and potential customers must be truthful and have a reasonable basis.

YSI is an equal employment opportunity employer. It is committed to provide a work environment where employees and applicants for employment are treated with respect and dignity and without regard to race, color, creed, religion, national origin, gender, sexual orientation, martial status, age, disability, membership or application for membership in uniformed services, veteran status, the seeking of workers’ compensation benefits, or any other category protected by law.

YSI prohibits any verbal or physical abuse, or the threat of it, and any other form of intimidation of or by employees in the course of their work. YSI prohibits sexual harassment or harassment of any kind based upon any protected characteristic.

YSI respects employees’ rights of freedom of association and representation through works councils or any other appropriate forum.

Wherever we do business, we seek to ensure that YSI and its vendors provide employees with satisfactory working conditions and wages (local economies), specifically prohibiting the exploitation of employees and the illegal hiring of child labor.

The laws of most countries prohibit the use of corporate funds, assets, services or facilities on behalf of a political party or candidate. However, in the United States, such contributions and activities are permitted if they comply with stringent reporting and disclosure regulations.

Employees who participate in the political process, express their views on legislative or political matters, engage in political activities and/or make personal political contributions must conduct such activities on their own time and at their own expense. Employees who participate in political activities or make any public political statements must avoid any references to their affiliation with YSI or its subsidiaries and make clear that they are acting personally.

To ensure that all reports and press releases YSI issues are supplied to the local public in an authoritative and consistent manner, employees are not to provide information or respond to inquiries from the media or the financial community without proper authority.

Many governments throughout the world have enacted “competition” or “antitrust” laws. These laws prohibit “restraints of trade”, and apply to certain types of agreements or conduct involving competitors, customers or suppliers in the marketplace. Their purpose is to ensure that markets for goods and services operate competitively and efficiently, so that customers enjoy the benefit of open competition among their suppliers, and sellers similarly benefit from competition among their purchasers.

Strict compliance with competition and antitrust laws is essential. Some types of conduct are always illegal under certain laws. Such conduct includes agreements or joint actions between competitors regarding prices, bids, product or territory allocations or division, selection of customers or suppliers, or limits on production, inventory or research and development; and agreements with customers or licensees regarding the minimum resale price at which they will sell goods or services.

Some activities may be legal in some market situations and illegal in others. Some of these types of conduct involve agreements with third parties such as competitors, customers, suppliers, licensees or licensors. These types of conduct include predatory pricing; certain exclusive dealing arrangements; tying or bundling of separate products; termination of dealers, distributors or suppliers; price discrimination; monopolization; agreements with customers or licensees regarding their maximum resale prices on YSI goods or services; and, under some circumstances, attempts to engage in many of these types of restrictive activities.

Bribery occurs when anyone offers, solicits, gives, receives or accepts anything of value in exchange for favorable treatment by a government official. It also occurs when a company secures an unfair advantage over its competitors through secret and corrupt dealing with prospective customers. Bribery is illegal, and any employee who participates in or condones a bribe, kickback, or other unlawful payment or attempts to participate in any such activity, will be subject to strict disciplinary action, up to and including termination. YSI also reserves the right to refer such matters to public authorities for possible criminal prosecution.

The nature and structure of our industry requires YSI and its affiliates to conduct business with government agencies throughout the world. Many laws impose strict rules governing business relationships, contract negotiations and contract terms with government agencies and their officials. All employees engaged in business with a governmental body or agency must know and abide by those rules, as violations may result in harsh penalties. Employees must also conduct themselves in a manner that avoids any dealings that might be perceived as attempts to influence public officials in the performance of their official duties.

Many laws restrict companies that do business with the government from hiring as an employee or retaining as a consultant a present or former government employee other than secretarial, clerical, or other similar grade employees. Employees must obtain written clearance from Human Resources before discussing proposed employment or retention with any former government employee who left the government within the past two years.

In most circumstances, YSI’s policy is to formalize all agreements in writing. Employees may enter into agreements in accordance with the level of authorization given and communicated to them by their manager.

Employees of YSI accept an obligation to avoid conflicts of interest in carrying out their professional work. Conflict of interest exists if financial interests or other opportunities for tangible personal benefit may exert a substantial and improper influence upon an employee’s personal judgment in exercising any YSI duty or responsibility.

Examples (not all-inclusive) that might create a conflict of interest are:

• Having significant involvement and/or financial interest in an entity that does business with YSI.
• Use of one’s professional expertise to provide services that compete with services provided by YSI.
• Devoting to private purposes any portion of time due YSI, or holding outside employment that interferes with performance of YSI duties.
• Participating in the making of a decision if there exists a financial conflict of interest.
• Purchasing goods or services from an employee or near relative of the employee unless there is a specific determination that the goods or services are not available otherwise.
• Accepting significant gifts or special favors for personal gain from private organizations or individuals with whom YSI does business.

Employees must prepare and maintain books, records, accounts and supporting documentation that fully and accurately reflect all YSI transactions, revenues, receipts, disbursements, assets and liabilities in accordance with policies and applicable legal and accounting requirements.

Employees who are contacted by lawyers who do not represent YSI, government agents, investigators or other third parties seeking YSI information, or documents concerning potential or actual litigation or investigations are to immediately notify Human Resources.

YSI property, equipment, facilities or physical resources may not be used for solicitation or distribution activities which are not related to an employee’s services to YSI, except for solicitation permitted by applicable labor laws and charitable activities that have been approved by Human Resources. Even with such approval, employees may not “actively” solicit other employees during working time.