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Integrated management system policy

Date: 01/08/2024

HEGELMANN TRANSPORTE UAB transports partial and full loads by different means of transport in Western and Eastern Europe and provides storage services.

Our goal is to become the best provider of freight transportation and storage services for our customers. Therefore, we carefully follow the changes in the cargo transportation market and adapt to them, adopting and offering our customers the most suitable logistic and storage solutions, as well as modernizing the transport fleet. The team is always ready to listen to the wishes of customers and offer the most suitable solution in a short time.

The management of the company, in order to ensure the quality, safety, management of professional risks and negative environmental impact of the cargo transportation and storage services, implemented an integrated management system (IMS) in accordance with ISO 9001, ISO 14001, ISO 45001, FSSC 22000 standards and GDP, SQAS, AEO regulations requirements.

 STRATEGIC TASKS, ACTIVITIES:

  • Properly maintain and constantly improve quality, environmental protection, worker safety and health, medical products, food product transportation management systems, integrating them into the Company’s business as one of the most important management elements and promoting the culture of these systems;
  • To provide customers with cargo transportation and storage services that meet their needs;
  • Improve the monitoring and management of all internal and external factors, improve the quality of services provided, expand their scope;
  • To responsibly evaluate service providers, product suppliers, maintain close, mutually beneficial relations with them, control and monitor how suppliers, service providers, partners comply with the requirements set for them;
  • Comply with all legal requirements applicable to the Company related to aspects of environmental protection, employee safety and health, safety, food, medical product safety and the obligations undertaken by the Company;
  • To rationally use natural resources and energy, to reduce the generation of waste and to ensure their responsible management;
  • Promote openness and dialogue with all interested parties, consider their requirements;
  • Enlighten and train employees, systematically raise their qualifications, develop their and other persons working on behalf of the Company to be responsible for the quality of their work, the fulfillment of assumed requirements and the achievement of set goals in all areas in which the company carries out its activities;
  • Ensure suitable and safe working conditions and social guarantees;
  • Anticipate and allocate resources for the maintenance and continuous improvement of the integrated management system;
  • Periodically assess the effectiveness of the integrated management system.

The policy of HEGELMANN TRANSPORTE UAB is available to the public and interested parties. All employees and persons working on behalf of the Company are familiarized with this policy and must follow its provisions in their activities. The policy is constantly reviewed to keep it relevant.

Corporate social responsibility policy

Hegelmann Group understands that our business operations have far-reaching effects on
society and the environment, and we believe in conducting our business in a responsible and
sustainable manner to create long-term value for all stakeholders.
Our CSR policy covers the following areas:

  1. Environmental sustainability: Hegelmann Group is committed to reducing its environmental impact by promoting sustainable practices across all aspects of its operations, including waste reduction, energy efficiency, sustainable transportation, and responsible use of natural resources.
  2. Social responsibility: Hegelmann Group recognizes its role in society and is committed to supporting the communities in which it operates. This includes promoting diversity and inclusion, fostering a safe and healthy workplace, and supporting local initiatives that promote education, health, and well-being.
  3. Ethical business practices: Hegelmann Group conducts its business with the highest ethical standards, adhering to all applicable laws and regulations. The company is committed to promoting transparency and accountability in all its operations, including supply chain management, anti-corruption measures, and ethical marketing
    practices.


    Based on these principles, the following CSR policy is proposed for Hegelmann Group:
  4. Environmental sustainability:

    • Hegelmann Group recognizes that transportation is a significant contributor to
    greenhouse gas emissions and is committed to reducing its environmental impact
    through sustainable practices. The company will implement a sustainability program
    across all its operations, which will include goals and targets for reducing its carbon
    footprint.
    • The company will prioritize the use of sustainable transportation solutions, such as
    electric vehicles, alternative fuels, and rail, where feasible. Hegelmann Group will
    encourage its partners and suppliers to adopt similar sustainable practices.
    • Hegelmann Group will implement waste reduction and recycling programs at all its
    locations, including its warehouses and offices.
    DocuSign Envelope ID: 04DDA5ED-DF65-40F0-B918-BE3752D86F66
    • The company will regularly report on its environmental impact and progress towards its sustainability goals.

  5. Social responsibility:

    • Hegelmann Group is committed to providing a safe and healthy workplace for all employees. The company will implement programs to promote employee health and safety, including regular training on safety practices.
    • The company will foster a diverse and inclusive workplace that values and respects all employees. Hegelmann Group will strive to create opportunities for employees to advance and develop their skills and will provide fair compensation and benefits.
    • Hegelmann Group will support local initiatives that promote education, health, and well-being in the communities where it operates. The company will encourage employees to volunteer and participate in community service projects.
    • The company will regularly report on its social impact and progress towards its social responsibility goals.

  6. Ethical business practices:

    • Hegelmann Group will conduct its business with the highest ethical standards, adhering to all applicable laws and regulations.
    • The company will implement measures to prevent corruption and promote transparency in all its operations, including supply chain management and marketing practices.
    • Hegelmann Group will regularly report on its progress towards its ethical business goals.


    Overall, Hegelmann Group is committed to sustainable development and creating value for all its stakeholders, including employees, customers, shareholders, and the communities in which it operates. The company will regularly review and update its CSR policy to ensure it remains aligned with its values and objectives, as well as the evolving sustainability challenges and opportunities in the transport logistics industry.

Date: 03-2023

Code of conduct

FOREWORD
Code of conduct is based on the company’s philosophy, vision and its core values. The Code of
Conduct provides a clear set of principles and guidance about what is expected of employees. It
shows how employees are expected to behave when carry out duties in the team, with business
partners, customers and other members of society.
The Company is committed to the highest standards of business conduct and to act
responsibly. It strives to provide equitable services that ensure fair competition and ethical
conditions and are in accordance with the standards of the legal system of the country where
the activity takes place.
Objectives of the Code of Conduct:

  1. Define norms and rules of conduct;
  2. Inform and educate employees on business ethics and conduct in the business
    environment;
  3. Raise work interest;
  4. Develop employee responsibility;
  5. To maintain a good, motivating and attractive working atmosphere in the
    Company, promote its philosophy, vision and values;
  6. To ensure relations based on respect and trust, encouraging the immediate
    resolution of problems arising in the Company;
  7. Protect employees from conflict situations and unethical behavior by defining
    cases of intolerable behavior.

Employees must be familiar with Code of Conduct. This document forms
part of Contract of Employment and employees are required to comply with
it. Failure to do so may result in disciplinary actions, which could include
dismissal.
These rules apply to all Company employees (including those acting on
behalf of the Company, regardless of the form of relationship with the
Company and payment) and, if aligned with the regulations of politics, to
third parties, including, but not limited to, suppliers.
Every manager or if assign a responsible person is responsible for
ensuring that every team member has the opportunity to acquaint
himself or herself with Code of Conduct and the key anti-corruption
principles as well as provide additional explanation if needed.
Code of Conduct, full copies of the policies and procedures and
other documents referred to are available on Hegelmann Group
Intranet. Those who do not have access can request a paper copy
from the line manager.
By signing the Code of Conduct employee commits to the
enforcement of the principles of conduct and compliance
without any exceptions.

HEGELMANN GROUP VISION

1 | The HEGELMANN GROUP is and remains a family-run group of companies.
2 | We are an intercontinental logistics company – thinking globally and acting locally – with a diversified range of services that has its roots in land transportation.
3 | We invest more than average in profit-oriented growth and diversification, to further consolidate and expand our market positions with the goal of ranking among the TOP 10 in the sectors we operate in.
4 | We greatly contribute to the EU climate targets through the expansion of our green fleet and intermodal activities.
5 | Our company has a stable financial basis, supported by our leading role as cost leader as well as champion in the spotmarket and the targeted continued evolution as a logistics provider (Road, Sea, Air, contract logistics) and further internationalisation (USA, China, etc.).
6 | We are an attractive employer for professionals who are looking for flexibility, development opportunities and success in a medium-sized company.
7 | We are prepared for the digital transformation and are one of its leaders. We strive to digitalize our processes completely and thus making them efficient and transparent. Logistics is also the organization of streams of information.
8 | At Hegelmann we love what we do and do with heart, what needs to be done. This unique enthusiasm is the engine of our continued global success.

PRINCIPLES OF THE CODE OF CONDUCT

  1. Honesty
    ▶ Honest actions, compliance with legal requirements, protection of the name and
    reputation of the company
    ▶ Delivering on promises
    ▶ No fraud and no deception
    ▶ No utilisation of working time, material or financial resources for the realisation
    of one’s own needs
    ▶ Promotion of the best use of employee skills and theirdevelopment, increase
    emplyee qualifications and create equal opportunities in the professional
    environment
  2. Respecting the law and human rights
    ▶ All colleagues must be treated equally by the employees. No person or
    group of people may be discriminated against in statements, actions or
    decisions on the basis of age, gender, social status, race, religion, sexual
    orientation, skin colour, nationality, political opinion, physical disability
    or family situation. Legal actions must be taken to end such discrimination
    ▶ Defending the rights when obvious violations are detected, such as
    violation of applicable laws and regulations or ignoring human rights
    ▶ All colleagues must be protected from being dismissed, penalised
    or treated unfairly if disclose the protected disclosure of information
    according to whistleblowing procedure.
    ▶ The company must ensure that the applicable statutory working
    time restrictions are observed. The maximum permitted
    working time per week is regulated by national laws, but may
    not exceed 48 hours of regular working time and 12 hours of
    overtime per week on a regular basis. The limitation of overtime
    is regulated according to regional legal or contractual
    obligations. Workers are entitled to at least one day off
    per week, except in exceptional circumstances and for
    a limited period of time. The company shall provide the
    necessary breaks from work so as not to endanger the
    safety and health of the employees.
    ▶ The company guarantees not to pay wages below the
    legally valid minimum wage. The company will not
    reduce or withhold pay for disciplinary reasons or
    as a condition of employment. Compensation paid
    to employees must comply with all applicable
    wage and salary laws, including minimum wage,
    overtime and statutory benefits.
  3. Responsibility and subordination
    ▶Understanding of the company’s obligations and interests towards shareholders, customers, employees and business partners
    ▶Carrying out tasks by diligent, efficient and comprehensive use of skills, understanding the significance of tasks and duties
    ▶Consequences of professional activities based on personal responsibility in relation to decisions and performances, minimizing the potential benefit or harm caused by short or long-term effects
    ▶Taking responsibility with regard to one’s own work and decisions
    ▶Taking joint responsibility for collegial decisions
  4. Exemplary behavior
    ▶To be a role model in accordance with the generally accepted rules of conduct regarding appearance, language and behaviour
    ▶Tolerance and a willingness to help, respectful treatment of colleagues and other people, peaceful and forthcoming resolution of work-related conflict situations and continuous maintenance of the company’s image
    ▶Efficient use of working time, timely and competent execution of tasks
    ▶No insulting or contemptuous treatment of colleagues, subordinates or managers
    ▶Precise and punctual behaviour, no harassment, no use of vulgar language
    ▶No abuse and consumption of alcohol, drugs or other psychotropic substances and no working under the influence of any of such substances
  5. Dress and appearance
    ▶All employees are required to look smart for work. This means having a clean and tidy personal appearance and wearing appropriate clothing, shoes and accessories.
    ▶Our employees work in a variety of locations including offices, logistics centres, trucks, services, hotels etc. They have jobs which take them from the most formal of setting, such as meetings with clients, to more formal, such as services. The employee may wish to modify their style of dress to suit particular environments, but overall Hegelmann Group expects employees to look smart at all time and to dress in a way that:
  • Hegelmann Group requirements are:
  • A good standard of personal hygiene and presentation
  • Clothing must be clean, tidy and in good repair
  • Footwear must be appropriate and safe – flip-flops are not appropriate
  • No short miniskirts and shorts
  • No crop, low neckline/back or vest tops
  • No t-shirts with offensive logos
  • Body studs, rings, tattoos that may cause offence should not be displayed
  • Uniforms or protective clothing supplied by Hegelmann Group must be worn as directed
  • ID cars, where issues, must be carried at all times in our offices and external events as appropriate
  1. Neutrality, objectivity and justice
    ▶Assessment of colleagues according to competence, performance and capabilities
    ▶Objectivity in all activities, making decisions based on clear evaluation criteria, such as the opinion of adversaries or experts and other objective factors, avoiding personal opinions and emotions
    ▶Evaluation of activity, initiative, cooperation, compromise and openness

STANDARTS OF ETHICS AND CONDUCT

  1. Relationship with customers
    The company strives for continuous improvement, therefore customer satisfaction with the cooperation and
    our services is imperative. We respond to received customer feedback promptly and professionally. The
    company’s success is based on the quality of its services and efficiency of its activities.
  2. Relationship with suppliers
    The goal of the company is to be a reliable partner. We focus on long-term business relationships and on
    good cooperation with suppliers. We are convinced that our suppliers comply with international human
    rights, working conditions, environmental protection and anti-corruption regulations. We encourage
    our suppliers to conduct their activities in line with similar principles as this Code. This is an important
    criterion for establishing and developing business relationships. Suppliers are selected and evaluated
    according to predefined criteria such as quality, price, reliability, environmental and social aspects.
    Furthermore, the established principles are checked in regular spot checks and audits.
  3. Relationship with competitors
    ▶ The company advocates fair and open competition in all markets
    ▶ The company does not spread negative information about competitors in order to gain a
    competitive advantage
    ▶ The Company seeks to compete fairly, in accordance with applicable laws and in line
    with the principles of business ethics. The Company increases its competitiveness
    by improving its management efficiency, increasing its productivity and reducing its
    costs
  4. Relationships within the company
    The company supports international human rights and respects the dignity of all
    workers as defined in the United Nations Declaration and the main conventions of the
    International Labour Organization:
    ▶ We do not use child labour, prison labour or forced labour
    ▶ We assess all employees equally and objectively. We strive for a working
    environment in which people are respected regardless of individual
    differences, abilities or personal characteristics. No employee or candidate
    should be discriminated against in any way
    ▶ The company constantly develops and improves the safe and healthy
    working environment, takes care of the safety and health of its
    employees and prevents possible damage
    ▶ When carrying out tasks and instructions, employees provide their
    colleagues with all information relevant to their tasks. They do not
    interfere with employees’ work and do not create situations in
    which an employee is forced to disclose confidential information to
    unauthorized persons
    ▶The workers follow the principles of goodwill and strive for. Harassment, discrimination or other misconduct in the workplace is not tolerated
    ▶The company recognises and respects the right of workers to freedom of association and their right to choose their representatives freely and independently and guarantees that these representatives will not be subject to any form of discrimination. The company also recognises the right of workers to collective bargaining.

In relationships with colleagues are to be avoided:
▶Humiliation or insult of a person
▶Public discussion about the character and characteristics of an employee
▶Degrading of work or property of employees
▶Rumours and their distribution as well as defamation and indignity
▶inciting discord by using the professional and psychological advantages
▶Demonstration of negative behaviour


Managers treat their employees with respect and only provide instructions, advice and remarks to their subordinates in the correct manner and with the following aim:
▶Creating a functional and friendly environment and preventing of conflicts
▶Elimination of the cause for disagreements
▶No public display of sympathy and antipathy towards subordinates and other employees
▶Objective evaluation of the attributes of the subordinates as well as the business capabilities


Senior employees have the following additional duties:
▶Exemplary behaviour – a role model in terms of honesty and correctness
▶Provide constructive feedback to employees
▶Ensuring the qualification of subordinates
▶Supervising employees (including temporary workers) under their authority to ensure compliance with the laws and practices applicable in society and within the terms of this Code
▶Reporting of potential violations to a superior or the managing director of the company
▶Assisting of employees who in good faith ask questions or raise concerns about compliance with laws and company regulations and honesty. No employee shall ever be a victim of abuse for asking such questions or raising such concerns

  1. Confidentiality and data protection
    ▶Employees must protect the privacy of all confidential company matters. They must also maintain secrecy about information received from or related to their customers (business partners)
    ▶Ensuring the protection of confidential company information is very important. Employees must be made aware of what information is confidential within the company. They must sign an agreement not to publish, lose or transfer any information they have received during their employment to anyone outside the company unless they are authorised to do so
    ▶Information is treated confidentially if it is marked with a confidentiality flag or if it is evident that its contents contain trade or company secrets. In case of doubt, the employee may seek advice from his or her direct supervisor
    ▶Employees must comply with data protection regulations and ensure that confidential data, especially personal data, is protected in such a way that it is not accessible to third parties. Personal data may be collected, processed and used as permitted by national data protection laws (or equivalent laws in the country concerned), other applicable laws or related cooperation agreements. In case of doubt, the employee must seek advice from the data protection officer. All employees must comply with the data protection regulations and guarantee the confidentiality of current activity and business secrets
    ▶Employees may not use confidential information for unauthorized purposes. Measures must be taken to protect confidential information from loss, theft, misuse or alteration
    ▶Employees who leave the company are reminded of their responsibility to continue to protect and not disclose confidential information that they have become aware of during their work

  1. Conflict of interest
    ▶Business transactions must be conducted in such a way that they best serve the interests of the company. Neither a natural person nor a legal entity that has any relationship with an employee may benefit from the company through fraudulent actions by exploiting the contact with employees or their duties
    ▶Situations which could lead to conflicts between the employee’s responsibilities in relation to the company and his personal interests must be avoided. Every employee must avoid circumstances that could damage the reputation of the company or other material and non-material interests of the company
    ▶Participation in activities of another competing company (including investment in or financial participation in such a company) is not permitted without the written consent of one’s own company
    ▶All conflict-related situations in the company are resolved immediately and decisively. The Company does not prohibit its employees from engaging in activities that do not interfere with the interests of the Company or the proper performance of the employee’s functions. In order to avoid a conflict of interest, the employee must report such activities in writing before commencing them
  2. Political and social activities
    ▶Employees may participate in political and social activities, run for office in elections, conduct election campaigns, raise funds or otherwise contribute to the activities of any organization or party. However, these activities are distinct from their professional activities and responsibilities and do not interfere with the proper performance of their direct duties within the Company
    ▶Employees must ensure that their public policy statements and assessments are understood as their personal and not the opinion of the company
    ▶Employees must ensure their private or personal interests do not conflict with those of the organisation, do not influence their decision on behalf of the organisation and are not used to obtain any personal gain, or gain for their family, friends or associates.
    ▶Company employees inform their managers of their participation or intention to participate in elected political parties, governmental and self-governing bodies
  3. Environmental protection
    As a responsible company, Hegelmann group tries to find a balance in its activities between environmental protection, satisfaction of the needs of society and corporate development
  4. The company is committed to the following:
    ▶to comply with environmental legislation and other normative documents
    ▶Rational use of raw materials and energy resources
    ▶Participation with regard to sorting of waste at the workplace
  1. Corruption
    Corrupt actions that
    ▶directly or indirectly provide property or other personal benefits (gifts, services, promises, privileges) to himself or to another person for the performance or non-performance of his duties, are prohibited
    ▶Private interests – could influence employees of the company or their relatives or their decisions in regards to personal belongings of private individuals or intangible interests
    ▶Third Parties – influence private and legal persons who are not employees of the Company
  2. Bribery
    ▶The company does not tolerate any form of bribery
    ▶Bribery is the acceptance, offering or promise of property or other personal gain for oneself or another person in order to influence actions or decisions, to promote improper performance or to abuse the position of the person. Bribery can take many different forms, including, but not limited to, the transfer of cash, valuable gifts, travel, accommodations, career opportunities and/or the disclosure of valuable, commercially relevant information
    ▶Company employees must not, directly or indirectly, accept, offer, receive or promise a bribe, including from third parties
  3. Misconduct of duties
    ▶The Company does not tolerate any abuse of authority by employees with regards to authorizations granted by internal documentation
    ▶Work equipment and financial or material resources provided by the company shall be used exclusively in accordance with the procedure laid down in the company’s internal rules and other documents. The Company’s employees must protect the Company’s assets and intervene when necessary to prevent the wrongful use of property, damage or other non-legal acts
  4. Business arrangements that facilitate payments

    Business arrangement facilitating payments are money transfers made to government officials with the aim of implementing the usual procedures or being implemented in a shorter period of time.
    ▶All employees are prohibited from making or accepting payments that affect business arrangements
  5. Gifts and hospitality
    ▶Gifts are understood to be property or ownership rights transferred free of charge
    ▶In the fulfilment of their duties, Company employees may not tolerate or accept gifts that could lead to a conflict of interest or that go beyond normal business practice. Similarly, nothing should be accepted if it is believed that an attempt is being made in this way to attract Company employees or to influence their decisions
    ▶The Company prohibits the offering of gifts of any kind if the purpose is to secure an unjustified advantage in relation to the Company
    ▶Company employees may accept and offer official business gifts (e.g., merchandise) and gifts in accordance with international business protocols or business traditions, and accept business hospitality offered (e.g., business lunches, exhibitions, conferences, etc.), if such gifts/ entertainment are intended to maintain business relationships or enhance the Company’s services, brand awareness and image
    ▶Regardless of their amount, funds may not be accepted or given as gifts
    ▶If Company employees participate in events organized by other business partners or non-profit organizations and the expenses and other costs related to the business trips are acceptable under the law, the expenses in this connection may also be covered in whole or in part by the inviting party
    ▶In all cases, employees must follow the principle of reasonableness in relation to business gifts or other assets offered to them and assess whether they result in an advantage or otherwise go beyond the normal practice of fair business relations
  6. Support and other privileges
    ▶Support for private and/or legal persons (companies, institutions, organisations) with preferential status will be granted in accordance with the company’s internal procedures. In all cases, the granting of assistance must be agreed with the company’s management
    ▶The company supports social, educational, artistic, cultural, scientific and athletic activities and projects. It shall ensure that its support reaches those target groups whose activities and initiatives are in line with and promote corporate values, social responsibility policies and strategy
    ▶Support cannot be used as a covert operation for bribery and/or undercover trade
    ▶The company renounces all forms of support for political parties. Support is not provided and cannot be used to finance political parties or political election campaigns
  7. Manipulation
    ▶The company does not tolerate any actions based on manipulation
    ▶Manipulation is understood to be an unlawful act by an employee in the performance of his or her duties, authorization, affiliation and/or knowledge in the work environment in order to manipulate other employees, other companies, institutions or organizations and thus to act lawfully, illegally or to act not at all
  8. Transparent procurement
    ▶The company requires that all procurement procedures are transparent
    ▶All activities related to procurement should be carried out in accordance with the QMH-11 “Procurement Procedure”, which describes the main criteria for selecting suppliers
    ▶Suppliers must be selected on the basis of the most economical offer under equal and non-discriminatory conditions, both in the award and execution of the contract
    ▶In all cases, the company shall take immediate action if it finds, through internal control mechanisms or other measures, that the conduct of third parties supplying goods or services to the company is in breach of the company’s anti-corruption and procurement procedures

ENSURING THE EFFECTIVENESS OF THE CODE OF CONDUCT

▶Compliance with the provisions of the Code of Conduct is based on the self-awareness and conscience of the Company’s employees. The Company fully supports its employees who comply with the provisions of the Code of Conduct in good faith, especially when they are under pressure from outside to violate them
▶If employees become aware of violations or suspect that the Company’s Code of Conduct and Code of Ethics may have been violated, they should seek the advice of their line manager
▶Violations of Code of Conduct norms may result in official penalties, including dismissal
▶If an employee has any questions regarding the Code of Conduct bellow steps can be followed

Date: 01-2023

Anti-corruption policy

I. TERMS AND CONDITIONS

1. UAB “Hegelmann Transporte” anti-corruption policy (further in the text policy) defines and describes general corruption standards in the company UAB “Hegelmann Transporte” (further in the text company) and defines the most important guidelines for the implementation of this policy.

2. The company undertakes to adhere to the highest standards of business conduct. We act responsibly, we strive to provide fair services that ensure open competition and ethical conditions, in accordance with the norms of the legal system of the country in which we operate.

3. Company’s anti-corruption position. The company clearly combats all forms of bribery and corruption. The company does not tolerate any form of corruption, either directly or indirectly, and no corrupt acts. We do not pay, do not offer, and prohibit bribes or other valuable consideration in order to win or retain a company, or to promote a decision or compensation. We avoid all situations that speak against or can speak against our professional responsibilities.

4. The policy applies to all company employees (including people who negotiate on behalf of the company, regardless of the form of the relationship with the company concerned and the remuneration) and, insofar as it is coordinated with the provisions of the policy, to third parties (suppliers, Contractors, business partners, etc.).

5. Definitions:

5.1. Corruption – An act or inactivity that: a) directly or indirectly exercises property or other personal benefits (gifts, services, promises, privileges) on yourself or another person for the performance or non-fulfilment of your duties, or b) directly or indirectly proposes to grant a person personal or other personal advantages for the fulfilment or non-fulfilment of their duties, (c) mediation in the acts mentioned under letters a and b.

5.2. Private interests – the company’s employees or their dependents’ personal belongings of individuals or immaterial interests that could influence their decisions.

5.3. Third parties – private and legal persons who are not employees of the company.

II. ROLES AND RESPONSIBILITIES

6. The employees of the company are responsible for adhering to the policy and are asked to state the problems and to follow the examples of good practice.

7. It is the responsibility of each direct leader to ensure that each team member has the opportunity to become familiar with the policies and key anti-corruption principles. He is also responsible for ensuring that the appropriate measures and internal control measures are implemented to prevent bribery and corruption.

8. Daily consolidation of this policy, providing regular information and training on anti-corruption issues and monitoring compliance with this policy is part of every responsibility of the direct manager.

9. Bribery

9.1. The company does not tolerate bribery forms.

9.2. Bribery is the receipt, offering, or promise of property or other personal benefit to yourself or another person to influence actions or decisions, promote inappropriate performance, or abuse of the person’s position. Bribery can take many forms, including, but not limited to, transferring cash, valuable gifts, travel, lodging, career opportunities, and / or providing valuable, commercially relevant information, etc.

9.3. Company employees may not offer, give, accept or accept bribery, neither directly nor indirectly, including through third parties.

10. Conflict of interest

10.1. Conflict of interest is considered to be a situation in which a company’s employee makes decisions, participates in them, or takes other actions contrary to the company’s interests when performing his or her duties.

10.2. Employees must avoid situations in which their private interests may be in the interests of the company. The company takes all legal control measures and expects employees to make appropriate and sensible decisions in their tasks – in all cases, they will not make a personal profit.

10.3. The Company does not tolerate activities by employees that are in the interests of the Company from a competitive point of view and does not expect that persons who are employed by companies to engage in any other activities of the Company in competition with the Society or otherwise in connection with their activities by companies, organizations or institutions and do not use the company’s assets for non-fulfilment functions and / or do not otherwise infringe the legitimate interests of the company.

10.4. In the event of a conflict of interest and / or suspicion that such a conflict may arise, the employee must immediately inform his or her line manager or the person authorized by him and refrain from discussing problems and accepting decisions in connection with a clear conflict of interest.

11. Misuse of duties

11.1. The company does not tolerate employee abuse of authority with regard to assigned powers of attorney through internal documentation.

11.2. The work equipment, financial and material resources provided by the company are used only in accordance with the procedure specified in the company’s internal regulations and other documents. Company employees must protect, if necessary, take actions to prevent the unlawful use of property, damage or any other illegal activity.

12. Business agreements facilitating payments

12.1. Payments facilitating business agreements are payments to civil servants with the aim of implementing the usual procedure or being implemented in a shorter time.

12.2. All employees are prohibited from making or accepting payments that facilitate business agreements.

13. Gifts and hospitality

13.1. A gift is understood to mean all property or property rights transferred free of charge.

13.2. Company employees may not tolerate or accept gifts that may result in a conflict of interest or that go beyond normal business practice and assume that this is an attempt to attract company employees and decisions in the performance of their duties to influence the employee.

13.3. The Company prohibits offering gifts of any kind, if they are given, in an unjustified manner to ensure the benefit or bias of the recipient’s decisions regarding the Company.

13.4. Company employees can accept and offer official promotional gifts (e.g. souvenirs), gifts for presentations and gifts in accordance with international business protocols or traditions and the proposed business hospitality (e.g. business lunches, official dinners, exhibitions, conferences, etc. ) assume, if such gifts / demonstrable entertainment are suitable to maintain the business relationship, have clearly expressed the goal of maintaining business relationships, to strengthen the services of the company, brand awareness and the image of the company.

13.5. Regardless of the amount, the money may not be accepted or given as a gift.

13.6. When company employees attend events of other business partners, customers, etc., their business travel related expenses and other expenses are determined in accordance with the company’s internal order and other documents in accordance with the requirements of the company’s internal laws and other documents that govern the business trips of costs, their release, expenses for the payment of business travel expenses and the costs of business trips. Under objective circumstances, such as when an employee is invited to non-profit events, and where part of the business travel expenses are borne by the inviting party in accordance with normal business practice, expenses related to, or part of, business trips may be incurred not only be paid by the company.

13.7. In all cases, employees, in the form of business gifts or other values ​​offered to them, must follow the principle of reasonableness and assess whether they should unduly influence the benefits of such gifts or other types of work beyond the normal practice of fair business relationships.

14. Support and other benefits

14.1. The support of private and / or legal persons (companies, institutions, organizations) with beneficiary status is provided in accordance with the company’s internal procedures. In all cases, the granting of support is coordinated with the company’s management.

14.2. The company supports social, educational, artistic, cultural, scientific, sporting activities and projects. The company wants to ensure that its support reaches those target groups whose activities and initiatives are important with the corporate values, the guidelines for social responsibility, strategy and (or) and emphasize and promote important things for the state.

14.3. Support cannot be used as a covert measure for bribery and / or trade.

14.4. The company waives all forms of political party support: support is not granted and cannot be used to fund political parties or political election campaigns.

15. Trade with influence

15.1. The company does not tolerate trade in influence forms.

15.2. Trading with influence is understood as an illegal act by the employee of the company in the exercise of its duties, powers, kinship and / or knowledge in the work environment or any other probable influence in order to influence other employees, other companies, institutions or organizations in order to be lawful or illegal to act (or vice versa – do not act).

16. Transparent procurement

16.1. The company demands that all procurements are transparent.

16.2. Whole activity related to procurement should follow procedure QMH-11 “Procurement Procedure” that describes the main criteria of the supplier selection.

16.3. Suppliers must be selected on the basis of the economically most advantageous offer or the lowest price criterion under equal and non-discriminatory conditions for suppliers, both when placing the order and when executing it.

16.4. In all cases, the company takes immediate action if, with the help of internal control mechanisms and other measures, it is established that the behaviour of the representatives of third parties who supply the company with goods, services or works violates the company’s anti-corruption and procurement procedures.

III. POLICY IMPLEMENTATION

17. The company has approved this policy so that all employees adhere to the principles and standards set out therein. In the event of a violation of the regulations, employees can be punished for the statutory penalties, including dismissal.

18. Every employee of the company who suspects violations of these regulations must immediately and properly react to all violations of these regulations and inform the managing director of the company. For all applicants, the company gives a clear and unambiguous guarantee of complete confidentiality, data protection and confidentiality.

Date 12-01-2022

Code of conduct for business partners

  1. Purpose

    This Code of Conduct outlines UAB Hegelmann Transporte (hereinafter referred to as “Hegelmann Transporte”) requirements and guiding principles for our business partners, in the area of compliance with applicable laws and regulations, in particular with regards to: basic working conditions, human rights, caring for the environment and business integrity.
    The term business partners covers anyone that Hegelmann Transporte does business with, for example, organizations that supply goods and/or services to Hegelmann Transporte.

  2. Basic Principles

    This Code of Conduct is based on internationally proclaimed human rights, including the International Bill of Human Rights, the eight core conventions of the International Labour Organization and Article 32 of the UN Convention on the rights of the Child. In addition to this, Hegelmann Transporte also supports the United Nations Global Compact initiative which is a strategic policy initiative for businesses that are committed to aligning with ten universally accepted principles for human rights, labour, environment and anti-corruption.

  3. Our expectations of Our Business Partners

    At Hegelmann Transporte we are committed to responsible business, wherever we operate, and we rely on the same level of commitment from our business partners. We insist that our business partners not only communicate the principles of this Code of Conduct to their employees, but also ensure that their employees respect them. In doing so, we are seeking to ensure that everyone associated with Hegelmann Transporte demonstrates integrity, responsibility and trust.
    As our business partner, you and your employees must – at all times – comply with this Code of Conduct or similar principles, with all applicable laws and regulations and, needless to say, with your contractual obligations to Hegelmann Transporte. The stricter regulation shall always apply if a topic is covered by this Code of Conduct as well as by applicable laws and/or your contract with Hegelmann Transporte.
    We expect all of our business partners to meet all of the following basic requirements, and we expect them to be managed professionally and systematically.

  4. Basic Working Conditions and Human Rights

    We strongly believe that employees are a company’s most important resource. Which is why we insist that our business partners respect and work in line with internationally proclaimed principles for human rights.

    4.1 Child Labour

    Business partners shall work to prevent all forms of child labour. Under no circumstances should employment be offered to a person younger than 15 years of age (or 14 where the national law so allows) or younger than the countries legal minimum age, if higher than 15.

    4.2 Terms of Employment

    Our business partners must guarantee that the working conditions for their employees comply with all applicable legal requirements. In addition, each employee should have the right to get written information, in a language that they can easily understand, specifying their terms of employment

    4.3 Working Hours

    Working hours including but not limited to overtime, and requirements for providing rest periods, for business partner employees must always comply with applicable law. Hegelmann Transporte supports the requirements of the International Labour Organization (ILO) and we encourage our business partners to adhere to and respect the relevant ILO standards on working time.

    4.4 Health and Safety

    Safety should always be one of the most important factors in any decision, which is why we expect our business partners to provide and maintain a safe and healthy working environment that at least meets, but preferably exceeds, applicable standards and legal requirements.

    4.5 Forced Labour

    There can be no forced labour of any kind relating to Hegelmann Transporte, our services. Therefore, in no event may our business partner use forced labour, regardless of its form. Forced labour includes debt bondage, trafficking and other forms of modern slavery.

    4.6 Wages and Benefits

    Our business partners may not pay their employees wages and benefits less than is required by applicable law or collective labour agreement, where applicable. Information about wages and benefits must be available to all employees, in accordance with applicable laws.

    4.7 Freedom of Association

    Business partners shall respect the rights of their employees to lawfully form, join or exclude themselves from employer-employee relationship related associations and collective bargaining, where permissible by local law. We encourage our business partners to ensure that employees are given the opportunity to discuss their working conditions with management, without fear of reprisal, intimidation or harassment.

    4.8 Non-Discrimination and Equal Opportunities

    Our business partners may not engage in any form of discrimination based on gender, race, ethnicity, religion, age, disability, sexual orientation, nationality, political opinion, union affiliation, social background and/or other characteristics where protected by applicable law. Business partners are expected to treat their employees with respect, dignity and common courtesy.

  5. Caring for the Environment

    Like us, we expect our business partners to be constantly striving to reduce the environmental impact of their operations including the handling of raw material. We also expect our business partners to apply the precautionary principle. By that we mean that precautionary measures should be taken whenever there is a reason to believe that a particular action could have a negative impact on an individual’s health, on society in general or on the environment. Our business partners must ensure that they comply with all applicable environmental requirements stipulated by laws, rules and regulations.

  6. Business Integrity

    We expect our business partners to conduct their business ethically and with the utmost integrity.
    6.1 Anti-Corruption
    None of our business partner, their employees may ever engage in, or tolerate, any form of bribery or corruption. As our business partner, you may neither offer nor accept any form of improper benefit to/from a third party including Hegelmann Transporte, whether public or private, with the purpose of obtaining or retaining business or in order to gain preferential treatment. Such improper benefits may include, but not limited to, monetary gifts, monetary loans, pleasure trips or vacations, luxury goods, concealed commissions, facilitation payments or kickbacks. We also expect our business partners to ensure that all of their reports, records and invoices are accurate and complete, and that they contain no false or misleading information.

    6.2 Conflict of Interest

    We expect our business partners to disclose to us whenever a situation arises in which there appears to be a conflict of interest involving or affecting Hegelmann Transporte. In a similar vein, we expect any employee or other representative of Hegelmann Transporte to disclose to us if they have any involvement in, or financial ties with, any of our business partners.

    6.3 Export Control

    Hegelmann Transporte is committed to fully comply with applicable export control laws and regulations and we expect our business partners to do the same.

    6.4 Fair Competition

    Our business partners must support fair business and fully comply with all applicable fair trade, advertising, competition and antitrust laws. We expect our business partners to compete fairly and to never entering into any understanding or agreements that hinder competition. Accordingly, this means that as a business partner you should not undertake in any way with any competitor to: fix prices, discounts or terms of sale; or divide markets, market shares, customers or territories. We also expect our business partners to not competitively exchange confidential or sensitive information, even if it is made via third parties. Sensitive information include things like prices, timing of price changes, magnitude of price changes, costs, profit margins, sales forecasts, sales plans, sales territories, distribution practices, terms offered to particular customers, capacity utilization and intentions, competitive bidding plans or strategy, pricing and marketing strategies, product plans and market shares. This also applies when participating in fairs or trade association meetings.

    6.5 Protecting Information and Intellectual Property

    Business partners must respect intellectual property rights and protect confidential information by safeguarding it against misuse, theft, fraud or improper disclosure.

  7. Consequences of Violating This Code of Conduct

    We reserve the right to conduct an audit, at any time, of business partners that provide goods or services to Hegelmann Transporte. Advance written notice will be provided. If requested, our business partners are obligated to provide all relevant information and/or allow us or our representatives access to their premises for the purpose of the audit. We also reserve the right to appoint an independent third party of our choosing to conduct audits and ensure our business partners are following this Code of Conduct. Lack of cooperation and/or violation of our Code of Conduct and/or applicable laws may result in a reduction in business with that partner and, ultimately, an end to the business relationship with Hegelmann Transporte.

  8. Tell Us

    At Hegelmann Transporte we encourage our business partners to ask questions and raise concerns, in the event of an ethical issue or suspected case of non-compliance. These concerns will be treated with the gravity they deserve and will be properly investigated. If you wish to report a violation of our Code of Conduct, please submit a report to us by any means of communication suitable for you.


    Date: 12.2022

Sustainable procurement policy

Hegelmann will execute the procurement process at a minimum cost through innovative changes in procurement customs and methods to pursue the Hegelmann Corporate Philosophy of, “Provide valuable products and services to all our customers”. Hegelmann shall strive to achieve and continue its procurement process in cooperation with authorized suppliers across the world as our business partners.

Hegelmann defines the following basic policies in order to execute our sustainable procurement mission in daily operations.

1. CSR procurement

  • Hegelmann shall comply with the laws and social norms and ask all authorized suppliers to comply with applicable laws and standards for a healthy workplace including environmental protection and human rights.

2. Conflicts of interest and prevention of unfair business practices

  • Hegelmann officers and employees or their families must not engage in the procurement process with a supplier whose relatives engage suppliers’ management.
  • Hegelmann officers and employees that are involved in the procurement process must not accept any gifts or benefits beyond the bounds of socially acceptable limits.

3. Pursue economic rationality by engaging in open and transparent processes

  • Hegelmann shall execute a fair supplier selection by utilizing open competitive bidding.
  • Hegelmann shall always provide opportunities to competitive suppliers all over the world.
  • Hegelmann shall promote the consolidation of suppliers and standardization of purchasing goods and specifications.

4. Partnership

  • Hegelmann and suppliers shall continually suggest and consult with each other for cost savings and quality improvement opportunities.
  • Hegelmann and suppliers shall collaborate to establish a crisis management system for the supply chain and its maintenance.

Hegelmann and suppliers shall drive the implementation of electronic transactions, three-way match (purchase orders, statement of delivery, invoice), and business efficiency for strengthening governance.

Date: 12.2022

Human rights policy

Respect for human rights is an essential value of HEGELMANN GROUP. We make every effort to respect and promote human rights in accordance with the International Bill of Human Rights, International Labor Organization Declaration on Fundamental Principles and Rights at Work, and the UN Guiding Principles on Business and Human Rights. This is our focus in our relationships with our employees, those in our value chain, and the communities in which we operate, and is the foundation of our Human Rights Policy.

Hegelmann Human Rights Policy aligns with our Code of Ethics, Business, and Environmental policies covering diversity, environment, health and safety, and employee relations. Hegelmann is dedicated to the principles that all persons should be treated with respect.

Community and Stakeholder

The following parties are considered stakeholders in our human rights policy, among others: shareholders, employees, communities/Neighbours, contractors, producers/vendors/suppliers, governments, and applicable unions.

We are aware that the communities in which we work are a part of us, and that each location has a number of interconnected “community.” Hegelmann is devoted to working with Stakeholders who appreciate honesty, justice, and respect for all people as much as we do. When appropriate, we interact with our communities about issues related to human rights that are significant to them. We want to make sure through dialogue that we are paying attention to, taking notes from, and considering their points of view as we run our company. We think it’s usually best to deal with local problems locally.

Respect for Human Rights

Hegelmann recognizes the importance of maintaining and promoting the fundamental human rights of employees by operating under programs and policies that:

  • Promote a workplace free of discrimination and harassment.
  • Prohibit child labor, forced labor, and human trafficking.
  • Provide fair and equitable wages, benefits, and other conditions of employment in accordance with local laws.
  • Provide safe working conditions.
  • Recognize employee’s rights to freedom of association.

Forced Labor and Human Trafficking

Hegelmann companies will not engage in any component of its business that involves the use of slave or involuntary labor, including debt slavery or human trafficking, whether it be bonded, prison, military, compulsory, or indentured lobar.

Discrimination and Harassment

Every employee, in our belief, is entitled to a fair working environment and to be treated with respect. Hegelmann prohibits discrimination based on age, race, colour, religion, sex, national origin, marital status, disability, citizenship, sexual orientation, gender identity or expression, military service, and any other feature protected by law.

Everyone is entitled to the right to work without intimidation or fear. Hegelmann’s stance was made plain from the first day of orientation: we do not tolerate abusive behaviour or harassment. It is expected of employees to report circumstances that make it difficult for them to do their duties. Our procedures explicitly forbid retaliation against employees who voice concerns, and formal channels are available for employees who need guidance or a solution. We control how our business is run so that workers feel treated fairly and with respect.

Diversity and Inclusion

Hegelmann companies is dedicated to being a high-performing company founded on the basis of a diverse and inclusive workforce. Individuals and teams are working to combine a wide range of abilities, preferences, and views in pursuit of common goals. Employees are expected to engage in open and honest communication, be accepting of others’ differences, be open to conversation, and assume the best intentions of others.

Child Labor

Under no circumstances is a person under the age of 17 allowed to work for innocent. We also forbid hiring anyone who is under the legal minimum age for employment (applicable by law) or the age at which obligatory schooling must be completed. No means should be used to exploit children. Underage workers are not permitted to do hazardous tasks or night-time shifts. To guarantee that this policy is enforced, thorough age verification checks should be performed before hiring anyone. If children are discovered to be employed, a strategy must be put in place that emphasizes the child’s needs and allows them to continue receiving a quality education until they are no longer considered children.

Freedom of Association

We respect employees’ right to join, form or not to join a labor union without fear of reprisal, intimidation or harassment. Where employees are represented by a legally recognized union, we are committed to establishing a constructive dialogue with their freely chosen representatives. The Company is committed to bargaining in good faith with such representatives.

Our experience has demonstrated that open communication and a place where employees can express their concerns, comments, and ideas leads to improved operations, products, processes, and safety that will support ongoing growth and prosperity for all stakeholders, including employees.

Workplace Safety

Hegelmann companies is committed to maintaining a workplace that is free from violence, harassment, intimidation and other unsafe or disruptive conditions due to internal and external threats.

Workplace Security

Hegelmann companies prohibits violence, harassment, intimidation and other unsafe or disruptive conditions due to internal or external threats.

Work Hours, Wages, and Benefits

Hegelmann compensates employees competitively relative to the industry and local labour market. We operate in full compliance with applicable wage, work hours, overtime and benefits laws.

Guidance and Reporting for Employees

We strive to create workplaces in which open and honest communication among all employees is valued and respected. The Company is committed to complying with applicable labor and employment laws wherever we operate. In addition, we work to achieve full employee engagement as the foundation of our mutual success; strive to create a culture that champions respect and inclusion; offer competitive wages and benefits; and implement clear health and safety practices.

Any employee who believes a conflict exists or has come to exist between the language of this policy and the laws, customs and practices of the place where he or she works, or who has questions about this policy or would like to confidentially report a potential violation of this policy should raise those questions and concerns with his or her direct manager, local management, Human Resources or corporate management or through anonymous reporting features in Hegelmann. 

Date: 12.2022