About Us

"Kurzemes Gaļsaimnieks" Ltd. was established in 1997, and it is located in Paplaka, approximately 35 km from Liepaja.

During all these years we have underwent major changes:  in January 2012 along with putting a new plant into operation we have created a meat processing complex that includes a slaughterhouse, a meat cutting unit and a meat processing unit, thus providing a full production cycle and ensuring high and stable quality of meat products and manufactured meat.

In spring 2021, the new extension to the production facility of Kurzemes Gaļsaimnieks Ltd was opened, bringing the total production area to 9000 m2.

The new premises will allow the company to significantly increase its production capacity and volume thanks to the introduction of automated lines and innovative technologies that will facilitate and improve daily operations.

The modernised factory extension was realised with the support of the European Agricultural Fund.

We offer our clients freshly cut meat, butchering co-products, manufactured meat and meat products – more than 120 products in total.

We work on development of new products with special care, always thinking about our customers; therefore we pay special attention to reducing the amount of salt and fat in our products. The Company's internal quality policy allows only minimal use of preservatives. The products are made from fresh, chilled meat; therefore the most valuable properties of meat are preserved.

Our products are sold in more than 3000 markets and catering companies. They are supplied to the largest Latvian retail networks such as «Maxima», «Rimi», «Lidl», «ELVI», «AIBE», «TOP», «LATS», «Mego», «Mere», «Promo Cash&Carry», as well as to pre-school educational institutions, schools, medical centres, etc.  Fresh meat products as raw material for further processing is supplied to the biggest Latvian meat product producers.

We are always open for cooperation with clients by producing high quality products at affordable prices!

CORE VALUES

1. Fairness and Justice

1.1. In accordance with Latvian legislation, transparency and accessibility of documents shall be ensured, and all company information that is not confidential will be accessible to the customers and the public.

1.2. The company’s records shall be kept in the national language and will be accurate and honest.

1.3. Employees shall be honest about their responsibilities. No business partner is important enough to violate the company’s values.

1.4. Work remuneration shall be commensurate with the professional skills and experience of each employee. Employees with similar education, experience and skills shall be paid equally, taking into account the quality of their work.

1.5. Additional payment for the work performed will be possible.

1.6. Staff questions and concerns shall be dealt with fairly and justly, but fair doesn’t always mean the same.

1.7. Any legal obligation or infringement outside of working hours that may affect direct job duties shall be reported to management immediately.

2. Responsibilities

2.1. The employee is provided with a salary in accordance with Latvian legislation. Working hours, social guarantees and working conditions shall be specific to each unit (criteria include: low workplace temperature, cooling unit operation, monotonous work in the same posture, etc.).

2.2. Heads of Unit shall support their unit staff by advising them and by taking an active role in problem-solving so that the employee becomes knowledgeable and independent.

2.3. The company shall work as a team to achieve its goals. Managers trust their subordinates and vice versa because the performance of a company also depends on the willingness to trust others and to let the person who is best suited to lead the process.

2.4. Employees shall be aware of the requirements and conditions of their job and the contribution they make, and therefore feel personally responsible for the quality of their work in achieving the company’s common goals.

2.5. The employee shall carry out his/her duties in a professional manner, with accuracy, diligence and in a timely manner to ensure the efficiency and quality of the work of the company.

2.6. Employees shall dissociate themselves from personal interests and external influences (interests of other persons, political, religious or social groups) in the performance of their duties and decision-making.

2.7. Each employee shall be obliged to respect these ethical standards and to work in accordance with them every day.

2.8. All employees are legally free to join clubs and associations of their own free will in their free time.

3. Loyalty

3.1. Employees shall be committed to the company’s objectives and core values. The duties of the job shall be carried out to uphold the honour of the profession and to prevent any actions that may be dishonest or unethical.

3.2. In the performance of their duties and outside of working hours, employees, and in particular senior management, shall act in accordance with the company’s values in order to preserve and enhance the company’s reputation.

3.3. Loyalty not only concerns carrying out the assigned duties and instructions but also creative participation, professional support and advice in relations with other colleagues.

3.4. Coming to work under the influence of drugs, medication or alcohol shall be strictly prohibited. The use, sale or distribution of these substances on company premises shall be strictly prohibited.

4. Professionalism

4.1. The company complies with international laws, national laws, rules and regulations that apply to the food sector, and develops its own internal instructions.

4.2. Staff members shall be committed to continuous professional development and experience: they are entrepreneurial, ambitious, show initiative, regularly update their professional knowledge by reading industry literature, attending educational courses, as well as following developments in the relevant industry in Latvia and worldwide, and making suggestions for improving and developing their work.

4.3. The company prefers to support and train employees rather than immediately punish them for wrongdoing.

4.4. Staff and managers shall maintain good relations.

5. Respect

5.1. The company respects human rights.

5.1.1. No worker should suffer mentally or physically while doing their job. 

5.1.2. Employees are free to express their personal opinions both in the workplace, provided they do not violate the dignity of colleagues, and in their free time, provided they do not bring the company into disrepute.

5.1.3. No employee shall be discriminated against on the grounds of race, ethnicity, religion, age, gender, sexual orientation, political opinion, marital status, income level or disability, if any.

5.1.4. Offensive behaviour, including intimidation, harassment (bullying), violence, and the distribution of offensive oral, printed or electronic material is strictly prohibited.

5.1.5. Child labour is completely prohibited.

5.2. Employees shall be respectful of people with different backgrounds and recognise diversity as offering potential for the company.

5.3. Employees shall respect and treat all colleagues equally, regardless of their position in the company.

5.4. Management shall ensure that the individuality of each person is respected.

5.5. Senior staff shall treat the documents of another staff member relating to his/her immediate duties with respect. They may only be viewed with the consent of the employee or management.

5.6. Employees shall protect both company property and confidential information and not use such for private purposes.

COMMUNICATION ETHICS

To avoid discrepancies in opinions in the public space, no employee should comment on/express the opinion of the company to the media before it has been coordinated with the Management Board of the company.

Financial and all other company information provided to the media, state authorities, the public or elsewhere shall be complete, fair, accurate and understandable.

Employees shall refrain from expressing public opinion that is contrary to or incompatible with the business objectives of the company. The personal opinion shall be strictly and unambiguously distinguishable from the official opinion of the company.

If there is a misunderstanding of communication within the company or in relations with partners, the company shall immediately eliminate it by explaining the true information. Making mistakes, acknowledging them honestly and justifying the truth is a human part of ethical action.

Mentioning false information and defaming competitors is strictly prohibited.

MUTUAL RELATIONSHIP

Employees shall cooperate with colleagues by providing and in turn receiving the necessary assistance in the performance of professional duties, and not misuse the trust of colleagues.

Humiliation of colleagues, public criticism and cynical attitude are unacceptable. Errors in the work process shall be pointed out personally. Employees should value their colleagues’ work, not their personality or views.

Employees shall avoid conflict and, when such arises, resolve it through constructive cooperation. Employees shall respect everyone’s right to their opinion, and take the views of others into account, without offending or insulting anyone personally.

Employees shall separate private lives from employment and shall not use working time to address issues of private life.

CONFLICT OF INTEREST

In the event of a conflict of interest, employees shall inform their supervisor and shall refrain from participating in decision-making and from performing duties that involve their own interests or those of a third party, whether pecuniary or non-pecuniary.

Employees shall not accept any material or immaterial benefits or other advantages (donations and gifts, loans or other payments) from an organisation or individual which may influence or cast doubt on the impartiality of any duty or performance.

Employees shall refrain from engaging in private activities and from side jobs and combining jobs that interfere with the responsible and professional performance of their duties or raise the possibility of potential, perceived or actual conflicts of interest.

For non-work-related purposes, company resources shall be used during working hours in accordance with each company’s internal rules.

IMPLEMENTATION AND ENFORCEMENT OF THE CODE OF CONDUCT

It is the responsibility of each employee to perform their job responsibilities in accordance with the company’s Code of Ethics, as well as other internal regulations and guidelines developed by the Company.

Managers shall set an example for employees with their position and actions, as well as answer questions of the employees about ethical dilemmas, if any.

If anyone observes a breach of the rules within the Company, he/she shall report it to the line manager or the board of directors.

Reporting may be performed anonymously by putting it in writing in the ‘Report box’. The box shall be emptied 1x per week.

If anyone recognises the handwriting or knows who put the message in, they shall agree not to disclose the information.

Serious misconduct shall be communicated throughout the company to reduce its recurrence in the future and to clearly define reprehensible practice.

Messages about various dilemmas can also be disseminated throughout the company so that employees can learn and make appropriate decisions at other times.

Misconduct shall be subject to disciplinary action, up to and including the termination of employment. In the most serious cases, this can lead to civil and criminal liability.

SUPERVISION AND IMPROVEMENT OF THE CODE OF CONDUCT

The company’s reputation is built by all employees, as each makes decisions and each employee is identified with the company.

Employees may be confronted with ethical conflicts, so the management and heads of business units shall monitor the application of the Code in practice, periodically reviewing its suitability, adequacy and effectiveness at all levels of the company and improving it where necessary.

The results of the examination and the conclusions, if they do not confirm the appropriateness of and compliance with the Code, shall be reported by the Heads of Unit to the Board.

It is advisable for managers at different levels to keep documentation on the various dilemmas of the Code to facilitate future decision-making by referring to cases that have already occurred.

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