Compliance

1.1. Principle of non-discrimination
The trading partner refrains from any form of discrimination. In particular, no one may be disadvantaged because of their age, gender, sexual orientation, pregnancy, disability, nationality, ethnic origin, skin color, religion or belief, political conviction, social origin, or marital status. Discrimination exists when a person is disadvantaged because of the above-mentioned characteristics or other factually unjustified circumstances. Equal opportunities for women and men are ensured in all aspects of personal and professional training and development.

1.2. Fair treatment
As a matter of principle, the trading partner does not use forced labor or involuntary prison labor. It ensures that there is no harsh or inhumane treatment in the workplace. This includes sexual harassment, physical punishment, moral or physical coercion of employees. Employees may not be coerced into such conduct either.

1.3. Wages and working hours
The business partner complies with all laws, regulations and relevant standards to the respective sector of activity with regard to wages and working hours. Wages and other allowances must at least correspond to local legal regulations and economic standards. They must be clearly defined and must be paid and made available regularly and in full. The aim is to pay wages and other allowances that make it possible to meet the cost of living if the legal minimum wages prove insufficient to do so. Deductions for benefits in kind are allowed to a limited extent and only in proportion to the value of the benefit in kind. The business partner pays the compulsory social benefits and benefits to which employees are entitled under national law (e.g. insurance, overtime supplements and paid leave). In addition, the composition of remuneration must be communicated regularly and in an intelligible manner to employees. The duties arising from the employment relationship must be recorded in writing and made available to the employee in the form of an employment contract. As a matter of principle, the business partner should not withhold amounts related to work resources or tools. Employees do not work more than the legally permitted working hours. The rest days established by law are observed. In addition, employees may not be required to regularly work more than 48 hours per week and, including overtime, no more than 60 hours per week. Such overtime work must be paid separately or compensated with time off in accordance with national legislation. Each employee is entitled to at least one day off after six consecutive working days.

1.4. Freedom of association
The business partner guarantees the right to freedom of association. In accordance with applicable laws, employees have the right to meet, found or join trade unions and employee representations. In addition, employees have the right to collective bargaining to resolve wage and other employment-related issues. The exercise of these rights may in no way be punished by reprisals.

1.5. Safety and health
The business partner ensures a safe working environment. Workplaces and facilities must comply with applicable laws and regulations. Any violation of fundamental human rights in the workplace and operational facilities is prohibited. In addition, fire and emergency prevention and protection requirements must be complied with in particular. Adolescents (young people), in particular, must not be exposed to dangerous, unsafe or harmful environments that compromise their health or development. Employees must receive regular training on health and safety in the workplace. It is also necessary to ensure adequate cleanliness in the workplace. The same requirements apply if the business partner provides accommodation for employees. An employee health and safety officer must be appointed from among the directors or managers, who is responsible for implementing and complying with health and safety standards in the workplace.

1.6. Disciplinary measures
Disciplinary measures must be applied in accordance with national legislation and internationally recognized human rights. Any unjustified disciplinary sanction should be avoided, such as withholding wages, social benefits or documents (e.g. identification documents) or prohibition from leaving the workplace. In addition, the business partner respects its employees’ right to terminate their employment.

1.7. Child labor and protection of minors
The trading partner does not use child labor and complies with child protection regulations. The minimum age for admission to employment may not be lower than the age at which compulsory schooling ends. Under no circumstances may employees be under the age of 15 (or 14, if permitted by national legislation in accordance with ILO Convention 138). National regulations and international standards regarding the protection of minors must be complied with. In addition, adolescents (young people) may not work at night.