Code of Conduct 

As an international company, we want to ensure that everyone who contributes to our success with their work can fully exercise their human and labour rights. 

No one who works with or for us should suffer mental or physical harm. Therefore, this Code of Conduct serves as the basis for all our internal conduct and business relationships. 

The requirements and minimum standards described in our Code are based on the conventions of the International Labour Organisation (ILO) and all relevant United Nations standards. 

Although we are aware that our business partners may come from cultural and political contexts that differ from our values, there are absolute and universal human rights that must be respected and protected under all circumstances. 

We strive to contribute to the standards of conduct set forth in this document in our decisions and conduct. We will take action against any disregard of this standard that comes to our attention within the scope of the influence available to us. 

Our company guarantees the implementation of this Code for all employees, regardless of their employment contract. We expect the same from our suppliers. National legal regulations that are stricter than this Code of Conduct naturally apply in all cases.

Our employees 

• Our employees comply to the best of their knowledge and belief with the laws of the countries in which we maintain business relationships.
• Trust and respectful cooperation are the guiding principles of our daily activities.
• Business decisions are made based on objective and measurable criteria.
• Gifts, in any form, are not accepted by our employees.
• Results from contract negotiations are properly documented.
• The content of contracts and all relevant formalities are explained openly and transparently to business partners.

Environment

We are committed to being environmentally responsible as a company and to minimising the impact of our business activities on the environment through the use of socially responsible and economically viable methods. We promote environmental protection, recycling and energy savings for clean air, pure water, waste reduction and the regeneration of the earth’s natural resources. We comply with all applicable environmental laws and regulations in the countries in which we operate. 

Our sustainability initiative clearly prioritises responsibility for our employees, sensible use of resources and business know-how.

Sustainability

Sustainable business is the basis of forward-looking management. We work comprehensively on the relevant topics of economics, ecology and social issues. In close cooperation with the University of Witten/Herdecke, we consistently stay abreast of relevant topics, such as climate and energy, resources, quality and consumer protection, demography, and social responsibility. In this, we consider our sustainability work a continuous process of shared responsibility.

Our suppliers

In principle, we strive to establish and maintain long-term business relationships with all our business partners. We expect our business partners to respect our Code of Conduct, adhere to social standards and act honestly in accordance with the law. Our suppliers ensure that this Code of Conduct or a similar code in terms of content is also implemented in the broader value chain. Specifically, we expect our business partners to meet the following requirements: 

Information

Suppliers should manage their company in accordance with this code and make it accessible to employees.

Compliance with legal regulations

Our business partners must comply with all national legal provisions, in particular labour and social law and environmental protection regulations.

Verification

We expect all business partners to take convincing action to ensure compliance with the standards described here. For verification purposes, we will gladly consult neutral audit reports from the supplier. 

We or third parties designated by us are entitled to visit all production sites of our business partners and their subcontractors for monitoring purposes at any time and without prior notice. 

We reserve the right to terminate business relationships if serious violations of fundamental human rights, intentional violations of the standard, systematic counterfeiting, and/or persistent lack of cooperation are found.

Employment standard

1. Work climate

All employees must be treated with respect and dignity. Any form of corporal punishment, psychological, sexual or verbal harassment and abuse, and any other form of intimidation is prohibited. Disciplinary measures must be within the framework of national legislation and internationally recognised human rights.

2.Working hours

Working hours must be determined in accordance with local laws. In any case, employees may not work more than 48 hours in a regular working week. Overtime performed within the framework of the statutory provisions must be remunerated. As a rule, all employees must take at least 24 hours off after six consecutive working days.

3. Remuneration

All employees receive payment for work done during normal working hours that is at least equal to the statutory minimum wage level.

4. Terms of employment

Employment must be based on formal documents such as an employment contract or company agreement. These documents must provide information about the terms and conditions of employment including remuneration, period of payment, company benefits, leave entitlement and notice periods.

5. Health and safety at work

The workplace must not endanger the employee or their health and safety and must not cause any damage. A safe and clean working environment should be ensured. Health at work and safety practices should be promoted so that accidents and injuries at work or as a result of the use of company facilities are prevented. These safety practices and procedures must be communicated to employees. The same principles apply to all social institutions and company accommodations, if these are provided by the company.

6. Compulsory labour

All employees must start their work of their own free will and continue their employment at their own request. Any form of compulsory labour, debt bondage or prison labour is prohibited.

7. Child labour

Child labour within the meaning of the ILO and UN Conventions as well as national regulations is prohibited. The age limit for permitted employment is not less than that of compulsory school age and, under no circumstances, less than 15 years (or 14 years if permitted by national law in accordance with ILO Convention 138). Each supplier shall be held directly responsible for violations of the prohibition of child labour, should such be detected in their own production facilities or in the production facilities of their subcontractors. Regulations to protect young employees must be followed.

8. Discrimination

All employees must be treated equally. Discrimination based on gender, religion, age, race, social background, caste, nationality, ethnic and national origin, membership of a workers’ organisation, disability, sexual or political orientation, or any other personal characteristic is not tolerated. The provisions of the General Equal Treatment Act (GETA) apply.

9. Freedom of association

Employees have the right to form or join a workers’ organisation (or union) of their own choice for the purpose of collective bargaining. If the right to freedom of association is restricted by national laws, employees should be allowed to establish representations to promote their interests and exchange directly with their employers.

10. Corruption

Our business relationships and decisions are based on performance. As a result, we never offer third parties, such as authorities and customers, either directly or indirectly, an item or service of value to influence their business decision or to gain an advantage. Our employees also do not accept items or services that may serve to influence business decisions. Legal guidelines, such as the Anti-Corruption Act, the Anti-Bribery Act and the UN Conventions (UNCAC), must be complied with.

11. Cartel

Unfair competitive acts likely to adversely affect competition to the detriment of competitors, consumers or other market participants are inadmissible and will not be tolerated by us. 

All types of agreements or concerted practices with competitors with the effect or purpose of impairing competition are prohibited. Imposing restrictions on customers or suppliers in the design of their prices or their supply relationships with their business partners is prohibited. Abuse of a dominant market position is prohibited.

Cooperation and Development

In addition to these employment standards, we expect business partners to be cooperative and show their willingness to support our activities in the concrete development of the standard described here. 

Even if a breach by the supplier has made it necessary to terminate the business relationship, we offer our support in finding solutions to difficult situations and in the supplier’s development to facilitate a resumption of the business relationship.

We consider it a matter of prudence to allow reasonable periods of time for the development of a partner’s performance with respect to compliance with individual items of the standard.

Complaints/Questions

We will gladly answer questions on individual points at any time. If training on some topics is required, these will be supported. 

Any person who becomes aware of violations of this standard is requested to contact the employee representatives or personnel management directly and inform them in as much detail as possible about the perceived violations. A direct path to the management is always open.