1. PREAMBLE
PETERMANN-TECHNIK GmbH is committed to its social responsibility, regardless of whether it operates in Germany, Europe or other parts of the world. Driven by a responsible awareness of the social, ecological and economic organisation of the entire value chain, it faces up to the challenges of an increasingly networked and global economy.
In order to fulfil these guidelines, a Code of Conduct has been drawn up as a guideline for entrepreneurial action, which is applied throughout the company.
The Code of Conduct is based on the internationally recognised principles for the protection of human and labour rights, as expressed in the United Nations Universal Declaration of Human Rights, the ILO core labour standards, the UN Guiding Principles on Business and Human Rights and the OECD Guidelines for Multinational Enterprises.
In addition, the Code of Conduct is based on relevant international agreements on environmental protection.
These agreements under international law are generally binding on states - not companies; their enforcement is the responsibility of the state. PETERMANN-TECHNIK GmbH supports the goal of enforcing human rights, labour, social and environmental standards in economic value creation processes by basing its business activities on the principles formulated in these international agreements.
2. BASIC UNDERSTANDING OF SOCIALLY RESPONSIBLE CORPORATE GOVERNANCE
Eiobeying the law and legislation
PETERMANN-TECHNIK GmbH complies with the laws and regulations of the countries in which it operates. It takes care - especially in countries with a weak state structure - to comply with the principles of this Code of Conduct in its own actions and also encourages its business partners to do the same.
If existing national regulations contradict the content of the Code or the national context makes it impossible to fully comply with the responsibility to respect human rights, PETERMANN-TECHNIK GmbH will find ways to nevertheless uphold the principles of internationally recognised human rights and the content of this Code of Conduct.
3. CONTRIBUTION TO SOCIETY
PETERMANN-TECHNIK GmbH sees itself as part of the societies in which it does business. Through its business activities, it contributes to their well-being, promotion and sustainable development. PETERMANN-TECHNIK GmbH takes into account the direct and indirect effects of its business activities on society and the environment and endeavours to achieve an appropriate balance of interests in economic, social and ecological terms.
It respects and accepts the different legal, societal, cultural and social backgrounds of the countries in which its value chain extends and recognises their structures, customs and traditions. If these conflict with the principles laid down here, PETERMANN-TECHNIK GmbH will enter into dialogue with its business partners and work towards understanding and acceptance.
4. ETHICAL BUSINESS PRACTICES AND INTEGRITY
PETERMANN-TECHNIK GmbH pursues legal business practices in compliance with fair competition, industrial property rights of third parties and antitrust and competition law regulations. It rejects all forms of corruption and bribery and promotes principles of responsible corporate governance such as transparency, accountability, responsibility, openness and integrity in an appropriate manner. Business partners are treated fairly. Contracts are honoured unless the framework conditions change fundamentally. General ethical values and principles are respected, in particular human dignity and internationally recognised human rights.
5. RESPECT FOR HUMAN RIGHTS
The protection of human rights is the duty of the respective states in which companies are economically active. PETERMANN-TECHNIK GmbH will respect human rights in support of the state's duty to enforce human rights on its territory. Through its activities, the company will avoid infringing on the human rights of others. It is not involved in any human rights violations.
6. LABOUR RIGHTS AND CONDITIONS
PETERMANN-TECHNIK GmbH observes the core labour standards of the International Labour Organisation and creates a safe and humane working environment. Freedom of association and the right to collective bargaining. It respects the right of employees and employers to form organisations without prior approval and of their own choosing, which aim to promote and protect the interests of employees or employers, to join these organisations and to freely elect their representatives. It respects the right of employees and employers to engage in collective bargaining on pay and working conditions. Employees may not be disadvantaged in terms of their employment because of their membership of employee organisations.
PETERMANN-TECHNIK GmbH respects the right of its employees to lodge complaints without being disadvantaged in any way.
6.1 PROHIBITION OF FORCED LABOUR
PETERMANN-TECHNIK GmbH does not accept any economic activity based on forced or compulsory labour, debt bondage or serfdom. This includes any type of labour or service that is demanded of a person under threat of punishment and for which they have not voluntarily made themselves available.
6.2 PROHIBITION OF CHILD LABOUR AND PROTECTION OF YOUNG WORKERS
PETERMANN-TECHNIK GmbH is committed to the effective abolition of child labour. It observes the respective legal minimum age for admission to employment or work, which, according to the provisions of the International Labour Organisation, may not be less than the age at which compulsory schooling ends and may not be less than 15 years of age. PETERMANN-TECHNIK GmbH itself does not employ any employees under the age of 20 and does not cooperate with partners who do not comply with the respective labour laws and regulations applicable in their country. If PETERMANN-TECHNIK GmbH discovers child labour, the necessary measures for remedial action and social reintegration will be initiated, with the focus on the welfare and protection of the child.
6.3 PROHIBITION OF DISCRIMINATION IN EMPLOYMENT AND OCCUPATION
Any form of discrimination, exclusion or preference based on ethnic origin, skin colour, gender, religion, political opinion, national origin or social background that has the effect of nullifying or impairing equality of opportunity or treatment in employment or occupation shall be prohibited. Furthermore, the principle of equal pay for male and female workers for work of equal value shall apply.
6.4 WORKING HOURS
Unless applicable national laws or applicable collective labour agreements stipulate a lower maximum working time, the regular working time should not exceed 40 hours per week plus a maximum of 12 hours of overtime per week. Overtime shall be remunerated at least in accordance with the relevant statutory or collectively agreed regulations and its organisation should remain an exception. The companies grant their employees the right to rest breaks on every working day and observe the relevant public holidays. A day off must be granted after six consecutive working days.
6.5 WAGES
State or collectively agreed minimum wages must not be undercut. PETERMANN-TECHNIK GmbH recognises that in countries without a collectively agreed or statutory wage framework, wages for regular full-time work should be sufficient to meet the basic needs of employees. At the same time, it recognises that companies cannot ensure a dignified existence on their own and that supplementary state benefits and other social protection measures may be necessary.
CODE OF CONDUCT - DOWNLOAD
