Code of Conduct

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Code of Conduct of WS Walter Schrickel GmbH
Introduction
The WS Walter Schrickel GmbH is aware of our responsibility as corporate citizens
and acts accordingly.
This CSR Code of Conduct is a document for a binding commitment for us and our
suppliers.
The corresponding UN, ILO and OECD guidelines act as its common basis. The
binding commitment in accordance with this CSR Code of Conduct reflects the efforts
of WS Walter Schrickel GmbH to make their contribution to the promotion of fair and
sustainable standards in the areas working and social conditions, environmental
commitment and consumer dialogue.
As brand-oriented company in the fast-moving and durable consumer goods
industries and the service economy, we hold the conviction that the highest quality of
products and services must be accompanied by the highest level of process quality
and that consumers have a right to both.
This Code of Conduct therefore forms the basis for WS Walter Schrickel GmbH to
continuously improve performance in their production and supply facilities worldwide.
The principles enshrined in this Code apply directly to the company as a whole. In
addition, companies are expected to promote the application of this Code across their
supply chains.
The signatory company alone is responsible for compliance with the principles
enshrined in this Code and for taking any measures necessary in accordance with it
to continuously improve its own performance.
Code of Conduct – Requirements
Scope
This Code of Conduct applies to all facilities and business units of the signatory
company. The signatory company will at the same time require that its suppliers also
comply with the principles enshrined in this Code.
Laws and Regulations
The signatory company complies with applicable laws and regulations of the
countries in which it operates and requires that its suppliers do likewise.
Communication
Each company which subscribes to this Code is responsible for communicating its
requirements to all of its employees and suppliers. Particular attention is to be paid to
groups requiring special protection (e.g. children and young people).
Transparency and Consumer Dialogue
The company recognises the right of consumers to important information relating to
products and processes which is required to make an informed purchase decision.
Where possible, it will identify the relevant information and make such publicly
available.
Corporate Citizenship
The company demonstrates its corporate citizenship by making positive contributions
to the communities it which it does business.
Forced labour
No forced labour of any kind, including forced labour in prisons and bonded labour
may be used.
Integrity and Anti-Corruption
The signatory company’s actions are guided by generally accepted ethical values
and principles, in particular by integrity, honesty, respect for human dignity,
openness and nondiscrimination on the grounds of religion, ideology, gender or
ethnicity. The signatory company rejects any form of corruption or bribery as defined
by the relevant UN Convention (adopted in 2005). It promotes transparency, acting
with integrity and responsible corporate management and control.
Child Labour
No child labour is used. Unless local legislation stipulates a higher age limit, no
person who is still of school age or younger than 15 will be employed (subject to the
exceptions stipulated in ILO Convention 138). Employees under the age of 18 may
not perform any hazardous work and may be exempted from night work in
consideration of their educational needs.
Harassment
Employees will not be subjected to any corporal punishment or any other form of
physical, sexual, physiological or verbal harassment or abuse.
Compensation and Benefits
Compensation, including wages, overtime and benefits must be equal to or exceed
the levels stipulated by applicable laws and regulations. Compensation for full-time
employment must be sufficient to meet the employee’s fundamental needs.
Working Hours
Unless national regulations stipulate a lower maximum number of working hours, and
except in exceptional business circumstances, employees will not be required on a
regular basis to work a standard working week in excess of 48 hours per week or
total weekly working hours in excess of 60 hours (including overtime). Employees are
to be given the equivalent of at least one day off in every 7-day period.
Non-Discrimination
With respect to all employment decisions, including but not limited to hiring and
promotion, compensation, benefits, training, redundancies and terminations, all
employees will be treated strictly in accordance with their abilities and qualifications.
Health and Safety at Work
To prevent accidents and injuries, employers will provide a safe and healthy working
environment and, if necessary, safe and healthy residential facilities, which at a
minimum comply with applicable statutory requirements.
Freedom of Association and Collective Bargaining
Employers recognize and respect the statutory right of employees to freedom of
association and collective bargaining.
Environment
The company implements and continuously improves environmentally friendly
practices in all facilities in which it operates. It meets the environmental protection
requirements and standards applicable to its respective facilities and uses natural
resources responsibly.
Guidance on the Provisions of this Code
The section is designed to provide subscribers to the Code with examples of
practices which are not in line with its requirements. The list provided under “Health
and Safety at Work” specifies practices to which a company should adhere. This list
is not exhaustive and is only intended to provide guidance.
Forced Labour
Prison labour Workers tied to their employer as a condition of repaying a debt to the
employer or a third party. Workers denied the possibility to terminate their
employment freely (after giving statutory or reasonable notice). Excessive restrictions
on freedom of movement Workers required to lodge security (e.g., identification
papers, work permits, money etc.) with their employer, effectively tying them to the
workplace. 5
Child Labour
Workers who have not yet reached the statutory minimum age or the minimum age
specified in this Code (ILO Convention No. 138). Inadequate age verification or
documentation procedures Employer does not have any provisions or rules in place
(with respect to working conditions and working hours) for employees under the age
of 18 or does not observe application provisions and rules. Children have access to
production areas
Harassment
Verbal or psychological harassment or abuse Employer practices corporal
punishment
Compensation and Benefits
Employees are not compensation in accordance with local legislation Employees do
not receive all obligatory statutory benefits Employees to not receive pay slips Pay
slips do not contain sufficient information Compensation is not calculated on the
basis of work done
Working Hours
Working hours exceed maximum working hours permitted by local legislation
Working hours exceed maximum working hours permitted by this Code Employees
are not provided with the equivalent of one day off in every 7-day period No or
inadequate time recording systems in place
Non-Discrimination
Employees and job applicants are subjected to discriminatory practices
Health and Safety at Work
In this area, the company should have appropriate procedures in place and provide
appropriate equipment: Health and safety organization, First aid, Fire safety, Building
evacuation,n Personal protective equipment, Machine guarding, Hazardous
chemicals or substances, Hygiene Ventilation, temperature, humidity and noise,
Housekeeping and cleanliness
Freedom of Association and Collective Bargaining
Employer infringes employees’ guaranteed statutory right to form or join employee
organisations Discrimination of members or employee organisations/unions
Philippsburg, November 2017
WS Walter Schrickel GmbH

 

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