ERZI-Flock-Technik GmbH & Co.KG recognises that it has social responsibilities. All those involved in the procurement process as intermediaries between their own company and providers in the various procurement markets have a responsibility towards their own company, towards customers and suppliers, towards the environment and towards society.
Above all, ERZI bases its actions and those of its employees on the values of integrity and fairness.
The ERZI Code of Conduct is a voluntary code that is intended to reinforce our interest in fair, sustainable, responsible and ethical operating principles.
The ERZI Code of Conduct applies to ERZI, our Management and all of our employees and serves as the basis for all our company's business relationships.
The ethical guidelines described in the ERZI Code of Conduct are based in particular on the principles of the UN Global Compact (appendix), the ILO Conventions, the United Nations Universal Declaration of Human Rights, the UN Convention on the Rights of the Child and on the elimination of any form of discrimination against women as well as on the OECD Guidelines for Multinational Enterprises. Sections II to V below constitute the minimum standards and are intended to prevent situations that could jeopardise the integrity of our company and our employees.
ERZI observes the principles of the Global Compact and its management practices are aimed at achieving the goals of those principles.
II General principles, laws and statutes
ERZI is committed to fulfilling its social responsibilities in all corporate activities.
In all of its business dealings and decisions, ERZI is committed to complying with the relevant legislation and with any other applicable regulations in the countries where it operates. Business partners must be treated fairly. ERZI honours its contracts while taking account of changes in the legal framework.
III 1. Corruption, competition law, forced labour and child labour
When dealing with business partners (customers or suppliers) and government institutions, the interests of the company and the private interests of employees on both sides are kept strictly separate. Dealings and (purchasing) decisions must not, therefore, be influenced by extraneous considerations or personal interests.
The applicable anti-corruption legislation must be adhered to. Principles to be observed include:
Criminal acts relating to public officials
It is not permitted for ERZI or its employees to grant personal benefits (in particular of a monetary nature such as payments and loans, including the giving of gifts over a period of time) to public officials (such as civil servants or public service employees) with the aim of securing benefits for the company, for oneself or for third parties.
Criminal acts in the course of business
Personal, non-cash benefits in return for preferential treatment in business relationships must not be offered, promised, granted or condoned. Similarly, personal benefits of monetary value must not be requested or accepted in dealings with business partners.
ERZI has enjoined its employees not to seek any such benefits.
Management and employees of ERZI may not, in the course of business, offer, promise, request, grant or accept gifts, payments, invitations or services that are granted with the intention of influencing a business relationship in an inadmissible manner or that risk jeopardising the business partner's professional independence. This does not generally apply to gifts and invitations that are within the scope of business hospitality, custom and courtesy.
ERZI may issue binding guidelines on the giving and receiving of gifts and invitations to business entertainment and events. This may specify exceptions with regard to appropriate low-value and token gifts, reasonable business meals and events provided by the company itself or by its business partners (customers or suppliers). The guidelines must be communicated transparently within ERZI and to existing and potential business partners (publication).
ERZI will provide the name of a contact person for situations where ERZI employees find themselves with a conflict of interests or if they are unsure whether a conflict of interest exists or could arise.
(b) Conduct towards competitors (Competition Law)
ERZI respects fair competition. Therefore, ERZI complies with the laws that protect and promote competition, in particular the applicable antitrust laws and other laws regulating competition.
In dealing with competitors, these laws prohibit, in particular, agreements and other activities aimed at influencing prices or conditions, dividing up sales territories or customers and using improper means to interfere with free and open competition. Furthermore, these laws prohibit agreements between customers and suppliers restricting customers' freedom to determine autonomously their prices and other conditions when reselling goods (determination of prices and conditions).
In view of the fact that the distinction between prohibited cartels and inadmissible cooperation can be problematic, ERZI gives a named person for its employees to contact in cases of doubt.
(c) Forced labour
ERZI rejects any form of forced labour.
(d) Child labour
ERZI complies with United Nations regulations on human rights and rights of the child. In particular, ERZI undertakes to comply with the Convention on the Minimum Age for Admission to Employment (Convention 138 of the International Labour Organisation) and the Convention on the Prohibition and Immediate Action for the Elimination of the Worst Forms of Child Labour (Convention 182 of the International Labour Organisation). If national child labour legislation sets stricter standards, this takes precedence.
III 2. Principles of social responsibility
(a) Human rights
ERZI respects and supports compliance with internationally recognised human rights law.
ERZI undertakes to combat all forms of discrimination under the prevailing laws and regulations. This relates in particular to discrimination against employees based on their gender, race, disability, ethnic or cultural origin, religion or other belief, age or sexual orientation.
(c) Health and safety
ERZI guarantees health and safety in the workplace in accordance with national regulations. ERZI is committed to a continuous improvement of the working environment.
(d) Fair working conditions
ERZI respects its employees' right to freedom of association under the prevailing laws and regulations.
(e) Environmental protection
ERZI is committed to the goal of sustainable environmental protection for present and future generations. All environmental legislation must be complied with. ERZI encourages environmentally-aware behaviour on the part of its employees.
(f) Trade secrets
ERZI requires its employees to observe company/trade secrets. Confidential information and confidential documents may not be passed on to third parties without authorisation or made accessible in any other way. An exception to this is if permission has been granted or the information is publicly available.
ERZI will convey the principles of this Code of Conduct to its direct suppliers, promote compliance with the content of the Code of Conduct among its suppliers wherever possible and call upon them to adhere to the Code of Conduct. ERZI further recommends that its suppliers in turn call upon their suppliers to adhere to the Code of Conduct.
ERZI undertakes to make its employees aware of the content of this Code of Conduct and the obligations arising from it.
ERZI undertakes, in particular, to develop and, if necessary, adapt its guidelines and processes to ensure that the company complies with the principles of this Code of Conduct.
On request, ERZI will provide the name of the contact person for this Code of Conduct, who can provide reliable information on how to comply with it. ERZI has taken appropriate organisational precautions to ensure that this Code of Conduct is adhered to by the company and its management. This is achieved, in particular, by introducing and maintaining appropriate controls and plausibility checks.
Reutlingen, May 2021
ERZI – Code of Conduct
APPENDIX / Extract
United Nations Global Compact
The ten principles
The ten principles of the Global Compact are based on a worldwide consensus that is derived from:
- The Universal Declaration of Human Rights
- The International Labour Organisation's Declaration on Fundamental Principles and Rights at Work
- The Rio Declaration on Environment and Development
- The United Nations Convention Against Corruption
The UN Global Compact requires companies to embrace, support and put into practice – within their sphere of influence – a set of core values in the areas of human rights, labour standards, environmental protection and the fight against corruption:
Principle 1: Businesses should support and respect international human rights within
their sphere of influence and
Principle 2: make sure they are not complicit in human rights abuses.
Principle 3: Businesses should uphold freedom of association and the effective recognition of the right to collective bargaining in addition to arguing for
Principle 4: the elimination of all forms of forced labour,
Principle 5: the abolition of child labour and
Principle 6: the elimination of discrimination in respect of employment and occupation.
Principle 7: Businesses should take a precautionary approach with regard to environmental problems,
Principle 8: undertake initiatives to promote greater environmental responsibility and
Principle 9: encourage the development and diffusion of environmentally friendly technologies.
Fight against corruption
Principle 10: Businesses should work against corruption in all its forms, including extortion and bribery.