1. 目的

本行为准则概述了 UAB Hegelmann Transporte（以下简称 “Hegelmann Transporte”）对我们的商业伙伴在遵守适用法律和法规方面的要求和指导原则，特别是在以下方面：基本工作条件、人权、爱护环境和商业诚信。
业务伙伴一词涵盖了与赫格尔曼运输公司有业务往来的任何人，例如，向赫格尔曼运输公司提供货物和/或服务的组织。

2. 基本原则

本行为准则以国际公认的人权为基础，包括《国际人权宪章》、国际劳工组织的八个核心公约和联合国《儿童权利公约》第32条。除此之外，黑格尔曼运输公司还支持联合国全球契约倡议，这是一项针对企业的战略政策倡议，承诺与人权、劳工、环境和反腐败等十项普遍接受的原则保持一致。

3. 我们对商业伙伴的期望

在黑格尔曼运输公司，无论我们在哪里经营，我们都致力于负责任的经营，我们也依靠我们的商业伙伴做出同样的承诺。我们坚持认为，我们的商业伙伴不仅要向他们的员工传达本行为准则的原则，而且要确保他们的员工尊重这些原则。通过这样做，我们力求确保与赫格曼运输公司有关的每个人都能表现出诚信、责任和信任。
作为我们的商业伙伴，您和您的员工必须–在任何时候–遵守本行为准则或类似的原则，遵守所有适用的法律和法规，不用说，还要遵守您对 Hegelmann Transporte 的合同义务。如果本行为准则以及适用法律和/或您与 Hegelmann Transporte 签订的合同中涉及到某一主题，则应始终适用更严格的规定。
我们希望我们所有的商业伙伴都能满足以下所有的基本要求，并希望他们能得到专业和系统的管理。

4. 基本工作条件和人权

我们坚信，员工是公司最重要的资源。这就是为什么我们坚持要求我们的商业伙伴尊重并按照国际上宣布的人权原则工作。

4.1 童工

商业伙伴应努力防止一切形式的童工。在任何情况下，都不应向15岁以下（或在国家法律允许的情况下，14岁）或高于15岁的国家法定最低年龄的人提供就业。

4.2 雇佣条款

我们的商业伙伴必须保证其雇员的工作条件符合所有适用的法律要求。此外，每个员工都应有权获得书面信息，用他们容易理解的语言来说明他们的就业条件。

4.3 工作时间

业务伙伴员工的工作时间，包括但不限于加班，以及提供休息时间的要求，必须始终遵守适用法律。Hegelmann Transporte支持国际劳工组织（ILO）的要求，我们鼓励我们的商业伙伴遵守和尊重ILO关于工作时间的相关标准。

4.4 健康和安全

安全应该始终是任何决策中最重要的因素之一，这就是为什么我们希望我们的商业伙伴能够提供并维持一个安全和健康的工作环境，至少要达到，最好是超过适用的标准和法律要求。

4.5 强迫劳动

不能有任何与Hegelmann Transporte、我们的服务有关的强迫劳动。因此，我们的商业伙伴在任何情况下都不得使用强迫劳动，无论其形式如何。强迫劳动包括债役、贩运和其他形式的现代奴隶制。

4.6 工资和福利

我们的业务伙伴支付给员工的工资和福利不得低于适用法律或集体劳动协议（如适用）的要求。有关工资和福利的信息必须根据适用法律向所有员工提供。

4.7 结社自由

在当地法律允许的情况下，商业伙伴应尊重其员工合法组建、加入或退出与雇主-雇员关系相关的协会和集体谈判的权利。我们鼓励我们的商业伙伴确保员工有机会与管理层讨论他们的工作条件，而不必担心遭到报复、恐吓或骚扰。

4.8 不歧视和平等机会

我们的商业伙伴不得从事任何形式的基于性别、种族、民族、宗教、年龄、残疾、性取向、国籍、政治观点、工会关系、社会背景和/或受适用法律保护的其他特征的歧视。业务伙伴应以尊重、尊严和普通礼貌对待其员工。

5. 爱护环境

和我们一样，我们希望我们的商业伙伴不断努力减少其业务对环境的影响，包括对原材料的处理。我们还希望我们的商业伙伴能够应用预防原则。我们的意思是，只要有理由相信某项行动可能对个人健康、社会整体或环境产生负面影响，就应该采取预防措施。我们的商业伙伴必须确保他们遵守法律、法规和条例规定的所有适用的环境要求。

6. 商业诚信

我们期望我们的商业伙伴以道德和最大的诚信来开展业务。
6.1 反腐败
我们的业务伙伴及其雇员都不得参与或容忍任何形式的贿赂或腐败。作为我们的商业伙伴，您不得向第三方（包括 Hegelmann Transporte）提供或接受任何形式的不正当利益，无论是公共的还是私人的，目的是为了获得或保留业务或获得优惠待遇。这种不正当利益可能包括但不限于货币礼物、货币贷款、旅游或度假、奢侈品、隐蔽的佣金、好处费或回扣。我们还希望我们的商业伙伴能够确保他们的所有报告、记录和发票都是准确和完整的，并且不包含任何虚假或误导性的信息。

6.2 利益冲突

我们希望我们的商业伙伴在出现涉及或影响 Hegelmann Transporte 的利益冲突的情况时向我们披露。同样，我们希望 Hegelmann Transporte 的任何员工或其他代表向我们披露他们与我们任何商业伙伴的关系或财务关系。

6.3 出口控制

Hegelmann Transporte 致力于完全遵守适用的出口管制法律和法规，我们希望我们的业务伙伴也能这样做。

6.4 公平竞争

我们的商业伙伴必须支持公平商业，并完全遵守所有适用的公平贸易、广告、竞争和反垄断法。我们希望我们的商业伙伴能够公平竞争，绝不达成任何阻碍竞争的谅解或协议。因此，这意味着作为商业伙伴，你不应该以任何方式与任何竞争者承诺：固定价格、折扣或销售条款；或分割市场、市场份额、客户或地区。我们还希望我们的商业伙伴不要在竞争中交换机密或敏感信息，即使是通过第三方进行。敏感信息包括诸如价格、价格变化的时间、价格变化的幅度、成本、利润率、销售预测、销售计划、销售区域、分销惯例、提供给特定客户的条款、产能利用率和意向、竞争性投标计划或策略、定价和营销策略、产品计划和市场份额。这也适用于参加展览会或贸易协会会议时。

6.5 保护信息和知识产权

商业伙伴必须尊重知识产权，保护机密信息，防止滥用、盗窃、欺诈或不当披露。

7. 违反本行为准则的后果

我们保留在任何时候对向赫格曼运输公司提供商品或服务的商业伙伴进行审计的权利。我们将提前提供书面通知。如果被要求，我们的商业伙伴有义务提供所有相关信息和/或允许我们或我们的代表为审计目的进入他们的场所。我们也保留任命我们选择的独立第三方进行审计的权利，以确保我们的商业伙伴遵守本行为准则。缺乏合作和/或违反我们的行为准则和/或适用法律的行为可能会导致与该合作伙伴的业务减少，并最终终止与赫格尔曼运输公司的业务关系。

8. 告诉我们

在 Hegelmann Transporte，我们鼓励我们的商业伙伴在出现道德问题或涉嫌违规的情况下，提出问题和关注。我们将以应有的严肃态度对待这些问题，并进行适当调查。如果你想报告违反我们行为准则的情况，请通过任何适合你的通讯方式向我们提交报告。

日期：12.2022

*请注意，翻译是为方便您而自动生成的，可能并不准确。如需准确信息，请参考原始文件”。

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

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.

尊重人权是赫格曼集团的一个基本价值观。我们根据《国际人权法案》、《国际劳工组织关于工作中基本原则和权利的宣言》以及《联合国企业与人权指导原则》，尽一切努力尊重和促进人权。这是我们与员工、价值链上的人以及我们经营所在的社区关系的重点，也是我们人权政策的基础。

黑格尔曼的人权政策与我们的道德准则、商业和环境政策相一致，涵盖了多样性、环境、健康和安全以及员工关系。Hegelmann 致力于遵守所有人都应受到尊重的原则。

社区和利益相关者

在我们的人权政策中，以下各方被视为利益相关者，其中包括：股东、员工、社区/邻居、承包商、生产商/供应商/供货商、政府和适用的工会。

我们意识到，我们工作的社区是我们的一部分，每个地方都有一些相互联系的 “社区”。赫格曼致力于与那些和我们一样欣赏诚实、公正和尊重所有人的利益相关者合作。在适当的时候，我们与我们的社区就对他们有意义的人权相关问题进行互动。我们希望通过对话确保我们在经营公司时关注、记录并考虑他们的观点。我们认为，通常最好的办法是在当地处理当地的问题。

对人权的尊重

赫格曼认识到维护和促进员工的基本人权的重要性，根据以下计划和政策进行运作：

促进一个没有歧视和骚扰的工作场所。

禁止使用童工、强迫劳动和人口贩运。

根据当地法律，提供公平和公正的工资、福利和其他就业条件。

提供安全的工作条件。

承认员工的结社自由权利。

强迫劳动和人口贩运

赫格曼公司不会参与其业务中涉及使用奴隶或非自愿劳动的任何部分，包括债务奴役或人口贩运，无论是债役、监狱、军事、强制或契约龙。

歧视和骚扰

我们相信，每一位员工都有权享受公平的工作环境，并受到尊重。赫格曼禁止基于年龄、种族、肤色、宗教、性别、国籍、婚姻状况、残疾、公民身份、性取向、性别认同或表达、服兵役以及任何其他受法律保护的特征的歧视。

每个人都有权在没有恐吓或恐惧的情况下工作。赫格曼的立场从入职第一天就已经明确：我们不容忍虐待行为或骚扰。我们期望员工报告那些使他们难以履行职责的情况。我们的程序明确禁止对表达关切的员工进行报复，并为需要指导或解决方案的员工提供正式渠道。我们控制我们的业务运作方式，使工人感到受到公平对待和尊重。

多样性和包容性

赫格曼公司致力于成为一个建立在多元化和包容性劳动力基础上的高绩效公司。个人和团队都在努力结合各种能力、偏好和观点来追求共同的目标。我们希望员工能够进行公开和诚实的沟通，接受他人的差异，乐于交谈，并假设他人的最佳意图。

童工

在任何情况下，都不允许17岁以下的人为无辜者工作。我们也禁止雇用任何低于法定最低就业年龄（法律适用）或必须完成义务教育的年龄的人。不应使用任何手段来剥削儿童。不允许未成年工人从事危险工作或上夜班。为保证这一政策的执行，在雇用任何人之前，应进行彻底的年龄核实检查。如果发现雇用儿童，必须制定策略，强调儿童的需求，让他们继续接受优质教育，直到他们不再被视为儿童。

结社自由

我们尊重员工加入、组建或不加入工会的权利，而不必担心遭到报复、恐吓或骚扰。如果员工有法律认可的工会代表，我们致力于与他们自由选择的代表建立建设性的对话。公司致力于与这些代表进行真诚的谈判。

我们的经验表明，公开的沟通和一个员工可以表达他们的关切、评论和想法的地方，会导致运营、产品、流程和安全的改善，这将支持包括员工在内的所有利益相关者的持续增长和繁荣。

工作场所安全

赫格曼公司致力于维护一个没有暴力、骚扰、恐吓和其他由于内部和外部威胁造成的不安全或破坏性状况的工作场所。

工作场所安全

赫格曼公司禁止暴力、骚扰、恐吓和其他因内部或外部威胁而造成的不安全或破坏性状况。

工作时间、工资和福利

相对于行业和当地劳动力市场，赫格尔曼为员工提供有竞争力的报酬。我们完全遵守适用的工资、工时、加班和福利法律。

对员工的指导和报告

我们努力创造工作场所，使所有员工之间公开和诚实的沟通得到重视和尊重。公司致力于在我们运营的地方遵守适用的劳动和就业法律。此外，我们努力实现员工的充分参与，作为我们共同成功的基础；努力创造一种倡导尊重和包容的文化；提供有竞争力的工资和福利；并实施明确的健康和安全做法。

任何员工如果认为本政策的语言与他或她工作的地方的法律、习俗和惯例之间存在或已经存在冲突，或对本政策有疑问，或想秘密报告可能违反本政策的行为，应向他或她的直接经理、当地管理层、人力资源部或公司管理层提出这些问题和关切，或通过黑格尔曼的匿名报告功能提出。

日期：12.2022

*请注意，翻译是为方便您而自动生成的，可能并不准确。如需准确信息，请参考原始文件”。

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

Hegelmann 将通过创新的采购习惯和方法，以最低的成本执行采购流程，以追求 Hegelmann 的企业理念，即 “为所有客户提供有价值的产品和服务”。Hegelmann 将努力实现并继续与作为我们业务伙伴的全球授权供应商合作开展采购工作。

为了在日常运营中执行我们的可持续采购任务，赫格尔曼确定了以下基本政策。

1. 企业社会责任采购

Hegelmann 应遵守法律和社会规范，并要求所有授权供应商遵守适用的法律和标准，以实现健康的工作场所，包括环境保护和人权。

2. 利益冲突和防止不公平的商业行为

Hegelmann 的官员和员工或其家人不得参与供应商的采购过程，因为其亲属参与了供应商的管理。

参与采购过程的赫格曼官员和员工不得接受任何超出社会可接受范围的礼物或利益。

3. 通过参与公开和透明的过程，追求经济的合理性

Hegelmann 应通过利用公开竞争性招标来执行公平的供应商选择。

Hegelmann 应始终向世界各地有竞争力的供应商提供机会。

Hegelmann 应促进供应商的整合以及采购货物和规格的标准化。

4. 伙伴关系

Hegelmann 和供应商应不断提出建议并相互协商，以获得节约成本和提高质量的机会。

Hegelmann 和供应商应合作，为供应链及其维护建立一个危机管理系统。

Hegelmann 和供应商应推动实施电子交易、三方匹配（采购订单、交货单、发票）和业务效率，以加强管理。

日期：12.2022

*请注意，翻译是为方便您而自动生成的，可能并不准确。如需准确信息，请参考原始文件”。

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