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Hegelmann Logistics: Modern business

Hegelmann Logistics: Modern business requires more than just warehousing goods 

Yazan Sim içinde . Yayınlanan Haber Merkezi, Şirket

Hegelmann Logistics now has 21,000 square meters of warehouse space – enough to fit around 30 million milk cartons. In the seven years since the company began operating, providing logistics and warehousing services, this number has increased sevenfold – from 3 thousand sq. m. Having started operations at the logistics center in Kaunas, Hegelmann Logistics centers operate not only in Lithuania, but also in the USA and Poland. 

Comprehensive logistics solutions, attention to customer needs, and continuous growth are the main directions of Hegelmann Logistics, which are appreciated by an increasing number of different businesses looking for a reliable partner in the field of logistics. Modern business is not just about storing goods – it needs comprehensive logistics solutions that create real business value. 

The company’s clients include over 50 companies of various sizes and operating in different fields. Their representatives unanimously said that they most value the company’s attention to their individual needs. According to representatives of Hegelmann Logistics, it is precisely the diversity of customer needs that determines the emergence of new warehousing solutions. They note that comprehensive logistics services are becoming increasingly popular in Lithuania. 

A growing trend: Logistics services from a single source 

Today, Hegelmann Logistics clients can choose from a wide range of logistics services according to their individual business needs. These include unloading of goods, storage in modern warehouses, verification of goods, their marking, and additionally taking care of label printing. The company also provides repackaging of goods, selection according to individual orders, inventory management, and delivery services in Lithuania and around the world. 

However, in assessing the changing needs of customers, Hegelmann Logistics notices a new trend – companies are increasingly interested in comprehensive logistics services. This is the so-called 3PL (Third Party Logistics) service, which allows business logistics to be carried out “from a single source”: the goods journey from the supplier to the recipient.  

“The 3PL service is becoming especially popular among online e-shops. It includes everything: from picking up goods from suppliers, warehousing, labelling, to collecting orders, packaging, and delivering them to the recipient. Such a full cycle of services allows customers to save time, costs and management resources and avoid organizing a comprehensive logistics chain, because we take care of everything,” said Andrius Šumskis, director of UAB Hegelmann Logistics. 

A. Šumskis also noted that this service is suitable for various businesses, as the range of goods stored by the company is extremely wide: from small items, such as phone SIM cards, to food products or large-sized goods, such as furniture. 

The choice was determined by the desire to ensure efficient business processes 

Customers who choose Hegelmann Logistics 3PL value this service most because it allows them to streamline business processes and relieve them of administrative tasks that require significant time and human resources. This allows them to focus on business growth or improving other processes. 

Among the clients using this service is Sapiens (UAB Nature Labs), a company that has been developing vitamin programs for several years. According to the company’s Operations Manager, Almantas Gedminas, as shipment volumes increased, integrated logistics became the best solution for maintaining efficient processes. Currently, Sapiens uses Hegelmann Logistics’ handling, warehousing, and order picking services. 

“Previously, we carried out the selection of orders on our own, but over time, we needed more storage for our products. The number of shipments also grew, and with our available resources, we couldn’t keep the process running efficiently – that’s when we started looking for the most acceptable solution,” he said. 

According to A. Gedminas, the main advantages of the 3PL service for their team are speed, quality, and process efficiency, and the overall satisfaction with the services is crowned by Hegelmann Logistics’ efforts for the client’s benefit. 

“All services provided are equally important to us. Throughout the entire coordination process, there was pleasant and efficient communication, quick responses to any questions, and a search for mutually acceptable solutions. Finally, we received conditions that met our needs. We are always pleased that the Hegelmann Logistics team quickly finds solutions for various situations,” said A. Gedminas. 

A. Šumskis is happy with the client’s success in choosing Hegelmann Logistics as a partner to solve logistics challenges: “This not only allowed Nature Labs to ensure the most efficient logistics but also provided the opportunity to focus more on sales development. I believe that our company has significantly contributed to the rapid and successful growth of the Sapiens brand.” 

Adapts to customer needs 

According to the director of Hegelmann Logistics, the search for the most suitable solutions for customers reflects the company’s mission – to provide a wide range of logistics solutions, adapting to the rhythm of customers. 

“The most important question for us is not what to store, but how to do it efficiently and with high quality. This perfectly reflects our flexibility, technological readiness, and ability to adapt to a wide variety of business needs. We work with clients of various sizes and can offer each one an individual, effective solution,” said A. Šumskis. 

This is also recognized by the company UAB Hautica, which owns and manages the fashion brand BURGA and uses the warehousing services of Hegelmann Logistics. According to them, the decision to enter this partnership was driven by a growing volume of orders, business expansion, and the need for partners capable of meeting the highest expectations. 

“This logistics team offered us the best balance between service and price. Hegelmann Logistics always advises and helps us find solutions in complex situations. They always adapt to our changing needs. In addition, one of their values ​​is sustainability, and sustainable logistics solutions are not only a priority for our company, but also a necessity in the modern business world. We believe that a responsible approach to the environment not only contributes to the well-being of the planet but also gives us a competitive advantage in the market,” said the representative of the BURGA brand. 

“From 2019 to 2022, the warehousing capacity of Hegelmann Logistics doubled every year. This was a strategic move that reflects the company’s planned expansion. Currently, in terms of warehouse space, we have reached a certain stage of growth pause, which we are using for other purposes: expanding the service portfolio, optimizing processes, and improving the quality of services,” said A. Šumskis. 

He also emphasized that, in response to growing customer needs, the company’s plans include even greater attention to sustainability and automated solutions. 

“We constantly monitor innovations in the market and are ready to implement advanced solutions when they become relevant for our operations and customer service,” summarizes the director of Hegelmann Logistics. 

Hegelmann Logistics Kaunas

ПОЛИТИКА ПРЕДОТВРАЩЕНИЯ НАСИЛИЯ ИДОМОГАТЕЛЬСТВ

Yazan Sim içinde . Yayınlanan Belgeler, Russian



РАЗДЕЛ I
ВВЕДЕНИЕ

  1. Компания в целях Политики предотвращения насилия и домогательств
    гарантирует создание такой рабочей среды, в которой работник или группа работников не
    будут подвергаться враждебным, неэтичным, унизительным, агрессивным, обидным,
    оскорбительным действиям, посягающим на честь и достоинство, физическую или
    психологическую неприкосновенность отдельного работника или группы работников, или
    направленным на то, чтобы запугать работника или группу работников, унизить их либо
    поставить в беспомощное и бессильное положение.
  2. Компания руководствуется положением о том, что каждый работник Компании
    уважает достоинство другого человека, вежливо и уважительно общается с окружающими
    и своим поведением обеспечивает поддержание рабочей среды, в которой другой человек
    не подвергается враждебным, неэтичным, оскорбительным, агрессивным, обидным,
    ущемляющим действиям.
  3. Все работники Компании обязаны соблюдать настоящую Политику
    предотвращения насилия и домогательств (далее по тексту – Политика) в своей
    повседневной рабочей жизни, и работники Компании должны активно участвовать в
    создании дружественной рабочей среды, уважающей человеческое достоинство,
    обеспечивающей равные возможности и недискриминацию.
  4. Политика определяет способы распознавания насилия и домогательств,
    возможные формы насилия и домогательств, порядок ознакомления с мерами
    предотвращения насилия и домогательств, порядок подачи и рассмотрения сообщений о
    насилии и домогательствах, меры защиты лиц, сообщивших о насилии и домогательствах, и
    пострадавших, а также оказание им помощи и другую информацию, связанную с
    предотвращением насилия и домогательств.
    2 лист, всего 8 листов



    РАЗДЕЛ II
    ИСПОЛЬЗУЕМЫЕ ТЕРМИНЫ, СПОСОБЫ ОПРЕДЕЛЕНИЯ НАСИЛИЯ И
    ДОМОГАТЕЛЬСТВ
  5. Насилие и домогательства, включая психологическое насилие, насилие и
    домогательства по признаку пола (насилие и домогательства, направленные против лиц из
    за их пола или несоразмерно затрагивающие лиц определенного пола, в том числе
    сексуальные домогательства) – это любое неприемлемое поведение или угроза его
    возникновения, независимо от того, повторялось или нет неприемлемое поведение,
    направленное на то, чтобы вызвать физическое, психологическое, сексуальное или
    экономическое воздействие, было или могло ли быть нанесено подобное воздействие
    посредством неприемлемого поведения, ущемляет ли такое поведение достоинство
    человека или создает запугивающую, враждебную, унизительную или оскорбительную
    обстановку, был или мог ли быть нанесен физический, имущественный и/или
    неимущественный ущерб.
  6. Насилие и домогательство – это недопустимое поведение одного или
    нескольких лиц, которое может проявляться в различных формах, одни из которых
    определить легче, чем другие, это поведение, при котором один или несколько
    руководителей или работников стремятся оскорбить или унизить достоинство работника,
    стремятся оказать или оказывают негативное воздействие на его эмоциональное здоровье
    и/или стремятся создать либо создают враждебную рабочую среду.
  7. Насилием считается действие или бездействие лица (лиц) в отношении другого
    лица (лиц), причиняющее умышленное физическое, психическое, сексуальное,
    экономическое воздействие, связанное с работой, в результате которого работник несет или
    может понести неимущественный или имущественный ущерб.
  8. Домогательство – нежелательное поведение, при котором на основании пола,
    расы, национальности, гражданства, языка, происхождения, социального положения,
    убеждений и взглядов, возраста, половой ориентации, болезней, этнической
    принадлежности, религии пытаются унизить или унижают человеческое достоинство,
    пытаются создать или создают пугающую, враждебную, унизительную или
    оскорбительную обстановку.
  9. Домогательство может проявляться в устной и письменной форме, реже – в форме
    физических действий. Домогательство может включать в себя оскорбительные
    комментарии, шутки, унижение, несообщение важной информации, отстранение человека
    от других коллег, встреч или совещаний, игнорирование, поручение задач, не связанных с
    рабочими функциями, и т.д.
  10. Основное различие между насилием и домогательством заключается в том, что
    домогательство – это непрерывный процесс, то есть повторяющееся неприемлемое
    поведение, а насилие, как правило, представляет собой разовую, внезапную (острую)
    вспышку неприемлемого поведения.
  11. Сексуальное домогательство – нежелательное оскорбительное словесное,
    письменное или физическое поведение сексуального характера по отношению к лицу с
    целью унижения достоинства лица, в том числе путем создания запугивающей,
    враждебной, унизительной или оскорбительной обстановки.
  12. Под «угрозой» понимается угрожающая ситуация, опасность, в том числе
    различные угрожающие события, когда поведение еще не считается неприемлемым, но
    3 лист, всего 8 листов
    существует реальная вероятность того, что оно станет неприемлемым (например,
    словесные выпады со стороны работодателя, непосредственного руководителя, других
    работников или третьих лиц, поведение, вызывающее озабоченность).
  13. Угроза может возникнуть как для одного работника, так и для группы работников,
    она может быть как явной, так и неочевидной, но основным элементом являются
    последствия угрозы. Это могут быть различные формы насилия, наказания, игнорирование,
    изоляция, домогательства, притеснение, травля и т.д.
  14. Насилие и домогательства запрещены:
    14.1. на рабочих местах, в том числе на общественных и частных местах, когда
    работник находится в распоряжении работодателя или выполняет обязанности в
    соответствии с трудовым договором;
    14.2. во время перерывов на отдых и прием пищи, во время пользования
    бытовыми, санитарно-гигиеническими помещениями;
    14.3. во время связанных с работой поездок, путешествий, тренингов,
    мероприятий или общественных мероприятий;
    14.4. при связанном с работой общении, в том числе при общении с
    использованием информационных и электронных коммуникационных технологий;
    14.5. в жилье, предоставляемом работодателем;
    14.6. по дороге на работу и с работы.



    РАЗДЕЛ III
    ФОРМЫ НАСИЛИЯ И ДОМОГАТЕЛЬСТВ

    15.Насилие и домогательства могут принимать различные формы, например:
    15.1.Нежелательный физический контакт (например, шлепки, поглаживание,
    ласки, хватание за нос, попытки поцеловать, поцелуи и т.д.) или принуждение к
    такому контакту;
    15.2.Устное или письменное унижение (оскорбительный смех и шутки,
    постоянные замечания, разжигание ненависти, разговоры на повышенных тонах,
    сплетни, распространение слухов, клевета и т.д.);
    15.3.Демонстрация, распространение оскорбительных изображений, надписей
    или других материалов;
    15.4.Демонстрация или отправка порнографических или сексистских
    фотографий, картинок, текстов с помощью электронных средств;
    15.5.Неэтичные, нежелательные комментарии о внешности, фигуре, одежде;
    15.6.Навязчивое стремление к общению, слежка или сбор информации о
    работнике, когда это не связано с выполняемыми трудовыми функциями, без согласия
    работника или наличия разумных оснований;
    15.7.Угрозы или иное запугивающее поведение, направленное на ограничение
    свободы принятия решений работником;
    15.8.Воздействие на работника компании с целью достижения определенного
    поведения, услуг, не связанных с выполнением трудовых функций, или сексуальных
    услуг;
    4 лист, всего 8 листов
    15.9.Неравномерное распределение рабочих задач с учетом загруженности
    других работников, выполняющих аналогичную работу, поручение задач, не
    связанных с трудовыми функциями;
    15.10.
    Необоснованное ухудшение условий труда по сравнению с
    другими работниками;
    15.11.
    Умышленная изоляция или отстранение работника от трудовой
    деятельности, отстранение от общественной деятельности;
    15.12.
    Другие не предусмотренные здесь формы, когда определенное
    поведение создает нежелательную, неприятную, запугивающую, унизительную или
    оскорбительную рабочую обстановку.
    16.Этот перечень форм насилия и домогательств не является исчерпывающим и
    оценивается в каждом конкретном случае.
    17.Домогательства, сексуальные домогательства, физическое или психологическое
    насилие могут проявляться и другими способами, которые не очевидны, но создают
    неприятную, запугивающую, унизительную или оскорбительную обстановку.



    РАЗДЕЛ IV
    РЕКОМЕНДУЕМОЕ ПОВЕДЕНИЕ РАБОТНИКОВ КОМПАНИИ ВО ИЗБЕЖАНИЕ
    СЛУЧАЕВ НАСИЛИЯ И ДОМОГАТЕЛЬСТВ, ПРОФИЛАКТИЧЕСКИЕ МЕРЫ

    18.Работникам компании рекомендуется придерживаться следующих принципов:
    18.1.Анализировать свое поведение и оценивать, соответствует ли оно
    положениям Политики;
    18.2.Проявлять сознательность, знать или понимать, какое потенциальное
    поведение можно считать домогательством, сексуальным домогательством и
    насилием;
    18.3.Быть внимательным и чутким к другим работникам Компании, уважать их
    частную жизнь, взгляды, убеждения, физическую и психическую неприкосновенность, пытаться понять, не вызовет ли соответствующее словесное,
    письменное или физическое поведение неприятные, нежелательные, унижающие
    достоинство последствия, не будет ли мешать другому человеку в рабочей
    обстановке, в результате чего он не сможет должным образом выполнять свои
    функции, например:
    18.3.1.неуважительное приветствие;
    18.3.2.комплименты, не связанные с профессиональными качествами
    работника;
    18.3.3.комментарии о внешнем виде или одежде работника, признаках
    идентитета личности;
    18.3.4.неэтичные комментарии о взглядах, слабостях или достоинствах
    работника, его личной жизни;
    18.3.5.неэтичное обращение к работнику (например, сокращенные имена,
    фамилии, прозвища, уменьшительно-ласкательные обращения и т.д.);
    18.3.6.шутки сексуального характера, оскорбительные или неуважительные
    шутки, шутки над работником;
    5 лист, всего 8 листов
    18.3.7.физическое прикасание к работнику компании, вызывающее
    физический или психологический дискомфорт, без соблюдения уважительной
    физической дистанции;
    18.3.8.проявление навязчивого внимания к работнику, оценка его внешнего вида;
    18.3.9.тон речи, звуки и движения, которые могут оскорбить, унизить
    работника или вызвать ассоциации сексуального характера;
    18.3.10.использование изобразительных средств, унижающих честь и
    достоинство работника (плакатов, фотографий, рисунков, предметов и т.п.);
    18.3.11.рассылка
    или иное распространение сообщений, писем
    оскорбительного характера, унижающих честь и достоинство работника;
    18.4.Во избежание неприятного, неприемлемого для работника поведения и
    негативных последствий такого поведения, при наличии сомнений в том, что
    определенное поведение может расцениваться как неприемлемое или может вызвать у
    другого человека дискомфорт, унизить его достоинство, рекомендуется заранее
    осведомиться, обсудить с работниками Компании приемлемость определенного
    поведения, формы общения;
    18.5.Если работник Компании словами, действиями или бездействием
    показывает, что определенное поведение, не связанное и/или не необходимое для
    выполнения трудовых функций, для него неприемлемо – в обязательном порядке
    необходимо немедленно прекратить такое поведение и ограничить общение до
    требуемого для выполнения трудовых функций.
    18.6.Не быть пассивным наблюдателем за поведением работников, нарушающим
    положения Политики, а предпринимать активные действия по пресечению такого
    поведения. Если такое поведение имеет место, его нельзя терпеть, воспринимать как
    юмор или неудачную шутку, поощрять такое поведение одобрительной улыбкой,
    смехом или другими действиями, поддерживающими такое поведение.
    18.7.В случае столкновения с поведением с признаками домогательства,
    сексуального домогательства или насилия, рекомендуется спокойным, вежливым
    тоном сказать или проинформировать человека, ведущего себя таким образом, что
    такое поведение неприемлемо и должно быть прекращено. Это также можно сделать
    по электронной почте или текстовым сообщением. Рекомендуется объяснить, какие
    жесты, слова, комментарии, физическое поведение или другие действия неприятны,
    создают унизительную, оскорбительную рабочую или учебную обстановку.
    18.8.Рекомендуется фиксировать все акты домогательств, сексуальных
    домогательств и насилия (поведения), имевшие место, законными способами и
    средствами, записывать время, свидетелей и другие значимые обстоятельства.
    18.9.Если в отношении другого работника Компании имели место
    домогательства, сексуальные домогательства или насилие, рекомендуется побудить
    его рассказать об этом, призвать его связаться с лицом, совершившим данные
    действия, и немедленно сообщить ему, что такое поведение нежелательно.
    19.Для создания безопасной и дружественной среды в Компании данная Политика
    должна оцениваться и применяться параллельно с Правилами процедуры, Кодексом этики
    и Политикой равных возможностей, утвержденными Компанией.
    20.В целях создания эмоционально благоприятной рабочей среды для работников
    Компания организует обучение, рассылает и/или демонстрирует информационные
    6 лист, всего 8 листов
    материалы, целью которых является усвоение, распознавание, нетерпимость к формам
    насилия и домогательств, а также порядок подачи и рассмотрения сообщений о насилии и
    домогательствах.



    РАЗДЕЛ V
    ПОРЯДОК ПОДАЧИ И РАССМОТРЕНИЯ СООБЩЕНИЙ/ЖАЛОБ НА НАСИЛИЕ И
    ДОМОГАТЕЛЬСТВА, ПРИНЯТИЕ РЕШЕНИЙ

    21.Рассмотрение сообщения или жалобы основано на следующих принципах:
    21.1.Невиновность – заявитель считается невиновным до принятия решения о
    нарушении Политики;
    21.2.Оперативность – расследование проводится в кратчайшие сроки;
    21.3.Непосредственность – потерпевшему, подающему жалобу, свидетелю
    (свидетелям) предоставляются все возможности для дачи объяснений, высказывания
    версии оценки и толкования своих действий;
    21.4.Помощь пострадавшему – после поступления жалобы на нарушение
    Политики создаются безопасные условия труда;
    21.5.Применение активных профилактических мер – при выявлении нарушения
    применяются соответствующие меры индивидуальной профилактики,
    обеспечивающие безопасные и достойные условия труда для работников Компании;
    21.6.Объективность и беспристрастность – расследование проводится
    объективно, без предубеждений относительно оценки обстоятельств.
  15. Сообщения/жалобы о возможных случаях насилия или домогательств
    рассматриваются путем создания Комиссии. Комиссия формируется в порядке,
    установленном Компанией, только после регистрации сообщения/жалобы и
    расследует конкретный случай насилия и домогательства на рабочем месте.
  16. Комиссия формируется из не менее чем 3 членов, среди которых должны быть как
    минимум по одному представителю сотрудников и работодателя. В Комиссию не
    могут быть назначены лица, которые могут иметь родственные связи или другой
    конфликт интересов. Члены Комиссии обязаны быть беспристрастными и
    объективными.
  17. Сотрудник Компании, считающий, что по отношению к нему или другому лицу
    совершаются домогательства, сексуальные домогательства или применяется
    физическое и/или психологическое насилие, имеет право подать сообщение или
    жалобу своему непосредственному руководителю, а если жалоба касается
    непосредственного руководителя, то руководителю более высокого уровня.
    Сообщение или жалобу рекомендуется подать в максимально короткие сроки
    после совершения или выявления указанных действий.
  18. Сообщение/жалоба также может быть подано по электронной почте на адрес:
    report@l-experts.com.
    26.Комиссия не рассматривает анонимные сообщения / жалобы.
  19. Полученное сообщение/жалоба должна быть зарегистрирована не позднее
    следующего рабочего дня, после чего в установленном Компанией порядке
    7 лист, всего 8 листов
    формируется Комиссия, которая начинает расследование. В сообщении/жалобе
    сотрудник Компании должен предоставить следующую информацию:
    27.1.Подробные объяснения по ситуации, о проявлениях и обстоятельствах
    пережитого насилия, домогательств или сексуальных домогательств;
    27.2.Указать потенциальных свидетелей;
    27.3.Предоставить всю иную информацию (фото, видео- или аудиозаписи и т.д.),
    полученную законным путем.
    28.Члены Комиссии должны гарантировать конфиденциальность расследования.
    Членам Комиссии запрещается разглашать любую информацию, относящуюся к
    расследованию, лицам и работникам, не принимающим участие в процедуре
    расследования.
    29.При допросе потерпевшего или заявителя в допросе может участвовать также его
    законный представитель.
    30.После завершения расследования Комиссия оценивает полученные в ходе него
    данные и в течение 10 рабочих дней готовит и представляет заключение с предложениями
    руководителю Компании. В случае обжалования действий или поведения руководителя
    Компании заключение с предложениями предоставляется соответственно вышестоящему
    органу управления, действующему в Компании (правлению, наблюдательному совету или
    акционеру).
    31.Сообщение и/или жалоба рассматривается в кратчайшие сроки, но не более 1
    месяца со дня получения сообщения/жалобы.
    32.Срок рассмотрения сообщения и (или) жалобы может быть продлен только в том
    случае, если в силу уважительных обстоятельств (болезнь и т.п.) невозможно допросить
    потерпевшего, заявителя или свидетеля.
    33.После рассмотрения сообщения/жалобы Комиссия может принять следующие
    решения:
    33.1.Оставить сообщение / жалобу без рассмотрения;
    33.2.Признать сообщение / жалобу необоснованной;
    33.3.Признать сообщение / жалобу обоснованной. В таком случае вместе с
    решением Комиссия вносит предложения о необходимости применения мер
    воздействия в отношении обжалуемого и мер помощи потерпевшему.
    33.4.Прекратить расследование сообщения/жалобы, если из-за отсутствия
    информации невозможно провести расследование или установить лиц, указанных в
    сообщении/жалобе.
    34.Руководитель компании, а при подаче жалобы на руководителя компании
    высший орган управления, действующий в компании (правление, наблюдательный совет
    или акционер), после получения заключения Комиссии с предложениями принимает
    решение о необходимости применения мер воздействия на обжалуемого и мер защиты или
    помощи потерпевшему, потерпевший и обжалуемый информируются о принятых решениях
    не позднее чем в течение 3 рабочих дней. Выводы и предложения, принятые Комиссией в
    отношении руководителя Компании, носят рекомендательный характер.
    35.Комиссия при внесении предложений о применении к потерпевшему возможных
    мер защиты (перевод на другую работу, ротация, предоставление отпуска и т.п.) или при
    оказании возможной помощи (индивидуальные беседы, консультации со специалистами и
    т.п.) должна учитывать влияние каждого конкретного случая на эмоциональное здоровье
    потерпевшего.
    8 лист, всего 8 листов
    36.Комиссия при внесении предложений о применении возможных мер воздействия в
    отношении обжалуемого учитывает злонамеренность, периодичность, последствия
    обжалуемого поведения для потерпевшего и т.п.



    РАЗДЕЛ VI
    ЗАКЛЮЧИТЕЛЬНЫЕ ПОЛОЖЕНИЯ
  20. Настоящая Политика является обязательной и распространяется на всех без
    исключения работников Компании, независимо от занимаемой ими должности или типа
    трудового договора.
  21. Нарушение настоящей Политики будет считаться нарушением трудовых
    обязанностей, ответственность за которое предусмотрена Трудовым кодексом Литовской
    Республики.
  22. С утвержденной Политикой сотрудники Компании ознакомляются с
    использованием информационных электронных средств связи в порядке, установленном
    Компанией. Данная Политика и все её изменения публикуются на интранете Компании
    и/или на другой платформе, используемой Компанией.

Violence and harassment prevention policy

Yazan Sim içinde . Yayınlanan Belgeler, English


CHAPTER I
INTRODUCTION

  1. The aim of the Violence and Harassment Prevention Policy of the Company is to create a
    working environment in which an employee or a group of employees will not be subjected to
    any hostile, unethical, degrading, humiliating, aggressive, abusive, insulting or offensive actions
    which violate the honour and dignity of an individual or a group of employees, or the physical
    or psychological integrity of a person, or which are intended to intimidate, embarrass, or reduce
    the individual or a group of employees to a defenceless and helpless position.
  2. The Company is guided by the principle that every employee of the Company shall respect the
    dignity of another person, shall interact with others in a courteous and respectful manner, and
    shall ensure by his/her conduct a working environment in which the other person is not
    subjected to any hostile, unethical, degrading, humiliating, aggressive, abusive, insulting or
    insulting actions.
  3. All employees of the Company are required to comply with this Violence and Harassment
    Prevention Policy (the Policy) in their day-to-day work, and the Company’s employees are
    required to play an active role in creating a work environment that is welcoming, respectful of
    human dignity, and ensures equal opportunities and non-discrimination.
  4. The policy sets out how to identify violence and harassment, the possible forms of violence and
    harassment, the procedures for familiarising people with measures to prevent violence and
    harassment, the procedures for reporting and dealing with reports of violence and harassment,
    the measures to protect and assist those who report violence and harassment and the assistance
    provided to them, and any other information relating to the prevention of violence and
    harassment.

    CHAPTER II
    TERMS USED, WAYS OF RECOGNISING VIOLENCE AND HARASSMENT

  5. Violence and harassment, including psychological violence, gender-based violence and
    harassment (violence and harassment directed against persons on the basis of their sex or
    disproportionately affecting persons of a certain sex, including sexual harassment) means any
    unacceptable behaviour or threat thereof, whether the unacceptable behaviour is aimed at, once
    or repeatedly, causing physical, psychological, sexual or economic impact, or whether the
    unacceptable behaviour results in, or is likely to result in, a violation of a person’s dignity or
    creates an intimidating, hostile, degrading or offensive environment, and/or whether physical,
    property and/or non-pecuniary damage has occurred or is likely to occur.
  6. Violence and harassment means unacceptable behaviour by one or more persons, which may
    take many forms, some of which are easier to detect than others, and which is behaviour where
    one or more managers or employees seek to insult or violate the dignity of an employee, seek to
    affect or adversely affect the employee’s emotional health and/or seek to create or create a
    hostile working environment.
  7. Violence is defined as the intentional infliction, by act or omission of a person(s) on another
    person(s), of physical, mental, sexual or economic harm in connection with work, which causes
    or is likely to cause non-material or material damage to the employee.
  8. Harassment is unwanted conduct which, on the grounds of sex, race, nationality, citizenship,
    language, origin, social status, religion, belief or opinion, age, sexual orientation, disability,
    ethnic origin, religion, is intended to insult or violate the dignity of a person and is intended to
    create or creates an intimidating, hostile, degrading or offensive environment.
  9. Harassment can take the form of oral and written harassment, and less often of physical acts.
    Harassment can include offensive comments, jokes, humiliation, withholding important
    information, isolating the person from colleagues, meetings or briefings, ignoring them,
    assigning them to tasks that are not related to their job, etc.
  10. The main difference between violence and harassment is that harassment is a continuous
    process, i.e. repeated unacceptable behaviour, while violence is usually a one-off, sudden
    (acute) outbreak of abuse.
  11. Sexual harassment is unwanted abusive behaviour of a sexual nature, whether verbal, written or
    physical, towards a person, intended to harm that person’s dignity, in particular by creating an
    intimidating, hostile, degrading or offensive environment.
  12. Threat is understood as an imminent situation or danger, including a range of threatening events,
    where behaviour is not yet considered unacceptable but there is a realistic possibility that it will
    be (e.g. verbal attacks by an employer, line manager, other employees or third parties, various
    behaviours of concern).
  13. The threat can be imminent to a single employee or to a group of employees, it can be obvious
    or not, but the key element is the consequences of the threat. This can include various forms of
    violence, punishment, ignoring, isolation, harassment, oppression, bullying, etc.
  14. Violence and harassment are prohibited:
    14.1. In workplaces, including public and private places, where the employee is at the
    employer’s disposal or performing duties under an employment contract.
    14.2. During rest and meal breaks, or when using household, sanitary and hygiene facilities.
    14.3. During work-related outings, trips, travel, training, events or social activities.
    14.4. During work-related communication, including communication using information and
    electronic communication technologies.
    14.5. In accommodation provided by your employer.
    14.6. On the way to or from work.


    CHAPTER III
    FORMS OF VIOLENCE AND HARASSMENT
  15. Violence and harassment can take many forms, such as:
    15.1. Unwanted physical contact (e.g. flicking, patting, stroking, fondling, nibbling, reaching
    out to kiss, kissing, etc.) or requesting such contact.
    15.2. Verbal or written humiliation (offensive jokes and witticism, persistent remarks, hate
    speech, talking in an elevated tone, gossip, rumours, slander, etc.).
    15.3. Demonstration, publicity, offensive gestures of offensive pictures, notes or other materials.
    15.4. Demonstration or transmission by electronic means of pornographic or sexist images,
    images or texts.
    15.5. Unethical, unwanted comments on appearance, body shape, clothing.
    15.6. Intrusive communication, tracking a person or gathering information about an employee
    when it is unrelated to the work functions performed, without the employee’s consent or
    reasonable grounds.
    15.7. Threatening or other intimidating behaviour aimed at restricting a person’s freedom of
    self-determination.
    15.8. Effect on an employee of the company for the purpose of achieving certain conduct,
    services or sexual services unrelated to the performance of their job functions.
    15.9. Uneven distribution of work tasks when assessing the workload of other employees
    engaged in analogous work or assignment of tasks not related to work functions.
    15.10. Unjustified deterioration of working conditions compared to other employees.
    15.11. Deliberate isolation or non-communication of the employee in work activities, separation
    from social activities.
    15.12. Other forms, not covered here, where certain behaviour creates an undesirable,
    unpleasant, intimidating, humiliating or offensive working environment.
  16. This list of forms of violence and harassment is not exhaustive and is assessed on a case-by-case
    basis.
  17. Harassment, sexual harassment, physical or psychological violence can also manifest itself in
    other ways that are not obvious but create an unpleasant, intimidating, humiliating or offensive
    environment


    CHAPTER IV
    RECOMMENDED CONDUCT OF THE COMPANY’S EMPLOYEES TO PREVENT
    CASES OF VIOLENCE AND HARASSMENT, PREVENTION MEASURES
  18. The Company’s employees are recommended to comply with the following principles:
    18.1. Analyse their behaviour and assess whether it complies with the provisions of the Policy.
    18.2. Being aware of, knowing or anticipating potential behaviour that could be considered
    harassment, sexual harassment and violence.
    18.3. Be considerate and sensitive to other employees of the Company, respect their privacy,
    views, beliefs, their physical and mental integrity, to try to understand whether their verbal,
    written or physical behaviour may cause unpleasant, undesirable, humiliating consequences,
    may interfere with another person in the work environment, which may result in his or her
    inability to perform his or her functions properly, for example:
    18.3.1. Disrespectful way of greeting.
    18.3.2. Compliments unrelated to the employee’s professional qualities.
    18.3.3. Comments on the employee’s physical appearance or attire, characteristics of human
    identity.
    18.3.4. Unethical comments about the employee’s views, weaknesses or strengths, their private
    life.
    18.3.5. Unethical calls to the employee (e.g. name abbreviations, nicknames, diminutive calls,
    etc.).
    18.3.6. Jokes or witticism of a sexual nature, offensive or disrespectful to the employee.
    18.3.7. Physical touching of an employee of the company, causing physical or psychological
    discomfort without observing a respectful physical distance.
    18.3.8. Showing intrusive attention to the employee, visual inspection of their physical
    appearance.
    18.3.9. Tone of speech, sounds and movements which may injure, humiliate, degrade or
    sexually intimidate the employee.
    18.3.10. Use of visual means that degrade the honour and dignity of the employee (posters,
    photos, drawings, objects, etc.).
    18.3.11. Sending or otherwise publicising messages, communications or notes of a defamatory
    nature, which are derogatory to the honour and dignity of the employee.
    18.4. In order to avoid unpleasant and unacceptable behaviour of the employee and the negative
    consequences of this behaviour, in case of doubt that certain behaviour may be undesirable or
    may make another person feel uncomfortable, degrade their dignity, it is advisable to ask in
    advance, discuss with the Company’s employees whether certain behaviour, the form of
    communication, is acceptable.
    18.5. If an employee of the Company demonstrates, verbally, by actions or lack of response, that
    certain behaviour that is unrelated and/or not necessary for the performance of their job
    functions is not acceptable to them, they must immediately stop such behaviour and limit
    communication to that required for the performance of their job functions.
    18.6. Not to be a passive observer of the conduct of an employee in violation of the Policy, but
    to take active action to stop such conduct. If such behaviour occurs, do not tolerate it, do not
    consider it a jesting remark or a lame joke, do not encourage such behaviour by supporting
    smile, laughter or other actions supporting such behaviour.
    18.7. If you experience behaviour that appears to be harassment, sexual harassment or violence,
    it is advisable to calmly, in a polite tone of voice, tell or inform the person who is behaving in
    such a way that the behaviour is unacceptable and must stop. This can also be done by email or
    text message. It is advisable to explain which gestures, words, comments, physical behaviour or
    other actions are unpleasant, create a humiliating, offensive working or study environment.
    18.8. It is advisable to record all acts (behaviour) of harassment, sexual harassment and violence
    in lawful ways and means, to record the time, witnesses and other significant circumstances.
    18.9. If the harassment, sexual harassment or violence took place against another employee of
    the Company, it is advisable to encourage them to speak up about it, to encourage the person
    who committed these acts to contact them and to immediately inform them that such behaviour
    is unwelcome.
  19. In order to create a safe and friendly environment within the Company, this Policy should be
    assessed and implemented in parallel with the Company’s approved Rules of Procedure,
    Code of Ethics and Equal Opportunities Policy.
  20. When creating an emotionally favourable work environment for employees, the Company
    shall provide training, send and/or demonstrate information materials aimed at awareness,
    recognition and intolerance of forms of violence and harassment, as well as the procedure
    for submission and examination of reports of violence and harassment.



    CHAPTER V
    PROCEDURE FOR SUBMISSION AND EXAMINATION OF REPORTS/COMPLAINTS
    ON VIOLENCE AND HARASSMENT, DECISION MAKING
  21. The investigation of a notification or complaint shall be based on the following principles:
    21.1. Non-culpability – the Complainant shall be presumed innocent until a decision is made on
    the violation of the Policy.
    21.2. Promptness – the investigation is carried out within the shortest possible time.
    21.3. Immediacy – the victim, the complainant, the witness(es) are given every opportunity to
    provide explanations and to give their version of their actions and their interpretation.
    21.4. Assistance to the victim – upon receipt of a complaint about a violation of the Policy, safe
    working conditions are created.
    21.5. Proactive preventive measures – upon detection of a violation, appropriate individual
    preventive measures shall be applied, ensuring safe and dignified working conditions for the
    Company’s employees.
    21.6. Objectivity and impartiality – the investigation is carried out objectively, without
    preconditions for the assessment of the circumstances.
  22. Reports/complaints regarding possible cases of violence or harassment are examined by forming
    a Commission. The Commission is established in accordance with the procedure set by the
    Company only after the registration of the report/complaint and investigates the specific case of
    violence or harassment in the workplace.
  23. The Commission is composed of at least 3 members, including one representative from the
    employees and one from the employer. Persons with family ties or any potential conflict of
    interest cannot be appointed to the Commission. Members of the Commission must be impartial
    and objective.
  24. An employee of the Company who believes that they or another person is being harassed,
    sexually harassed, or subjected to physical and/or psychological violence has the right to submit
    a report or complaint to their direct supervisor. If the accused individual is the direct supervisor,
    the report or complaint should be submitted to a higher-level manager. It is recommended that
    the report or complaint be submitted as soon as possible after the alleged actions occurred or
    were discovered.
  25. A report/complaint can also be submitted via email by sending it to: report@l-experts.com .
  26. Anonymous reports/complaints shall not be dealt with by the Commission.
  27. A received report/complaint must be registered no later than the next working day. Following
    this, a Commission is formed in accordance with the procedure established by the Company,
    which then initiates the investigation. In the report/complaint, the Company’s employee must
    provide the following information:
    27.1. Detailed explanations of the event regarding the situation, manifestations and
    circumstances of the violence, harassment or sexual harassment suffered.
    27.2. Identify potential witnesses.
    27.3. Provide any other information (photos, video or audio recordings, etc.) that is available by
    lawful means.
  28. Members of the Commission shall be bound to ensure the confidentiality of the investigation.
    Members of the Commission shall be prohibited from disclosing any information relating to the
    investigation to persons and personnel not involved in the investigation procedure.
  29. When interviewing the victim or complainant, his or her legal representative may also
    participate in the interview.
  30. Upon completion of the investigation, the Commission shall evaluate the data obtained during
    the investigation and, within 10 working days, prepare and submit to the Company’s manager a
    conclusion containing proposals. If the actions or behaviour of the manager of the Company are
    appealed against, the conclusion with the proposals shall be submitted accordingly to the higher
    management body (board, supervisory board or shareholder) operating in the Company.
  31. The report and/or complaint shall be investigated within the shortest possible time, but not more
    than 1 month from the date of receipt of the report/complaint.
  32. The time limit for the investigation of the report and/or complaint may be extended only if due
    to justified circumstances (illness, etc.) it is not possible to interview the victim, the complainant
    or the witness.
  33. After examining the report/complaint, the Commission may take the following decisions:
    32.1. Leave the report/complaint unexamined.
    32.2. Declare the report/complaint to be unfounded.
    32.3. Acknowledge the report/complaint as justified. In such a case, the Commission shall
    submit, together with the decision, proposals on the imposition of sanctions on the complainant
    and the need for victim assistance measures.
    34.4. The examination of the report/complaint shall be terminated if the lack of information
    prevents the investigation or the identification of the persons mentioned in the report/complaint.
  34. The Head of the Company, or, in the case of a complaint against the Head of the Company, the
    higher management body of the Company (the Board of Directors, the Supervisory Board or the
    shareholder), shall, upon receipt of the Commission’s conclusions with proposals, decide on the
    necessity of taking measures of influence on the person complained against and/or the need to
    apply protective or assistance measures to the person who is the subject of the complaint. The
    victim and the person complained against shall be informed of the decisions taken within no
    later than 3 working days. The conclusions and proposals adopted by the Commission to the
    Company’s manager are of a recommendatory nature.
  35. The Commission shall take into account the impact of each individual case on the emotional
    health of the victim when making proposals for possible protective measures (relocation, job
    rotation, granting of leave, etc.) or the provision of possible assistance (individual
    interviews, specialist advice, etc.) to the victim.
  36. When making proposals for the imposition of possible sanctions on the complainant, the
    Commission shall take into account the malignancy and seriousness of the conduct
    complained of, its frequency, the consequences for the victim, etc.


    CHAPTER VI
    FINAL PROVISIONS
  37. This Policy is binding and applies to all employees of the Company without exception,
    regardless of the position they hold or the type of employment contract they have entered
    into.
  38. A violation of this Policy will be considered a violation of work duties for which liability is
    provided for in the Labour Code of the Republic of Lithuania.
  39. The Company’s employees are informed about the approved Policy through informational
    electronic communication channels in accordance with the Company’s established
    procedures. This Policy and all its amendments are published on the Company’s intranet
    and/or another platform used by the Company.

Smurto ir priekabiavimo prevencijos politika

Yazan Sim içinde . Yayınlanan Belgeler, Litvanya

I SKYRIUS  

ĮVADAS 

1.     Smurto ir priekabiavimo prevencijos politikos tikslas – sukurti tokią darbo aplinką, kurioje darbuotojas ar jų grupė nepatirtų priešiškų, neetiškų, žeminančių, agresyvių, užgaulių, įžeidžiančių veiksmų, kuriais kėsinamasi į atskiro darbuotojo ar jų grupės garbę ir orumą, fizinį ar psichologinį asmens neliečiamumą ar kuriais siekiama darbuotoją ar jų grupę įbauginti, sumenkinti ar įstumti į beginklę ir bejėgę padėtį.  

2.     Bendrovėvadovaujasi nuostata, kad kiekvienas Bendrovės darbuotojas gerbia kito asmens orumą, mandagiai ir pagarbiai bendrauja su kitais, savo elgesiu užtikrina darbo aplinką, kurioje kitas asmuo nepatirtų priešiškų, neetiškų, žeminančių, agresyvių, užgaulių, įžeidžiančių veiksmų. 

3.     Visi Bendrovės darbuotojai privalo  savo kasdieniniame darbe vadovautis šia Smurto ir priekabiavimo prevencijos politika (toliau – Politika) ir Bendrovės darbuotojai privalo aktyviai dalyvauti draugiškos, žmogaus orumą gerbiančios, lygias galimybes ir nediskriminavimą užtikrinančios darbo aplinkos kūrime. 

4.     Politika nustato smurto ir priekabiavimo atpažinimo būdus, galimas smurto ir priekabiavimo formas, supažindinimo su smurto ir priekabiavimo prevencijos priemonėmis tvarką, pranešimų apie smurtą ir priekabiavimą teikimo ir nagrinėjimo tvarką, apie smurtą ir priekabiavimą pranešusių asmenų ir nukentėjusių asmenų apsaugos priemones ir jiems teikiamą pagalbą ir kitą informaciją, susijusią su smurto ir priekabiavimo prevencija. 

II SKYRIUS 
VARTOJAMOS SĄVOKOS, SMURTO IR PRIEKABIAVIMO ATPAŽINIMO BŪDAI 

5.     Smurtas ir priekabiavimas, įskaitant psichologinį smurtą, smurtą ir priekabiavimą dėl lyties (smurtas ir priekabiavimas nukreiptas prieš asmenis dėl jų lyties arba neproporcingai paveikiantis tam tikros lyties asmenis, įskaitant seksualinį priekabiavimą), – bet koks nepriimtinas elgesys ar jo grėsmė, nesvarbu, ar nepriimtinu elgesiu vieną kartą ar pakartotinai siekiama padaryti fizinį, psichologinį, seksualinį ar ekonominį poveikį, ar nepriimtinu elgesiu šis poveikis padaromas arba gali būti padarytas, ar tokiu elgesiu įžeidžiamas asmens orumas arba sukuriama bauginanti, priešiška, žeminanti ar įžeidžianti aplinka arba (ir) atsirado arba gali atsirasti fizinė, turtinė ir (arba) neturtinė žala. 

6.     Smurtas ir priekabiavimas – vieno ar kelių asmenų nepriimtinas elgesys, galintis pasireikšti įvairiomis formomis, kurių vienos nustatomos lengviau negu kitos, tai elgesys, kai vienas ar daugiau vadovų ar darbuotojų siekia įžeisti arba įžeidžia darbuotojo orumą, siekia daryti arba daro neigiamą įtaką jo emocinei sveikatai ir (arba) siekia sukurti arba sukuria priešišką darbo aplinką. 

7.     Smurtu laikomas asmens (-ų) veikimu ar neveikimu kitam (-iems) asmeniui (-ims) padaromas tyčinis fizinis, psichinis, seksualinis, ekonominis poveikis, susijęs su darbu, dėl kurio darbuotojas patiria arba gali patirti neturtinę ar turtinę žalą. 

8.     Priekabiavimas – nepageidaujamas elgesys, kai lyties, rasės, tautybės, pilietybės, kalbos, kilmės, socialinės padėties, tikėjimo, įsitikinimų ar pažiūrų, amžiaus, lytinės orientacijos, negalios, etninės priklausomybės, religijos pagrindu siekiama įžeisti arba įžeidžiamas asmens orumas ir siekiama sukurti arba sukuriama bauginanti, priešiška, žeminanti ar įžeidžianti aplinka. 

9.     Priekabiavimas gali pasireikšti žodžiu ir raštu, rečiau – fiziniais veiksmais. Priekabiavimo metu gali būti taikomi įžeidūs komentarai, juokeliai, žeminimas, nesidalijama svarbia informacija, asmuo atribojamas nuo kitų kolegų, susitikimų arba pasitarimų, ignoruojamas, jam skiriamos su darbinėmis funkcijomis nesusijusios užduotys ir pan. 

10. Pagrindinis smurto ir priekabiavimo skirtumas yra tai, kad priekabiavimas yra tęstinis procesas, t. y. – pasikartojantis nepriimtinas elgesys, o smurtas dažniausiai būna vienkartinis, staigus (ūmus) netinkamo elgesio proveržis. 

11. Seksualinis priekabiavimas – nepageidaujamas užgaulus, žodžiu, raštu ar fiziniu veiksmu išreikštas seksualinio pobūdžio elgesys su asmeniu, turint tikslą pakenkti asmens orumui, ypač sukuriant bauginančią, priešišką, žeminančią ar įžeidžiančią aplinką. 

12. „Grėsmė“ suprantama kaip gresianti padėtis, pavojus, įskaitant įvairius grėsmingus įvykius, kuomet elgesys dar nėra vertinamas kaip nepriimtinas, tačiau yra reali tikimybė, kad toks bus (pavyzdžiui, darbdavio, tiesioginio vadovo, kitų darbuotojų ar trečiųjų asmenų žodiniai išpuoliai, įvairus susirūpinimą keliantis elgesys).  

13. Grėsmė gali kilti tiek vienam darbuotojui, tiek darbuotojų grupei, gali būti tiek akivaizdi, tiek ir neakivaizdi, tačiau pagrindinis elementas yra grėsmės pasekmės. Tai gali būti įvairus smurtas, taikomos bausmės, ignoravimas, izoliavimas, priekabiavimas, engimas, patyčios ir t. t. 

14. Smurtas ir priekabiavimas draudžiamas: 

1. darbo vietose, įskaitant viešąsias ir privačias vietas, kai darbuotojas yra  darbdavio žinioje ar atlieka pareigas pagal darbo sutartį; 

2. pertraukų pailsėti ir pavalgyti metu arba naudojantis buities, sanitarinėmis ir higienos patalpomis; 

3. su darbu susijusių išvykų, kelionių, mokymų, renginių ar socialinės veiklos metu; 

4. su darbu susijusio bendravimo, įskaitant bendravimą informacinėmis ir elektroninių ryšių technologijomis, metu; 

5. darbdavio suteiktame būste; 

6. pakeliui į darbą arba iš darbo. 

III SKYRIUS  

SMURTO IR PRIEKABIAVIMO FORMOS 

15. Smurtas ir priekabiavimas gali pasireikšti įvairiomis formomis, pavyzdžiui: 

1. Nepageidaujamas fizinis kontaktas (pvz., plekštelėjimas, glostymas, glamonėjimas, grybštelėjimas, siekimas pabučiuoti, bučiavimas ir kt.) ar tokio kontakto reikalavimas; 

2. Žodinis ar rašytinis žeminimas (įžeidžiantys juokai ir pokštai, nuolatinės pastabos, neapykantos kalba, kalbėjimas pakeltu tonu, apkalbos, gandų skleidimas, šmeižtas ir pan.); 

3. Įžeidžiančių paveikslėlių, užrašų ar kitos medžiagos demonstravimas, viešinimas, įžeidūs gestai; 

4. Pornografinių ar seksistinių nuotraukų, paveikslėlių, tekstų demonstravimas ar siuntimas elektroninio ryšio priemonėmis; 

5. Neetiški, nepageidaujami komentarai dėl išvaizdos, kūno formos, aprangos; 

6. Įkyrus siekis bendrauti, asmens sekimas ar informacijos apie darbuotoją rinkimas, kai tai nesusiję su atliekamomis darbinėmis funkcijomis, neturint darbuotojo sutikimo arba pagrįsto pagrindo; 

7. Grasinimas ar kitoks bauginantis elgesys, kuriuo siekiama riboti asmens apsisprendimo laisvę; 

8. Poveikis bendrovės darbuotojui siekiant tam tikro su darbo funkcijų atlikimu nesusijusio elgesio, paslaugų ar seksualinių paslaugų; 

9. Netolygus darbo užduočių paskirstymas, vertinant su kitų analogišką darbą dirbančių darbuotojų darbo krūviu ar su darbo funkcijomis nesusijusių užduočių skyrimas; 

10. Nepagrįstas darbo sąlygų pabloginimas, lyginant su kitais darbuotojais; 

11. Sąmoningas darbuotojo izoliavimas ar nebendravimas darbinėje veikloje, atskyrimas nuo socialinių veiklų; 

12. Kitos, čia nenumatytos formos, kai tam tikru elgesiu sukuriama nepageidaujama, nemaloni, bauginanti, žeminanti ar įžeidžianti darbo aplinka. 

16. Šis smurto ir priekabiavimo formų sąrašas nėra baigtinis ir vertinamas atskirai kiekvienu konkrečiu atveju. 

17. Priekabiavimas, seksualinis priekabiavimas, fizinis ar psichologinis smurtas gali pasireikšti ir kitokiais būdais, kurie nėra akivaizdūs, tačiau kuria nemalonią, bauginančią, žeminančią ar įžeidžiančią aplinką. 

IV SKYRIUS  

REKOMENDUOJAMAS BENDROVĖS DARBUOTOJŲ ELGESYS, SIEKIANT IŠVENGTI SMURTO IR PRIEKABIAVIMO ATVEJŲ, PREVENCIJOS PRIEMONĖS 

18. Bendrovės darbuotojams rekomenduojama laikytis šių principinių nuostatų: 

  1. Analizuoti savo elgesį ir vertinti, ar jis atitinka Politikos nuostatas; 

2. Būti sąmoningu, žinoti ar numanyti, koks potencialus elgesys gali būti laikomas priekabiavimu, seksualiniu priekabiavimu ir smurtu; 

3.  Būti atidžiu ir jautriu kitiems Bendrovės darbuotojams, gerbti jų privatų gyvenimą, pažiūras, įsitikinimus, jų fizinį ir psichinį neliečiamumą, stengtis suvokti, ar jo žodžiu, raštu ar fiziniu veiksmu išreikštas elgesys gali sukelti nemalonias, nepageidaujamas, orumą žeidžiančias pasekmes, gali trukdyti kitą asmenį darbo aplinkoje, dėl ko jis gali nesugebėti tinkamai vykdyti savo funkcijas, pavyzdžiui: 

1.    nepagarbus pasisveikinimo būdas; 

2.    komplimentai, nesusiję su profesinėmis darbuotojo savybėmis; 

3.    komentarai apie darbuotojo fizinę išvaizdą ar aprangą, žmogaus identiteto požymius; 

4.    neetiški komentarai apie darbuotojo pažiūras, silpnybes ar stiprybes, jo privatų gyvenimą; 

5.     neetiški kreipiniai darbuotojo atžvilgiu (pvz., vardų trumpiniai, pravardės, mažybiniai kreipiniai ir kt.); 

6.     seksualinio pobūdžio, įžeidžiantys ar nepagarbūs juokeliai ar pokštai darbuotojo atžvilgiu; 

7.     fiziniai prisilietimai prie bendrovės darbuotojo, fizinio ar psichologinio diskomforto sukėlimas, nesilaikant pagarbaus fizinio atstumo; 

8.    įkyrus dėmesio darbuotojui rodymas, jo fizinės išvaizdos apžiūrinėjimas; 

9.     kalbėjimo tonas, reiškiami garsai ir judesiai, kurie gali žeisti, žeminti darbuotoją ar kelti seksualinio pobūdžio asociacijas; 

10.   žeminančių darbuotojo garbę ir orumą vizualinių priemonių naudojimas (plakatai, nuotraukos, piešiniai, daiktai ir kt.); 

11.   įžeidžiančio pobūdžio, žeminančių darbuotojo garbę ir orumą pranešimų, žinučių siuntimas ar kitoks viešinimas; 

4.   Siekiant išvengti darbuotojui nemalonaus, nepriimtino elgesio bei šio elgesio neigiamų pasekmių, esant abejonėms, kad tam tikras elgesys gali būti nepageidaujamas arba gali priversti kitą asmenį jaustis nepatogiai, žeminti jo orumą, rekomenduotina iš anksto pasiteirauti, aptarti su Bendrovės darbuotojais, ar tam tikras elgesys, bendravimo forma yra priimtini; 

5.   Jei Bendrovės darbuotojas žodžiu, veiksmais ar atsako nebuvimu parodo, kad tam tikras elgesys, nesusijęs ir (ar) nebūtinas darbo funkcijų vykdymui, jam nėra priimtinas – privaloma nedelsiant nutraukti tokį elgesį ir apriboti bendravimą iki privalomo vykdant darbo funkcijas. 

6.   Nebūti pasyviu Politikos nuostatas pažeidžiančio darbuotojo elgesio stebėtoju, bet imtis aktyvių veiksmų tokiam elgesiui sustabdyti. Jeigu toks elgesys vyksta, netoleruoti jo, nelaikyti to pokštu ar nevykusiu pajuokavimu, neskatinti tokio elgesio pritariančia šypsena, juoku ar kitais tokį elgesį palaikančiais veiksmais. 

7.  Patyrus elgesį, turintį priekabiavimo, seksualinio priekabiavimo ar smurto požymius, patartina ramiai, mandagiu tonu pasakyti ar pranešti taip besielgiančiam asmeniui, kad šis elgesys nepriimtinas ir turi būti nutrauktas. Tai gali būti padaryta ir elektroniniu laišku ar žinute. Rekomenduotina paaiškinti, kokie gestai, žodžiai, komentarai, fizinis elgesys ar kiti veiksmai yra nemalonūs, sukuria žeminančią, įžeidžiančią darbinę ar studijų aplinką. 

8.   Patartina visus įvykusius priekabiavimo, seksualinio priekabiavimo ir smurto veiksmus (elgesį) fiksuoti teisėtais būdais ir priemonėmis, užsirašyti laiką, liudytojus ir kitas reikšmingas aplinkybes. 

9.   Jeigu priekabiavimas, seksualinis priekabiavimas ar smurtas vyko kito Bendrovės darbuotojo, atžvilgiu, rekomenduotina padrąsinti jį prabilti apie tai, skatinti kreiptis į šiuos veiksmus atlikusį asmenį ir nedelsiant jam pranešti, kad toks elgesys yra nepageidaujamas. 

19. Siekiant sukurti Bendrovėje saugią ir draugišką aplinką, ši Politika turėtų būti vertinama ir įgyvendinama lygiagrečiai su Bendrovėje patvirtintomis Darbo tvarkos taisyklėmis, Etikos kodeksu ir Lygių galimybių politika. 

20. Kuriant darbuotojams emociškai palankią darbo aplinką, Bendrovėje rengiami mokymai, siunčiama ir / ar demonstruojama informacinė medžiaga, kurios tikslas – smurto ir priekabiavimo formų įsisąmoninimas, atpažinimas, netoleravimas, bei pranešimų apie smurtą ir priekabiavimą pateikimo ir nagrinėjimo tvarka.   

V SKYRIUS  

PRANEŠIMŲ/SKUNDŲ APIE SMURTĄ IR PRIEKABIAVIMĄ TEIKIMO IR NAGRINĖJIMO TVARKA, SPRENDIMŲ PRIĖMIMAS 

21. Pranešimo ar skundo tyrimas grindžiamas šiais principais: 

1.   Nekaltumo – skundžiamasis laikomas nekaltu iki bus priimtas sprendimas dėl Politikos pažeidimo; 

2.    Operatyvumo – tyrimas atliekamas per įmanomai trumpiausią terminą; 

3.  Betarpiškumo – nukentėjusiajam, skundžiamajam, liudytojui (-ams) sudaromos visos galimybės pateikti paaiškinimus, savo veiksmų vertinimo ir aiškinimo versiją; 

4.  Pagalbos nukentėjusiajam – gavus skundą dėl Politikos pažeidimo, sudaromos saugios darbo sąlygos; 

5.  Aktyvių prevencijos priemonių taikymo – nustačius pažeidimą, taikomos atitinkamos individualios prevencinės priemonės, užtikrinant Bendrovės darbuotojams saugias ir jų orumo nežeidžiančias darbo sąlygas; 

6.  Objektyvumo ir nešališkumo – tyrimas atliekamas objektyviai, neturint išankstinių nuostatų dėl aplinkybių vertinimo. 

22. Pranešimus/skundus dėl galimo smurto ar priekabiavimo atvejų nagrinėjami sudarant Komisiją. Komisija sudaroma Bendrovėje nustatyta tvarka tik po pranešimo/skundo užregistravimo ir tiria konkretų smurto ir priekabiavimo darbe atvejį. 

23. Komisija sudaroma iš mažiausiai 3 narių, kurių po vieną turi būti darbuotojų ir darbdavio atstovai. Į Komisiją negali būti paskirti giminystės ar kitą interesų konfliktą galintys turėti asmenys.  Komisijos nariai privalo būti nešališki ir objektyvūs.  

24. Bendrovės darbuotojas, manantis, kad prie jo ar kito asmens yra priekabiaujama, seksualiai priekabiaujama ar prieš jį yra naudojamas fizinis ir / ar psichologinis smurtas, turi teisę tiesioginiam vadovui, o jei skundžiamasis yra tiesioginis vadovas, tai aukštesnio lygio vadovui, pateikti pranešimą ar skundą. Pranešimą ar skundą rekomenduojama pateikti per įmanomą trumpiausią laiką nuo skundžiamų veiksmų padarymo arba paaiškėjimo dienos. 

25. Pranešimas/skundas taip pat gali būti teikiamas elektroniniu paštu siunčiant adresu: report@l-experts.com.  

26. Anoniminių pranešimų / skundų Komisija nenagrinėja. 

27. Gautas pranešimas / skundas ne vėliau kaip kitą darbo dieną turi būti užregistruotas, po to Bendrovėje nustatyta tvarka sudaroma Komisija, kuri pradeda tyrimą. Pranešime / skunde Bendrovės darbuotojas turi pateikti šią informaciją: 

1.  Įvykio detalius paaiškinimus apie patirto smurto, priekabiavimo ar seksualinio priekabiavimo situaciją, apraiškas ir aplinkybes; 

2.   Nurodyti galimus liudytojus; 

3.   Pateikti visą kitą teisėtais būdais ir priemonėmis turimą informaciją (nuotraukas, vaizdo ar garso įrašus ir kt.). 

28. Komisijos nariai privalo užtikrinti tyrimo konfidencialumą. Komisijos nariams draudžiama atskleisti bet kokią su tyrimu susijusią informaciją asmenims ir darbuotojams, nedalyvaujantiems tyrimo procedūroje.  

29. Apklausiant nukentėjusįjį ar skundžiamąjį asmenį, apklausoje gali dalyvauti ir jo teisėtas atstovas. 

30. Atlikusi tyrimą, Komisija įvertina jo metu gautus duomenis ir per 10 darbo dienų parengia bei pateikia Bendrovės vadovui išvadą su siūlymais. Jeigu skundžiami Bendrovės vadovo veiksmai ar elgesys, išvada su siūlymais atitinkamai teikiama aukštesniam Bendrovėje veikiančiam valdymo organui (valdybai, stebėtojų tarybai ar akcininkui). 

31. Pranešimas ir/arba skundas ištiriamas per įmanomai trumpiausią laiką, bet ne ilgiau nei per 1 mėnesį nuo pranešimo/skundo gavimo dienos. 

32. Pranešimo ir/arba skundo tyrimo terminas gali būti pratęsiamas tik tuo atveju, jei dėl pateisinamų aplinkybių (ligos ir pan.) nėra galimybės apklausti nukentėjusiojo, skundžiamojo ar liudytojo.  

33. Išnagrinėjusi pranešimą/skundą, Komisija gali priimti šiuos sprendimus: 

1.   Pranešimą / skundą palikti nenagrinėtu; 

2.   Pranešimą/skundą pripažinti nepagrįstu; 

3.  Pranešimą/skundą pripažinti pagrįstu. Tokiu atveju Komisija kartu su sprendimu teikia siūlymus dėl poveikio priemonių taikymo skundžiamajam bei pagalbos priemonių nukentėjusiajam reikalingumo. 

4.   Pranešimo/skundo nagrinėjimą nutraukti, jeigu dėl informacijos trūkumo nėra galimybės atlikti tyrimo ar nustatyti pranešime/skunde minimų asmenų. 

34. Bendrovės vadovas, o kai skundžiamas Bendrovės vadovas, tai Bendrovėje veikiantis  aukštesnis valdymo organas (valdyba, stebėtojų taryba ar akcininkas), gavę Komisijos išvadas su siūlymais priima sprendimą dėl poveikio priemonių skundžiamajam ir/ar apsaugos ar pagalbos priemonių nukentėjusiajam taikymo reikalingumo ir apie priimtus sprendimus ne vėliau kaip per 3 darbo dienas informuojami nukentėjusysis ir skundžiamasis. Komisijos priimtos išvados ir siūlymai Bendrovės vadovui yra rekomendacinio pobūdžio. 

35. Komisija, teikdama siūlymus dėl galimų apsaugos priemonių taikymo (perkėlimo į kitą darbo vietą, darbo rotacija, atostogų suteikimas ir kt.) ar galimos pagalbos teikimo (individualūs pokalbiai, specialistų konsultacijos ir kt.) nukentėjusiajam atsižvelgia į kiekvieno konkretaus atvejo poveikį nukentėjusiojo emocinei sveikatai. 

36. Komisija, teikdama siūlymus dėl galimų poveikio priemonių taikymo skundžiamajam, atsižvelgia į skundžiamo elgesio piktybiškumą, dažnį, pasekmes nukentėjusiajam ir kt. 

VI SKYRIUS 

BAIGIAMOSIOS NUOSTATOS 

37. Ši Politika yra privaloma ir taikoma visiems be išimties Bendrovės darbuotojams, neatsižvelgiant į jų užimamas pareigas ar sudarytą darbo sutarties rūšį. 

38. Šios Politikos pažeidimas bus laikomas darbo pareigų pažeidimu, už kurį numatyta atsakomybė, numatyta LR darbo kodekse. 

39. Su patvirtinta Politika Bendrovės darbuotojai supažindinami informacinėmis elektroninio ryšio priemonėmis įprasta Bendrovėje nustatyta tvarka. Ši Politika ir visi jos pakeitimai yra skelbiami Bendrovės intranete ir / ar kitoje Bendrovės naudojamoje platformoje. 

a large cargo ship in a port

The Multimodal Hub of the Future

Yazan Sim içinde . Yayınlanan Haber Merkezi, Şirket

How is infrastructure development expanding the perspective of multimodal operators?

Polish logistics is entering a period of dynamic transformation. Investments in maritime, rail, and road infrastructure are opening new opportunities for multimodal operators. Our ports are expanding rapidly, with cargo turnover growing at a rate of several percent annually. Additional projects are planned to further increase their capacity and operational potential. Road infrastructure is continuously being modernized, while efforts are underway to enhance the competitiveness of rail transport. All these changes support Polish multimodal operators and create new opportunities for companies engaged in import and export.

Seaports – A Key Element of the Multimodal Ecosystem
Poland is strengthening its position on the European logistics map. The Baltic Hub in Gdańsk is currently the largest container terminal in the Baltic region. The growing container handling figures in Gdynia and the planned redevelopment of the Szczecin–Świnoujście port are promising signs for the future. This infrastructure already enhances, and will continue to strengthen, the competitiveness of Polish multimodal operators by ensuring smooth and time-efficient supply chain operations.

“A significant portion of our logistics operations relies on the efficient use of the Baltic Hub in Gdańsk. The ports in Gdynia and Szczecin–Świnoujście perfectly complement our logistics network. We eagerly anticipate the further development of Polish ports, as we see them as a crucial component of our multimodal business,” says Wojciech Wytrykowski, Managing Director of Hegelmann Multimodal Poland.

Following its modernization, the port of Szczecin–Świnoujście has the potential to attract greater cargo volumes, competing with major hubs such as Hamburg and Bremerhaven. It could become the primary gateway for landlocked Central European countries such as the Czech Republic, Slovakia, Austria, and Hungary. The increasing number of shipping services and more attractive freight rates will further elevate its importance in European logistics.

The development of port infrastructure, intermodal terminals, and logistics centers indicates that multimodality will become the foundation of modern transportation.

Time for Greater Momentum in Rail and Air Infrastructure
The expanding network of intermodal terminals and investments in rail infrastructure are enabling faster transshipments and cost reductions in transport. A prime example of this progress is the redevelopment of the Małaszewicze terminal. As a key node within the TEN-T program, Małaszewicze plays a pivotal role in the New Silk Road strategy, making it one of Poland’s most strategic logistics hubs.

Similar investments in other locations, particularly near border regions, could position Poland as the primary multimodal hub for Central and Eastern Europe.

Air transport must not be overlooked either. The development of the Central Transport Hub (CPK) presents a promising opportunity to boost operational efficiency for Polish exporters and importers. The ability to accommodate the world’s largest cargo aircraft and allow night flights will introduce a host of new possibilities. Moreover, its integration with rail and road networks will enhance the efficiency of freight movement, making Poland a strategic logistics hub on a global scale.

The Future of Multimodality in Poland
The expansion of port infrastructure, intermodal terminals, and logistics centers highlights the growing role of multimodality in modern transport. Hegelmann Multimodal Poland not only adapts to these changes but actively leverages them to build a competitive advantage.

“Our goal is to further integrate transport services, expand our global network, and invest in strategic logistics centers close to seaports, the CPK, and key rail hubs. This is the key to operational efficiency and sustainable growth,” summarizes Wojciech Wytrykowski.

Poland has the potential to become Europe’s leading multimodal hub. Achieving this goal will require continuous infrastructure investments and close collaboration between the public sector and logistics operators.

Hegelmann Multimodal Poland provides a comprehensive range of logistics services, leveraging a network of intermodal terminals, distribution centers, and warehouses. Operating as a fully integrated transport platform, the company complements its logistics services with cargo insurance through its in-house brokerage and handling operations in strategic locations.

As a rapidly growing and ambitious logistics company, Hegelmann Multimodal Poland also offers LCL transport services, providing the best alternatives for smaller shipments.

“Our logistics centers, including those in Warsaw and Poznań, are strategically located across Poland, ensuring cost and time optimization in deliveries,” emphasizes Sławomir Rosak, Sales Director of Hegelmann Multimodal Poland.

Hegelmann Multimodal’s global network extends to offices in the United States, China, India, Turkey, Morocco, Georgia, Kazakhstan, Uzbekistan, Azerbaijan, and Lithuania, enabling it to provide international logistics solutions. The company seamlessly integrates sea, air, and rail freight, offering tailored transport solutions to meet the individual needs of importers and exporters.

Additionally, Hegelmann Multimodal Poland has expertise in specialized cargo, including temperature-controlled shipments and project cargo transport, further solidifying its position as a trusted logistics partner in the global supply chain.

İnsan hakları politikası

Yazan Sim içinde . Yayınlanan Belgeler, English

İnsan haklarına saygı, HEGELMANN GROUP’un temel bir değeridir. Uluslararası İnsan Hakları Beyannamesi, Uluslararası Çalışma Örgütü Çalışma Yaşamında Temel İlkeler ve Haklar Bildirgesi ve BM İş Dünyası ve İnsan Hakları Rehber İlkeleri uyarınca insan haklarına saygı göstermek ve bu hakları geliştirmek için her türlü çabayı gösteriyoruz. Bu, çalışanlarımızla, değer zincirimizdekilerle ve faaliyet gösterdiğimiz topluluklarla ilişkilerimizde odak noktamızdır ve İnsan Hakları Politikamızın temelini oluşturur.

Hegelmann İnsan Hakları Politikası, çeşitlilik, çevre, sağlık ve güvenlik ve çalışan ilişkilerini kapsayan Etik Kurallar, İş ve Çevre politikalarımızla uyumludur. Hegelmann, tüm insanlara saygılı davranılması gerektiği ilkesine bağlıdır.

Toplum ve Paydaş

Diğerlerinin yanı sıra aşağıdaki taraflar insan hakları politikamızda paydaş olarak kabul edilir: hissedarlar, çalışanlar, topluluklar/Komşular, yükleniciler, üreticiler/satıcılar/tedarikçiler, hükümetler ve ilgili sendikalar.

İçinde çalıştığımız toplulukların bizim bir parçamız olduğunun ve her lokasyonun birbiriyle bağlantılı bir dizi “topluluğa” sahip olduğunun bilincindeyiz. Hegelmann, dürüstlüğe, adalete ve tüm insanlara saygıya en az bizim kadar değer veren Paydaşlarla çalışmaya kendini adamıştır. Uygun olduğunda, kendileri için önemli olan insan hakları ile ilgili konularda topluluklarımızla etkileşime gireriz. Diyalog yoluyla, şirketimizi yönetirken onların bakış açılarını dikkate aldığımızdan, not aldığımızdan ve göz önünde bulundurduğumuzdan emin olmak istiyoruz. Yerel sorunlarla yerel olarak ilgilenmenin genellikle en iyisi olduğunu düşünüyoruz.

İnsan Haklarına Saygı

Hegelmann, aşağıdaki program ve politikalar kapsamında faaliyet göstererek çalışanların temel insan haklarını korumanın ve teşvik etmenin önemini kabul eder:

Ayrımcılık ve tacizin olmadığı bir işyerini teşvik etmek.

Çocuk işçiliğini, zorla çalıştırmayı ve insan kaçakçılığını yasaklamak.

Yerel yasalara uygun olarak adil ve hakkaniyetli ücretler, sosyal haklar ve diğer istihdam koşulları sağlamak.

Güvenli çalışma koşulları sağlayın.

Çalışanların örgütlenme özgürlüğü haklarını tanıyın.

Zorla Çalıştırma ve İnsan Kaçakçılığı

Hegelmann şirketleri, borç köleliği veya insan kaçakçılığı da dahil olmak üzere, bağlı, hapishane, askeri, zorunlu veya sözleşmeli lobar olsun, köle veya gönülsüz işgücü kullanımını içeren işinin hiçbir bileşenine katılmayacaktır.

Ayrımcılık ve Taciz

Her çalışanın adil bir çalışma ortamı ve saygılı muamele görme hakkına sahip olduğuna inanıyoruz. Hegelmann yaş, ırk, renk, din, cinsiyet, ulusal köken, medeni durum, engellilik, vatandaşlık, cinsel yönelim, cinsiyet kimliği veya ifadesi, askerlik hizmeti ve yasalarca korunan diğer özelliklere dayalı ayrımcılığı yasaklar.

Herkesin korkutulmadan ya da sindirilmeden çalışma hakkı vardır. Hegelmann’ın duruşu, oryantasyonun ilk gününden itibaren açıkça ortaya konmuştur: istismar edici davranışlara veya tacize tolerans göstermeyiz. Çalışanlardan, görevlerini yapmalarını zorlaştıran durumları rapor etmeleri beklenmektedir. Prosedürlerimiz, endişelerini dile getiren çalışanlara karşı misilleme yapılmasını açıkça yasaklamaktadır ve rehberliğe veya çözüme ihtiyaç duyan çalışanlar için resmi kanallar mevcuttur. Çalışanların kendilerine adil ve saygılı davranıldığını hissetmeleri için işimizin nasıl yürütüldüğünü kontrol ederiz.

Çeşitlilik ve Kapsayıcılık

Hegelmann şirketleri, çeşitlilik içeren ve kapsayıcı bir iş gücü temelinde kurulan yüksek performanslı bir şirket olmaya kendini adamıştır. Bireyler ve ekipler, ortak hedefler doğrultusunda çok çeşitli yetenekleri, tercihleri ve görüşleri bir araya getirmek için çalışmaktadır. Çalışanlardan açık ve dürüst iletişim kurmaları, başkalarının farklılıklarını kabul etmeleri, konuşmaya açık olmaları ve başkalarının iyi niyetli olduğunu varsaymaları beklenmektedir.

Çocuk İşçiliği

Hiçbir koşul altında 17 yaşından küçük bir kişinin innocent için çalışmasına izin verilmez. Ayrıca, istihdam için yasal asgari yaşın (kanunen geçerli) veya zorunlu eğitimin tamamlanması gereken yaşın altında olan kişilerin işe alınmasını da yasaklıyoruz. Çocukları istismar etmek için hiçbir yol kullanılmamalıdır. Reşit olmayan işçilerin tehlikeli işlerde veya gece vardiyalarında çalıştırılmasına izin verilmez. Bu politikanın uygulanmasını garanti altına almak için, herhangi bir kişiyi işe almadan önce kapsamlı yaş doğrulama kontrolleri yapılmalıdır. Çocukların çalıştırıldığı tespit edilirse, çocuğun ihtiyaçlarını vurgulayan ve artık çocuk olarak kabul edilmeyene kadar kaliteli bir eğitim almaya devam etmelerini sağlayan bir strateji uygulanmalıdır.

Örgütlenme Özgürlüğü

Çalışanların misilleme, gözdağı veya taciz korkusu olmadan bir işçi sendikasına katılma, sendika kurma veya katılmama hakkına saygı duyarız. Çalışanların yasal olarak tanınan bir sendika tarafından temsil edildiği durumlarda, özgürce seçtikleri temsilcileriyle yapıcı bir diyalog kurmaya kararlıyız. Şirket, bu temsilcilerle iyi niyet çerçevesinde pazarlık yapmayı taahhüt eder.

Deneyimlerimiz, açık iletişimin ve çalışanların endişelerini, yorumlarını ve fikirlerini ifade edebilecekleri bir ortamın, çalışanlar da dahil olmak üzere tüm paydaşlar için sürekli büyümeyi ve refahı destekleyecek iyileştirilmiş operasyonlara, ürünlere, süreçlere ve güvenliğe yol açtığını göstermiştir.

İşyeri Güvenliği

Hegelmann şirketleri, iç ve dış tehditler nedeniyle şiddet, taciz, yıldırma ve diğer güvensiz veya yıkıcı koşullardan arınmış bir işyeri sağlamayı taahhüt eder.

İşyeri Güvenliği

Hegelmann şirketleri, iç veya dış tehditler nedeniyle şiddet, taciz, sindirme ve diğer güvensiz veya yıkıcı koşulları yasaklar.

Çalışma Saatleri, Ücretler ve Yan Haklar

Hegelmann, çalışanlarına sektör ve yerel işgücü piyasasına göre rekabetçi bir şekilde ödeme yapar. Yürürlükteki ücret, çalışma saatleri, fazla mesai ve yan haklar yasalarına tam uyum içinde faaliyet gösteriyoruz.

Çalışanlar için Rehberlik ve Raporlama

Tüm çalışanlar arasında açık ve dürüst iletişime değer verilen ve saygı duyulan iş yerleri yaratmaya çalışıyoruz. Şirket, faaliyet gösterdiğimiz her yerde yürürlükteki iş ve istihdam yasalarına uymayı taahhüt eder. Buna ek olarak, karşılıklı başarımızın temeli olarak tam bir çalışan katılımı sağlamak için çalışıyor; saygı ve kapsayıcılığı destekleyen bir kültür yaratmaya gayret ediyor; rekabetçi ücretler ve yan haklar sunuyor ve açık sağlık ve güvenlik uygulamaları uyguluyoruz.

Bu politikanın dili ile çalıştığı yerin yasaları, gelenekleri ve uygulamaları arasında bir çelişki olduğunu veya ortaya çıktığını düşünen veya bu politika hakkında soruları olan veya bu politikanın olası bir ihlalini gizlice bildirmek isteyen herhangi bir çalışan, bu soruları ve endişelerini doğrudan yöneticisine, yerel yönetime, İnsan Kaynaklarına veya kurumsal yönetime veya Hegelmann’daki anonim raporlama özellikleri aracılığıyla iletmelidir.

Tarih: 12.2022

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

*Lütfen çevirilerin size kolaylık sağlamak için otomatik olarak oluşturulduğunu ve doğru olmayabileceğini unutmayın. Doğru bilgi için orijinal dosyalara bakınız”.

Europe to Kazakhstan

Hegelmann Multimodal Kazakhstan: Comprehensive Rail Logistics Solutions

Yazan Sim içinde . Yayınlanan Haber Merkezi, Genişleme 

Hegelmann Multimodal Kazakhstan proudly announces the expansion of its service portfolio to include railway forwarding for export, import, and transit operations. This underscores the company’s commitment to delivering smooth rail logistics solutions suited to the diverse needs of its clients, whether they are transporting goods within Kazakhstan, across the CIS region, or to destinations beyond. 

Comprehensive Rail Services Portfolio 

Hegelmann Multimodal Kazakhstan rail logistics is strategically structured to improve and optimize the transportation of goods by rail. The company provides a broad spectrum of services to ensure efficiency and reliability. 

  • Payment of Rail Freight Tariffs: The company handles tariff payments across Kazakhstan, the CIS, and other regions, simplifying cross-border logistics for clients. 
  • Freight Forwarding and Freighter Services: Hegelmann expert team ensures accurate planning and execution of freight operations, customized to meet specific requirements.  
  • Organization and Support for Cargo Transportation: From initial planning to final delivery, the company manages every step of the transportation process. 
  • Protection and Escort for Goods: Ensuring the safety of cargo is a top priority, and protection and escort services are available to safeguard goods. 
  • Cargo Insurance: Comprehensive insurance options provide protection against unforeseen risks during transportation. 
  • Daily Tracking of Wagon Dislocation: Real-time tracking keeps clients informed about their cargo’s location along its route. 
  • Provision of Rolling Stock: Hegelmann ensures the availability of rolling stock to facilitate efficient cargo movement. 

A Commitment to Efficiency 

Reliable and efficient logistics are crucial for the success of any business. At Hegelmann Multimodal Kazakhstan, the dedicated team of professionals is focused on delivering smooth, cost-effective, and customized rail logistics solutions. Whether the requirement is domestic transportation, cross-border shipping within the CIS, or moving goods to third-country destinations, the company’s expertise ensures logistics experience every step of the way. 

Get in Touch 

For personalized assistance with your rail logistics needs, reach out to Hegelmann Multimodal Kazakhstan team: 

✉ hmkz@hegelmann.com 

✉ stulemissov@hegelmann.com 

oversize cargo load transportation

Oversized Load Transportation from Lithuania to Hungary

Yazan Sim içinde . Yayınlanan Haber Merkezi, Filo

Hegelmann Special Transporte has successfully coordinated the transportation of three massive tanks, each measuring 10 meters long, 4.45 meters wide, and 4.35 meters high – total of 193.575 cubic meters. This ambitious project involved smooth collaboration with a skilled carrier and the Lithuanian manufacturing company “Traidenis”, delivering the cargo to a client in Hungary.

As Saulius from Hegelmann Special Transporte shares:
“Our company acted as the forwarding agent for this complex shipment, partnering with a skilled transport company from Poland. They provided their own trucks to ensure the safe and efficient delivery of these massive loads. In photos you can see my colleague and me, with loaded trucks in the background together with proudly displaying our company flags as they hit the road. A big thank you to everyone involved for making this journey a success!”

From Lithuania through Poland and Slovakia, this impressive journey showcased teamwork, expertise, and dedication.

📩 Contact our professionals for oversized transportation solutions: sskinkys@hegelmann.com

a large tank on a truck
Oversize team
Biomethane trucks to expand

Driving the Future: Expanding Hegelmann’s Fleet with Eco-Friendly Biomethane Trucks for a Cleaner Tomorrow

Yazan Sim içinde . Yayınlanan Haber Merkezi, Genişleme 

Sustainability and environmental responsibility are not new concepts for Hegelmann companies – they are long-standing values. In our continuous effort to reduce our impact on nature, we are once again taking a significant step forward.

After receiving funding from the European Union’s NextGenerationEU under the “Naujos Kartos Lietuva” economic recovery and resilience plan and the 2021-2027 EU funds investment program project “Encouraging the replacement of polluting heavy-duty vehicles with biogas-powered vehicles (N3)”, Hegelmann Logistics plans to expand its fleet with 6 new biomethane-powered trucks. Our goal: to replace old, polluting heavy-duty vehicles with new, eco-friendly ones and help build a more sustainable future.

Why is this important?
-  Biomethane-powered N3 class trucks with Euro6 emission standards will significantly reduce GHG emissions. 
-  Sustainable solutions not only reduce our footprint but also allow us to meet customer expectations.

We drive sustainable economic growth and invest in solutions that create a cleaner future.

Funded by the European Union NextGenerationEU.

biomethane truck fleet
a row of trucks parked next to a building

Stand-by Trailer Service  

Yazan Sim içinde . Yayınlanan Haber Merkezi, Şirket

In today’s fast-paced logistics environment, efficiency and flexibility are crucial. At Hegelmann, we understand that every minute counts, which is why we offer a stand-by trailer service designed to meet your unique operational needs. This personalized solution empowers clients to manage their shipments at their own pace, ensuring efficient processes.  

We invite you to watch a short video about this service 👇 

Hegelmann Stand-by Trailer Service

💡How does it work? 

The #HegelmannTeam provides loaded trailers — whether it’s a Mega, Thermo, or Curtainsider – directly to your premises, fully prepared with cargo that’s ready to be unloaded. This means no more unnecessary downtime while waiting for trailers to be filled or emptied. Our drivers simply exchange your loaded trailers for empty ones (or vice versa), keeping your operations running smoothly without interruption. 

Meanwhile, your warehouse team can focus on the unloading and reloading process at their convenience, ensuring flexibility and operational efficiency without the rush.  

🚚 Who benefits from this service? 

Whether you’re managing regular shipments, handling large-scale projects, or working on tasks with strict deadlines, Hegelmann stand-by trailer service offers an ideal, hassle-free solution for your transportation needs. 

📞 Interested in optimizing your logistics?  

Get in touch with our experts today and see how we can tailor our services to fit your business. 

rfq@hegelmann.lt  

Hegelmann Logistika Vdu studentai

VDU students visit Hegelmann Logistics

Yazan Sim içinde . Yayınlanan Haber Merkezi, Şirket

Students of the Faculty of Bioeconomy Development of the Academy of Agriculture of VDU visited UAB Hegelmann Logistics logistics center: experiences, knowledge, and new horizons

Students of the Logistics and Trade study program of the Bioeconomy Development Faculty of the Academy of Agriculture of the Vytautas Magnus University (VDU ŽŪA) on October 8 visited the logistics center of UAB Hegelmann Logistics. 

The visit became a great opportunity to deepen their knowledge about logistics and warehousing processes and their practical application. This time, the students not only saw how the modern logistics center works but also had the opportunity to talk with UAB Hegelmann Logistics Director Andrius Šumskis and other experienced specialists who shared their knowledge and invaluable experience. 

During the visit, the students got hands-on experience with logistics operations such as receiving, storing, packing, and transporting goods. VDU students were introduced to how processes are efficiently organized using the latest technologies and also learned the importance of ensuring the management of product flows in order to reduce costs and increase efficiency. 

This visit not only broadened the theoretical knowledge of the students but also allowed them to practically see how the theory is applied in the real world. Students gain valuable experience that will certainly contribute to their professional development in the future. 

Hegelmann Logistics sincerely thanks our social partners at Vytautas Magnus University. It’s always a pleasure to welcome curious and inquisitive guests! 

Learn more about Logistics and trade studies click here 

FLT-and-LTL-Hegelmann

LTL and FTL Services for Your Business Needs 

Yazan Sim içinde . Yayınlanan Filo, Haber Merkezi

When it comes to shipping goods, businesses often face the decision between LTL (Less than Truck Load) and FTL (Full Truck Load) services. Each option has its unique advantages depending on the volume and specific needs of the shipment.  

What is LTL? 

LTL, or Less than Truck Load, is a shipping option designed for companies that do not require a full trailer for their cargo. This service allows your shipment to share space with other goods, making it a cost-effective and efficient solution for transporting smaller loads. Instead of paying for an entire truck, your business only pays for the space your cargo occupies. This shared approach not only reduces transportation costs but also maximizes efficiency by utilizing available truck space. 

By choosing LTL services, you join a community of businesses that have embraced more sustainable shipping solutions. 

What is FTL? 

FTL, or Full Truck Load, is a shipping service where your cargo occupies the entire space of a truck. Unlike LTL, where multiple shipments share the same space, FTL dedicates an entire trailer to your goods. This method is particularly beneficial for businesses with large, high-volume shipments or time-sensitive cargo that requires direct transportation from the origin to the destination. 

Types of Trailers for LTL  

Depending on the nature of your cargo, different types of trailers are available to ensure the safe and efficient transportation of your goods: 

  • Mega Trailers: Ideal for large and oversized items that require more space. 
  • Thermo Trailers: Designed for temperature-sensitive goods, ensuring that products like food or pharmaceuticals are kept at the correct temperature throughout the journey. 
  • Curtainsider Trailers: Offer easy access from the sides, making them perfect for versatile loading and unloading processes. 

These options ensure that your specific shipping needs are met, no matter the size, temperature requirements, or loading preferences. 

Benefits of LTL Shipping 

LTL services offer several advantages, particularly for businesses with smaller shipments: 

  • Lower Shipping Costs: Since you only pay for the space your cargo occupies, LTL is often more cost-effective than FTL. This is especially beneficial for companies that do not regularly ship large volumes. 
  • Ideal for Small Shipments: LTL is perfect for businesses that ship small to medium-sized goods, allowing them to avoid the expense of booking an entire truck. 
  • Specific Delivery Addresses: LTL services can cater to precise delivery requirements, ensuring that your goods are delivered to the exact location specified, rather than a general drop-off point. 

By opting for LTL, businesses can enjoy a tailored transport solution that meets their specific needs without incurring unnecessary costs. 

How to Get Started 

If your business is looking for a reliable, cost-effective, and efficient shipping solution, both LTL and FTL services could be the perfect fit. Whether you need to transport smaller, shared loads with LTL or require a dedicated truck for large, time-sensitive shipments with FTL, our various trailer options can accommodate your specific requirements. 

To learn more about how LTL or FTL services can benefit your company or to get a quote, reach out to us at ltl@hegelmann.com  

China-to-EU

Successful Completion of the First Cargo Transportation from China to the EU via Georgia by Hegelmann Multimodal Georgia  

Yazan Sim içinde . Yayınlanan Şirket, Genişleme , Haber Merkezi

In a remarkable achievement for the logistics and transportation sector, Hegelmann Multimodal Georgia, which falls under the holding of a German conglomerate – Hegelmann Group, has successfully completed the first cargo transportation from China to the European Union via Georgia. This significant milestone was achieved under the expert management of Maya Mgeladze, the CEO of Hegelmann Multimodal Georgia. 

This groundbreaking transportation initiative marks a new era in the logistics industry, showcasing the strategic importance of Georgia as a vital transit hub connecting the East and the West. The successful completion of this route not only underscores the capabilities and efficiency of Hegelmann Multimodal Georgia but also highlights the potential for future growth and expansion in the region. 

A Strategic Achievement 

The transportation of the first cargo from China to the EU through Georgia is a testament to the strategic vision and leadership of Maya Mgeladze. Under her guidance, Hegelmann Multimodal Georgia has meticulously planned and executed this complex operation, overcoming numerous logistical challenges and ensuring seamless coordination between various stakeholders. 

Cargo Details and Local Involvement 

The first cargo transported comprised industrial spare parts and consumables used in manufacturing. A notable aspect of this transportation was that it was carried out with Georgian number plates from the local vehicle pool of Hegelmann Multimodal Georgia. This local involvement emphasizes the company’s commitment to leveraging regional resources and supporting the local economy. 

Inspired by the Historic Silk Route 

Drawing inspiration from the historic Silk Route, Hegelmann Multimodal Georgia offers comprehensive transportation solutions, including rail, road, marine and air transportation. This diverse range of services allows the company to provide flexible and efficient logistics solutions tailored to the specific needs of their clients, enhancing the overall efficiency and reliability of global trade routes. 

Enhancing Global Connectivity 

This achievement is expected to enhance global connectivity and facilitate smoother trade routes between China and Europe. By leveraging Georgia’s strategic location, Hegelmann Multimodal Georgia has effectively created a new corridor that reduces transit times and costs, offering a competitive advantage to businesses engaged in international trade. 

Commitment to Excellence 

Maya Mgeladze expressed her pride and satisfaction at the successful completion of this landmark project. “This is a significant achievement for Hegelmann Multimodal Georgia and a clear demonstration of our commitment to excellence in logistics and transportation. We are proud to have established a new and efficient route that will benefit our clients and partners,” she said. 

Future Prospects 

The success of this initial cargo transportation sets a strong precedent for future operations. Hegelmann Multimodal Georgia plans to further develop and optimize this route, enhancing its capacity and reliability. This initiative is expected to attract more businesses seeking efficient and cost-effective logistics solutions, further cementing Georgia’s role as a critical transit hub in the global supply chain. 

Conclusion 

The successful completion of the first cargo transportation from China to the EU via Georgia by Hegelmann Multimodal Georgia is a significant milestone in the logistics industry. It exemplifies the strategic importance of Georgia in global trade and the dedication of Hegelmann Multimodal Georgia, under the leadership of Maya Mgeladze, and supported by the extensive network and resources of Hegelmann Group. This achievement paves the way for future growth and highlights the potential for Georgia to become a central player in the international logistics landscape. 

volvo truck Hegelmann

Hegelmann Group's "Mission Green" Initiative - Leading the Charge with Volvo FM 500 Electric Trucks in Germany

Yazan Sim içinde . Yayınlanan Filo, Haber Merkezi, Sürdürülebilirlik

In the pursuit of sustainability and innovation within the logistics industry, Hegelmann Group Germany has embarked on a groundbreaking journey. As part of its “Mission Green” initiative, the company has integrated the Volvo FM 500 Electric Trucks into its fleet. This case study delves into the objectives, implementation, performance, and impact of deploying these electric trucks, marking a significant step towards reducing the company’s carbon footprint and leading the logistics sector toward a more sustainable future. 

Project Overview 

The Volvo FM 500 Electric Truck, known for its efficiency, reliability, and zero-emission operation, represents the forefront of green transportation solutions. Hegelmann Group’s decision to incorporate these trucks into its fleet for a fixed-route operation, which started on February 6th, with each truck covering 5,000 km monthly, signifies a bold move toward operational sustainability. This initiative underscores the company’s commitment to environmental stewardship and innovation. 

Operational Performance 

Efficiency and Reliability 

The operational efficiency of the Volvo FM 500 Electric Trucks has been exemplary. Compared to traditional diesel trucks, the electric trucks have demonstrated significant energy savings and reduced operational costs, without compromising on performance. Driver feedback has been overwhelmingly positive, highlighting the superior handling, comfort, and overall driving experience of the electric trucks. 

Environmental Impact 

The transition to electric trucks has had a profound impact on Hegelmann Group’s carbon emissions. By replacing diesel trucks with Volvo FM 500 Electric models, the company has significantly reduced its CO2 emissions, aligning with its “Mission Green” initiative’s goals. This effort contributes to the broader sustainability targets of reducing greenhouse gas emissions and showcases Hegelmann Group’s role as an environmental leader in the logistics industry. 

Conclusion and Future Directions 

Hegelmann Group’s integration of Volvo FM 500 Electric Trucks into its fleet has been a landmark achievement in the “Mission Green” initiative. The project has demonstrated the environmental, operational, and economic benefits of adopting electric vehicles in logistics. Looking ahead, Hegelmann Group plans to expand its fleet of electric trucks, exploring additional routes and further innovations in green logistics. This initiative not only positions Hegelmann Group as a pioneer in sustainable transportation but also sets a new standard for the logistics industry at large. 

Hegelmann Hub

Hegelmann Hub: A home on the road for truck drivers

Yazan Sim içinde . Yayınlanan Şirket, Genişleme , Haber Merkezi

Right at the Polish-German border, near the A4 and DK94, the Hegelmann Hub has been established. Located in Żarska Wieś near Zgorzelec, this investment is more than just a base for trucks. It’s a comprehensive truck complex offering a wide range of services that meet all the needs of professional drivers and the transport companies they represent.

All services at one place

ht trucks and parts in Zarska wies

On the road, a driver needs parking, solid rest, and good food. Those are basic needs. Hegelmann Hub is not just a spacious TIR parking, but also offers comfortable accommodation, delicious food at the restaurant, as well as a modern workshop and tachograph service (provided by Tacho24).

The HT Trucks & Parts workshop, covering an area of 13 000 m², also includes a Regional Vehicle Inspection Station, a paint shop, and bodywork services for all types of trucks and trailers. The team of experienced mechanics ensures high-quality implementation of all repairs, inspections, diagnostics, and vehicle maintenance.

The paint shop located here is adapted for painting long vehicles, with the capability to handle elements up to 40 meters long. This modern auto port also offers a modern car wash capable of thoroughly cleaning both the exterior and interior parts of vehicles.

A home on the road comes with responsibilities

The Hegelmann Hub has spacious, monitored, and guarded parking lots that can accommodate 850 trucks. Over 750 sleeping places are waiting for drivers at the Training and Accommodation Centre, along with access to kitchens, professional gyms, and luggage storage. This centre also includes laundries and kitchens for self-catering. There is also an option to dine at the restaurant.

Adrian
Adrian Koziorowski – Head of Branch, HT Trucks & Parts, managing the Hegelmann Hub complex

“We are prepared and open to receive all types of tractors and trailers. What was crucial in the design of the complex is that during equipment servicing, the driver can properly rest and rejuvenate before continuing his/her journey. Such an approach, focusing on proper service for our clients and the strategic location near the Polish-German border, encourages more and more companies and drivers to take a break at our base,” explains Adrian Koziorowski, Head of Branch, HT Trucks & Parts, managing the Hegelmann Hub complex.

Recently, Hegelmann joined the “Direction: Respect” project by the Truckers Life Foundation, aimed at improving working conditions for drivers. Besides verifying the quality of loading sites, it is also an educational platform for the entire TSL sector. It supports a culture of mutual respect and understanding among all participants in the supply chain. The Hegelmann Hub has been marked as a truck driver-friendly location. For more information please contact us.

Hegelmann top Employer

Hegelmann Group Lithuania has been certified as a Top Employer

Yazan Sim içinde . Yayınlanan Şirket, Haber Merkezi

Hegelmann Group Lithuania has been certified as a “Top Employer” for the third year in a row and was evaluated for its leadership

Hegelmann Group in Lithuania has earned the prestigious rating of “Top Employer Lietuva” for the third year in a row for exceptionally good working and development conditions.

During the “Top Employer” audit, the certificate was awarded to six Hegelmann Group companies: UAB “Hegelmann Transporte”, UAB “Hegelmann Logistics”, UAB “Hegelmann Special Transporte”, UAB “Hegelmann Autotransporte”, UADBB “H Brokers” and UAB “HT Ferry” Service”.

“Earning this certificate three times in a row is not only an assessment, but also an obligation to maintain good practices and continue to improve,” says Tomas Jurgelevičius, UAB Hegelmann Transporte General Director. – Our philosophy is to strive for perfection, so we follow it and make sure that employees feel good and reveal their full professional potential. We are proud that these efforts have been so well received.”

The globally recognized “Top Employers Institute” certificate was awarded to Hegelmann Group after an in-depth audit lasting half a year. It covered six HR areas and 20 topics. The company achieved maximum marks in the areas of business strategy, leadership, talent attraction, as well as purpose and values ​​and ethics and integrity. To date, more than 2.2 thousand people have received the “Top Employer” certificate within organizations in 122 countries worldwide.

Leadership is important

Hegelmann Group was founded in Germany in 1998 as a family business and was actively expanding all the time. Today it operates throughout Europe, North America, Asia and Africa. The companies of the group have been operating in Lithuania since 2004, currently they employ over 700 administrative employees.

According to T. Jurgelevičius, the multicultural team of Hegelmann Group in Lithuania is joined by both Lithuanians who have returned from abroad and brought international experience, as well as foreigners studying in Lithuania who want to apply their knowledge and realize themselves, have opportunities to improve.

“The transport sector is extremely dynamic, so we value our employees,” he says. – We are especially happy when they grow together with us, so we try to offer challenges that match everyone’s competencies.”

Many leaders of the Hegelmann Group have grown up within the company, having started their careers as trainees or managers. Some employees have been working in the company since company opened in Lithuania.

“I came to work at one of the Hegelmann Group companies as a fleet manager a little more than three years ago,” about his carrier says Karolis Tautkevičius, who currently holds the position of Chief Digital Officer (CDO). “Colleagues noticed and appreciated my contribution to the digitalization of fleet processes, so I received the encouragement of shareholders to take leadership in this area on a company-wide scale.”

Vaidilė Taučikaitė, who is currently the Team Leader of the Marketing and Communication department in Lithuania, says that she was interested in the opportunity to work here while she was still studying and that she persistently pursued her goal for several years.

“Finally, while still studying, I was accepted for practice, and a month later they invited me to join the team. I did not expect to be noticed so quickly in such a large international company. I think that determination, perseverance and the fact that together with the team and managers we can create interesting projects helped me to pursue my career”, she says.

Tunisian spouses Feten Ben Abdesslem and Mohamed Salah Ben Farhat, currently working at UAB “Hegelmann Transporte”, are not only happy with the opportunity to work as a family in the same workplace, but also try to contribute to positive changes as ambassadors. 4 out of 9 ambassador team members in Lithuania are from other countries.

“I joined Hegelmann in 2020. and from the first day I felt as a part of the company, I learned a lot and received a lot of support from all my colleagues, I can grow here not only as a person, but also in my career. That’s why I didn’t hesitate to invite my wife Feten to work with me,” says M. S. Ben Farhat, Team Lead of one of the sales teams.

Values ​​and communication

According to Human Resources Manager in Lithuania Rūta Norkūnaitė, after the Top Employers Institute audit, the company received detailed insights that will help it continue to improve. “Participating in the Top Employers Institute certification program has given us a broader view of global HR best practices. Based on them and listening to the needs of our employees, we will consistently adhere to our commitment to ensure well-being and professional development. We can be happy that while growing and operating in a particularly dynamic sector, we stably maintain exceptionally good working conditions,” she said. Taking into account the cultivation of the company’s values, a system has been implemented to evaluate employees who receive the most positive feedback from customers, partners or suppliers.

Constant communication within the company is also ensured, newsletters are shared, and events involving employees from different cultures are organized. People who seek professional self-realization and achieve results have every opportunity to develop and grow at the Hegelmann Group.

ht trucks and parts in Zarska wies

Introducing Hegelmann Hub Poland: Redefining Transport Solutions

Yazan Sim içinde . Yayınlanan Genişleme , Haber Merkezi Yorum yok Introducing Hegelmann Hub Poland: Redefining Transport Solutions

Hegelmann Group is proud to announce the latest addition to its portfolio, the Hegelmann Hub Poland. This one-of-a-kind investment in the country takes our commitment to the transportation sector to new heights, providing a holistic solution for drivers, carriers, and their vehicles.

The Hegelmann Hub Poland isn’t just a hub for transport operations; it’s a haven for our drivers and carriers. Beyond offering comprehensive services for shippers and vehicles, it provides a space for relaxation with its own hotel and ample parking facilities. Our operations center stands as a testament to our dedication, employing over 400 professionals to ensure unparalleled service.

Facilities and Services at a Glance:

  • Office Space: A hub for administrative operations and strategic planning.
  • Training and Accommodation Center: Tailored to the unique needs of drivers, offering them a comfortable place to rest and rejuvenate.
  • Comprehensive Vehicle Services: With a sprawling 7,000 square meter truck service area, drivers have access to a workshop, diagnostic facility, paintwork center, and a car wash suitable for trucks, vans, and cars. The workshop also houses the District Vehicle Inspection Station and Tachograph Service.
  • Warehouse: An expansive storage area for spare parts and tires to ensure minimal downtime for vehicles.

At the heart of the Hegelmann Hub Poland is our team. Leveraging the vast experience of the HT Trucks & Parts mechanics and backed by state-of-the-art equipment, we guarantee quality across repairs, inspections, diagnostics, and maintenance.

Experience the future of transport solutions with Hegelmann Hub Poland – where service excellence meets comfort. For more information please contact us.

Corporate social responsibility policy

Yazan Sim içinde . Yayınlanan Allgemein

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

Verhaltenskodex für Geschäftspartner

Yazan Sim içinde . Yayınlanan Belgeler, German

1.    Zweck

Dieser Verhaltenskodex beschreibt die Anforderungen und Leitsätze der Hegelmann Express GmbH (nachfolgend “Hegelmann Transporte” genannt) an unsere Geschäftspartner im Bereich der Einhaltung geltender Gesetze und Vorschriften, insbesondere in Bezug auf: grundlegende Arbeitsbedingungen, Menschenrechte, Umweltschutz und geschäftliche Integrität.

Der Begriff Geschäftspartner umfasst alle Personen, mit denen Hegelmann Transporte Geschäfte tätigt, z. B. Organisationen, die Waren und/oder Dienstleistungen an Hegelmann Transporte liefern.

2.    Grundprinzipien

Dieser Verhaltenskodex basiert auf international proklamierten Menschenrechten, darunter die Internationale Menschenrechtscharta, die acht Kernkonventionen der Internationalen Arbeitsorganisation und Artikel 32 der UN-Konvention über die Rechte des Kindes. Darüber hinaus unterstützt Hegelmann Transporte die Global Compact-Initiative der Vereinten Nationen, eine strategische Politik für Unternehmen, die  sich für die Einhaltung von zehn allgemein anerkannten Prinzipien für Menschenrechte, Arbeit, Umwelt und Korruptionsbekämpfung einsetzen.

3.    Unsere Erwartungen an unsere Geschäftspartner

Bei Hegelmann Transporte bekennen wir uns zu verantwortungsvollem Wirtschaften, wo immer wir tätig sind, und wir verlassen uns auf das gleiche Engagement unserer Geschäftspartner. Wir bestehen darauf, dass unsere Geschäftspartner ihren Mitarbeitern nicht nur die Grundsätze dieses Kodex mitteilen, sondern auch sicherstellen, dass ihre Mitarbeiter sie respektieren. Damit wollen wir sicherstellen, dass alle, die mit Hegelmann Transporte verbunden sind, Integrität, Verantwortung und Vertrauen zeigen.

Als unser Geschäftspartner müssen Sie und Ihre Mitarbeiter jederzeit diesen Verhaltenskodex oder ähnliche Grundsätze, alle geltenden Gesetze und Vorschriften und selbstverständlich Ihre vertraglichen Verpflichtungen gegenüber Hegelmann Transporte einhalten. Die strengere Regelung gilt immer, wenn ein Thema von diesem Verhaltenskodex sowie von geltendem Recht und/oder Ihrem Vertrag mit Hegelmann Transporte abgedeckt ist.

Wir erwarten von allen unseren Geschäftspartnern, dass sie alle folgenden Grundvoraussetzungen erfüllen und professionell und systematisch geführt werden.

4.    Grundlegende Arbeitsbedingungen und Menschenrechte

Wir sind fest davon überzeugt, dass Mitarbeiter die wichtigste Ressource eines Unternehmens sind. Deshalb bestehen wir darauf, dass unsere Geschäftspartner die international verkündeten Grundsätze für die Menschenrechte respektieren und im Einklang mit ihnen arbeiten.

4.1 Kinderarbeit

Die Geschäftspartner arbeiten daran, alle Formen der Kinderarbeit zu verhindern.  Unter keinen Umständen sollte einer Person eine Beschäftigung angeboten werden, die jünger als 15 Jahre ist

(oder 14 Jahre, wenn das nationale Recht dies zulässt) oder jünger als das gesetzliche Mindestalter des Landes, wenn sie älter als 15 Jahre ist.

4.2 Anstellungsbedingungen

Unsere Geschäftspartner müssen garantieren, dass die Arbeitsbedingungen für ihre Mitarbeiter allen geltenden gesetzlichen Anforderungen entsprechen. Darüber hinaus sollte jeder Mitarbeiter das Recht haben, schriftliche Informationen in einer Sprache zu erhalten, die er leicht verstehen kann, wobei seine Beschäftigungsbedingungen angegeben sind.

4.3 Arbeitszeit

Arbeitszeiten, einschließlich, aber nicht beschränkt auf Überstunden und Anforderungen an die Bereitstellung von Ruhezeiten, für Geschäftspartnermitarbeiter müssen immer dem geltenden Recht entsprechen. Hegelmann Transporte unterstützt die Anforderungen der Internationalen Arbeitsorganisation (ILO) und wir ermutigen unsere Geschäftspartner, die einschlägigen ILO-Standards zur Arbeitszeit einzuhalten und einzuhalten.

4.4 Gesundheit und Sicherheit

Sicherheit sollte immer einer der wichtigsten Faktoren bei jeder Entscheidung sein, weshalb wir von unseren Geschäftspartnern erwarten, dass sie ein sicheres und gesundes Arbeitsumfeld bieten und aufrechterhalten, dass die geltenden Normen und gesetzlichen Anforderungen mindestens erfüllt, aber vorzugsweise übertrifft.

4.5 Zwangsarbeit

Es darf keine Zwangsarbeit jeglicher Art im Zusammenhang mit Hegelmann Transporte, unseren Dienstleistungen, geben. Daher darf unser Geschäftspartner in keinem Fall Zwangsarbeit, gleich in welcher Form, einsetzen. Zwangsarbeit umfasst Schuldknechtschaft, Menschenhandel und andere Formen moderner Sklaverei.

4.6 Löhne und Sozialleistungen

Unsere Geschäftspartner dürfen die Löhne und Leistungen ihrer Mitarbeiter nicht weniger zahlen, als dies nach geltendem Recht oder gegebenenfalls Tarifvertrag erforderlich ist. Informationen über Löhne und Leistungen müssen allen Mitarbeitern in Übereinstimmung mit den geltenden Gesetzen zur Verfügung stehen.

4.7 Vereinigungsfreiheit

Die Geschäftspartner respektieren das Recht ihrer Arbeitnehmer, rechtmäßig Arbeitgeber-Arbeitnehmer-Beziehungsverbände und Tarifverhandlungen zu gründen, beizutreten oder von ihnen auszuschließen, soweit dies nach lokalem Recht zulässig ist. Wir ermutigen unsere Geschäftspartner, dafür zu sorgen, dass die Mitarbeiter die Möglichkeit haben, ihre Arbeitsbedingungen mit dem Management zu besprechen, ohne Angst vor Repressalien, Einschüchterungen oder Belästigungen zu haben.

4.8 Nichtdiskriminierung und Chancengleichheit

Unsere Geschäftspartner dürfen sich in keiner Form der Diskriminierung aufgrund von Geschlecht, Rasse, ethnischer Zugehörigkeit, Religion, Alter, Behinderung, sexueller Orientierung, Nationalität, politischer Meinung, Gewerkschaftszugehörigkeit, sozialem Hintergrund und/oder anderen Merkmalen engagieren, sofern dies durch geltendes Recht geschützt ist. Von Geschäftspartnern wird erwartet, dass sie ihre Mitarbeiter mit Respekt, Würde und allgemeiner Höflichkeit behandeln.

5.    Sorge für die Umwelt

Wie wir erwarten wir von unseren Geschäftspartnern, dass sie ständig bestrebt sind, die Umweltauswirkungen ihrer Geschäftstätigkeit einschließlich des Umgangs mit Rohstoffen zu reduzieren. Wir erwarten auch von unseren Geschäftspartnern, dass sie das Vorsorgeprinzip anwenden. Damit meinen wir, dass Vorsichtsmaßnahmen immer dann ergriffen werden sollten, wenn Grund zu der Annahme besteht, dass eine bestimmte Handlung negative Auswirkungen auf die Gesundheit eines Individuums, auf die Gesellschaft im Allgemeinen oder auf die Umwelt haben könnte.  Unsere Geschäftspartner müssen sicherstellen, dass sie alle geltenden Umweltanforderungen erfüllen, die durch Gesetze, Regeln und Vorschriften festgelegt sind.

6.    Geschäftliche Integrität

Wir erwarten von unseren Geschäftspartnern, dass sie ihre Geschäfte ethisch und mit größter Integrität führen.

  • Korruptionsbekämpfung

Keiner unserer Geschäftspartner, seine Mitarbeiter dürfen sich jemals an irgendeiner Form von Bestechung oder Korruption beteiligen oder diese tolerieren. Als unser Geschäftspartner dürfen Sie einem Dritten, einschließlich Hegelmann Transporte, weder öffentlich noch privat, eine Form von unzulässigem Vorteil anbieten oder annehmen, um Geschäfte zu erhalten oder zu behalten oder um eine Vorzugsbehandlung zu erhalten. Solche unangemessenen Vorteile können unter anderem Geldgeschenke, Gelddarlehen, Vergnügungsreisen oder Ferien, Luxusgüter, verdeckte Provisionen, Erleichterungszahlungen oder Schmiergelder umfassen. Wir erwarten auch von unseren Geschäftspartnern, dass sie sicherstellen, dass alle

ihre Berichte, Aufzeichnungen und Rechnungen korrekt und vollständig sind und dass sie keine falschen oder irreführenden Informationen enthalten.

  • Interessenkonflikt

Wir erwarten von unseren Geschäftspartnern, dass sie uns offenlegen, wenn eine Situation eintritt, in der ein Interessenkonflikt zu bestehen scheint, an dem Hegelmann Transporte beteiligt ist oder die Hegelmann Transporte betrifft. In ähnlicher Weise erwarten wir, dass jeder Mitarbeiter oder andere Vertreter von Hegelmann Transporte uns offenlegt, ob er an einem unserer Geschäftspartner beteiligt ist oder finanzielle Verbindungen zu einem unserer Geschäftspartner hat.

  • Exportkontrolle

Hegelmann Transporte verpflichtet sich, die geltenden Exportkontrollgesetze und -vorschriften vollständig einzuhalten, und wir erwarten von unseren Geschäftspartnern, dass sie dasselbe tun.

  • Fairer Wettbewerb

Unsere Geschäftspartner müssen faires Wirtschaften unterstützen und alle geltenden Fair-Trade-, Werbe-, Wettbewerbs- und Kartellgesetze vollständig einhalten. Wir erwarten von unseren Geschäftspartnern, dass sie fair im Wettbewerb stehen und niemals Vereinbarungen oder Vereinbarungen eingehen, die den Wettbewerb behindern. Dementsprechend bedeutet dies, dass Sie sich als Geschäftspartner in keiner Weise mit einem Wettbewerber verpflichten sollten: Festsetzung von Preisen, Rabatten oder Verkaufsbedingungen; oder Märkte, Marktanteile, Kunden oder Gebiete aufteilen. Wir erwarten auch von unseren Geschäftspartnern, dass sie vertrauliche oder sensible Informationen nicht im Wettbewerb austauschen, auch wenn dies über Dritte erfolgt. Zu den sensiblen Informationen gehören Dinge wie Preise, Zeitpunkt von Preisänderungen, Umfang der Preisänderungen, Kosten, Gewinnmargen, Umsatzprognosen, Verkaufspläne, Vertriebsgebiete, Vertriebspraktiken, Bedingungen, die bestimmten Kunden angeboten werden, Kapazitätsauslastung und Absichten, Ausschreibungspläne oder -strategien, Preis- und Marketingstrategien, Produktpläne und Marktanteile.  Dies gilt auch bei der Teilnahme an Messen oder Fachverbandstreffen.

  • Schutz von Informationen und geistigem Eigentum

Geschäftspartner müssen die Rechte an geistigem Eigentum respektieren und vertrauliche Informationen schützen, indem sie sie vor Missbrauch, Diebstahl, Betrug oder unsachgemäßer Offenlegung schützen.

7.    Folgen eines Verstoßes gegen diesen Verhaltenskodex

Wir behalten uns das Recht vor, jederzeit ein Audit von Geschäftspartnern durchzuführen, die Hegelmann Transporte Waren oder Dienstleistungen zur Verfügung stellen. Eine vorherige schriftliche Ankündigung wird erfolgen. Auf Verlangen sind unsere Geschäftspartner verpflichtet, alle relevanten Informationen zur Verfügung zu stellen und/oder uns oder unseren Vertretern zum Zwecke der Prüfung Zutritt zu ihren Räumlichkeiten zu gewähren. Wir behalten uns auch das Recht vor, einen unabhängigen Dritten unserer Wahl mit der Durchführung von Audits zu beauftragen und sicherzustellen, dass unsere Geschäftspartner diesen Verhaltenskodex einhalten. Mangelnde Zusammenarbeit und/oder Verletzung unseres Verhaltenskodex und/oder der geltenden Gesetze kann zu einer Verringerung des Geschäfts mit diesem Partner und letztendlich zu einem Ende der Geschäftsbeziehung mit Hegelmann Transporte führen.

8.    Sagen Sie es uns

Bei Hegelmann Transporte ermutigen wir unsere Geschäftspartner, im Falle eines ethischen Problems oder eines Verdachts auf Nichteinhaltung Fragen zu stellen und Bedenken zu äußern. Diese Bedenken werden mit der Schwere behandelt, die sie verdienen, und werden ordnungsgemäß untersucht. Wenn Sie einen Verstoß gegen unseren Verhaltenskodex melden möchten, senden Sie uns bitte eine Meldung über ein für Sie geeignetes

Daten 2023.01

Verhaltens - kodex

Yazan Sim içinde . Yayınlanan Belgeler, German

VORWORT

Verhaltenskodex auf der Grundlage der Philosophie, der Vision und der Werte des Unternehmens sowie seiner Grundwerte. Der Verhaltenskodex bietet eine klare Reihe von Grundsätzen und Leitlinien für das, was von den Mitarbeitern erwartet wird. Er zeigt auf, wie sich die Mitarbeiter bei der Erfüllung ihrer Aufgaben im Team, mit Geschäftspartnern, Kunden und anderen Mitgliedern der Gesellschaft verhalten sollen.

Das Unternehmen verpflichtet sich zu den höchsten Standards des Geschäftsgebarens und zu verantwortungsvollem Handeln. Es ist bestrebt, gerechte Dienstleistungen zu erbringen, die einen fairen Wettbewerb und ethische Bedingungen gewährleisten und mit den Normen des Rechtssystems des Landes, in dem die Tätigkeit stattfindet, übereinstimmen.

Zielsetzungen des Verhaltenskodexes:

  1. Definieren Sie Normen und Verhaltensregeln;
  2. Information und Aufklärung der Mitarbeiter über Geschäftsethik und Verhalten im geschäftlichen Umfeld;
  3. Interesse an der Arbeit wecken;
  4. Entwicklung der Verantwortung der Mitarbeiter;
  5. Aufrechterhaltung einer guten, motivierenden und attraktiven Arbeitsatmosphäre im Unternehmen, Förderung seiner Philosophie, Vision und Werte.
  6. Gewährleistung von Beziehungen, die auf Respekt und Vertrauen basieren, und Förderung der sofortigen Lösung von Problemen, die im Unternehmen auftreten;
  7. Schutz der Mitarbeiter vor Konfliktsituationen und unethischem Verhalten durch Definition von Fällen nicht tolerierbaren Verhaltens.

Die Mitarbeiter müssen mit dem Verhaltenskodex vertraut sein. Dieses Do- kument ist Teil des Arbeitsvertrags und die Mitarbeiter sind verpflichtet, es einzuhalten. Die Nichteinhaltung kann zu Disziplinarmaßnahmen führen, die bis zur Entlassung reichen können.

Diese Regeln gelten für alle Mitarbeiter des Unternehmens (einschließlich derjenigen, die im Namen des Unternehmens handeln, unabhängig von der Form der Beziehung zum Unternehmen und der Bezahlung) und, sofern sie mit den politischen Vorschriften übereinstimmen, für Dritte, einschließlich, aber nicht beschränkt auf Lieferanten.

Jede Führungskraft oder, wenn sie eine verantwortliche Person benennt, ist dafür verantwortlich, dass jedes Teammitglied die Möglichkeit hat, sich mit dem Verhaltenskodex und den wichtigsten Antikorruptionsgrundsätzen vertraut zu machen und bei Bedarf zusätzliche Erläuterungen zu geben.

Der Verhaltenskodex, vollständige Kopien der Richtlinien und Ver- fahren sowie andere Dokumente, auf die Bezug genommen wird, sind im Intranet der Hegelmann-Gruppe verfügbar. Diejenigen, die keinen Zugang haben, können bei ihrem Vorgesetzten ein Papierexemplar anfordern. Mit der Unterzeichnung des Verhaltenskodexes verpflichten sich die Mitarbeiter zur Durchsetzung der Verhaltensgr- undsätze und zur ausnahmslosen Einhaltung.

DIE VISION DER HEGELMANN-GRUPPE

  1. Die HEGELMANN GROUP ist und bleibt eine familiengeführte Unternehmensgruppe
  2. Wir sind ein interkontinentales Logistikunternehmen – global denkend und lokal handelnd – mit einem diversifizierten Dienstleistungsangebot, das seine Wurzeln im Landverkehr hat.
  3. Wir investieren überdurchschnittlich in ertragsorientiertes Wachstum und Diversifikation, um unsere Marktpositionen weiter zu festigen und auszubauen, mit dem Ziel, in den Sektoren, in denen wir tätig sind, zu den TOP 10 zu gehören.
  4. Durch den Ausbau unserer grünen Flotte und unserer intermodalen Aktivitäten leisten wir einen wichtigen Beitrag zu den EU-Klimazielen.
  5. Unser Unternehmen verfügt über eine stabile finanzielle Basis, gestützt durch unsere führende Rolle als Kostenführer sowie als Champion im Spotmarkt und die angestrebte Weiterentwicklung als Logistikanbieter (Road, Sea, Air, Kontraktlogistik) und die weitere
    Internationalisierung (USA, China).
  6. Wir sind ein attraktiver Arbeitgeber für Fachkräfte, die Flexibilität, Entwicklungsmöglichkeiten und Erfolg in einem mittelständischen Unternehmen suchen.
  7. Wir sind auf die digitale Transformation vorbereitet und gehören zu deren Vorreitern. Wir streben danach, unsere Prozesse vollständig zu digitalisieren und damit effizient und transparent zu gestalten. Logistik ist auch die Organisation von Informationsströmen
  8. Wir bei Hegelmann lieben, was wir tun und tun das, was getan werden muss, mit Herz. Diese einzigartige Begeisterung ist der Motor unseres anhaltenden weltweiten Erfolgs.

ROLLEN UND PFLICHTEN

Die Mitarbeiter des Unternehmens sind verantwortlich:

  • die Philosophie, die Werte und die Vision der Hegelmann Gruppe kennen
  • den Verhaltenskodex zu befolgen und Verstöße zu melden
  • sich der relevanten Geschäftsdisziplinen bewusst sein, die der Arbeitsaufgabe zugrunde liegen


▶ Jeder leitende Angestellte oder, falls ihm eine verantwortliche Person zugewiesen wurde, ist
verantwortlich für:

  • Er/sie muss sicherstellen, dass
    jedes Teammitglied die Möglichkeit
    hat, sich mit dem Verhaltenskodex
    und den wichtigsten Grundsätzen
    der Korruptionsbekämpfung
    vertraut zu machen. Er/sie ist
    auch dafür verantwortlich, dass
    die geeigneten Maßnahmen und
    internen Kontrollen vorhanden sind,
    um ein Arbeitsumfeld zu schaffen,
    das frei von Diskriminierung,
    Belästigung, Mobbing, Bestechung
    und Korruption ist.
  • Sicherstellen, dass den
    Mitarbeitern klar ist, was von ihnen
    erwartet wird
  • Angebot relevanter Schulungs- und
    Entwicklungsmöglichkeiten
  • die Philosophie, die Werte
    und die Vision der Hegelmann
    Gruppe kennen
  • sich der relevanten
    Geschäftsdisziplinen bewusst
    sein, die der Arbeitsaufgabe
    zugrunde liegen
  • den Verhaltenskodex zu
    befolgen und Verstöße zu
    melden

GRUNDSÄTZE DES VERHALTENSKODEXES

  1. Ehrlichkeit
    ▶ Ehrliches Handeln, Einhaltung der gesetzlichen Vorschriften, Schutz des Namens und des Rufs des
    Unternehmens
    ▶ Versprechen einhalten
    ▶ Kein Betrug und keine Täuschung
    ▶ Keine Nutzung von Arbeitszeit, materiellen oder finanziellen Ressourcen für die Befriedigung
    eigener Bedürfnisse
    ▶ Förderung des bestmöglichen Einsatzes und der Entwicklung von Mitarbeiterqualifikationen und
    Chancengleichheit im beruflichen Umfeld
  2. Achtung des Gesetzes und der Menschenrechte
    ▶ Alle Kollegen müssen von den Mitarbeitern gleich behandelt werden. Keine Person oder
    Personengruppe darf durch Äußerungen, Handlungen oder Entscheidungen aufgrund von
    Alter, Geschlecht, sozialem Status, Rasse, Religion, sexueller Orientierung, Hautfarbe,
    Nationalität, politischer Meinung, körperlicher Behinderung oder familiärer Situation
    diskriminiert werden. Es müssen rechtliche Maßnahmen ergriffen werden, um solche
    Diskriminierungen zu beenden
    ▶ Verteidigung der Rechte, wenn offensichtliche Verstöße festgestellt werden, wie z.B.
    die Verletzung geltender Gesetze und Vorschriften oder die Missachtung von Menschenrechten
    ▶ Alle Kollegen müssen davor geschützt werden, entlassen, bestraft oder ungerecht
    behandelt zu werden, wenn sie geschützte Informationen gemäß dem Whistleblowing-
    Verfahren weitergeben.
    ▶ Das Unternehmen muss sicherstellen, dass die geltenden gesetzlichen Arbeitszeitbeschränkungen
    eingehalten werden. Die zulässige Höchstarbeitszeit
    pro Woche wird durch nationale Gesetze geregelt, darf jedoch regelmäßig 48
    Stunden reguläre Arbeitszeit und 12 Überstunden pro Woche nicht überschreiten.
    Die Begrenzung der Überstunden wird entsprechend den regionalen
    gesetzlichen oder vertraglichen Verpflichtungen geregelt. Die Arbeitnehmer
    haben Anspruch auf mindestens einen freien Tag pro Woche, außer unter
    außergewöhnlichen Umständen und für einen begrenzten Zeitraum. Das
    Unternehmen sorgt für die notwendigen Arbeitspausen, um die Sicherheit
    und Gesundheit der Arbeitnehmer nicht zu gefährden.
    ▶ Das Unternehmen garantiert, keine Löhne unterhalb des gesetzlichen
    Mindestlohns zu zahlen. Das Unternehmen wird den Lohn nicht aus
    disziplinarischen Gründen oder als Bedingung für die Beschäftigung
    kürzen oder einbehalten. Die an die Mitarbeiter gezahlten Vergütungen
    müssen allen geltenden Lohn- und Gehaltsgesetzen entsprechen,
    einschließlich Mindestlohn, Überstunden und gesetzlichen
    Leistungen.
  1. Verantwortung und Unterordnung
    ▶ Verständnis für die Verpflichtungen und Interessen des Unternehmens gegenüber Aktionären, Kunden,
    Mitarbeitern und Geschäftspartnern
    ▶ Erledigung von Aufgaben durch sorgfältige, effiziente und umfassende Nutzung von Fähigkeiten, Verständnis
    für die Bedeutung von Aufgaben und Pflichten
    ▶ Konsequenzen beruflicher Tätigkeiten auf der Grundlage persönlicher Verantwortung in Bezug auf
    Entscheidungen und Leistungen, Minimierung des potenziellen Nutzens oder Schadens durch kurz- oder
    langfristige Auswirkungen
    ▶ Übernahme von Verantwortung für die eigene Arbeit und die eigenen Entscheidungen
    ▶ Gemeinsame Verantwortung für kollegiale Entscheidungen übernehmen
  2. Beispielhaftes Verhalten
    ▶ Vorbild sein und die allgemein anerkannten Verhaltensregeln in Bezug auf Aussehen, Sprache und Verhalten
    einhalten
    ▶ Toleranz und Hilfsbereitschaft, respektvoller Umgang mit Kollegen und anderen Menschen, friedliche und
    entgegenkommende Lösung von arbeitsbedingten Konfliktsituationen und kontinuierliche Pflege des
    Unternehmensimages
    ▶ Effiziente Nutzung der Arbeitszeit, rechtzeitige und kompetente Ausführung der Aufgaben
    ▶ Keine beleidigende oder verächtliche Behandlung von Kollegen, Untergebenen oder Vorgesetzten
    ▶ Präzises und pünktliches Verhalten, keine Belästigung, keine vulgäre Sprache
    ▶ Kein Missbrauch und Konsum von Alkohol, Drogen oder anderen psychotropen Substanzen und kein Arbeiten
    unter dem Einfluss solcher Substanzen
  3. Kleidung und Auftreten
    ▶ Alle Mitarbeiter sind verpflichtet, bei der Arbeit adrett auszusehen. Das bedeutet, dass sie ein sauberes und
    ordentliches Erscheinungsbild haben und angemessene Kleidung, Schuhe und Accessoires tragen.
    ▶ Unsere Mitarbeiter arbeiten an den unterschiedlichsten Orten, z. B. in Büros, Logistikzentren, Lastwagen,
    Dienstleistungsbetrieben, Hotels usw. Sie haben Aufgaben, die sie von der formellsten Umgebung, wie z.B.
    Meetings mit Kunden, bis hin zu formelleren Umgebungen, wie z.B. bei Dienstleistungen, führen. Es kann sein,
    dass die Mitarbeiter ihren Kleidungsstil an bestimmte Umgebungen anpassen möchten, aber insgesamt
    erwartet die Hegelmann Gruppe, dass die Mitarbeiter jederzeit elegant aussehen und sich so kleiden, dass:
    Die Anforderungen der Hegelmann Gruppe sind:
  • eine gute persönliche Hygiene und ein gepflegtes Äußeres
  • Die Kleidung muss sauber, ordentlich und in gutem Zustand sein.
  • Das Schuhwerk muss angemessen und sicher sein – Flip-Flops sind nicht geeignet
  • Keine kurzen Miniröcke und Shorts
  • Keine Oberteile mit Crop, tiefem Ausschnitt/Rücken oder Westen
  • Keine T-Shirts mit anstößigen Logos
  • Körperschmuck, Ringe, Tätowierungen, die Anstoß erregen könnten, sollten nicht gezeigt werden.
  • Die von der Hegelmann-Gruppe zur Verfügung gestellte Uniform oder Schutzkleidung muss nach
  • Vorschrift getragen werden.
  • In unseren Büros und bei externen Veranstaltungen sind gegebenenfalls Ausweispapiere mitzuführen.
  1. Neutralität, Objektivität und Gerechtigkeit
    Assessment of colleagues according to competence, performance
    and capabilities
    ▶ Bewertung der Kollegen nach Kompetenz, Leistung und
    Fähigkeiten
    ▶ Objektivität bei allen Tätigkeiten, Treffen von Entscheidungen
    auf der Grundlage klarer Bewertungskriterien, z. B. der Meinung
    von Gegnern oder Experten und anderer objektiver Faktoren,
    Vermeidung persönlicher Meinungen und Emotionen
    ▶ Bewertung von Aktivität, Initiative, Zusammenarbeit,
    Kompromissbereitschaft und Offenheit

NORMEN FÜR ETHIK UND VERHALTEN.

  1. Beziehung zu den Kunden
    Das Unternehmen strebt nach ständiger Verbesserung, daher ist die Zufriedenheit der Kunden mit der
    Zusammenarbeit und unseren Dienstleistungen unerlässlich. Wir reagieren umgehend und professionell
    auf die Rückmeldungen unserer Kunden. Der Erfolg des Unternehmens beruht auf der Qualität seiner
    Dienstleistungen und der Effizienz seiner Tätigkeiten.
  2. Beziehungen zu den Lieferanten
    Das Ziel des Unternehmens ist es, ein zuverlässiger Partner zu sein. Wir setzen auf langfristige
    Geschäftsbeziehungen und auf eine gute Zusammenarbeit mit den Lieferanten. Wir sind davon
    überzeugt, dass unsere Lieferanten die internationalen Vorschriften zu Menschenrechten,
    Arbeitsbedingungen, Umweltschutz und Korruptionsbekämpfung einhalten. Wir ermutigen unsere
    Lieferanten, ihre Aktivitäten nach ähnlichen Grundsätzen wie diesem Kodex zu gestalten. Dies ist ein
    wichtiges Kriterium für den Aufbau und die Entwicklung von Geschäftsbeziehungen. Die Lieferanten
    werden nach vorgegebenen Kriterien wie Qualität, Preis, Zuverlässigkeit, Umwelt- und Sozialaspekten
    ausgewählt und bewertet. Darüber hinaus werden die festgelegten Grundsätze in regelmäßigen
    Stichproben und Audits überprüft.
  3. Beziehungen zu Wettbewerbern
    ▶ Das Unternehmen setzt sich für einen fairen und offenen Wettbewerb auf allen Märkten
    ein.
    ▶ Das Unternehmen verbreitet keine negativen Informationen über Konkurrenten, um sich
    einen Wettbewerbsvorteil zu verschaffen.
    ▶ Das Unternehmen bemüht sich um einen fairen Wettbewerb in Übereinstimmung mit
    den geltenden Gesetzen und den Grundsätzen der Geschäftsethik. Das Unternehmen
    steigert seine Wettbewerbsfähigkeit, indem es seine Managementeffizienz
    verbessert, seine Produktivität erhöht und seine Kosten senkt.
  4. Beziehungen innerhalb des Unternehmens
    Das Unternehmen unterstützt die internationalen Menschenrechte und achtet die
    Würde aller Arbeitnehmer, wie sie in der Erklärung der Vereinten Nationen und den
    wichtigsten Konventionen der Internationalen Arbeitsorganisation definiert sind:
    ▶ Wir setzen keine Kinderarbeit, Gefängnisarbeit oder Zwangsarbeit ein.
    ▶ Wir beurteilen alle Mitarbeiter gleich und objektiv. Wir streben ein
    Arbeitsumfeld an, in dem Menschen ungeachtet ihrer individuellen
    Unterschiede, Fähigkeiten oder persönlichen Eigenschaften respektiert
    werden. Kein Mitarbeiter oder Bewerber darf in irgendeiner Weise
    diskriminiert werden
    ▶ Das Unternehmen entwickelt und verbessert ständig die sichere und
    gesunde Arbeitsumgebung, kümmert sich um die Sicherheit und
    Gesundheit seiner Mitarbeiter und beugt möglichen Schäden vor.
    ▶ Bei der Ausführung von Aufgaben und Anweisungen stellen die
    Mitarbeiter ihren Kollegen alle für ihre Aufgaben relevanten
    Informationen zur Verfügung. Sie greifen nicht in die Arbeit der
    Mitarbeiter ein und schaffen keine Situationen, in denen ein
    11
    Mitarbeiter gezwungen ist, vertrauliche Informationen an Unbefugte weiterzugeben
    ▶ Die Arbeitnehmer folgen den Grundsätzen des guten Willens und bemühen sich. Belästigung, Diskriminierung
    oder anderes Fehlverhalten am Arbeitsplatz wird nicht geduldet
    ▶ Das Unternehmen respektiert und erkennt das Recht der Arbeitnehmer auf Vereinigungsfreiheit an, sowie
    ihr Recht, ihre Vertreter frei und unabhängig zu wählen, und garantiert, dass diese Vertreter keiner Form
    der Diskriminierung ausgesetzt sind. Das Unternehmen erkennt auch das Recht der Arbeitnehmer auf
    Tarifverhandlungen an.
    Beziehungen zu Kollegen sind zu vermeiden:
    ▶ Demütigung oder Beleidigung einer Person
    ▶ Öffentliche Diskussion über den Charakter und die Eigenschaften eines Mitarbeiters
    ▶ Entwürdigung der Arbeit oder des Eigentums von Arbeitnehmern
    ▶ Gerüchte und deren Verbreitung sowie Verleumdung und Demütigung
    ▶ Schüren von Zwietracht durch Ausnutzung der beruflichen und psychologischen Vorteile
    ▶ Demonstration von negativem Verhalten
    Vorgesetzte behandeln ihre Mitarbeiter mit Respekt und erteilen Anweisungen, Ratschläge und Bemerkungen an
    ihre Untergebenen nur in der richtigen Weise und mit dem folgenden Ziel:
    ▶ Schaffung eines funktionalen und freundlichen Umfelds und Vermeidung von Konflikten
    ▶ Beseitigung der Ursache für Meinungsverschiedenheiten
    ▶ Keine öffentliche Zurschaustellung von Sympathie und Antipathie gegenüber Untergebenen und anderen
    Mitarbeitern
    ▶ Objektive Bewertung der Eigenschaften der Untergebenen sowie der unternehmerischen Fähigkeiten
    Leitende Angestellte haben die folgenden zusätzlichen Aufgaben:
    ▶ Beispielhaftes Verhalten – ein Vorbild in Bezug auf Ehrlichkeit und Korrektheit
    ▶ Konstruktives Feedback an die Mitarbeiter geben
    ▶ Sicherstellung der Qualifikation der unterstellten Mitarbeiter
    ▶ Beaufsichtigung der ihnen unterstellten Mitarbeiter (einschließlich Zeitarbeitskräfte), um die Einhaltung
    der in der Gesellschaft geltenden Gesetze und Praktiken sowie der Bestimmungen dieses Kodex zu
    gewährleisten
    ▶ Meldung möglicher Verstöße an einen Vorgesetzten oder den Geschäftsführer des Unternehmens
    ▶ Unterstützung von Mitarbeitern, die in gutem Glauben Fragen stellen oder Bedenken hinsichtlich der
    Einhaltung von Gesetzen, Unternehmensvorschriften und Ehrlichkeit äußern. Kein Mitarbeiter darf jemals
    Opfer von Missbrauch werden, weil er solche Fragen stellt oder Bedenken äußert
  5. Vertraulichkeit und Datenschutz
    ▶ Die Mitarbeiter müssen die Privatsphäre aller vertraulichen Unternehmensangelegenheiten schützen. Sie
    müssen auch über Informationen, die sie von ihren Kunden (Geschäftspartnern) erhalten oder die sich auf
    diese beziehen, Stillschweigen bewahren.
    ▶ Der Schutz vertraulicher Unternehmensinformationen ist sehr wichtig. Die Mitarbeiter müssen darüber
    aufgeklärt werden, welche Informationen innerhalb des Unternehmens vertraulich sind. Sie müssen eine
    Vereinbarung unterzeichnen, wonach sie keine Informationen, die sie während ihrer Beschäftigung erhalten
    haben, veröffentlichen, verlieren oder an Personen außerhalb des Unternehmens weitergeben dürfen, es sei
    denn, sie sind dazu berechtigt
    ▶ Informationen werden vertraulich behandelt, wenn sie mit einem Vertraulichkeitsvermerk versehen
    sind oder wenn es offensichtlich ist, dass ihr Inhalt Geschäfts- oder Betriebsgeheimnisse enthält. In
    Zweifelsfällen kann der Mitarbeiter seinen direkten Vorgesetzten um Rat fragen
    ▶ Die Mitarbeiter müssen die Datenschutzbestimmungen einhalten und sicherstellen, dass vertrauliche Daten, insbesondere personenbezogene Daten, so geschützt werden, dass sie für Dritte nicht zugänglich sind.
    Personenbezogene Daten dürfen erhoben, verarbeitet und genutzt werden, soweit dies nach den nationalen Datenschutzgesetzen (oder gleichwertigen Gesetzen des betreffenden Landes), anderen geltenden Gesetzen oder entsprechenden Kooperationsvereinbarungen zulässig ist. In Zweifelsfällen muss der Mitarbeiter den
    Datenschutzbeauftragten um Rat fragen. Alle Mitarbeiter müssen die Datenschutzbestimmungen einhalten und die Vertraulichkeit der laufenden Tätigkeit und der Geschäftsgeheimnisse gewährleisten
    ▶ Die Mitarbeiter dürfen vertrauliche Informationen nicht für unbefugte Zwecke verwenden. Es müssen
    Maßnahmen getroffen werden, um vertrauliche Informationen vor Verlust, Diebstahl, Missbrauch oder Veränderung zu schützen
    ▶ Mitarbeiter, die das Unternehmen verlassen, werden an ihre Verantwortung erinnert, vertrauliche Informationen, von denen sie während ihrer Tätigkeit Kenntnis erlangt haben, weiterhin zu schützen und nicht weiterzugeben
  1. Interessenkonflikt
    ▶ Der Geschäftsverkehr muss so geführt werden, dass er den Interessen des Unternehmens am besten dient.
    Weder eine natürliche noch eine juristische Person, die in irgendeiner Beziehung zu einem Mitarbeiter steht,
    darf aus dem Unternehmen durch betrügerische Handlungen Nutzen ziehen, indem sie den Kontakt zu
    Mitarbeitern oder deren Pflichten ausnutzt
    ▶ Situationen, die zu Konflikten zwischen der Verantwortung des Mitarbeiters gegenüber dem Unternehmen
    und seinen persönlichen Interessen führen könnten, müssen vermieden werden. Jeder Mitarbeiter muss
    Umstände vermeiden, die den Ruf des Unternehmens oder andere materielle und immaterielle Interessen
    des Unternehmens schädigen könnten
    ▶ Die Beteiligung an Aktivitäten eines anderen konkurrierenden Unternehmens (einschließlich Investitionen
    oder finanzieller Beteiligungen an einem solchen Unternehmen) ist ohne die schriftliche Zustimmung des
    eigenen Unternehmens nicht gestattet
    ▶ Alle konfliktbezogenen Situationen im Unternehmen werden unverzüglich und entschlossen gelöst.
    Das Unternehmen verbietet seinen Mitarbeitern nicht, Tätigkeiten auszuüben, die den Interessen des
    Unternehmens oder der ordnungsgemäßen Erfüllung der Aufgaben des Mitarbeiters nicht zuwiderlaufen. Um
    einen Interessenkonflikt zu vermeiden, muss der Mitarbeiter solche Aktivitäten schriftlich melden, bevor er
    sie aufnimmt
  2. Politische und soziale Aktivitäten
    ▶ Die Mitarbeiter dürfen sich an politischen und sozialen Aktivitäten beteiligen, bei Wahlen kandidieren,
    Wahlkampagnen durchführen, Spenden sammeln oder anderweitig zu den Aktivitäten einer
    Organisation oder Partei beitragen. Diese Aktivitäten sind jedoch von ihren beruflichen Tätigkeiten und
    Verantwortlichkeiten zu unterscheiden und beeinträchtigen nicht die ordnungsgemäße Erfüllung ihrer
    direkten Aufgaben im Unternehmen
    ▶ Die Mitarbeiter müssen sicherstellen, dass ihre öffentlichen politischen Äußerungen und Einschätzungen als
    ihre persönliche Meinung und nicht als die Meinung des Unternehmens verstanden werden.
    ▶ Die Mitarbeiter müssen sicherstellen, dass ihre privaten oder persönlichen Interessen nicht mit denen der
    Organisation kollidieren, ihre Entscheidungen im Namen der Organisation nicht beeinflussen und nicht zur
    Erlangung eines persönlichen Vorteils oder eines Vorteils für ihre Familie, Freunde oder Partner verwendet
    werden.
    ▶ Die Mitarbeiter des Unternehmens informieren ihre Vorgesetzten über ihre Beteiligung oder die Absicht, in
    gewählten politischen Parteien, Regierungs- und Selbstverwaltungsgremien mitzuwirken
  3. Schutz der Umwelt
    Als verantwortungsbewusstes Unternehmen versucht Hegelmann, bei seinen Aktivitäten ein Gleichgewicht
    zwischen Umweltschutz, Befriedigung der Bedürfnisse der Gesellschaft und Unternehmensentwicklung
    zu finden

    Das Unternehmen hat sich zu Folgendem verpflichtet:
    ▶ Einhaltung der Umweltgesetzgebung und anderer normativer Dokumente
    ▶ Rationelle Nutzung von Rohstoffen und Energieressourcen
    ▶ Beteiligung an der Abfalltrennung am Arbeitsplatz
  4. Korruption
    Korrupte Handlungen, die,
    ▶ sich selbst oder anderen Personen für die Erfüllung oder Nichterfüllung ihrer Pflichten direkt oder indirekt
    Vermögensgegenstände oder andere persönliche Vorteile (Geschenke, Dienstleistungen, Versprechungen,
    Privilegien) zukommen zu lassen, ist verboten
    ▶ Private Interessen – könnten die Mitarbeiter des Unternehmens oder deren Angehörige oder deren
    Entscheidungen in Bezug auf den persönlichen Besitz von Privatpersonen oder immaterielle Interessen
    beeinflussen
    ▶ Dritte – Einflussnahme auf private und juristische Personen, die keine Mitarbeiter des Unternehmens sind
  5. Bestechung
    ▶ Das Unternehmen duldet keine Form der Bestechung
    ▶ Bestechung ist die Annahme, das Angebot oder das Versprechen von Eigentum oder anderen persönlichen Vorteilen für sich selbst oder eine andere Person, um Handlungen oder Entscheidungen zu beeinflussen, unangemessene Leistungen zu fördern oder die Position der Person zu missbrauchen. Bestechung kann viele verschiedene Formen annehmen, einschließlich, aber nicht beschränkt auf die Übertragung von Bargeld, wertvollen Geschenken, Reisen, Unterkünften, Karrieremöglichkeiten und/oder die Offenlegung wertvoller, geschäftsrelevanter Informationen
    ▶ Mitarbeiter des Unternehmens dürfen weder direkt noch indirekt Bestechungsgelder, auch nicht von Dritten,
    annehmen, anbieten, erhalten oder versprechen.
  6. Fehlverhalten bei der Ausübung des Amtes
    ▶ Das Unternehmen duldet keinen Missbrauch von Befugnissen durch Mitarbeiter in Bezug auf
    Genehmigungen, die durch interne Dokumente erteilt wurden.
    ▶ Die vom Unternehmen zur Verfügung gestellten Arbeitsmittel und finanziellen oder materiellen Ressourcen sind ausschließlich nach dem in der Geschäftsordnung und anderen Dokumenten des Unternehmens festgelegten Verfahren zu verwenden. Die Mitarbeiter des Unternehmens müssen die Vermögenswerte des Unternehmens schützen und eingreifen, wenn dies erforderlich ist, um die unrechtmäßige Verwendung von Eigentum, Schäden oder andere nicht legale Handlungen zu verhinder
  7. Geschäftsvereinbarungen, die Zahlungen erleichtern
    Geschäftsvereinbarungen zur Erleichterung von Zahlungen sind Geldtransfers an Regierungsbeamte mit dem Ziel,
    die üblichen Verfahren durchzuführen oder in kürzerer Zeit durchgeführt zu werden.
    ▶ Allen Mitarbeitern ist es untersagt, Zahlungen zu leisten oder anzunehmen, die geschäftliche Absprachen
    beeinflussen.
  8. Geschenke und Gastfreundschaft
    ▶ Unter Schenkungen versteht man die unentgeltliche Übertragung von Eigentum oder Eigentumsrechten
    ▶ Bei der Erfüllung ihrer Aufgaben dürfen die Mitarbeiter des Unternehmens keine Geschenke dulden oder
    annehmen, die zu einem Interessenkonflikt führen könnten oder die über die normale Geschäftspraxis
    hinausgehen. Ebenso sollte nichts angenommen werden, wenn der Verdacht besteht, dass auf diese Weise
    versucht wird, Mitarbeiter des Unternehmens anzuwerben oder ihre Entscheidungen zu beeinflussen
    ▶ Das Unternehmen verbietet das Anbieten von Geschenken jeglicher Art, wenn der Zweck darin besteht, sich einen ungerechtfertigten Vorteil in Bezug auf das Unternehmen zu verschaffen
    ▶ Mitarbeiter des Unternehmens dürfen offizielle Geschäftsgeschenke (z. B. Waren) und Geschenke in Übereinstimmung mit internationalen Geschäftsprotokollen oder Geschäftstraditionen annehmen und anbieten sowie angebotene Bewirtungen (z. B. Geschäftsessen, Ausstellungen, Konferenzen usw.) annehmen, wenn diese Geschenke/Bewirtungen dazu dienen, Geschäftsbeziehungen zu pflegen oder die Dienstleistungen, den Bekanntheitsgrad und das Image des Unternehmens zu verbessern.
    ▶ Unabhängig von der Höhe des Betrags dürfen Gelder nicht als Geschenk angenommen oder gegeben werden
    ▶ Wenn Mitarbeiter des Unternehmens an Veranstaltungen anderer Geschäftspartner oder gemeinnütziger Organisationen teilnehmen und die Ausgaben und sonstigen Kosten im Zusammenhang mit den Geschäftsreisen gesetzlich zulässig sind, können die Kosten in diesem Zusammenhang auch ganz oder teilweise von der einladenden Partei übernommen werden
    ▶ In allen Fällen müssen die Mitarbeiter den Grundsatz der Angemessenheit in Bezug auf Geschäftsgeschenke oder andere Vermögenswerte, die ihnen angeboten werden, befolgen und beurteilen, ob sie zu einem Vorteil führen oder anderweitig über die normale Praxis fairer Geschäftsbeziehungen hinausgehen
  1. Unterstützung und andere Privilegien
    ▶ Die Unterstützung für private und/oder juristische Personen (Unternehmen, Institutionen, Organisationen)
    mit Vorzugsstatus wird nach den internen Verfahren des Unternehmens gewährt. In allen Fällen muss die
    Gewährung der Unterstützung mit der Unternehmensleitung abgestimmt werden
    ▶ Das Unternehmen unterstützt soziale, erzieherische, künstlerische, kulturelle, wissenschaftliche und
    sportliche Aktivitäten und Projekte. Es stellt sicher, dass seine Unterstützung jene Zielgruppen erreicht,
    deren Aktivitäten und Initiativen mit den Unternehmenswerten, der Politik und Strategie der sozialen
    Verantwortung übereinstimmen und diese fördern
    ▶ Die Unterstützung kann nicht als verdeckte Operation für Bestechung und/oder verdeckten Handel genutzt
    werden.
    ▶ Das Unternehmen verzichtet auf jegliche Form der Unterstützung von politischen Parteien. Eine
    Unterstützung zur Finanzierung politischer Parteien oder politischer Wahlkämpfe wird nicht geleistet und
    kann nicht verwendet
  2. Manipulation
    ▶ Das Unternehmen duldet keine Handlungen, die auf Manipulation beruhen.
    ▶ Unter Manipulation wird eine rechtswidrige Handlung verstanden, die ein Arbeitnehmer in Ausübung seiner
    Pflichten, seiner Befugnisse, seiner Zugehörigkeit und/oder seines Wissens im Arbeitsumfeld vornimmt, um
    andere Arbeitnehmer, andere Unternehmen, Institutionen oder Organisationen zu manipulieren und somit
    rechtmäßig, unrechtmäßig oder gar nicht zu handeln.
  3. Transparente Beschaffung
    ▶ Das Unternehmen verlangt, dass alle Beschaffungsverfahren transparent sind.
    ▶ Alle Aktivitäten im Zusammenhang mit der Beschaffung sollten in Übereinstimmung mit dem QMH-11
    “Beschaffungsverfahren” durchgeführt werden, das die Hauptkriterien für die Auswahl von Lieferanten
    beschreibt.
    ▶ Die Lieferanten müssen auf der Grundlage des wirtschaftlichsten Angebots unter gleichen und nicht
    diskriminierenden Bedingungen ausgewählt werden, sowohl bei der Vergabe als auch bei der Ausführung des
    Auftrags
    ▶ In jedem Fall ergreift das Unternehmen unverzüglich Maßnahmen, wenn es durch interne
    Kontrollmechanismen oder andere Maßnahmen feststellt, dass das Verhalten von Dritten, die Waren oder Dienstleistungen an das Unternehmen liefern, gegen die Antikorruptions- und Beschaffungsverfahren des Unternehmens verstößt

    GEWÄHRLEISTUNG DER WIRKSAMKEIT DES VERHALTENSKODEXES
    ▶ Die Einhaltung der Bestimmungen des Verhaltenskodex beruht auf dem Selbstbewusstsein und dem
    Gewissen der Mitarbeiter des Unternehmens. Das Unternehmen unterstützt seine Mitarbeiter voll und ganz,
    die die Bestimmungen des Kodex in gutem Glauben einhalten, insbesondere wenn sie von außen unter Druck
    gesetzt werden, dagegen zu verstoßen.
    ▶ Wenn Mitarbeiter auf Verstöße aufmerksam werden oder den Verdacht haben, dass gegen den
    Verhaltenskodex und den Ethikkodex des Unternehmens verstoßen wurde, sollten sie ihren direkten
    Vorgesetzten um Rat fragen.
    ▶ Verstöße gegen den Kodex können zu offiziellen Sanktionen bis hin zur Entlassung führen.
    ▶ Wenn ein Mitarbeiter Fragen zum Verhaltenskodex hat, können die folgenden Schritte befolgt werden:

Politik des integrierten managementsystems

Yazan Sim içinde . Yayınlanan Belgeler, German

Die HEGELMANN Gruppe Unternehmen führen Transporte von Komplett- und Teilfrachten in West- und Osteuropa mit verschiedenen Transportmitteln durch und bieten Lagerdienstleistungen an.

 Unser Ziel: Der beste Anbieter von Transport- und Lagerdienstleistungen für unsere Kunden zu werden, weswegen wir permanent die Veränderungen auf dem Transportmarkt verfolgen und uns Bestens an diese anpassen, um unseren Kunden die geeignetsten Lösungen anbieten zu können sowie unseren Fuhrpark passend zu modernisieren. Unser Team ist immer bereit, die Wünsche der Kunden entgegenzunehmen und innerhalb kürzester Zeit entsprechende Lösungen anzubieten.

Um das Qualitäts-, Sicherheits-, Arbeitsrisiko- und Umweltverträglichkeitsmanagement von Güterverkehr- und Lagerdienstleistungen zu gewährleisten, hat die Geschäftsführung ein integriertes Managementsystem (MS) gemäß den Standards ISO 9001, ISO 14001 und ISO 45001, GMP+, IFS Logistics, GDP, SQAS implementiert.

STRATEGISCHE AUFGABEN & TÄTIGKEITSBEREICHE:

  • Ordnungsgemäße Aufrechterhaltung und kontinuierliche Verbesserung von Qualität, Umwelt-, Arbeits- und Gesundheitsschutz, Lebensmitteln, Medizinprodukten, Lebensmittel, Futtermitteln Managementsystemen sowie deren Integration in die Geschäftstätigkeit des Unternehmens als eines der wichtigsten Managementelemente;
  • Den Kunden Transport- und Lagerdienstleistungen anzubieten, die deren Bedürfnissen entsprechen;
  • Verbesserung von Monitoring und Management aller interner und externer Faktoren, Verbesserung der gebotenen Leistungen, Erweiterung des Umfangs;
  • Sorgfältige Bewertung der Dienstleister und Lieferanten sowie ein Unterhalten von beidseitig nützlichen Beziehungen zu diesen. Beobachtung und Kontrolle, wie sich Lieferanten und Subunternehmer an die vorgegebenen Anforderungen halten;
  • Einhaltung aller Anforderungen zu Umweltschutzaspekten, der gesetzlichen Bestimmungen und selbst übernommener Verpflichtungen zu Sicherheit und Gesundheit der Arbeitnehmer;
  • Vernünftige Nutzung der natürlichen Ressourcen und Energie, Reduzierung des Müllaufkommens und dessen verantwortungsvolle Entsorgung;
  • Förderung von Offenheit und einem Dialog mit interessierten Parteien unter Berücksichtigung der an diese gestellten Anforderungen;
  • Die Schulung und systematische Weiterbildung unserer Mitarbeiter, sie und andere im Namen der Gesellschaft tätige Personen zu mehr Verantwortungsbewusstsein für die Qualität der Arbeit, Gesundheit und Umweltschutz zu erziehen;
  • Sicherstellen von angemessenen und sicheren Arbeitsbedingungen sowie von sozialen Garantien;
  • Planung und Zuwendung der entsprechenden Mittel zum Erhalt und zur ständigen Verbesserung des integrierten Managementsystems;
  • Regelmäßige Bewertung der Effizienz des integrierten Managementsystems.

Die Firmenpolitik der HEGELMANN Gruppe ist den interessierten Parteien und allgemein zugänglich. Alle Mitarbeiter der Gesellschaften und Personen, die im Auftrag der Gesellschaften tätig sind, werden mit der Politik bekannt gemacht und sie müssen sich in ihrer Tätigkeit an diese Bestimmungen halten. Die Politik wird jährlich durchgesehen, damit sie immer angemessen und aktuell bleibt.

Datum 2022-07-12

İŞ ORTAKLARI İÇİN DAVRANIŞ KURALLARI

Yazan Sim içinde . Yayınlanan Belgeler, English

1. Amaç

Bu Davranış Kuralları, UAB Hegelmann Transporte’nin (bundan böyle “Hegelmann Transporte” olarak anılacaktır) iş ortaklarımız için, özellikle temel çalışma koşulları, insan hakları, çevreye özen gösterme ve iş dürüstlüğü ile ilgili olarak yürürlükteki yasa ve yönetmeliklere uyum alanındaki gerekliliklerini ve yol gösterici ilkelerini ana hatlarıyla belirtir.
İş ortakları terimi, Hegelmann Transporte’nin iş yaptığı herkesi, örneğin Hegelmann Transporte’ye mal ve/veya hizmet tedarik eden kuruluşları kapsar.

2. Temel İlkeler

Bu Davranış Kuralları, Uluslararası İnsan Hakları Beyannamesi, Uluslararası Çalışma Örgütü’nün sekiz temel sözleşmesi ve BM Çocuk Hakları Sözleşmesi’nin 32. Maddesi dahil olmak üzere uluslararası düzeyde ilan edilmiş insan haklarına dayanmaktadır. Buna ek olarak Hegelmann Transporte, insan hakları, çalışma, çevre ve yolsuzlukla mücadele konularında evrensel olarak kabul görmüş on ilkeye uyum sağlamayı taahhüt eden işletmeler için stratejik bir politika girişimi olan Birleşmiş Milletler Küresel İlkeler Sözleşmesi girişimini de desteklemektedir.

3. İş Ortaklarımızdan Beklentilerimiz

Hegelmann Transporte olarak, faaliyet gösterdiğimiz her yerde sorumlu iş yapmaya kararlıyız ve iş ortaklarımızdan da aynı düzeyde bağlılık bekliyoruz. İş ortaklarımızın bu Davranış Kurallarının ilkelerini çalışanlarına iletmekle kalmayıp, aynı zamanda çalışanlarının da bu ilkelere saygı göstermesini sağlamaları konusunda ısrar ediyoruz. Bunu yaparken, Hegelmann Transporte ile ilişkili herkesin dürüstlük, sorumluluk ve güven sergilemesini sağlamaya çalışıyoruz.
İş ortağımız olarak, siz ve çalışanlarınız – her zaman – bu Davranış Kurallarına veya benzer ilkelere, yürürlükteki tüm yasa ve yönetmeliklere ve tabii ki Hegelmann Transporte’ye karşı sözleşmeden doğan yükümlülüklerinize uymalısınız. Bir konunun hem bu Davranış Kuralları hem de yürürlükteki yasalar ve/veya Hegelmann Transporte ile yaptığınız sözleşme kapsamında olması halinde her zaman daha katı düzenlemeler geçerli olacaktır.
Tüm iş ortaklarımızdan aşağıdaki temel gerekliliklerin tümünü karşılamalarını ve bunların profesyonel ve sistematik bir şekilde yönetilmesini bekleriz.

4. Temel Çalışma Koşulları ve İnsan Hakları

Çalışanların bir şirketin en önemli kaynağı olduğuna inanıyoruz. Bu nedenle, iş ortaklarımızın insan haklarına saygı göstermesi ve uluslararası düzeyde ilan edilmiş ilkeler doğrultusunda çalışması konusunda ısrar ediyoruz.

4.1 Çocuk İşçiliği

İş ortakları her türlü çocuk işçiliğini önlemek için çalışmalıdır. Hiçbir koşul altında 15 yaşından (veya ulusal yasaların izin verdiği durumlarda 14 yaşından) veya 15 yaşından büyükse ülkenin yasal asgari yaşından küçük bir kişiye istihdam teklif edilmemelidir.

4.2 İstihdam Koşulları

İş ortaklarımız, çalışanlarının çalışma koşullarının yürürlükteki tüm yasal gerekliliklere uygun olduğunu garanti etmelidir. Buna ek olarak, her çalışan, kolayca anlayabileceği bir dilde, istihdam koşullarını belirten yazılı bilgi alma hakkına sahip olmalıdır

4.3 Çalışma Saatleri

Fazla mesai dahil ancak bununla sınırlı olmamak üzere çalışma saatleri ve iş ortağı çalışanları için dinlenme süreleri sağlama gereklilikleri her zaman yürürlükteki yasalara uygun olmalıdır. Hegelmann Transporte, Uluslararası Çalışma Örgütü’nün (ILO) gerekliliklerini destekler ve iş ortaklarımızı çalışma süresine ilişkin ilgili ILO standartlarına uymaya ve saygı göstermeye teşvik ederiz.

4.4 Sağlık ve Güvenlik

Güvenlik her zaman her türlü kararda en önemli faktörlerden biri olmalıdır, bu nedenle iş ortaklarımızdan en azından geçerli standartları ve yasal gereklilikleri karşılayan, ancak tercihen bunları aşan güvenli ve sağlıklı bir çalışma ortamı sağlamalarını ve sürdürmelerini bekliyoruz.

4.5 Zorla Çalıştırma

Hizmetlerimiz olan Hegelmann Transporte ile ilgili hiçbir şekilde zorla çalıştırma söz konusu olamaz. Bu nedenle, iş ortağımız, şekli ne olursa olsun, hiçbir durumda zorla çalıştırma kullanamaz. Zorla çalıştırma, borç esareti, insan ticareti ve diğer modern kölelik biçimlerini içerir.

4.6 Ücretler ve Yan Haklar

İş ortaklarımız, çalışanlarına yürürlükteki yasaların veya varsa toplu iş sözleşmelerinin gerektirdiğinden daha düşük ücret ve yan haklar ödeyemez. Ücretler ve yan haklar hakkındaki bilgiler, yürürlükteki yasalara uygun olarak tüm çalışanlara açık olmalıdır.

4.7 Örgütlenme Özgürlüğü

İş ortakları, yerel yasaların izin verdiği durumlarda, çalışanlarının işveren-çalışan ilişkisiyle ilgili yasal olarak dernek kurma, bu derneklere katılma veya bu derneklerden ayrılma ve toplu pazarlık yapma haklarına saygı göstermelidir. İş ortaklarımızı, çalışanlara misilleme, gözdağı veya taciz korkusu olmaksızın çalışma koşullarını yönetimle tartışma fırsatı verilmesini sağlamaya teşvik ediyoruz.

4.8 Ayrımcılık Yapmama ve Eşit Fırsatlar

İş ortaklarımız cinsiyet, ırk, etnik köken, din, yaş, engellilik, cinsel yönelim, milliyet, siyasi görüş, sendika üyeliği, sosyal geçmiş ve/veya yürürlükteki yasalar tarafından korunan diğer özelliklere dayalı herhangi bir ayrımcılık yapamaz. İş ortaklarının çalışanlarına saygı, haysiyet ve nezaket çerçevesinde davranmaları beklenmektedir.

5. Çevreye Önem Vermek

Bizim gibi iş ortaklarımızın da hammadde kullanımı da dahil olmak üzere faaliyetlerinin çevresel etkilerini azaltmak için sürekli çaba göstermelerini bekliyoruz. Ayrıca iş ortaklarımızdan ihtiyatlılık ilkesini uygulamalarını bekliyoruz. Bununla, belirli bir eylemin bir bireyin sağlığı, genel olarak toplum veya çevre üzerinde olumsuz bir etkisi olabileceğine inanmak için bir neden olduğunda ihtiyati tedbirlerin alınması gerektiğini kastediyoruz. İş ortaklarımız, yasalar, kurallar ve yönetmelikler tarafından öngörülen tüm geçerli çevresel gerekliliklere uyduklarından emin olmalıdır.

6. Ticari Dürüstlük

İş ortaklarımızdan işlerini etik ve en üst düzeyde dürüstlükle yürütmelerini bekleriz.
6.1 Yolsuzlukla Mücadele
Hiçbir iş ortağımız, çalışanları hiçbir şekilde rüşvet veya yolsuzluğa karışamaz veya bunlara müsamaha gösteremez. İş ortağımız olarak, Hegelmann Transporte dahil olmak üzere üçüncü bir tarafa, ister kamu ister özel olsun, iş almak veya işi elde tutmak amacıyla veya ayrıcalıklı muamele görmek için herhangi bir uygunsuz menfaat teklif edemez veya kabul edemezsiniz. Bu tür uygunsuz menfaatler arasında, bunlarla sınırlı olmamak üzere, parasal hediyeler, parasal krediler, keyifli geziler veya tatiller, lüks mallar, gizli komisyonlar, kolaylaştırma ödemeleri veya komisyonlar yer alabilir. Ayrıca iş ortaklarımızdan tüm raporlarının, kayıtlarının ve faturalarının doğru ve eksiksiz olmasını ve yanlış veya yanıltıcı bilgi içermemesini sağlamalarını bekleriz.

6.2 Çıkar Çatışması

İş ortaklarımızdan, Hegelmann Transporte’yi ilgilendiren veya etkileyen bir çıkar çatışması gibi görünen bir durum ortaya çıktığında bunu bize açıklamalarını bekleriz. Benzer şekilde, Hegelmann Transporte’nin herhangi bir çalışanının veya diğer temsilcisinin, iş ortaklarımızdan herhangi biriyle herhangi bir ilişkisi veya mali bağı varsa bunu bize açıklamasını bekleriz.

6.3 İhracat Kontrolü

Hegelmann Transporte, yürürlükteki ihracat kontrol yasalarına ve yönetmeliklerine tam olarak uymayı taahhüt eder ve iş ortaklarımızın da aynısını yapmasını bekleriz.

6.4 Adil Rekabet

İş ortaklarımız adil ticareti desteklemeli ve yürürlükteki tüm adil ticaret, reklam, rekabet ve antitröst yasalarına tam olarak uymalıdır. İş ortaklarımızdan adil bir şekilde rekabet etmelerini ve rekabeti engelleyen herhangi bir anlayış veya anlaşmaya asla girmemelerini bekliyoruz. Buna göre, bir iş ortağı olarak herhangi bir rakibinizle şu amaçlarla hiçbir şekilde taahhütte bulunmamanız gerekir: fiyatları, indirimleri veya satış koşullarını sabitlemek; veya pazarları, pazar paylarını, müşterileri veya bölgeleri bölmek. Ayrıca iş ortaklarımızdan, üçüncü taraflar aracılığıyla yapılsa bile, gizli veya hassas bilgileri rekabetçi bir şekilde paylaşmamalarını bekleriz. Hassas bilgiler arasında fiyatlar, fiyat değişikliklerinin zamanlaması, fiyat değişikliklerinin büyüklüğü, maliyetler, kar marjları, satış tahminleri, satış planları, satış bölgeleri, dağıtım uygulamaları, belirli müşterilere sunulan şartlar, kapasite kullanımı ve niyetleri, rekabetçi teklif planları veya stratejisi, fiyatlandırma ve pazarlama stratejileri, ürün planları ve pazar payları gibi şeyler yer alır. Bu aynı zamanda fuarlara veya ticaret birliği toplantılarına katılırken de geçerlidir.

6.5 Bilgi ve Fikri Mülkiyetin Korunması

İş ortakları fikri mülkiyet haklarına saygı göstermeli ve gizli bilgileri kötüye kullanım, hırsızlık, dolandırıcılık veya uygunsuz ifşaya karşı koruyarak muhafaza etmelidir.

7. Bu Davranış Kurallarını İhlal Etmenin Sonuçları

Hegelmann Transporte’ye mal veya hizmet sağlayan iş ortakları üzerinde herhangi bir zamanda denetim yapma hakkımız saklıdır. Önceden yazılı bildirimde bulunulacaktır. Talep edilmesi halinde, iş ortaklarımız ilgili tüm bilgileri sağlamak ve/veya denetim amacıyla bizim veya temsilcilerimizin tesislerine erişimine izin vermekle yükümlüdür. Ayrıca, denetim yapmak ve iş ortaklarımızın bu Davranış Kurallarına uymasını sağlamak için kendi seçtiğimiz bağımsız bir üçüncü tarafı atama hakkımızı da saklı tutarız. İşbirliği yapılmaması ve/veya Davranış Kurallarımızın ve/veya yürürlükteki yasaların ihlal edilmesi, söz konusu iş ortağıyla yapılan işlerin azalmasına ve nihayetinde Hegelmann Transporte ile olan iş ilişkisinin sona ermesine neden olabilir.

8. Bize Söyleyin

Hegelmann Transporte olarak, iş ortaklarımızı etik bir sorun veya şüpheli bir uyumsuzluk durumunda soru sormaya ve endişelerini dile getirmeye teşvik ediyoruz. Bu endişeler hak ettikleri ciddiyetle ele alınacak ve uygun şekilde soruşturulacaktır. Davranış Kurallarımızın ihlal edildiğini bildirmek isterseniz, lütfen sizin için uygun olan herhangi bir iletişim aracıyla bize bir rapor gönderin.

Tarih: 12.2022

*Lütfen çevirilerin size kolaylık sağlamak için otomatik olarak oluşturulduğunu ve doğru olmayabileceğini unutmayın. Doğru bilgi için orijinal dosyalara bakınız”.

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

Hegelmann Truck

Hegelmann Group is one of the most dynamically developing transport company in Europe

Yazan Sim içinde . Yayınlanan Şirket, Haber Merkezi Yorum yok Hegelmann Group is one of the most dynamically developing transport company in Europe

25 years ago, three brothers decided to set up a transport company, starting their business with two used tractor units. Today, Hegelmann Group is one of the most dynamically developing transport groups in Europe. Hegelmann Poland companies have been operating in Poland for 13 years.

Due to its location, our country has always played an important role in international trade and transport. It is no different in the context of the importance of Polish companies for the development of the entire Hegelmann Group. The scale of operations is evidenced by the fact that in Poland, over 1,000 office and service employees are employed to service the operations of the companies to deliver clients’ loads using their own 2100 trucks and over 1,500 semi-trailers.

Such a large team is needed to meet the requirements of our clients from various industries: automotive, food, chemical, FMCG, industrial production and factories, e-commerce, trade, electronics and pharmacy. These are only examples of the largest business groups with which Hegelmann cooperates throughout the European Union.

“- Each past year has presented us with difficult challenges. 2023 promises to be no different. However, I believe that thanks to our great team, business environment, our partners and business strategy, we are able to meet them. This year our group celebrates 25 years of existence, which coincides with the opening of one of our key investments in Poland – Hegelmann Hub in Żarska Wieś. I am glad that such a great jubilee will be marked in history by the opening of our modern transport base” – says Fedir Yurkevych, president of Hegelmann Poland.

An extensive base is being built in Żarska Wieś near Zgorzelec, which will provide services of a high standard, ensuring safe driving and comfortable rest for drivers. The Hegelmann Hub complex consists of office space, a hotel offering accommodation adapted to the needs of drivers, a workshop and vehicle diagnostic station, a paint shop, a car wash adapted to the dimensions of trucks and a warehouse for spare parts and tires.

Although finishing works are still underway in part of the facility, the company belonging to the group, HT Trucks & Parts, operating in this area, has opened its doors to Hegelmann trucks and other companies, not only cooperating with the company on a daily basis. All types of vehicles are serviced here, from passenger cars, through delivery vans to full service of trucks.

An equally important aspect as business growth is its quality expressed in activities related to sustainable development. Hegelmann Poland has 160 trucks powered by LNG and CNG in its fleet. Intermodal services are also being developed that reduce the carbon footprint, but at the same time are an interesting alternative for customers. In the case of taking care of the environment, it is also important that the Hegelmann Poland fleet operates tractors with an average age of 2-3 years, which is not without significance in the context of striving to reduce environmental pollution.

Hegelmann Group partners with carbon accounting specialists Emitwise to accelerate carbon neutral transition

Yazan Sim içinde . Yayınlanan Haber Merkezi, Sürdürülebilirlik Yorum yok Hegelmann Group partners with carbon accounting specialists Emitwise to accelerate carbon neutral transition

The multinational heavy asset carrier Hegelmann is working with Emitwise, the carbon accounting platform, to increase the accuracy of their emission data to enable carbon reduction.

Founded in 1998, the Hegelmann Group have offered a wide range of transport and logistics services for nearly 25 years, serving customers from practically every industry,engineering and manufacturing, pharma and healthcare, consumer and fresh food ,electronics and high value.

The sector, responsible for around 11% of global emissions, has increasingly been under pressure to reduce its carbon footprint.

In response, Hegelmann launched its Mission Green programme in 2021 to become carbon neutral by 2045. So far, its focus has been switching to renewable energy and transitioning its large fleet to greener options. 

Andreas Schmidt, CEO of Hegelmann Express GmbH, states, “Effective emissions monitoring in the transportation logistics industry not only increases accountability and transparency, but also allows businesses to identify areas for improvement and implement carbon-cutting strategies. The industry can work toward a more sustainable future and play an important role in mitigating the effects of climate change by tracking and adjusting emissions on a regular basis. It’s also phenomenal to be on this journey with Emitwise.”    

However, to accelerate their transition, Hegelmann needs accurate and transparent data to drive business decisions. Emitwise’s carbon accounting platform is renowned for its granular approach to calculating emissions across all three scopes. This level of accuracy substantiates the steps Hegelmann will take to achieve its low-carbon targets. 

“It’s fantastic to work with companies that understand the importance of digitalizing their carbon strategies,” states Mauro Cozzi, CEO and Co-founder of Emitwise. “Hegelmann has ambitious reduction targets, and they can only achieve the accuracy needed to make decisions and confidently take action through technology. Logistics sit at the heart of every global supply chain, and we’re thrilled that lowering Hegelmann’s emissions will significantly reduce those of their customers too.

For media enquiries, contact emitwise@thephagroup.com or marketing@hegelmann.com

About Hegelmann Group

Hegelmann Group is a leading European logistics and transportation company. Since its inception in 1998, the company has grown to operate in European countries and the United States in recent years., providing a variety of services such as road, intermodal, sea, and air freight, as well as warehousing and customs clearance. Hegelmann Group is known for providing high-quality services and innovative solutions to its clients’ changing needs. The company takes pride in its dedication to sustainability and lowering its carbon footprint through the use of environmentally friendly technologies and practices.

About Emitwise

Emitwise is the carbon management platform for manufacturing businesses and supply chains across industries to confidently understand, track and reduce their carbon footprint. Emitwise combines 100 years of carbon accounting experience and machine learning technology to accelerate the climate action of the third most carbon-intensive industry globally. By increasing the accuracy of scope 3 emissions, the platform empowers companies with complex manufacturing supply chains to make carbon-led business decisions that lower risk, increase profitability, and deliver ambitious climate action.

charging points

Hegelmann installs electric car charging stations

Yazan Sim içinde . Yayınlanan Haber Merkezi, Sürdürülebilirlik

4 new electric car charging stations with 8 access points have been installed in the parking lot of Hegelmann main office in Kaunas. UAB Hegelmann Transporte has received EUR 5,604.62 funding from the project “Privačių elektromobilių įkrovimo prieigų įrengimas” by Lithuanian Energy Agency announced invitation “Juridinių asmenų privačių elektromobilių įkrovimo prieigų įrengimas darbovietėse“.

The joint project was financed by Economic Revitalization and Resilience Enhancement Fund under the “Naujos kartos Lietuva” plan.

charging points

Sürdürülebilir Satın Alma Politikası

Yazan Sim içinde . Yayınlanan Belgeler, English

Hegelmann, “Tüm müşterilerimize değerli ürün ve hizmetler sunmak” şeklindeki Hegelmann Kurumsal Felsefesini sürdürmek için satın alma gelenek ve yöntemlerinde yenilikçi değişiklikler yaparak satın alma sürecini minimum maliyetle yürütecektir. Hegelmann, iş ortaklarımız olan dünyanın dört bir yanındaki yetkili tedarikçilerle işbirliği içinde satın alma sürecini gerçekleştirmeye ve sürdürmeye çalışacaktır.

Hegelmann, sürdürülebilir satın alma misyonumuzu günlük operasyonlarda yürütmek için aşağıdaki temel politikaları tanımlar.

1. KSS tedariki

Hegelmann yasalara ve sosyal normlara uyacak ve tüm yetkili tedarikçilerinden çevre koruma ve insan hakları da dahil olmak üzere sağlıklı bir işyeri için geçerli yasalara ve standartlara uymalarını isteyecektir.

2. Çıkar çatışmaları ve adil olmayan iş uygulamalarının önlenmesi

Hegelmann yetkilileri ve çalışanları veya onların aileleri, akrabaları tedarikçi yönetimine dahil olan bir tedarikçi ile tedarik sürecine dahil olmamalıdır.

Satın alma sürecine dahil olan Hegelmann yetkilileri ve çalışanları, sosyal olarak kabul edilebilir sınırların ötesinde herhangi bir hediye veya menfaat kabul etmemelidir.

3. Açık ve şeffaf süreçlere dahil olarak ekonomik rasyonelliği takip etmek

Hegelmann, açık rekabetçi ihale yöntemini kullanarak adil bir tedarikçi seçimi gerçekleştirecektir.

Hegelmann, dünyanın her yerindeki rekabetçi tedarikçilere her zaman fırsatlar sağlayacaktır.

Hegelmann, tedarikçilerin konsolidasyonunu ve satın alınan malların ve spesifikasyonların standardizasyonunu teşvik edecektir.

4. Ortaklık

Hegelmann ve tedarikçiler, maliyet tasarrufu ve kalite iyileştirme fırsatları için sürekli olarak birbirlerine önerilerde bulunacak ve danışacaktır.

Hegelmann ve tedarikçiler, tedarik zinciri ve bakımı için bir kriz yönetim sistemi kurmak üzere işbirliği yapacaktır.

Hegelmann ve tedarikçiler, yönetişimi güçlendirmek için elektronik işlemlerin, üç yönlü eşleşmenin (satın alma siparişleri, teslimat beyanı, fatura) ve iş verimliliğinin uygulanmasını teşvik edecektir.

Tarih: 12.2022

*Lütfen çevirilerin size kolaylık sağlamak için otomatik olarak oluşturulduğunu ve doğru olmayabileceğini unutmayın. Doğru bilgi için orijinal dosyalara bakınız”.
*Please note that translations are automatically generated for your convenience and may not be accurate. For accurate information refer to the original files”.

2000th MAN truck for Hegelmann Group

Yazan Sim içinde . Yayınlanan Filo, Haber Merkezi Yorum yok 2000th MAN truck for Hegelmann Group

The Hegelmann Group was able to take delivery of its 2000th truck from the Munich-based commercial vehicle manufacturer at Hauser Schloss on the MAN Truck & Bus factory premises. Another 680 vehicles will follow.

Click on the images to download them in full resolution
  • Hegelmann Group receives 2000th truck from MAN
  • Another 680 vehicles to follow in the next few months
  • Hegelmann Group specializes in time-critical deliveries for the automotive, heavy goods and food industries

The Hegelmann Group is an internationally active transport service provider. The family-run company offers cross-industry standard, special and express transports and specializes in time-critical deliveries for the automotive, heavy-duty and food industries. To this end, Hegelmann has a fleet of more than 5,000 vehicles and employs around 8,500 people.

The 2,000th truck from MAN Truck & Bus has now been handed over in Munich. The vehicles recently handed over are mainly MAN 18.510 4×2 tractor units. A further delivery of around 680 vehicles to Hegelmann will follow in the next few months.

“We are very pleased about the enormous order from the transport service provider Hegelmann as well as the huge number of vehicles delivered over the last few years. This is proof of the strong partnership as well as the reliability, profitability and great driver orientation of our vehicles”

Christoph Huber
Chairman of the Executive Board of MAN Truck & Bus Deutschland GmbH, during the handover of the 2000th vehicle.
Find out more on mantruckandbus.com

TuSimple Partners with Global Logistics Leader, Hegelmann Group

Yazan Sim içinde . Yayınlanan Dijitalleşme, Filo, Haber Merkezi Yorum yok TuSimple Partners with Global Logistics Leader, Hegelmann Group

SAN DIEGO, July 19, 2022 – TuSimple (Nasdaq: TSP), a global autonomous driving technology company, has announced its partnership with Hegelmann Group, a major European transport and logistics provider, that operates a fleet of over 5,000 vehicles, including an initial reservation of purpose-built SAE Level 4 (L4) Autonomous International® Trucks for operation in North America.  The trucks will be equipped with TuSimple’s advanced autonomous driving system and will be based on a world-class global vehicle platform developed by Navistar.

Hegelmann’s partnership with TuSimple signals the symbiotic path of both partners to offer innovative solutions that address the ongoing driver shortage while lowering greenhouse gas emissions and improving vehicle and environmental safety. Hegelmann’s reservation of factory-production units with TuSimple technology is a primary action in developing a new state-of-the-art logistics network in North America called the TuSimple Autonomous Freight Network (AFN). Early studies show that autonomous trucks in this type of network have the potential to reduce fuel consumption for middle mile transportation.

“TuSimple’s innovations will elevate our ability to compete and prosper in the North American market and are analogous to our stated objective to become a global logistics technology adopter,” said Andrew Jasinskas, Business Development Project Manager – Hegelmann USA. “Undoubtedly autonomous trucks with TuSimple technology are the future of transportation, and Hegelmann’s strategy is to likewise be a standard bearer for innovations that push safety and efficiency to the next era of logistics excellence.”

“We are pleased to add Hegelmann to our rapidly growing fleet partners who wish to adopt, integrate, and scale SAE L4 truck operation in the United States,” said Lee White, Vice President of Strategy. “Hegelmann chose TuSimple as their autonomous vehicle technology partner due to TuSimple’s leadership in the rapidly approaching full-commercialization of autonomous vehicles.”

TuSimple demonstrated its leadership with the industry’s first Driver Out (no human intervention or operator) runs in 2021 which the company plans to continue through 2022 as it prepares for full commercialization. TuSimple’s Driver Out pilot program is the product of a year and a half of work to co-develop a L4 autonomous Class 8 vehicle with Navistar to demonstrate the level of redundancy, reliability, consistency, and safety necessary to remove the driver from the truck.

By the end of 2023, TuSimple plans to carry paid freight operations in high-density freight lanes in the southern US. Driver-out runs have been critical in scaling autonomous trucking operations on the TuSimple Autonomous Freight Network. 

Videos of TuSimple’s Driver Out operations can be found [here].

TuSimple’s Safety Case for Driver Out operations can be found [here].

About Hegelmann Group
The Hegelmann Group was founded in 1998 in Germany. The company has established many branches and has become a transcontinental, international company on a professional high level. On the basis of more than 24 years of experience, owned fleet of more than 5000 transport units, and the resulting know-how, the company provides a wide range of logistic solutions where the customer can be on the pulse of the service. The company offers customers temperature-controlled transport, standard, special, intermodal and non-stop express transport, providing solutions for a wide spectrum of different requests. These include heavy-lift transports, transports of dangerous goods, transporting consolidated cargo, and grouped cargo. The Hegelmann Group never loses a focus on the environment and economy by enhancing sustainable growth and development step by step. Visit https://www.hegelmann.com for more information.

About TuSimple

TuSimple is a leader in global (SAE  Level 4) autonomous driving technology for long-haul heavy-duty trucks headquartered in San Diego, California, with operations in Arizona, Texas, Europe, and China. In 2021, TuSimple became the world’s first autonomous trucking company to successfully complete a fully autonomous, ‘driver out’ semi-truck run on open public roads without a human in the vehicle or any human intervention. The company also created the very first autonomous trucking lane in the U.S. TuSimple plans to scale its autonomous commercial freight operations on its TuSimple Autonomous Freight Network (AFN).  Visit us at www.tusimple.com.

SOURCE TuSimple Holdings, Inc.

Hegelmann promotes digitalisation with BPA Solutions

Yazan Sim içinde . Yayınlanan Dijitalleşme, Haber Merkezi Yorum yok Hegelmann promotes digitalisation with BPA Solutions

An important pillar of the Hegelmann Group is the digitalisation of our processes. Due to our broad portfolio of different services in the logistics sector, customised software solutions are essential for our operations.

Together with our new partner BPA Solutions, we are developing new software solutions that integrate seamlessly with our ERP and Microsoft teams. BPA Solutions has been offering individual software solutions for SharePoint and Microsoft Office since 2001. With the BPA Solution Builder, we can implement new projects faster and more reliably and further improve the user experience for our employees and our customers.

An important milestone was the document management for quality assurance. The focus here was on restructuring our processes towards incremental versioning of forms and other documents. Due to the constantly changing conditions in logistics, including legislative changes such as the introduction of the European Union’s mobility package, it is necessary to regularly adapt forms and processes to the new conditions. The document management developed by BPA Solutions also enables us to simplify approval processes between employees, supervisors and managing directors. This enables us to react confidently and quickly to changes and to optimise previous processes accordingly.

BPA Solutions also enables us to create e-learning quizzes and track employee results to simplify digital training and improve the learning experience.

The Swiss company offers a high level of flexibility and quality. Thanks to the integration with SharePoint, the new modules fit seamlessly into our existing business process. We will continue to work with BPA Solutions on similar projects in the future.

schnittstellenvermarktung

Hegelmann connects ERP with the TIMOCOM system

Yazan Sim içinde . Yayınlanan Dijitalleşme, Haber Merkezi Yorum yok Hegelmann connects ERP with the TIMOCOM system

Hegelmann Express GmbH relies on digital solutions to optimise its processes. An interface can save a lot of time in work processes, which means that employees can be deployed even more efficiently.

As an internationally active transport service provider, Hegelmann Express GmbH faces the challenge of meeting time-critical delivery times with every transport. Because in the transport of goods, all wheels must mesh smoothly so that goods reliably reach their destination. For this reason, and in order to fulfil the wishes of our customers even more efficiently, we constantly scrutinise and improve all processes along the supply chain. After all, time is money – and avoidable errors cause unnecessary costs. For this reason, we are always on the lookout for ways and means to streamline and optimise the workflow.

One challenge for us as a family-run company is to integrate various digital solutions into our own process landscape. To solve this problem, we have now intensified our cooperation with the FreightTech company TIMOCOM and the ERP provider ABONA.

You can find more information at www.timocom.de

Health Management

Yazan Sim içinde . Yayınlanan Career-Blog Yorum yok Health Management

Health management plays an important role in our companies philosophy. This involves not only physical health, but mental health as well. Our goal is to improve all aspects of health for our drivers and our employees in the service area.

To improve the communication of health related topics and to plan events and workshops regarding health, Hegelmann Group appointed Lisa Rothfuß, head of marketing Germany as a health manager. Together with her team she regularly organizes a variety of events and campaigns covering different aspects of health management at Hegelmann.

Covid 19 related shift to digital campaigns

Due to Corona, health campaigns had to be scaled back in 2020 and could not be carried out in person as they were in the previous year. This led to a change in how we provide materials and shifted us from in-person experiences towards digital campaigns to inform our employees about how to stay healthy. The campaigns involved tips in the area of healthy nutrition, physical and mental health and sports which were provided for employees. We also introduced new campaigns

World Health Day

For the World Health Day on April 07, 2021, a small throwback video was created for the employees, which included all past actions related to health management throughout the Group. It was intended to remind and motivate employees to always take care of their own health and bodies.

Mental Health Month

As part of the mental health month in May of 2021, the team organized four professional livestreams surrounding the topics of stress reduction, motivation, positive mind and meditation. The streams consisted of industry professionals that explained each topic and also provided the viewers with easy exercises they can do at home or on the road. The streams were public for everyone to watch and therefore also provide people outside of our company the opportunity to improve their well-being by watching the recordings of those coaching events.

Fit Like a Boss

To encourage our employees to practice healthy behaviors, “Fit Like a Boss” was launched by the Health Management Team. Every Monday, various tips or small exercises in the area of health were sprinkled to all employees and on social media. What are the benefits of nuts? How do I stretch my arms or legs? Why should I eat vegetarian once a week? How long should I sleep every day? And so on… The campaign ran from March to July.

Fit into the Winter

Autumn is the season for colds. To get our employees fit and healthy in the winter, weekly activities were organized in October and November. For this purpose, the Health Management team recorded various videos together with a yoga coach, which are very easy to follow. From yoga at work to a daily morning routine, there is something for everyone. The videos were edited and made available to employees as well as shared on social media. Other activities such as a smoothie day and the provision of a Health Drink with fresh ginger, honey and lemons in all office kitchens were also part of the Fit-into-the-winter campaign.

How H-Mann helps us to improve our office atmosphere

Yazan Sim içinde . Yayınlanan Career-Blog Yorum yok How H-Mann helps us to improve our office atmosphere

It is very important to maintain a good atmosphere between all employees: office workers, drivers and managers. Especially in a fast-paced industry such as logistics, it can become stressful when there is a high volume of orders or unexpected problems that need to be solved.
This makes creating good work atmosphere even more important since it can reduce stress and improve the mental and physical well-being of each employee.

The Birth of H-Mann

Born as an idea of the marketing team in Poland to create a brand hero representing our companies values, a superhero called H-Mann was an obvious choice given the perfectly fitting name of our company falling into a pattern with other famous superheros. This idea developed even further and evolved into a whole internal marketing campaign for our employees. An explainer video was created that is communicating the most important spects of H-Mann.

Engagement with employees

To allow people to identify with H-Mann, several communication methods were established. General information coming from H-Mann are delivered via our internal newsletter. With the first introduction of H-Mann, we also set up a dedicated e-mail-adress where employees can ask questions or just interact with H-Mann as if he would be a real person.

Social Media

The team also set up a socialmedia channel on Facebook. This channel is public to everyone and posts advice how to get a better atmosphere in the office with regular posts. This way, not only Hegelmann employees, but employees from other companies can profit from these posts. For employees that are not part of Facebook, the team also setup an e-mail account where employees can send their ideas and experiences or just ask questions in general. The e-mails are checked on a regular basis and each message is answered individually to ensure that the sender feels connected to H-Manns personality.

Respect

A very important aspect of H-Mann was communicating respect between people, even when someone is in a stress-full situation. This applies not only to the stress of themselves but also to situations where a co-worker might be stressed or angered. Employees get tips to calm them down and support them to have the best outcome for everyone in their department and the customer.
Defusing tricky situations
Another aspect of H-Mann is to train employees on how to defuse situations, where they are confronted with an unusual situation. This includes heated debates between colleagues and stressfull situations.

Training managers

In a 2-day workshop that was held online and internationally, managers were trained how to cope with stress, how to follow our companies values and how to be ambassadors of Goodwill. The project was started under the name “Goodwill Forwarders”.

H-Mann gets around

Thanks to life-size cardboard-cutouts of H-Mann, he is able to join employees in their offices and on events in all major locations of our group. Taking a photo with the cutout is very popular among employees and they also get very creative decorating H-Mann with jackets, halloween-costumes and more. H-Mann is always accompanied by a speech bubble where employees can put in statements on how they want to improve the atmosphere in their office. This way, every employee has the chance to give their own advice to other employees through H-Mann as a platform.

Project will be repeated yearly

The project will be done in cycles. Each year there will be a new campaign, but there will also be an evaluation of what impact the campaign has on employees and wheter they consider the atmosphere in their office as good or not.

Gender Equality

Yazan Sim içinde . Yayınlanan Career-Blog Yorum yok Gender Equality

The male/female ratio in our office staff had stabilized at around 50/50. Our dispatching department has a majority of male employees, whereas Accountancy and Human Resources has a majority of female employees. Female employees make up only 19% percent of our whole workforce; drivers make up roughly 80% percent of our total workforce, which is almost entirely male. Women currently make up 42% of all management positions, with the eventual goal of adapting the 50/50 split we already have in our office employees.

Diversity & Inclusion

Yazan Sim içinde . Yayınlanan Career-Blog Yorum yok Diversity & Inclusion

The Hegelmann Group’s diversity and inclusion process outlines fundamental criteria and defines the most significant guidelines for implementation and practices. All employees of the company are subject to the operation. All employees have access to the workflow via Intranet. Every person in the organization who suspects a breach of these processes must act quickly and correctly, informing the company’s managing director. The company provides an explicit promise of total confidentiality, data protection, and confidentiality to all candidates.

Inclusivity includes bringing together and effectively utilizing different forces and resources to meet the needs of current generations without risking future generations’ ability to meet their own needs.” By cultivating a culture of participation, respect, and connection, in which the diversity of ideas, backgrounds, and opinions is harnessed to generate business value and overall success, inclusion puts the concept and practice of diversity into action.

Hegelmann builds first service hub for truck drivers in Poland

Yazan Sim içinde . Yayınlanan Şirket, Genişleme , Haber Merkezi Yorum yok Hegelmann builds first service hub for truck drivers in Poland

On the 14th of July 2021, the foundation stone was laid in the construction site area: Siegfried Hegelmann and Anton Hegelmann, partners of the Hegelmann Group, were among those on site. (Photo: Hegelmann)
  • New hub is built near the border in the southwest of the country
  • Logistics company responds to mobility package requirements
  • Comprehensive service area for vehicles and drivers

Bruchsal/ Żarska Wieś (Poland), 16 July 2021 – The Hegelmann Group is building the first hub for truck drivers in Poland. The project, which is unique in the country, is being built in Żarska Wieś, in south-western Poland near the German border, on an area of just under twelve hectares. In addition to comprehensive service options for freight forwarders and vehicles, the operations centre also offers its own hotel and ample parking facilities. This is also the international transport and logistics company’s response to the increased requirements resulting from new EU regulations and the mobility package. So far, the investment has amounted to around 22 million euros. The opening of the complex, which will be successively expanded, is planned for mid-2022.

“With the hub, we are building an optimal service complex tailored to the needs of our drivers and employees. In addition, we are using it to support smaller haulage companies in meeting the requirements of the mobility package,” says Siegfried Hegelmann, shareholder of the Hegelmann Group. Hegelmann is the first company in the transport and logistics industry to set up an integrated operations centre in Poland. The site is divided into several zones: The approximately 7,000 square metre service area for trucks includes a workshop, a diagnostic facility, a paint shop and a truck wash. In addition, there is a spare parts and tyre warehouse of almost 6,000 square metres. “The entire range of services allows us to optimise repair times and ensure efficient operations,” says Hegelmann. In the future, another separate logistics complex and a storage centre are to be built here.

In addition to the company’s own office space, about 60 additional offices are available for external companies on the huge site. Also part of the expanded base is a hotel with over 750 beds. Drivers returning from European routes can spend their obligatory rest time there. Another advantage of the Hegelmann hub is the separate, high-quality commercial space set aside for business partners, freight forwarders and other transport companies. The generous parking areas around the offices, hotel, service areas and warehouses also provide space for 220 trucks and 450 cars. “The Hegelmann Hub in Poland is a transport base that is designed for optimal operation in many respects,” says Hegelmann.

The opening of the Hegelmann Hub Poland in mid-2022 will also have a positive impact on the region. The operations centre itself is expected to employ around 200 people. “Further jobs will be created by our business partners and other companies,” says Hegelmann.

For more information please contact us.

The Hegelmann Group expands into the USA

Yazan Sim içinde . Yayınlanan Şirket, Genişleme , Filo, Haber Merkezi Yorum yok The Hegelmann Group expands into the USA

The international transport and logistics company is launching its operations in North America as Hegelmann USA. The Chicago headquarters will start providing transport and logistics services at the beginning of January next year. An investment of around ten million euros in the growth of the new US branch is planned for the first three years. Hegelmann plans to open up further North and Central American markets in the future. The first target will be Canada. International growth is to be continued.

In the first year, at least 15 new jobs are to be created in the USA. The fleet will initially consist of ten standard trucks. Later, the fleet will be expanded with LNG or electricity-powered trucks. “We had already considered expanding into the US by the end of 2019. We want to become a global organisation that offers its services on the European, North American and Asian continents. We believe that by working hard and honestly, we can become a successful, ambitious and steadily growing player in the US and North American markets,” explains Andrew Jasinskas, Head of Business Development at Hegelmann Group, who is responsible for the US expansion.

Hegelmann already has links to the US market. “We offer logistics services for our American partners in Europe and are therefore already well connected,” says Jasinskas. Hegelmann plans to invest around two million euros in strategic growth and operations in the first year of expansion. Another eight million euros are to follow in the second and third years. Among other things, purchases of “dry van” trailers, thermal trailers, platforms, silos and car carrier trailers are planned. “We want to offer the same range of services in the USA as in Europe very quickly. We are a global and powerful company,” Jasinskas concludes.

Visit our US page

Hegelmann Group has acquired LNG-powered trucks

Yazan Sim içinde . Yayınlanan Filo, Haber Merkezi, Sürdürülebilirlik Yorum yok Hegelmann Group has acquired LNG-powered trucks

Hegelmann Group has acquired five LNG-powered trucks (liquefied natural gas). These trucks will not only reduce pollution, but also contribute to the effectiveness of the company’s activities. It is expected that by 2025 they will make up at least 20 percent of the company’s total vehicle fleet, which currently includes about 4,000 trucks.

As part of the moving towards ecology, the company also seeks to point out the issue of forests in Europe due to drought and climate change, and plans to plant 7,000 trees in Europe – as a number of employees of the Hegelmann Group.

Contact our dedicated team for more information: LNG@hegelmann.com

A LONG-TERM WAY TO BUILD SUSTAINABILITY

 

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