Skip to main content

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 DE CONDUITE POUR LES PARTENAIRES COMMERCIAUX

1. Objet du code de conduite

Le présent code de conduite décrit les exigences et les principes directeurs de UAB Hegelmann Transporte (ci-après dénommée « Hegelmann Transporte ») à l’égard de ses partenaires commerciaux, dans le domaine du respect des lois et règlements applicables, en particulier en ce qui concerne les conditions de travail de base, les droits de l’homme, le respect de l’environnement et l’intégrité commerciale.
Le terme « partenaires commerciaux » couvre toute personne avec laquelle Hegelmann Transporte fait des affaires, par exemple les organisations qui fournissent des biens et/ou des services à Hegelmann Transporte.

2. Principes de base

Le présent code de conduite se fonde sur les droits de l’homme internationalement reconnus, notamment la Charte internationale des droits de l’homme, les huit conventions fondamentales de l’Organisation internationale du travail et l’article 32 de la Convention des Nations unies relative aux droits de l’enfant. En outre, Hegelmann Transporte soutient également l’initiative du Pacte mondial des Nations unies, qui est une initiative stratégique pour les entreprises qui s’engagent à respecter dix principes universellement acceptés en matière de droits de l’homme, de travail, d’environnement et de lutte contre la corruption.

3. Nos attentes à l’égard de nos partenaires commerciaux

Chez Hegelmann Transporte, nous nous engageons à agir de manière responsable, quel que soit l’endroit où nous opérons, et nous comptons sur le même niveau d’engagement de la part de nos partenaires commerciaux. Nous insistons pour que nos partenaires commerciaux non seulement communiquent les principes de ce code de conduite à leurs employés, mais veillent également à ce que ces derniers les respectent. Ce faisant, nous cherchons à garantir que toutes les personnes associées à Hegelmann Transporte fassent preuve d’intégrité, de responsabilité et de confiance.
En tant que partenaire commercial, vous et vos employés devez – à tout moment – respecter ce Code de conduite ou des principes similaires, toutes les lois et réglementations applicables et, bien entendu, vos obligations contractuelles envers Hegelmann Transporte. La réglementation la plus stricte s’appliquera toujours si un sujet est couvert par ce Code de conduite ainsi que par les lois applicables et/ou votre contrat avec Hegelmann Transporte.
Nous attendons de tous nos partenaires commerciaux qu’ils satisfassent à toutes les exigences fondamentales suivantes et qu’ils soient gérés de manière professionnelle et systématique.

4. Conditions de travail de base et droits de l’homme

Nous sommes convaincus que les employés sont la ressource la plus importante d’une entreprise. C’est pourquoi nous insistons pour que nos partenaires commerciaux respectent les principes internationalement proclamés en matière de droits de l’homme et travaillent en conformité avec eux.

4.1 Travail des enfants

Les partenaires commerciaux doivent s’efforcer de prévenir toute forme de travail des enfants. En aucun cas, un emploi ne doit être proposé à une personne âgée de moins de 15 ans (ou de 14 ans si la législation nationale le permet) ou d’un âge inférieur à l’âge minimum légal du pays, s’il est supérieur à 15 ans.

4.2 Conditions d’emploi

Nos partenaires commerciaux doivent garantir que les conditions de travail de leurs employés sont conformes à toutes les exigences légales applicables. En outre, chaque employé doit avoir le droit d’obtenir des informations écrites, dans une langue qu’il peut facilement comprendre, précisant ses conditions d’emploi.

4.3 Heures de travail

Les heures de travail, y compris, mais sans s’y limiter, les heures supplémentaires et les exigences en matière de périodes de repos, des employés des partenaires commerciaux doivent toujours être conformes à la législation en vigueur. Hegelmann Transporte soutient les exigences de l’Organisation internationale du travail (OIT) et nous encourageons nos partenaires commerciaux à adhérer aux normes de l’OIT sur le temps de travail et à les respecter.

4.4 Santé et sécurité

La sécurité devrait toujours être l’un des facteurs les plus importants dans toute décision, c’est pourquoi nous attendons de nos partenaires commerciaux qu’ils fournissent et maintiennent un environnement de travail sûr et sain qui respecte au moins, mais de préférence dépasse, les normes applicables et les exigences légales.

4.5 Travail forcé

Il ne peut y avoir de travail forcé de quelque nature que ce soit en relation avec Hegelmann Transporte, nos services. Par conséquent, notre partenaire commercial ne peut en aucun cas avoir recours au travail forcé, quelle qu’en soit la forme. Le travail forcé comprend la servitude pour dettes, le trafic et d’autres formes d’esclavage moderne.

4.6 Salaires et avantages

Nos partenaires commerciaux ne doivent pas verser à leurs employés des salaires et des avantages inférieurs à ceux exigés par la législation en vigueur ou la convention collective de travail, le cas échéant. Les informations relatives aux salaires et aux avantages sociaux doivent être mises à la disposition de tous les employés, conformément aux lois en vigueur.

4.7 Liberté d’association

Les partenaires commerciaux respectent les droits de leurs employés à former, rejoindre ou s’exclure légalement des associations liées à la relation employeur-employé et à la négociation collective, lorsque la législation locale l’autorise. Nous encourageons nos partenaires commerciaux à veiller à ce que les employés aient la possibilité de discuter de leurs conditions de travail avec la direction, sans crainte de représailles, d’intimidation ou de harcèlement.

4.8 Non-discrimination et égalité des chances

Nos partenaires commerciaux ne doivent se livrer à aucune forme de discrimination fondée sur le sexe, la race, l’origine ethnique, la religion, l’âge, le handicap, l’orientation sexuelle, la nationalité, l’opinion politique, l’affiliation syndicale, le milieu social et/ou d’autres caractéristiques protégées par la législation en vigueur. Les partenaires commerciaux sont tenus de traiter leurs employés avec respect, dignité et courtoisie.

5. Respect de l’environnement

Comme nous, nous attendons de nos partenaires commerciaux qu’ils s’efforcent constamment de réduire l’impact environnemental de leurs activités, y compris la manipulation des matières premières. Nous attendons également de nos partenaires commerciaux qu’ils appliquent le principe de précaution. Nous entendons par là que des mesures de précaution doivent être prises chaque fois qu’il y a une raison de croire qu’une action particulière pourrait avoir un impact négatif sur la santé d’un individu, sur la société en général ou sur l’environnement. Nos partenaires commerciaux doivent s’assurer qu’ils respectent toutes les exigences environnementales applicables stipulées par les lois, les règles et les règlements.

6. Intégrité commerciale

Nous attendons de nos partenaires commerciaux qu’ils mènent leurs activités de manière éthique et avec la plus grande intégrité.
6.1 Lutte contre la corruption
Aucun de nos partenaires commerciaux, ni aucun de leurs employés, ne doit s’engager dans, ou tolérer, une quelconque forme de corruption. En tant que partenaire commercial, il est interdit d’offrir ou d’accepter toute forme d’avantage inapproprié à/de la part d’un tiers, y compris Hegelmann Transporte, qu’il soit public ou privé, dans le but d’obtenir ou de conserver un marché ou de bénéficier d’un traitement préférentiel. Ces avantages indus peuvent inclure, sans s’y limiter, des cadeaux monétaires, des prêts monétaires, des voyages d’agrément ou des vacances, des produits de luxe, des commissions occultes, des paiements de facilitation ou des pots-de-vin. Nous attendons également de nos partenaires commerciaux qu’ils veillent à ce que tous leurs rapports, dossiers et factures soient exacts et complets et qu’ils ne contiennent pas d’informations fausses ou trompeuses.

6.2 Conflits d’intérêts

Nous attendons de nos partenaires commerciaux qu’ils nous informent de toute situation dans laquelle il semble y avoir un conflit d’intérêts impliquant ou affectant Hegelmann Transporte. Dans le même ordre d’idées, nous attendons de tout employé ou autre représentant de Hegelmann Transporte qu’il nous informe s’il est impliqué ou a des liens financiers avec l’un de nos partenaires commerciaux.

6.3 Contrôle des exportations

Hegelmann Transporte s’engage à respecter pleinement les lois et réglementations applicables en matière de contrôle des exportations et nous attendons de nos partenaires commerciaux qu’ils fassent de même.

6.4 Concurrence loyale

Nos partenaires commerciaux doivent soutenir une concurrence loyale et se conformer pleinement à toutes les lois applicables en matière de commerce équitable, de publicité, de concurrence et d’antitrust. Nous attendons de nos partenaires commerciaux qu’ils se livrent à une concurrence loyale et qu’ils ne concluent jamais d’accords ou de conventions qui entravent la concurrence. En conséquence, cela signifie qu’en tant que partenaire commercial, vous ne devez en aucun cas vous engager avec un concurrent à : fixer des prix, des remises ou des conditions de vente ; ou diviser des marchés, des parts de marché, des clients ou des territoires. Nous attendons également de nos partenaires commerciaux qu’ils n’échangent pas d’informations confidentielles ou sensibles à des fins concurrentielles, même si ces échanges se font par l’intermédiaire de tiers. Les informations sensibles comprennent des éléments tels que les prix, le calendrier des changements de prix, l’ampleur des changements de prix, les coûts, les marges bénéficiaires, les prévisions de vente, les plans de vente, les territoires de vente, les pratiques de distribution, les conditions offertes à des clients particuliers, l’utilisation des capacités et les intentions, les plans ou stratégies d’appel d’offres, les stratégies de tarification et de marketing, les plans de produits et les parts de marché. Cette règle s’applique également lors de la participation à des foires ou à des réunions d’associations commerciales.

6.5 Protection des informations et de la propriété intellectuelle

Les partenaires commerciaux doivent respecter les droits de propriété intellectuelle et protéger les informations confidentielles en les protégeant contre l’utilisation abusive, le vol, la fraude ou la divulgation inappropriée.

7. Conséquences de la violation du présent code de conduite

Nous nous réservons le droit d’effectuer un audit, à tout moment, des partenaires commerciaux qui fournissent des biens ou des services à Hegelmann Transporte. Un préavis écrit sera fourni. Sur demande, nos partenaires commerciaux sont tenus de fournir toutes les informations pertinentes et/ou de nous permettre, à nous ou à nos représentants, d’accéder à leurs locaux aux fins de l’audit. Nous nous réservons également le droit de nommer un tiers indépendant de notre choix pour effectuer des audits et s’assurer que nos partenaires commerciaux respectent le présent code de conduite. Le manque de coopération et/ou la violation de notre code de conduite et/ou des lois applicables peuvent entraîner une réduction des activités avec ce partenaire et, en fin de compte, la fin de la relation d’affaires avec Hegelmann Transporte.

8. Dites-nous ce que vous pensez

Chez Hegelmann Transporte, nous encourageons nos partenaires commerciaux à poser des questions et à faire part de leurs préoccupations en cas de problème éthique ou de suspicion de non-conformité. Ces préoccupations seront traitées avec la gravité qu’elles méritent et feront l’objet d’une enquête appropriée. Si vous souhaitez signaler une violation de notre code de conduite, veuillez nous soumettre un rapport par tout moyen de communication qui vous convient.

Date : 12.2022

*Veuillez noter que les traductions sont générées automatiquement pour votre commodité et peuvent ne pas être exactes. Pour des informations précises, veuillez vous référer aux fichiers originaux ».

*Please note that translations are automatically generated for your convenience and may not be accurate. For accurate information refer to the original files ».

Politique d'achat durable

Hegelmann exécutera le processus d’approvisionnement à un coût minimum grâce à des changements novateurs dans les coutumes et les méthodes d’approvisionnement afin de poursuivre la philosophie d’entreprise de Hegelmann qui consiste à « fournir des produits et des services de valeur à tous nos clients ». Hegelmann s’efforcera de réaliser et de poursuivre son processus d’approvisionnement en coopération avec des fournisseurs autorisés dans le monde entier en tant que partenaires commerciaux.

Hegelmann définit les politiques de base suivantes afin d’exécuter notre mission d’approvisionnement durable dans les opérations quotidiennes.

1. Approvisionnement RSE

Hegelmann respecte les lois et les normes sociales et demande à tous les fournisseurs autorisés de respecter les lois et les normes applicables pour un lieu de travail sain, y compris la protection de l’environnement et les droits de l’homme.

2. Conflits d’intérêts et prévention des pratiques commerciales déloyales

Les cadres et employés d’Hegelmann ou leur famille ne doivent pas s’engager dans le processus de passation de marchés avec un fournisseur dont des membres de la famille font partie de la direction du fournisseur.

Les dirigeants et les employés de Hegelmann impliqués dans le processus d’approvisionnement ne doivent pas accepter de cadeaux ou d’avantages dépassant les limites socialement acceptables.

3. Poursuivre la rationalité économique en s’engageant dans des processus ouverts et transparents

Hegelmann doit procéder à une sélection équitable des fournisseurs en recourant à des appels d’offres ouverts.

Hegelmann doit toujours offrir des opportunités aux fournisseurs compétitifs du monde entier.

Hegelmann doit promouvoir la consolidation des fournisseurs et la standardisation des achats de biens et des spécifications.

4. Partenariat

Hegelmann et les fournisseurs doivent continuellement suggérer et se consulter mutuellement afin de réduire les coûts et d’améliorer la qualité.

Hegelmann et les fournisseurs doivent collaborer à la mise en place d’un système de gestion de crise pour la chaîne d’approvisionnement et sa maintenance.

Hegelmann et les fournisseurs doivent promouvoir la mise en œuvre de transactions électroniques, la correspondance tripartite (bons de commande, relevé de livraison, facture) et l’efficacité commerciale pour renforcer la gouvernance.

Date : 12.2022

*Veuillez noter que les traductions sont générées automatiquement pour votre commodité et peuvent ne pas être exactes. Pour des informations précises, veuillez vous référer aux fichiers originaux ».
*Please note that translations are automatically generated for your convenience and may not be accurate. For accurate information refer to the original files ».

POLITIQUE DES DROITS DE L'HOMME

Le respect des droits de l’homme est une valeur essentielle du GROUPE HEGELMANN. Nous mettons tout en œuvre pour respecter et promouvoir les droits de l’homme conformément à la Charte internationale des droits de l’homme, à la Déclaration de l’Organisation internationale du travail relative aux principes et droits fondamentaux au travail et aux principes directeurs des Nations unies relatifs aux entreprises et aux droits de l’homme. C’est l’objectif que nous poursuivons dans nos relations avec nos employés, ceux qui font partie de notre chaîne de valeur et les communautés au sein desquelles nous opérons, et c’est le fondement de notre politique en matière de droits de l’homme.

La politique d’Hegelmann en matière de droits de l’homme s’aligne sur notre code d’éthique, nos politiques commerciales et environnementales couvrant la diversité, l’environnement, la santé et la sécurité, ainsi que les relations avec les employés. Hegelmann s’engage à respecter le principe selon lequel toute personne doit être traitée avec respect.

COMMUNAUTÉ ET PARTIES PRENANTES
Les parties suivantes sont considérées comme des parties prenantes dans notre politique des droits de l’homme, entre autres : les actionnaires, les employés, les communautés/voisins, les entrepreneurs, les producteurs/fournisseurs, les gouvernements et les syndicats concernés.

Nous sommes conscients que les communautés dans lesquelles nous travaillons font partie de nous-mêmes et que chaque site a un certain nombre de « communautés » interconnectées. Hegelmann s’engage à travailler avec des parties prenantes qui apprécient autant que nous l’honnêteté, la justice et le respect de tous. Le cas échéant, nous interagissons avec nos communautés sur des questions liées aux droits de l’homme qui sont importantes pour elles. Nous voulons nous assurer, par le dialogue, que nous sommes attentifs à leurs points de vue, que nous en prenons note et que nous les prenons en considération dans la gestion de notre entreprise. Nous pensons qu’il est généralement préférable de traiter les problèmes locaux au niveau local.

RESPECT DES DROITS DE L’HOMME
Hegelmann reconnaît l’importance de maintenir et de promouvoir les droits humains fondamentaux des employés en opérant dans le cadre de programmes et de politiques qui :

Promouvoir un lieu de travail exempt de discrimination et de harcèlement.
Interdisent le travail des enfants, le travail forcé et le trafic d’êtres humains.
Offrir des salaires, des avantages et d’autres conditions d’emploi justes et équitables, conformément aux lois locales.
Assurer des conditions de travail sûres.
Reconnaître les droits des employés à la liberté d’association.

TRAVAIL FORCÉ ET TRAFIC D’ÊTRES HUMAINS

Les sociétés Hegelmann ne s’engagent dans aucune composante de leur activité qui implique l’utilisation d’un travail esclave ou involontaire, y compris l’esclavage pour dettes ou le trafic d’êtres humains, qu’il s’agisse de travail forcé, de prison, de travail militaire, de travail obligatoire ou de travail sous contrat.

DISCRIMINATION ET HARCÈLEMENT
Nous pensons que chaque employé a droit à un environnement de travail équitable et à un traitement respectueux. Hegelmann interdit toute discrimination fondée sur l’âge, la race, la couleur, la religion, le sexe, l’origine nationale, l’état civil, le handicap, la citoyenneté, l’orientation sexuelle, l’identité ou l’expression de genre, le service militaire et toute autre caractéristique protégée par la loi.

Chacun a le droit de travailler sans intimidation ni crainte. La position d’Hegelmann a été clairement exprimée dès le premier jour d’orientation : nous ne tolérons pas les comportements abusifs ou le harcèlement. Il est attendu des employés qu’ils signalent les circonstances qui les empêchent de s’acquitter de leurs tâches. Nos procédures interdisent explicitement les représailles à l’encontre des employés qui expriment leurs préoccupations, et des voies officielles sont disponibles pour les employés qui ont besoin de conseils ou d’une solution. Nous contrôlons la manière dont notre entreprise est gérée afin que les travailleurs se sentent traités équitablement et avec respect.

DIVERSITÉ ET INCLUSION
Hegelmann s’engage à être une entreprise performante fondée sur une main-d’œuvre diversifiée et inclusive. Les individus et les équipes s’efforcent de combiner un large éventail de capacités, de préférences et de points de vue dans la poursuite d’objectifs communs. On attend des employés qu’ils s’engagent dans une communication ouverte et honnête, qu’ils acceptent les différences des autres, qu’ils soient ouverts à la conversation et qu’ils partent du principe que les autres sont animés des meilleures intentions.

TRAVAIL DES ENFANTS
En aucun cas une personne âgée de moins de 17 ans n’est autorisée à travailler pour innocent. Nous interdisons également l’embauche de toute personne n’ayant pas atteint l’âge minimum légal d’admission à l’emploi (applicable par la loi) ou l’âge auquel la scolarité obligatoire doit être achevée. Aucun moyen ne doit être utilisé pour exploiter les enfants. Les travailleurs mineurs ne sont pas autorisés à effectuer des tâches dangereuses ou à travailler de nuit. Pour garantir l’application de cette politique, il convient de procéder à des vérifications approfondies de l’âge avant d’embaucher quelqu’un. Si l’on découvre que des enfants sont employés, il faut mettre en place une stratégie qui mette l’accent sur les besoins de l’enfant et lui permette de continuer à recevoir une éducation de qualité jusqu’à ce qu’il ne soit plus considéré comme un enfant.

LIBERTÉ D’ASSOCIATION
Nous respectons le droit des employés d’adhérer, de former ou de ne pas adhérer à un syndicat sans crainte de représailles, d’intimidation ou de harcèlement. Lorsque les employés sont représentés par un syndicat légalement reconnu, nous nous engageons à établir un dialogue constructif avec leurs représentants librement choisis. L’entreprise s’engage à négocier de bonne foi avec ces représentants.

Notre expérience a démontré qu’une communication ouverte et un lieu où les employés peuvent exprimer leurs préoccupations, leurs commentaires et leurs idées permettent d’améliorer les opérations, les produits, les processus et la sécurité, ce qui favorisera une croissance et une prospérité continues pour toutes les parties prenantes, y compris les employés.

SÉCURITÉ SUR LE LIEU DE TRAVAIL
Les entreprises Hegelmann s’engagent à maintenir un lieu de travail exempt de violence, de harcèlement, d’intimidation et d’autres conditions dangereuses ou perturbatrices dues à des menaces internes et externes.

SÉCURITÉ SUR LE LIEU DE TRAVAIL
Les entreprises Hegelmann interdisent la violence, le harcèlement, l’intimidation et toute autre condition dangereuse ou perturbatrice due à des menaces internes ou externes.

HEURES DE TRAVAIL, SALAIRES ET AVANTAGES
Hegelmann rémunère ses employés de manière compétitive par rapport à l’industrie et au marché du travail local. Nous respectons pleinement les lois applicables en matière de salaires, d’heures de travail, d’heures supplémentaires et d’avantages sociaux.

CONSEILS ET RAPPORTS POUR LES EMPLOYÉS
Nous nous efforçons de créer des lieux de travail dans lesquels une communication ouverte et honnête entre tous les employés est appréciée et respectée. L’entreprise s’engage à respecter les lois applicables en matière de travail et d’emploi partout où elle opère. En outre, nous nous efforçons d’obtenir l’engagement total de nos employés, fondement de notre réussite mutuelle, de créer une culture qui prône le respect et l’intégration, d’offrir des salaires et des avantages compétitifs et de mettre en œuvre des pratiques claires en matière de santé et de sécurité.

Tout employé qui pense qu’un conflit existe ou a fini par exister entre le langage de cette politique et les lois, coutumes et pratiques du lieu où il travaille, ou qui a des questions sur cette politique ou souhaite signaler confidentiellement une violation potentielle de cette politique doit poser ces questions et faire part de ses préoccupations à son supérieur direct, à la direction locale, aux ressources humaines ou à la direction de l’entreprise, ou par le biais des fonctions de signalement anonyme d’Hegelmann.

Date : 12.2022

*Veuillez noter que les traductions sont générées automatiquement pour votre commodité et peuvent ne pas être exactes. Pour des informations précises, veuillez vous référer aux fichiers originaux.

*Please note that translations are automatically generated for your convenience and may not be accurate. For accurate information refer to the original files