MICAM is a leading European manufacturer of prepregs, advanced composite materials and wall lining systems.  

MICAM manufacture a wide range of customised prepreg systems based on synthetic resins and reinforcement materials utilising modern horizontal and vertical impregnation process lines located in a 7000 sqm manufacturing facility based in Mallow, Co. Cork, Ireland.

Our Lamination plant is capable of manufacturing a wide range of composite panels (both honeycomb and monolithic) as well as a range of high-pressure laminates (HPL) that meet demanding specifications and tolerances. We are able to supply these products in sheet or panel format and also offer to convert these materials in-house utilising our modern CNC machining capability 

MICAM design, manufacture and install a range of wall lining systems that offer enhanced protection for public spaces and infrastructure. (pic)

Our manufacturing process is controlled to strict quality standards. MICAM operates a quality management system that is certified to ISO9001:2015. MICAM is committed to providing value to our customers through quality and service. We specialise in offering solutions based on engineering materials that are design optimised for individual customer’s special needs or applications.

MICAM operates a quality management system certified to EN ISO9001:2015. We are committed to providing value to our customers through service and product customisation. We specialise in offering solutions based on engineering materials that are design optimised for individual customers’s special requirements and applications.

MICAM’s Quality Policy is to continuously improve our processes and products to meet our customers and regulatory requirements at an acceptable cost. The effectiveness of implementing the Quality Management System Policy is to provide a competitive advantage to our internal and external customers. Each employee’s commitment to quality improvement and management’s further commitment to implementation of supporting managerial and operating systems is essential to realising this goal.

ISO9001:2015 Certificate PDF

MICAM conducts sustainable manufacturing of durable materials with long lifetime cycles and service provision in a way that seeks to drive value creation for society, the environment, and end users. MICAM continually seeks improvements to reduce impacts on natural resources and the environment through a programme of responsible sourcing of materials, waste minimisation and recycling. Micam is committed to  energy minimisation and energy recovery combined with environmental emission reductions.

MICAM Ltd. is committed to managing all information in accordance with legislation and best practice.

Information exists in many forms. It may be printed or written on paper, stored electronically, transmitted by post or using electronic means, shown on films, or spoken in conversation. Appropriate protection is required for all forms of information to ensure business continuity and to avoid breaches of the law and statutory, regulatory and contractual obligations.

To achieve this, it is MICAM’s policy to ensure that:

  • Information will be protected from unauthorised access
  • Confidentiality of information will be assured
  • Integrity of information will be maintained
  • Information is made available only to authorised persons
  • Information security training will be available to all staff
  • All breaches of information security, actual or suspected, will be reported, investigated and resolved

The overall objective is to treat information appropriately and in accordance with the risks associated with it.

Personal data will be handled in accordance with the Data Protection Acts 1988-2018 and the General Data Protection Regulation (EU) 2016/679 (“Data Protection Legislation”). Data Protection Legislation regulates the capture, storage and use of information about individuals, known as “personal data”.

To achieve compliance with Data Protection Legislation, MICAM will ensure that:

  • There are individuals in the organisation who can provide advice and assistance on issues arising under the Data Protection Legislation;
  • Everyone managing and handling personal data understands that they are responsible for following good data protection practice;
  • Everyone managing and handling personal data is appropriately trained;
  • Queries about handling personal data are promptly dealt with;
  • Procedures for handling personal data are clearly described; and
  • A regular review is made of the way personal data is managed.

This policy applies to anyone that accesses MICAM information and will be reviewed periodically to ensure continuing suitability, adequacy, and effectiveness of managing information security in MICAM.

Patrick Dunlea, Finance Director

22 June 2021

1. Purpose

The purpose of this policy is to establish controls to ensure compliance with all applicable anti-bribery and corruption regulations, and to ensure that the Company’s business is conducted in a socially responsible manner.

2. Policy statement

Bribery is the offering, promising, giving, accepting or soliciting of an advantage as an inducement for action which is illegal or a breach of trust. A bribe is an inducement or reward offered, promised or provided in order to gain any commercial, contractual, regulatory or personal advantage.

It is our policy to conduct all of our business in an honest and ethical manner. We take a zero-tolerance approach to bribery and corruption. We are committed to acting professionally, fairly and with integrity in all our business dealings and relationships wherever we operate and implementing and enforcing effective systems to counter bribery.

We will uphold all laws relevant to countering bribery and corruption in all the jurisdictions in which we operate. However, we remain bound by the laws of Ireland and the UK, including the Bribery Act 2010, in respect of our conduct both at home and abroad.

Bribery and corruption are punishable for individuals by up to ten years imprisonment and a fine. If we are found to have taken part in corruption, we could face an unlimited fine, be excluded from tendering for public contracts and face damage to our reputation. We therefore take our legal responsibilities very seriously.

3. Scope

3.1 Who is covered by the policy?

In this policy, third party means any individual or organisation you come into contact with during the course of your work for us, and includes actual and potential clients, customers, suppliers, distributors, business contacts, agents, advisers, and government and public bodies, including their advisors, representatives and officials, politicians and political parties.

This policy applies to all individuals working at all levels and grades, including senior managers, officers, directors, employees (whether permanent, fixed-term or temporary), consultants, contractors, trainees, seconded staff, homeworkers, casual workers and agency staff, volunteers, interns, agents, sponsors, or any other person associated with us, or any of our subsidiaries or their employees, wherever located (collectively referred to as employees in this policy).

This policy covers:

  • Bribes
  • Gifts and hospitality
  • Facilitation payments
  • Political contributions
  • Charitable contributions
3.2 Bribes

Employees must not engage in any form of bribery, either directly or through any third party (such as an agent or distributor). Specifically, employees must not bribe a foreign public official anywhere in the world.

3.3 Gifts and hospitality

Employees must not offer or give any gift or hospitality:

  • which could be regarded as illegal or improper, or which violates the recipient’s policies; or
  • to any public employee or government officials or representatives, or politicians or political parties; or
  • which exceeds €100 in value for each individual gift or €500 in value for each hospitality event (not to exceed a total value of €1,000 in any financial year), unless approved in writing by the employee’s manager.

Employees may not accept any gift or hospitality from our business partners if:

  • it exceeds €100 in value for each individual gift or €500 in value for each hospitality event (not to exceed a total of €1,000 in any financial year), unless approved in writing by the employee’s manager; or
  • it is in cash; or
  • there is any suggestion that a return favour will be expected or implied.

Where a manager’s approval is required above, if the manager is below Director level then approval must be sought from an appropriate Director.

If it is not appropriate to decline the offer of a gift, the gift may be accepted, provided it is then declared to the employee’s manager and donated to charity.

We appreciate that the practice of giving business gifts varies between countries and regions and what may be normal and acceptable in one region may not be in another. The test to be applied is whether in all the circumstances the gift or hospitality is reasonable and justifiable. The intention behind the gift should always be considered.

Within these parameters, local management may define specific guidelines and policies to reflect local professional and industry standards. Where this policy requires written approval to be given, the Company Secretary shall put in place a process to maintain a register of all such approvals.

3.4 Facilitation payments and kickbacks

Facilitation payments are a form of bribery made for the purpose of expediting or facilitating the performance of a public official for a routine governmental action, and not to obtain or retain business or any improper business advantage. Facilitation payments tend to be demanded by low level officials to obtain a level of service which one would normally be entitled to.

Our strict policy is that facilitation payments must not be paid. We recognise, however, that our employees may be faced with situations where there is a risk to the personal security of an employee or his/her family and where a facilitation payment is unavoidable, in which case the following steps must be taken:

  • Keep any amount to the minimum;
  • Create a record concerning the payment; and
  • Report it to your line manager.

In order to achieve our aim of not making any facilitation payments, each business of the Company will keep a record of all payments made, which must be reported to the Company Secretary, in order to evaluate the business risk and to develop a strategy to minimise such payments in the future.

3.5 Political Contributions

We do not make donations, whether in cash or kind, in support of any political parties or candidates, as this can be perceived as an attempt to gain an improper business advantage.

3.6 Charitable contributions

Charitable support and donations are acceptable (and indeed are encouraged), whether of in-kind services, knowledge, time, or direct financial contributions. However, employees must be careful to ensure that charitable contributions are not used as a scheme to conceal bribery. We only make charitable donations that are legal and ethical under local laws and practices]. No donation must be offered or made without the prior approval of [the compliance manager.

All charitable contributions should be publicly disclosed.

4. Your responsibilities

You must ensure that you read, understand and comply with this policy.

The prevention, detection and reporting of bribery and other forms of corruption are the responsibility of all those working for us or under our control. All employees are required to avoid any activity that might lead to, or suggest, a breach of this policy.

You must notify your manager OR the Company Secretary or the confidential helpline as soon as possible if you believe or suspect that a conflict with or breach of this policy has occurred, or may occur in the future.

Any employee who breaches this policy will face disciplinary action, which could result in dismissal for gross misconduct. We reserve our right to terminate our contractual relationship with other workers if they breach this policy.

5. Record-keeping

We must keep financial records and have appropriate internal controls in place which will evidence the business reason for making payments to third parties.

You must declare and keep a written record of all hospitality or gifts accepted or offered, which will be subject to managerial review.

You must ensure all expenses claims relating to hospitality, gifts or expenses incurred to third parties are submitted in accordance with our expenses policy and specifically record the reason for the expenditure.

All accounts, invoices, memoranda and other documents and records relating to dealings with third parties, such as clients, suppliers and business contacts, should be prepared and maintained with strict accuracy and completeness. No accounts must be kept “off-book” to facilitate or conceal improper payments.

6. How to raise a concern

You are encouraged to raise concerns about any issue or suspicion of malpractice at the earliest possible stage. If you are unsure whether a particular act constitutes bribery or corruption, or if you have any other queries or concerns, these should be raised with your line manager OR the Company Secretary or through the confidential helpline.

7. What to do if you are a victim of bribery or corruption

It is important that you tell the Company Secretary or the confidential helpline as soon as possible if you are offered a bribe by a third party, are asked to make one, suspect that this may happen in the future, or believe that you are a victim of another form of unlawful activity.

8. Protection

Employees who refuse to accept or offer a bribe, or those who raise concerns or report another’s wrongdoing, are sometimes worried about possible repercussions. We aim to encourage openness and will support anyone who raises genuine concerns in good faith under this policy, even if they turn out to be mistaken.

We are committed to ensuring no one suffers any detrimental treatment as a result of refusing to take part in bribery or corruption, or because of reporting in good faith their suspicion that an actual or potential bribery or other corruption offence has taken place, or may take place in the future. Detrimental treatment includes dismissal, disciplinary action, threats or other unfavourable treatment connected with raising a concern. If you believe that you have suffered any such treatment, you should inform [the compliance manager] immediately. If the matter is not remedied, and you are an employee, you should raise it formally using the company’s Grievance Procedure.

9. Training and communication

Training on this policy forms part of the induction process for all new employees. All existing employees will receive regular, relevant training on how to implement and adhere to this policy. In addition, all employees will be asked to formally accept conformance to this policy on an annual basis.

Our zero-tolerance approach to bribery and corruption must be communicated to all suppliers, contractors and business partners at the outset of our business relationship with them and as appropriate thereafter.

10. Who is responsible for the policy?

The board of directors has overall responsibility for ensuring this policy complies with our legal and ethical obligations, and that all those under our control comply with it.

The Company Secretary has primary and day-to-day responsibility for implementing this policy, and for monitoring its use and effectiveness and dealing with any queries on its interpretation. Management at all levels are responsible for ensuring those reporting to them are made aware of and understand this policy and are given adequate and regular training on it.

11. Monitoring and review

The Company Secretary will monitor the effectiveness and review the implementation of this policy, regularly considering its suitability, adequacy and effectiveness. Any improvements identified will be made as soon as possible. Internal control systems and procedures will be subject to regular audits to provide assurance that they are effective in countering bribery and corruption. All employees are responsible for the success of this policy and should ensure they use it to disclose any suspected danger or wrongdoing.

Employees are invited to comment on this policy and suggest ways in which it might be improved. Comments, suggestions and queries should be addressed to the Company Secretary.

This policy does not form part of any employee’s contract of employment and it may be amended at any time.

Patrick Dunlea, Company Secretary

15th of October 2018

MICAM Ltd. recognises the importance of adhering to the principles of ethical business conduct in the delivery of its activities and is committed to operating its business sustainably and responsibly and in full compliance with all relevant laws and regulations.

This policy applies to MICAM Ltd., its officers, directors, and employees, whether permanent or temporary. It also applies to all MICAM supply chain partners, including agents, consultants, joint venture partners and subcontractors (“Associated Persons”).

ss conduct includes:

  • Bribery prevention – The giving or receiving of bribes is contrary to the bribery legislation and can play no part in the way in which MICAM carries out its business.
  • Fair and open competition – MICAM adheres in all its business practices to the principle of fair and efficient competition, and does not engage in conduct which, is anti-competitive – such as entering into agreements which restrict, prevent or distort competition.
  • Insider dealing prevention – If you are in possession of inside information about the MICAM, you must not deal in any securities (shares) of the company, or encourage or recommend someone else to do so, even if you will not directly profit from the dealing.
  • Fraud prevention – MICAM has a zero-tolerance approach to fraud within the group or by any Associated Persons and will investigate all reports of suspicious or dishonest behaviour in accordance with the fraud response policy.
  • Whistleblowing – MICAM encourages employees and Associated Persons to raise their concerns about any malpractice at the earliest possible stage. This is commonly known as “whistleblowing”.

This policy is a declaration of MICAM’s intent to ensure all employees and Associated Persons act, and are seen to act, with uncompromising honesty and integrity in everything they do.

Patrick Dunlea, Finance Director

5th of October 2023

MICAM Ltd. is committed to being an equal opportunities employer: an employer that maintains the highest standard of employment practice and one which aims to employ a workforce that reflects the diverse society in which we live and work.

To provide a diverse and inclusive workplace and achieve our objectives, we commit to:

  • Act as role models with values and behaviour which foster workforce diversity.
  • Recognise and reflect diversity and inclusion.
  • Create a supportive environment where everyone can reach their full potential by ensuring policies and procedures support the attraction, selection, retention, and promotion of people from a diverse range of candidates on the basis of skills and merit.
  • Identify and remove barriers that hinder the achievement of a diverse and talented workforce.
  • Draw the attention of all those responsible for recruitment, selection, training, grievance or disciplinary or dismissal decisions to this policy.
  • Provide our people with access to the learning and development opportunities that are appropriate for their role.
  • Communicate with, consult and educate, all employees in respect of their own responsibilities and the Company’s commitment towards the promotion of equal opportunity and equality for all employees.
  • Be accountable for our performance by establishing, tracking, and reporting against specific and measurable success indicators.
  • Never encourage or accept any form of unlawful discrimination against our colleagues or any third parties be they potential employees, customers, subcontractors, suppliers, or members of the public.
  • Not tolerate any form of harassment or bullying and treat all colleagues and third parties with respect and dignity.

As managers and employees, we will recognise and respect the diversity of backgrounds, beliefs and experiences that exist within our workforce and community.

By ensuring that our workplace policies and practices value the principles of equal employment opportunity, MICAM will remain a great place to work and deliver sustainable value to our clients and stakeholders.

Our policies are reviewed and updated regularly to be responsive to client needs and evolve with the world around us to make MICAM the company of first choice for all our stakeholders, whilst challenging and changing the image of construction worldwide.

Patrick Dunlea, Finance Director

5th of October 2023