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Smart Packaging – ActiveGuard® Connect™ (Under Development)

The Challenge

Adherence to medicine prescription or supplementation of nutraceuticals is as low as 30% – 50%.

 

Low and Inconsistent Adherence is responsible for:

ActiveGuard-Connect-Challange
LOG ActiveGuard Connect Logo
ActiveGuard® CONNECT™ features a smart IoT component with integrated desiccant chamber that links and synchronizes with a patient’s smartphone. The smart packaging product enables indication of taken doses, tracks temperature within the bottle, and can remind or alert patients as needed to drive adherence.

ActiveGuard® Connect™
increases adherence by up to 23%*

*based actual facts from case studies

Download Brochure

ActiveGuard Connect Brochure

Your Benefits

ActiveGuard® Connect™ empowers pharma & nutraceutical manufacturers to:

  • Improve medication and supplement efficiency

  • Engage with the end-customer and build a long-term relationship

  • Increase sales

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Case Study: Supporting the needs of families dealing with cancer

Four LOG employees volunteer on a regular basis in ‘Noladet Lenatxach’ ('Born to win’) - supporting the needs of families dealing with cancer.

'Born to win’ is a voluntary-social organization, established in 2018 to provide community support to families battling cancer. The volunteers bring home-cooked food for the families, in order to facilitate them during the complex period of dealing with the disease and allow them to concentrate their resources and attention on the treatments. Beyond that, the volunteers give the families a supporting hand, love and an understanding that they are not alone and part of a caring and supportive community. The organization operates in 50 cities across the country as well as in the Jordan Valley. 

Photos of volunteers’ dishes and pastries:

Case study: Support individual requests for assistance from the community

LOG periodically receives requests from members of the nearby community for supporting various requests and agrees to assist as much as possible. This year came a touching request from an 11-year-old girl suffering from a chronic genetic disease - cystic fibrosis (CF) - treated at Rambam Hospital. As part of her many treatments, the girl is treated with regular and daily physical therapy and needs regular pool care. Ensuring regular treatments for the girl also during the corona period, days when there is a fear of reaching the pool as a focus of infection, could be done by building a private pool at her house. LOG helped funding the private pool that allowed the treatments to continue and help improve her functional ability and respiratory functions.

Case Study: Waste Management in Israel

Over the past few years the company has built recycling mechanisms for the various types of waste that exist in the plant.

In the production hall, there is a waste separation process in place and the waste is transferred to designated bins - for plastic, paper, metal parts, rags and an outdoor container that collects aluminum and nylon. Colored PET debris is shredded on the spot. Next to the chip hall is a dedicated container for collecting rodent products. In addition, fluorescent lighting is collected for recycling (in the few places that have not been transferred to LED lighting).

The cumulative materials are sold to various recycling suppliers who collect the waste from the plant.

The company is currently considering the establishment of an indoor collection and recycling area for the management of some of the waste residues that cannot remain outside. In addition, ways of reusing plastic waste that is currently being shredded and sold are being examined (there are isolated cases where there is an immediate closed process that takes the plastic waste for re-production on-site).

The company is in contact with customers and suppliers and is trying to find recycling opportunities for example: recently the company took pallets from one of the customers who wanted to recycle and at the same time, moved wooden pallets for use by a recycling supplier. The company also recycled supplier large crates in favor of collecting shredded PET.

Following these initiatives and waste management practices - from 10 containers of plastic waste per month in 2006 - we dropped to 4 containers per year in 2020!!!

 

The main recycling suppliers are:

 

Ecommunity - a social corporation for recycling electronic waste while integrating people with special needs into the work circle. The partners of Ecommunity are the businesses, 76 authorities that are located all over the country and the authorized treatment and recycling sites. Every year, thousands of tons of e-waste are recycled by a population with special needs.

 

Tabib - offers a wide range of professional, high-quality, available, effective and, after all, waste treatment solutions. Tabib strives to promote environmental protection in Israel and for over 25 years has stood to the right of companies, businesses, organizations and entities facing challenges related to hazardous waste treatment, industrial effluents, contaminated soils, hazardous materials incidents and more.

 

Gadot Ecology Services Company - offers waste removal, treatment and destruction services and specializes in the field of industrial waste recycling in Israel. The company uses state-of-the-art technologies developed by the plant engineers to process all types of waste destined for recycling. The company recycles electronic waste, plastic scrap, metal and other waste.

 

Case Study: Waste Management in Hungary

As part of our waste management strategy, we have been able to expand the scope of our activity and, accordingly, the quantities treated both in Israel and in Hungary. One of our success stories is the sale of our grinded raw material in Hungary. Starting in 2020 we launched an initiative to transfer the raw materials that cannot be used for pharma products to those who can re-use it. In 2021 we have brought about a significant increase in the use of these residues while receiving a respectable business profit.

 

Ground raw material sold – 276,832 Kg in 2021
Waste sold – 216,742 in 2021

Case Study: Green offices in Israel

All kitchens in offices and production sites use reusable utensils. We also promote awareness of the environment among our employees. For example, we held a dedicated meeting for employees that dealt with 'the challenges facing the human race in the orbit of collision with Earth' and what actions need and can be taken to correct this. The lecture was delivered by Amiad Lapidot, who was defined by the environmental organizations in 2010 as the person who most positively influenced the preservation of the environment in Israel. In addition, activities were held to plant trees together with youth in the kibbutz.

Case study: Recycling of packaging pallets in Hungary

This year, LOG production site in Hungary won a certificate of appreciation for its initiative to recycle packaging pallets. The company promotes a series of initiatives to recycle waste from its factories.

Case Study: Examination of environmental impact in Israel by the Central Bureau of Statistics

LOG participates once every three years in the Industrial Environment Survey of the Central Bureau of Statistics. The survey gathers information on the quantities of waste and sewage, how they are treated, energy consumption and investments in initiatives aimed to protect the environment. The results of the survey are used to compile statistics and will assist decision-makers in the economy in determining policies and procedures for protecting the environment as well as comparing activities to other OECD countries.

Case Study: Promoting Carpool in Hungary

We encourage our employees to travel to work using public transportation by paying almost full ticket price (86% of commuting cost). In addition, when an employee travel by private car takes other colleagues that live on the same route with him to work, he receives extra compensation.

Case study: LOG Israel salary and remuneration policy

LOG’s salary and remuneration policy serves as a tool for locating and retaining professional and quality personnel, while addressing the needs of the organization and its strategic plan. The policy supports development and promotion of employees based on their performance while supporting the organization's values ​​of promoting professionalism, fairness, long-term human capital capacity building and encouraging a sense of respect, trust and appreciation for all levels of work in the company.

Employee benefits include a training fund according to years of seniority and managerial level. All employees enjoy days of vacation, illness (in accordance with the law), and payment of convalescence and clothing allowances. In addition, the company subsidizes lunch for all employees in a closed list of restaurants, regardless of the number of working hours per day (the employee has only payment of NIS 5 per meal).

Intermediate-tiered employees and above receive an extension of vacation days beyond what is required by law. Employees whose job allows it can enjoy flexibility and work from home. All employees receive 24 hours rest within a time frame of 7 consecutive days.

Vehicle is provided to employees according to job needs and management levels as well as payment for telephone use. 

It is important to emphasize that there are no employees who are paid below the minimum wage set by law in the company.

Every two years on a regular basis, uniform wage discussions are held for all employees in which the employee's contribution to the organization, his professional and organizational progress is examined, all under the values ​​of fairness and uniformity and in accordance with defined criteria.

These days, we have initiated a process for the formation of similar and adapted salary and remuneration policy for LOG Hungary.

Case Study: a series of benefits for our employees in Hungary

Being a fair employer is one of our core values and that is why we make sure all our employees receive fair pay and benefits. In Hungary, we have a series of benefit such as: 

  • SZEP-card  100.000 HUF/year – uploaded on a monthly basis (8,000 HUF/month) into the card as part of a yearly bonus. This SZEP-card can use as a credit card to pay for all kinds of goods and service such as: foods, entertainments, etc.
  • school-starting voucher - for those who has school-child
  • Christmas gift - based on seniority
  • travel compensation – subsidize for public transport or compensation according to distance. In case of carpools – when an employee takes other colleagues with him to work, he receives extra compensation.

Case study: Diverse recruitment in Israel

We promote the employment of workers over the age of 55 and strive to recruit new workers from underemployed populations - Arabs, Israelis from Ethiopia and more. In 2021 42% of new hires are employees age 50 and up. Our workforce is composed of 13% employees from minorities, 6% of People with disabilities, 37% employees over age 50 and 43% women,.

We are proud to have 60% women in senior management and overall 40% women in management roles.

One of our important ventures is to promote the employment of rehabilitated prisoners and we have success stories when such an employee received the Outstanding Employee Medal and even brought his son to work in a factory. We recently recruited a combat soldier that suffers from battle shock who has chosen his field of work in cleaning and is showing great satisfaction.

Case Study: OHS practices in Israel

The Occupational health and safety managed in Israel under a proactive approach and with the full involvement of senior managers. Beyond immediate reports, when necessary, regular discussions are held 8 times a year as well as a regular annual management discussion.

The organization treats every safety incident severely and therefore, "almost an accident" is reported as an accident as well as, accidents on the way to and from work. We do not separate company employees from contractor employees and treat everyone equally.

All events are documented and investigated and we do not save budget to implement immediate improvements.

All new employees are required to provide physician permit and to be instructed on the OHS procedures that are accessible in three languages: Hebrew, Arabic, Russian. In addition, field training is held on various topics, such as firefighting training with exercises, first aid, etc. 

LOG Israel also manages 20 employees who constitute 'safety trustees'. These workers undergo a dedicated course and help increase attention to the implementation of safety guidelines, possible hazards and ‘negligent’ behaviors. These employees have been carefully selected in accordance with their suitability for a dedicated profile, have an understanding of the field and care for the subject.

A dedicated instruction booklet is currently being produced to be given to every employee and / or visitor to the company as a means of increasing the ways of conveying the OHS messages and awareness of safety.

Employees are invited to make suggestions and submit requests for measures to improve their safety. For example: a unique silicone device was recently purchased for the benefit of an employee who requested it for increased comfort at work; For a worker with a disability who comes twice a week, a dedicated interpreter was brought in to ensure good safety training since he spoke only Arabic.

Due to this policy and investment in employees' health and safety, we have succeeded to reduce accidents in Israel in 30% between 2020 and 2021. No women had to miss working days due to injuries, in comparison to 12 days missed in 2020.
 

We also promote healthy lifestyle through participation in local races. Just recently, employees were invited to participate in the Sunrise Race. We also manage a running group of employees and functional training is  offered to them. Our employees also participate in various periodic tests such as vision, hearing and more. We conduct these tests in the factory and offices to ensure convenience and engagement of all employees.

LOG values the health of its team and the health of others. Multiple members of the LOG team participated in the Tiberias Marathon last December weekend. We were happy to run on behalf of Sunrise Association, an organization, which, runs free camps and leisure activities for children with cancer alongside their family members from all sectors of society. Cheers to good health and to keeping families healthy and together!

Employee welfare - Employees can apply for advances, bonuses, salary benefits and more. Lunch for the employees is fully subsidized when the employee pays only 5 NIS ($1.5) for a meal from restaurants on a closed list.

Employees participate in annual feedback and are invited to trend talks with managers. From time to time, round tables are held with the VP of Operations and the VP of Human Resources in favor of an open conversation and feedback.

Case Study: Promoting Diversity and Inclusion in Israel

Our social activity in Israel focuses on the nearby community and non-profit organizations that work in its vicinity. We advocate secret giving but when we promote employee volunteering then the contribution is known to all. Some of our community projects:

  • 'Life Skills' Association (Kishurey HAyim) - All employees volunteer at the association according to their preferences. In addition, the organization makes a donation to the association.
  • Lectures for the rehabilitation of the prisoner in Haifa
  • Volunteering at Yemin Orad for Israelis of Ethiopian descent
  • The Dawn Community (Kehilat hashar) – volunteering with people with disabilities
  • Planting trees and recycling potted bottles by teenagers at Kibbutz Ashdot Yaakov Ihud

 

In the summer of 2021, we re-established the tradition of hosting the ILAN summer camp with the youth of Kibbutz Ashdot, after last summer the Corona crisis prevented us from doing so. The youth of the kibbutz run the camp and thus strengthen the local community while integrating the values of diversity and inclusion that are especially important to us.

ILAN – is an Israeli association for injured children, which since its establishment in 1952 has cared for thousands of children and adults with physical disabilities who face physical and motor disabilities and various muscle and nerve diseases such as polio, cerebral palsy, muscular dystrophy and more.

LOG also supported this year through a donation to the 'Springs Riders' Club, which is a social framework for tandem and single cycling that combines people with disabilities and volunteers from the Springs Valley communities for both social and sports activities. The Springs Riders Club is an organization in which one of LOGs employees volunteers regularly and strengthens the community near LOG. 

The donation was made through the Akim organization - the national organization for people with intellectual disabilities and their families operating in about 88 localities throughout the country. Since its establishment in 1951, the organization has been working to exercise their rights, promote and improve their quality of life and well-being through legal and community advocacy. The organization promotes the assimilation of positive attitudes towards people with intellectual disabilities, inclusion in the community, provides them with tools for independent coping and taking personal responsibility and encourages them to make their voices heard.

Due to this policy and investment in employees' health and safety, we have succeeded to reduce accidents in Israel in 30% between 2020 and 2021. No women had to miss working days due to injuries, in comparison to 12 days missed in 2020.
 

We also promote healthy lifestyle through participation in local races. Just recently, employees were invited to participate in the Sunrise Race. We also manage a running group of employees and functional training is  offered to them. Our employees also participate in various periodic tests such as vision, hearing and more. We conduct these tests in the factory and offices to ensure convenience and engagement of all employees.

Case Study: Supporting the community health and well being in the valley

This year, LOG participated in financing the activities of "Hapoel Emek Hayarden", a water ball association that is a center for sports and competitive activities for children, teenagers and adults from the valley and in recent years also from the Springs, Golan and Galilee valleys. The association has about 60 participants between the ages of 9 and 60 who also enjoy social-educational activities and a daily framework that educates for personal, competitive and self-discipline alongside the assimilation of a healthy and sporty lifestyle. Special emphasis is given to strengthening women's sports and strengthening self-confidence and leadership for girls and boys. The financial contribution helped to establish competitive groups, expand the training hours and expand the accessibility of water sports to the residents of the north.

One of the leading players in the water ball association is an employee of LOG.

Ensure sustainable consumption and production patterns

12.2 By 2030, achieve the sustainable management and efficient use of natural resources

12.4 By 2020, achieve the environmentally sound management of chemicals and all wastes throughout their life cycle, in accordance with agreed international frameworks, and significantly reduce their release to air, water and soil in order to minimize their adverse impacts on human health and the environment

12.5 By 2030, substantially reduce waste generation through prevention, reduction, recycling, and reuse

12.6 Encourage companies, especially large and transnational companies, to adopt sustainable practices and to integrate sustainability information into their reporting cycle

12.7 Promote public procurement practices that are sustainable, in accordance with national policies and priorities

Link to relevant progress update in LOG's 2021 report – Our planet

Take urgent action to combat climate change and its impacts

13.1 Strengthen resilience and adaptive capacity to climate-related hazards and natural disasters in all countries

13.2 Integrate climate change measures into policies, strategies and planning

13.3 Improve education, awareness-raising and human and institutional capacity on climate change mitigation, adaptation, impact reduction and early warning

Link to relevant progress update in LOG's 2021 report – Our planet

Build resilient infrastructure, promote inclusive and sustainable industrialization, and foster innovation

9.1 Develop quality, reliable, sustainable, and resilient infrastructure, to support economic development and human well-being, with a focus on affordable and equitable access for all

9.4 By 2030, upgrade infrastructure and retrofit industries to make them sustainable, with increased resource-use efficiency and greater adoption of clean and environmentally sound technologies and industrial processes

9.5 Enhance scientific research, upgrade the technological capabilities of industrial sectors

Link to relevant progress update in LOG's 2021 report – Our planet

Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all

8.2 Achieve higher levels of economic productivity through diversification, technological upgrading and innovation

8.3 Promote development-oriented policies that support productive activities, decent job creation, entrepreneurship, creativity and innovation, and encourage the formalization and growth of micro-, small- and medium-sized enterprises

8.4 Improve progressively, through 2030, global resource efficiency in consumption and production and endeavor to decouple economic growth from environmental degradation

8.5 By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value

8.8 Protect labor rights and promote safe and secure working environments for all workers, including migrant workers

Link to relevant progress update in LOG's 2021 report – Our people

Strengthen the means of implementation and revitalize the global partnership for sustainable development

17.6 Enhance the global partnership for sustainable development, complemented by multi-stakeholder partnerships that mobilize and share knowledge, expertise, technology and financial resources, to support the achievement of the sustainable development goals in all countries

17.7 Encourage and promote effective public, public-private and civil society partnerships, building on the experience and resourcing strategies of partnerships Data, monitoring and accountability

Work in progress