Code of Conduct
The SCHILLING ENGINEERING group of companies maintains a reliable, value-based corporate culture.
The basic requirement for this is that the SCHILLING ENGINEERING Group and its employees comply with all laws and internal requirements. This Code of Conduct is therefore primarily aimed at all employees of the SCHILLING ENGINEERING group of companies as the 'corporate constitution' and is intended to summarize the essential regulations and conduct requirements in a comprehensible manner.
Compliance with these basic principles is also expected from the business partners of the SCHILLING ENGINEERING Group. Business partners of the SCHILLING ENGINEERING Group are responsible for communicating the requirements of this Code of Conduct to their own employees and suppliers and for ensuring compliance.
1. SCOPE OF APPLICATION
The present Code of Conduct applies to all managing directors, executives and employees (hereinafter referred to as "Employees") of the SCHILLING ENGINEERING Group (hereinafter referred to as "SCHILLING").
At the same time, SCHILLING also requires its business partners to adhere to the basic principles anchored in this code of conduct.
2. BASIC PRINCIPLES
Compliance with laws and standards
SCHILLING complies with the applicable rights and laws of the countries in which SCHILLING operates.
SCHILLING employees are obligated to know and observe the fundamental laws and regulations that are relevant to them. This includes in particular data protection regulations and regulations with regard to correct competitive conduct as well as the valid internal company regulations.
In all employment decisions, including hiring and promotions, compensation, fringe benefits, training, layoffs and terminations, all employees and applicants are treated strictly according to their skills and qualifications.
Discriminatory conduct towards employees and applicants on grounds of ethical or national origin, skin colour, gender, religion or belief, disability, age, sexual identity or for other reasons that are prohibited from discrimination will not be tolerated.
SCHILLING supports fair and undistorted competition in compliance with competition and antitrust law.
This means, for example, that no employee conducts discussions with competitors in which prices or services are discussed or other prohibited agreements are made on market conduct. Agreements with business partners and third parties about a non-competition or the division of customers and territories are also not permitted. Improper preferential treatment or the exclusion of contracting parties is also prohibited.
In all business relationships of SCHILLING, the principle applies that no employee may provide business partners or third parties with inadmissible advantages or attempt to do so.
Promotional gifts are to be designed in such a way that their acceptance does not lead the recipient into an obligatory dependency and thus does not create the appearance of dishonesty or inappropriateness.
It is also prohibited to accept benefits that can be assumed to influence business decisions or transactions. This includes, in particular, personal gifts or benefits that result from SCHILLING's business relationships. Invitations must be kept within the limits of hospitality customary in business.
Protection of company property
SCHILLING's property should be used responsibly and appropriately. The private use of company property is strictly prohibited.
The protection of intellectual property is of great importance for SCHILLING. This includes confidential information, trade secrets, copyrights, trademarks, logos, customer lists and customer applications.
Conflict of interests
SCHILLING expects loyalty from its employees. Employees are therefore prohibited from participating in a competitor or business partner's company if this could lead to a conflict of interest.
Fair working conditions
SCHILLING adheres to the legal regulations to ensure fair working conditions. This also includes the requirements for remuneration, working hours and the protection of privacy. Any form of forced labour or child labour is excluded.
SCHILLING attaches great importance to the application and continuous improvement of environmentally friendly business practices, which in particular include the responsible and sustainable use of natural resources.
As an owner-managed, medium-sized company, SCHILLING has a special social responsibility, which is implemented through social and cultural commitment as well as regional activities at the company locations.
Donations and sponsorship money are only given within the framework of the respective legal system and in accordance with the applicable internal regulations.
3. IMPLEMENTATION AND SANCTIONS
This Code of Conduct reflects the fundamental corporate values of SCHILLING. Every employee has to align his actions with these basic principles. Managers have to ensure that the employees assigned to them know and adhere to the content of this Code of Conduct.
If anything is unclear, employees can always contact their respective superiors or HR managers at SCHILLING.
Violations of this Code of Conduct can result in criminal as well as labour and civil law measures. Not only SCHILLING but also the individual employee can expect sanctions. Managers can also be held accountable if they fail to uncover violations in their area and this failure is due to poor supervision of their assigned employees.
4. CONTACT PERSON
Every SCHILLING employee and business partner is encouraged to contact the respective superiors or HR managers at SCHILLING in confidence if they become aware of any violations of this Code of Conduct or other violations of applicable laws, regulations or internal company rules. Information is treated as strictly confidential during the entire process.
Schilling Engineering GmbH Code of Conduct – Stand 10/2017