Mission

At A&A packaging technology, we construct disruptive, proprietary packaging solutions that use less
material, flatten supply chains, and create brand proprietor value. 3 key components integrate in
NuLabel’s labs to accelerate packaging innovation to remarkable speeds: our people, our platform, and
our partners. Our group of polymer chemists, chemical engineers, researchers, and technicians have
pioneered the sector of activatable chemistries for the packaging enterprise.

Vision
To be a world leader in packaging technology and keep that position for generations to come.

SWOT Analysis
Strengths

 Experience: Our execs have decades of experience with polymers.

 Relationships: The company has excellent relationships with firms that supply raw materials.
 Location: We are based in binondo which puts us in an advantage through lower logistics cost.

Weakness

 High startup cost: The very high cost of starting a manufacturing plant will require loans and
investments.

Opportunities

 The initial facility will have a capacity to produce 50 million pounds of packaging material and
we plan to increase that to cater to a worldwide clientele.
 R&D: We plan to devote most of our profit to research in development and acquiring intellectual
property to accomplish our goal of being a world leader in packaging technology.

Threats

 Environmental protection standards: Whenever the government regulations are updated, we

need to develop technically and economically feasible recycling solutions that meet the
standards.

SO Strategy
We will protect our reputation and relationship with our clients which will put us in a favorable position
in the long run. Enabling us to acquire companies who’ve reached their maturity.

Our Employee Conduct Policy

To ensure orderly operations and provide the best possible work environment. we expect employees to
follow rules of conduct that will protect the interests and safety of employees. customers. vendors and
visitors On or off duty. an employee's conduct reflects on the Company. All employees are encouraged
to observe the highest standards of professionalism at all times.
It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The
following examples of infractions of rules of conduct that may result in disciplinary action. up to and
including termination of employment without prior warning, at the sole discretion of the Company.

• Theft or inappropriate removal or possession of Company-owned property

• Falsification of records. including but not limited to employment and attendance records

• Possession. distribution. sales. transfer, or use of alcohol or illegal drugs in the workplace. while on
duty. or while operating Company-owned or provided vehicles or equipment

• Fighting or threatening violence in the workplace

• Negligence or improper conduct leading to damage of Company-owned or customer-owned property

• Insubordination or other disrespectful conduct

• Violation of safety or health rules

• Sexual or other forms of unlawful or unwelcome harassment

• Possession of dangerous or unauthorized materials. such as explosives or firearms, in the workplace •

Excessive absenteeism or any absence without notice

• Unauthorized disclosure of -business secrets' or confidential information

• Violation of personnel policies

• Personal hygiene issues that are reasonably avoidable that can be considered offensive. a workplace
distraction and/or disrupt business operations

• Unsatisfactory performance or conduct

Maternity/Paternity Leave Procedure

under schedule for change and applicable terms and conditions for medical
personnel, (normal) Maternity support (Paternity) go away is to be had for all
employees who are biological and adoptive fathers, nominated carers or
same-sex partners.
Eligible personnel might be entitled to a maximum of 2 operating weeks’ paternity
depart (pro-rata for part-time personnel) to be taken within 56 days of the date the
child was born/placed for adoption.
in accordance with time table for alternate and relevant terms and situations for
medical personnel, personnel have to notify the trust at least 28 days prior to
commencement of leave, via completing the application form, and submitting it to their line supervisor.
leave can start on any day of the week, however not before the toddler has
been born leave need to be taken as a block of either one or weeks, and
can't be taken as separate weeks or odd days.
Eligibility for Occupational Maternity guide Pay is twelve months’ continuous
provider with the NHS at the beginning of the week wherein the toddler is
due/the worker has been notified of placement for adoption.
personnel who aren't eligible for Occupational Maternity support Pay, but
have a least 26 weeks’ continuous service with the trust continuing into the
fifteenth week before the expected week of childbirth/or the week of notification of
placement for adoption, may be eligible to receive Statutory Paternity Pay.