Standards of Work
1. Working Atmosphere
All employees are to be treated with respect and dignity. Any and every form of bodily castigation, psychological, sexual or verbal harassment, mishandling and any and every form of intimidation is forbidden. Disciplinary measures are to be in accordance with national legislation and the International Law of Human Rights.
2. Working Time
Working times must be set in accordance with common law. In no cases should employees work for more than 48 hours in a regular working week. Overtime, that is agreed within the framework of the appropriate regulation, must be compensated. All employees must, in normal circumstances, have at least 24 hours free-time after working for 6 consecutive working days.
All employees are to receive payment for work completed within normal working time, which at least, is in accordance with the lawful minimum wage.
4. Conditions of Employment
Employment must be documented in detail on a formal basis e.g. an employment contract or a working agreement. These documents must contain information about the work and working conditions, including remuneration, when payment is to be made, proficiency, holiday allowances and notice of dismissal or termination details.
5. Health & Safety at Work
The place of work must not be a source of danger to an employees health and safety. A safe and clean working environment should be available. Good health at the working place and safety practices, are measures which are demanded in advance in order to avoid accidents and injury at work or resulting from the use of company machines or tools. These safety practices and procedures must be communicated to the employee. Similar principles are apply to all social facilities and company premises, in so far as the company is responsible for their availabilty.
6. Enforced Labour
All employees must take up their work on a voluntary basis and continuing to work must be in accordance with his / her wishes. Any and every form of enforced labour, debt bondage or prison-employ, is forbidden.
7. Child Labour
Child labour as defined by the ILO and UN convention or national regulations, is forbidden. The ILO and Un recognised age limit for employment is certainly not below the conpulsary school age and not in any case under 15 years (or 14 years, inasmuch as that is permitted due to a national rights agreement with the ILO accord 138). Every supplier will be made directly responsible for violations of the regulation concerning child labour, should this be established as prevalent in the supplier’s production premises or in any subcontracted company’s production premises. The regulations relating to the protection of children being engaged in child labour, must be observed.
All employees must be similarly treated. Discrimination based on sexuality, religion, age, race, social background, caste, nationality, ethnic and national origin, membership in an employees organisation, a disability, sexual or political orientation, or any other personal amplification, will not be tolerated. The instructions of the AGG apply.
9. Freedom of Unionism
It is every employers right to establish a workers organisation (or Union) of his / her choice or to join a similar collective negotiating body. Should it be the case that these unionist rights are limited due to national law, employees must be allowed to demand their interests are represented directly in exchanges with the employer.
Our business relationships and decisions are based on performance and achievement. For this reason we never offer a third party e.g. a public authority or customer, either direct or indirect, an item or assistance of value in order to influence this person’s business decision (favourably) or to gain an advantage. Our employees neither accept any item or assistance, which could in any circumstance be identified as influencing decision making processes. The fundamental principles of law e.g. The ‘Fight Against Corruption’, the law representing worldwide problems; ‘International Bribery’ and the UN convention (UNCAC) are to be observed at all times.
Unfair labour practices, which are intended to provide a disadvantage to an adversary, the user or any alternative marketing representative is not only futile interference, it is illegal, we will not tolerate such behaviour. All forms of coordination or coordinating behaviour with adversary’s, which has the aim or cause to derogate is forbidden. To impose constraints upon customers or suppliers by structuring prices or imposing upon suppliers relationships with their business partners, is prohibited. Malpractice in a monopolistic position is forbidden.