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.

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

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
  

6. 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

7. 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.
8. 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.
9. 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
10. 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

11. 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

11. 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
12. 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
13. 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
14. 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

15. 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
    
16. 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
    
17. 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
    
18. 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
    
19. 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
    
20. 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
    
21. 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
22. 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

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

1. Tikslas

Šios etikos taisyklės apibūdina UAB „Hegelmann Transporte“ (toliau – Hegelmann Transporte)
reikalavimus ir pagrindinius principus mūsų verslo partneriams laikantis galiojančių įstatymų
ir kitų teisės aktų, visų pirma susijusių su: pagrindinėmis darbo sąlygomis, žmogaus teisėmis,
aplinkos apsauga ir verslo skaidrumu.
Terminas verslo partneriai reiškia bet kurią įmonę ar asmenį, kurie vykdo bendrą veiklą su
Hegelmann Transporte, pavyzdžiui, organizacijomis, tiekiančiomis Hegelmann Transporte
prekes ir (arba) paslaugas.

2. Pagrindiniai principai

Šios etikos taisyklės yra pagrįstos tarptautiniu mastu paskelbtomis žmogaus teisėmis, įskaitant
Europos žmogaus teisių ir pagrindinių laisvių konvenciją, Visuotine žmogaus teisių deklaracija,
pagrindines Tarptautinės darbo organizacijos konvencijas ir JT vaiko teisių konvencijos 32
straipsnį. Hegelmann Transporte taip pat pritaria savanoriškoms socialinės atskamoybės
iniciatyvoms žmogaus teisių, aplinkosaugos, ekonomikos ir antikorupcijos srityse.

3. Mūsų lūkesčiai verslo partneriams

Mes, Hegelmann Transporte, vykdome verslą atsakingai, kad ir kur veiktume, ir tikimės tokio
pačio mūsų verslo partnerių požiūrio. Mes reikalaujame, kad mūsų verslo partneriai ne tik
supažindintų savo darbuotojus su šiomis etikos taisyklėmis, bet ir užtikrintų, kad darbuotojai
jų laikytųsi. Taip mes siekiame užtikrinti, kad visi, susiję su Hegelmann Transporte būtų
sąžiningi, atsakingi ir patikimi.
Jūs ir jūsų darbuotojai, kaip mūsų verslo partneriai, visada turite laikytis šių Etikos taisyklių ar
panašių principų, visų galiojančių įstatymų ir kitų teisės aktų bei, savaime suprantama, savo
sutartinių įsipareigojimų Hegelmann Transporte atžvilgiu. Jei šiose Etikos taisyklėse aptartam
klausimui yra taikomi griežtesni įstatymai ar yra prisiimti griežtesni sutartiniai įsipareigojimai
Hegelmann Transporte atžvilgiu, pirmenybė yra teikiama griežtesniam reglamentavimui.
Mes tikimės, kad visi mūsų verslo partneriai atitiks visus šiuos pagrindinius reikalavimus ir jie
bus koordinuojami profesionaliai ir sistemingai.

4. Darbo sąlygos ir žmogaus teisės

Mes tvirtai tikime, kad darbuotojai yra svarbiausia įmonės vertybė, todėl reikalaujame, kad
mūsų verslo partneriai gerbtų ir laikytųsi tarptautiniu mastu paskelbtų žmogaus teisių
principų.

4.1 Vaikų darbas

Verslo partneriai stengiasi užkirsti kelią visų formų vaikų darbui. Jokiu būdu negalima siūlyti
darbo jaunesniems nei 16 metų (arba 14 metų, net jei tai leidžia nacionaliniai įstatymai) arba
jaunesniems nei šalių įstatymais nustatytas minimalus amžius, jei jie yra vyresni nei 16 metų.

4.2 Įdarbinimo sąlygos

Mūsų verslo partneriai privalo garantuoti, kad jų darbuotojų darbo sąlygos atitiktų visus
galiojančius teisinius reikalavimus. Be to, kiekvienas darbuotojas turėtų turėti teisę gauti
rašytinę informaciją jam suprantama kalba apie savo darbo sąlygas.

4.3 Darbo laikas

Darbo partnerių darbo laikas, įskaitant, bet neapsiribojant, viršvalandžiais ir poilsio laiko
suteikimo reikalavimais, visada turi atitikti galiojančius įstatymus. Hegelmann Transporte
vadovaujasi 2006 m. kovo 15 d. Europos Parlamento ir Tarybos reglamentu (EB) Nr. 561/2006
ir mes reikalaujame savo verslo partnerius laikytis atitinkamų darbo ir poilsio laiko režimo
standartų.

4.4 Sveika ir saugi darbo aplinka

Saugi darbo aplinka visada turėtų būti vienas iš svarbiausių veiksnių priimant bet kokį
sprendimą, todėl tikimės, kad mūsų verslo partneriai užtikrins ir palaikys saugią ir sveiką darbo
aplinką, kuri atitiktų minimalius taikomus standartus ir teisinius reikalavimus, ir pageidautina,
viršytų juos.

4.5 Priverstinis darbas

Negali būti jokio priverstinio darbo, susijusio su paslaugomis, teikiamomis Hegelmann
Transporte. Todėl jokiu būdu mūsų verslo partneris negali naudoti priverstinio darbo,
nepaisant jo formos. Priverstinis darbas apima skolų vergovę, prekybą žmonėmis ir kitas
šiuolaikinės vergijos formas.

4.6 Darbo užmokestis ir išmokos

Mūsų verslo partneriai negali mokėti savo darbuotojams mažesnės algos ir išmokų, nei
reikalaujama galiojančiuose įstatymuose ar, jei taikoma, kolektyvinėje darbo sutartyje.
Informacija apie darbo užmokestį ir išmokas turi būti prieinama visiems darbuotojams
(asmeniškai) pagal galiojančius įstatymus.

4.7 Asociacijų laisvė

Verslo partneriai gerbia savo darbuotojų teises teisėtai sudaryti, įstoti, (ne)dalyvauti asociacijų
veikloje, darbdavių ir darbuotojų asociacijų ir kolektyvinėse derybose, jei tai leidžiama pagal
vietos įstatymus. Mes skatiname savo verslo partnerius užtikrinti, kad darbuotojams būtų
suteikta galimybė su vadovybe aptarti savo darbo sąlygas, nebijant keršto, bauginimo ar
priekabiavimo.

4.8 Nediskriminavimas ir lygios galimybės

Mūsų verslo partneriai negali diskriminuoti darbuotojų dėl lyties, rasės, etninės
priklausomybės, religijos, amžiaus, negalios, seksualinės orientacijos, tautybės, politinės
nuomonės, priklausymo profsąjungai, socialinės padėties ir (arba) kitų savybių, kai tai gina
galiojantys įstatymai. Mūsų verslo partneriai privalo su savo darbuotojais elgtis pagarbiai, oriai
ir teisingai.

5. Aplinkos apsauga

Mes tikimės, kad mūsų verslo partneriai, kaip ir mes, nuolat stengsis mažinti savo veiklos,
įskaitant žaliavų tvarkymą, poveikį aplinkai. Mes taip pat tikimės, kad mūsų verslo partneriai
elgsis tvariai, atsakingai ir atsargiai. Šiuo turime omenyje, kad reikia imtis atsargumo
priemonių, kai yra pagrindas manyti, kad tam tikras veiksmas gali turėti neigiamos įtakos
asmens sveikatai, visuomenei ar aplinkai. Mūsų verslo partneriai privalo užtikrinti, kad jie
laikytųsi visų galiojančių aplinkosaugos reikalavimų, nustatytų įstatymuose ir kituose teisės
aktuose.

6. Verslo skaidrumas

Mes tikimės, kad mūsų verslo partneriai vykdys savo verslą skaidriai, etiškai ir sąžiningai.

6.1 Antikorupcija

Nei vienas iš mūsų verslo partnerių, jų darbuotojai negali užsiimti kyšininkavimu ar korupcija
ar ją toleruoti. Kaip mūsų verslo partneris, jūs negalite siūlyti nei priimti jokios naudos trečiajai
šaliai, įskaitant Hegelmann Transporte, iš kurios ketinama įgyti ar išlaikyti verslą arba siekiant gauti lengvatų. Tokia netinkama nauda gali apimti pinigines dovanas, pinigines paskolas,
poilsines keliones ar atostogas, prabangos prekes, paslėptus komisinius, lengvatines išmokas
ar kita; sąrašas nėra baigtinis. Mes taip pat tikimės, kad mūsų verslo partneriai užtikrins, kad
visos jų ataskaitos, įrašai ir sąskaitos faktūros būtų tikslios ir išsamios bei kad juose nebūtų
klaidingos ar klaidinančios informacijos.

6.2 Interesų konfliktas

Mes tikimės, kad mūsų verslo partneriai mums atskleis situaciją, kai kyla interesų konfliktas,
susijęs su Hegelmann Transporte. Taip pat tikimės, kad bet kuris darbuotojas ar kitas
Hegelmann Transporte atstovas mums atskleis, jei jie yra susiję su kokiais nors mūsų verslo
partneriais ar turi su jais finansinių ryšių.

6.3 Sąžininga konkurencija

Mūsų verslo partneriai turi remti sąžiningą verslą ir laikytis visų taikomų sąžiningos prekybos,
reklamos, konkurencijos ir antimonopolinių įstatymų. Mes tikimės, kad mūsų verslo partneriai
sąžiningai konkuruos ir niekada nesudarys jokio susitarimo ar kliūčių, trukdančių konkurencijai.
Atitinkamai tai reiškia, kad jūs, kaip verslo partneris, jokiu būdu neturėtumėte įsipareigoti su
jokiais konkurentais: nustatyti kainas, nuolaidas ar pardavimo sąlygas; arba padalinti rinkas,
rinkos dalis, klientus ar teritorijas. Mes taip pat tikimės, kad mūsų verslo partneriai nekels
konkurencijos skleisdami konfidencialią ar neskelbtiną informaciją. Jautri informacija apima
tokius dalykus kaip kainos, kainų pokyčių laikas, kainų pokyčių dydis, išlaidos, pelno maržos,
pardavimo prognozės, pardavimo planai, pardavimo teritorijos, paskirstymo praktika,
konkretiems klientams siūlomos sąlygos, pajėgumų panaudojimas ir ketinimai, konkurencinių
pasiūlymų planai ar strategija, kainų ir rinkodaros strategijas, produktų planus ir rinkos dalis.
Tai taip pat taikoma dalyvaujant mugėse ar prekybos asociacijų susirinkimuose.

6.4 Asmens duomenų, konfidencialios informacijos ir intelektinės nuosavybės apsauga

Verslo partneriai privalo gerbti intelektinės nuosavybės teises ir saugoti konfidencialią
informaciją, asmens duomenis, apsaugodami juos nuo piktnaudžiavimo, vagystės, sukčiavimo
ar netinkamo atskleidimo.

7. Etikos taisyklių pažeidimo pasekmės

Mes pasiliekame teisę bet kuriuo metu atlikti verslo partnerių, tiekiančių prekes ar paslaugas
Hegelmann Transporte, auditą, pateikus išankstinį rašytinį pranešimą. Jei to prašome, mūsų
verslo partneriai privalo pateikti visą reikiamą informaciją ir (arba) leisti mums ar mūsų
atstovams patekti į jų patalpas audito tikslais. Mes taip pat pasiliekame teisę paskirti pasirinktą
nepriklausomą trečiąją šalį atlikti auditą ir užtikrinti, kad mūsų verslo partneriai laikytųsi šių
Etikos taisyklių. Dėl bendradarbiavimo trūkumo ir (arba) mūsų Etikos taisyklių ir (arba) taikomų
įstatymų pažeidimo gali būti sumažinta bendradarbiavimo apimtis ir (arba) nutraukiamas
bendradarbiavimas su Hegelmann Transporte.

8. Informacijos sklaida

Hegelmann Transporte įmonėje mes raginame savo verslo partnerius užduoti klausimus ir
pranešti apie etikos problemas arba Etikos taiskylių nesilaikymą. Iškelti klausimai bus vertinami
ir tinkamai ištirti. Jei norite pranešti apie mūsų Etikos taisyklių pažeidimą, susiekite su mumis
bet kokiomis jums tinkamomis komunikacijos priemonėmis.

Data: 2022 12 

„Hegelmann” vykdys pirkimus mažiausiomis sąnaudomis, novatoriškai keisdama pirkimų papročius ir metodus, kad įgyvendintų „Hegelmann” filosofiją: „Teikti vertingus produktus ir paslaugas visiems mūsų klientams”. Bendrovė „Hegelmann” sieks ir toliau vykdys pirkimų procesą bendradarbiaudama su įgaliotais tiekėjais visame pasaulyje, kurie yra mūsų verslo partneriai.

Siekdama kasdienėje veikloje vykdyti savo tvarių pirkimų misiją, „Hegelmann” apibrėžia šias pagrindines politikos kryptis.

1. ĮSA viešieji pirkimai

Bendrovė „Hegelmann” laikosi įstatymų ir socialinių normų bei prašo visų įgaliotų tiekėjų laikytis galiojančių įstatymų ir sveikos darbo vietos standartų, įskaitant aplinkos apsaugą ir žmogaus teises.

2. Interesų konfliktai ir nesąžiningos verslo praktikos prevencija

Bendrovės „Hegelmann” pareigūnai ir darbuotojai ar jų šeimos nariai neturi dalyvauti viešųjų pirkimų procese su tiekėju, kurio giminaičiai dalyvauja tiekėjo vadovybėje.

Viešųjų pirkimų procese dalyvaujantys „Hegelmann” pareigūnai ir darbuotojai neturi priimti jokių dovanų ar naudos, viršijančių socialiai priimtinas ribas.

3. Siekti ekonominio racionalumo dalyvaujant atviruose ir skaidriuose procesuose.

Hegelmann vykdo sąžiningą tiekėjų atranką, naudodama atvirą konkurencinį konkursą.

Bendrovė „Hegelmann” visuomet suteikia galimybes konkurencingiems tiekėjams visame pasaulyje.

„Hegelmann” skatina tiekėjų konsolidavimą ir prekių pirkimo bei specifikacijų standartizavimą.

4. Partnerystė

„Hegelmann” ir tiekėjai nuolat siūlo ir konsultuojasi tarpusavyje dėl išlaidų mažinimo ir kokybės gerinimo galimybių.

Bendrovė „Hegelmann” ir tiekėjai bendradarbiauja, siekdami sukurti krizių valdymo sistemą tiekimo grandinei ir jos priežiūrai.

Hegelmann ir tiekėjai skatina elektroninių sandorių, trišalio atitikimo (pirkimo užsakymai, pristatymo ataskaita, sąskaita faktūra) ir verslo efektyvumo diegimą siekiant stiprinti valdymą.

Data: 2022 m. gruodžio mėn.

*Atkreipkite dėmesį, kad vertimai yra automatiškai generuojami jūsų patogumui ir gali būti netikslūs. Tikslią informaciją rasite originaliuose failuose”.

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

ŽMOGAUS TEISIŲ POLITIKA
Pagarba žmogaus teisėms yra esminė HEGELMANN GROUP vertybė. Dedame visas pastangas, kad gerbtume ir skatintume žmogaus teises pagal Tarptautinę žmogaus teisių chartiją, Tarptautinės darbo organizacijos deklaraciją dėl pagrindinių principų ir teisių darbe ir JT verslo ir žmogaus teisių pagrindinius principus. Į tai orientuojamės palaikydami santykius su savo darbuotojais, vertės grandinės dalyviais ir bendruomenėmis, kuriose veikiame, ir tai yra mūsų žmogaus teisių politikos pagrindas.

„Hegelmann” žmogaus teisių politika dera su mūsų etikos kodeksu, verslo ir aplinkosaugos politika, apimančia įvairovę, aplinką, sveikatą ir saugą bei santykius su darbuotojais. „Hegelmann” laikosi principų, kad su visais žmonėmis turi būti elgiamasi pagarbiai.

BENDRUOMENĖ IR SUINTERESUOTOSIOS ŠALYS
Mūsų žmogaus teisių politikoje suinteresuotosiomis šalimis, be kitų, laikomos šios šalys: akcininkai, darbuotojai, bendruomenės / kaimynai, rangovai, gamintojai / pardavėjai / tiekėjai, vyriausybės ir taikytinos profesinės sąjungos.

Žinome, kad bendruomenės, kuriose dirbame, yra mūsų dalis ir kad kiekviena vietovė turi kelias tarpusavyje susijusias „bendruomenes”. Bendrovė „Hegelmann” siekia dirbti su suinteresuotosiomis šalimis, kurios vertina sąžiningumą, teisingumą ir pagarbą visiems žmonėms taip pat, kaip ir mes. Kai reikia, bendraujame su savo bendruomenėmis joms svarbiais žmogaus teisių klausimais. Dialogo būdu norime įsitikinti, kad, vadovaudami įmonei, atkreipiame dėmesį į jų nuomonę, ją įsidėmime ir atsižvelgiame į ją. Manome, kad vietos problemas paprastai geriausia spręsti vietoje.

PAGARBA ŽMOGAUS TEISĖMS
Bendrovė „Hegelmann” pripažįsta, kad svarbu išlaikyti ir skatinti pagrindines darbuotojų žmogaus teises, veikdama pagal programas ir politiką, kuri:

skatina darbo vietą be diskriminacijos ir priekabiavimo.
Draudžia vaikų darbą, priverstinį darbą ir prekybą žmonėmis.
Užtikrinti sąžiningą ir teisingą darbo užmokestį, išmokas ir kitas darbo sąlygas pagal vietos įstatymus.
Užtikrinti saugias darbo sąlygas.
Pripažinti darbuotojų teises į asociacijų laisvę.

PRIVERSTINIS DARBAS IR PREKYBA ŽMONĖMIS
„Hegelmann” įmonės nedalyvaus jokioje savo verslo sudedamojoje dalyje, kuri susijusi su vergiško ar priverstinio darbo, įskaitant skolų vergiją ar prekybą žmonėmis, naudojimu, nesvarbu, ar tai būtų vergiškas, kalėjimo, kariuomenės, priverstinis, ar samdomas lobynas.

DISKRIMINACIJA IR PRIEKABIAVIMAS
Mūsų įsitikinimu, kiekvienas darbuotojas turi teisę į sąžiningą darbo aplinką ir pagarbų elgesį. Bendrovė „Hegelmann” draudžia diskriminaciją dėl amžiaus, rasės, odos spalvos, religijos, lyties, tautybės, šeiminės padėties, negalios, pilietybės, seksualinės orientacijos, lytinės tapatybės ar išraiškos, karinės tarnybos ir kitų įstatymų saugomų požymių.

Kiekvienas žmogus turi teisę į teisę dirbti be gąsdinimų ir baimės. „Hegelmann” pozicija buvo aiškiai išdėstyta nuo pat pirmos įvadinio instruktažo dienos: mes netoleruojame įžeidžiančio elgesio ar priekabiavimo. Iš darbuotojų tikimasi, kad jie praneš apie aplinkybes, trukdančias atlikti savo pareigas. Mūsų procedūrose aiškiai draudžiama imtis atsakomųjų veiksmų prieš darbuotojus, kurie išsako susirūpinimą, o darbuotojams, kuriems reikia patarimo ar sprendimo, yra prieinami oficialūs kanalai. Kontroliuojame, kaip vykdomas mūsų verslas, kad darbuotojai jaustų, jog su jais elgiamasi sąžiningai ir pagarbiai.

ĮVAIROVĖ IR ĮTRAUKTIS
Bendrovė „Hegelmann companies” siekia būti aukštos kokybės įmone, įkurta remiantis įvairiapusiška ir įtraukiančia darbo jėga. Asmenys ir komandos dirba taip, kad siekdami bendrų tikslų derintų įvairius gebėjimus, pageidavimus ir požiūrius. Iš darbuotojų tikimasi atviro ir sąžiningo bendravimo, pritarimo kitų skirtumams, atvirumo pokalbiams ir geriausių kitų ketinimų prielaidos.

VAIKŲ DARBAS
Jokiomis aplinkybėmis jaunesniam nei 17 metų asmeniui neleidžiama dirbti nekaltai. Taip pat draudžiame įdarbinti asmenis, kurie yra jaunesni nei teisės aktais nustatytas minimalus įdarbinimo amžius (taikomas pagal įstatymus) arba amžius, nuo kurio turi būti baigtas privalomasis mokymasis. Jokiomis priemonėmis negalima išnaudoti vaikų. Nepilnamečiams darbuotojams neleidžiama atlikti pavojingų darbų ar dirbti naktinėmis pamainomis. Siekiant užtikrinti, kad ši politika būtų vykdoma, prieš įdarbinant bet kurį asmenį reikėtų atlikti nuodugnų amžiaus patikrinimą. Jei nustatoma, kad įdarbinami vaikai, turi būti parengta strategija, kurioje pabrėžiami vaiko poreikiai ir sudaromos sąlygos jiems toliau gauti kokybišką išsilavinimą, kol jie nebebus laikomi vaikais.

ASOCIACIJŲ LAISVĖ
Gerbiame darbuotojų teisę stoti į profesinę sąjungą, ją steigti arba nestoti į ją, nebijant represijų, bauginimo ar priekabiavimo. Tais atvejais, kai darbuotojams atstovauja teisiškai pripažinta profesinė sąjunga, esame įsipareigoję užmegzti konstruktyvų dialogą su jų laisvai pasirinktais atstovais. Bendrovė įsipareigoja sąžiningai derėtis su tokiais atstovais.

Mūsų patirtis rodo, kad atviras bendravimas ir vieta, kurioje darbuotojai gali išsakyti savo rūpesčius, pastabas ir idėjas, padeda tobulinti veiklą, produktus, procesus ir saugą, o tai padeda užtikrinti nuolatinį visų suinteresuotųjų šalių, įskaitant darbuotojus, augimą ir klestėjimą.

DARBO VIETŲ SAUGA
Bendrovė „Hegelmann” yra įsipareigojusi išlaikyti darbo vietą, kurioje nebūtų smurto, priekabiavimo, gąsdinimo ir kitų nesaugių ar trikdančių sąlygų dėl vidinių ir išorinių grėsmių.

DARBO VIETOS SAUGUMAS
Bendrovė „Hegelmann companies” draudžia smurtą, priekabiavimą, bauginimą ir kitas nesaugias ar trikdančias sąlygas dėl vidinių ar išorinių grėsmių.

DARBO VALANDOS, DARBO UŽMOKESTIS IR IŠMOKOS
„Hegelmann” darbuotojams moka konkurencingą atlygį, palyginti su pramonės šakos ir vietos darbo rinkos sąlygomis. Veikiame visiškai laikydamiesi galiojančių darbo užmokesčio, darbo valandų, viršvalandžių ir išmokų įstatymų.

GAIRĖS IR ATASKAITOS DARBUOTOJAMS
Siekiame sukurti darbo vietas, kuriose būtų vertinamas ir gerbiamas atviras ir sąžiningas visų darbuotojų bendravimas. Bendrovė yra įsipareigojusi laikytis galiojančių darbo ir įdarbinimo įstatymų visur, kur vykdome veiklą. Be to, siekiame visiško darbuotojų įsitraukimo, kuris yra mūsų abipusės sėkmės pagrindas; stengiamės kurti kultūrą, kurioje puoselėjama pagarba ir įtrauktis; siūlome konkurencingus atlyginimus ir išmokas; įgyvendiname aiškią sveikatos ir saugos praktiką.

Bet kuris darbuotojas, manantis, kad egzistuoja ar atsirado prieštaravimas tarp šios politikos formuluočių ir vietos, kurioje jis dirba, įstatymų, papročių ir praktikos, arba turintis klausimų dėl šios politikos, arba norintis konfidencialiai pranešti apie galimą šios politikos pažeidimą, turėtų iškelti šiuos klausimus ir problemas savo tiesioginiam vadovui, vietos vadovybei, žmogiškųjų išteklių skyriui ar įmonės vadovybei arba naudodamasis anoniminio pranešimo funkcijomis „Hegelmann”.

Data: 2022 m. gruodžio 12 d.

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