Our reporting system gives you the opportunity to report suspected or known actions and activities that could potentially lead to legal or ethical problems or violate applicable law or company policy. Reports may be made on a confidential and anonymous basis where required and permitted by law.

The reporting process is monitored by Stimulus GmbH (formerly Corrente AG), which receives the incoming reports and acts as a link between the reporter and Hela. In the case of a confidential report, the contact details and information on the identity of the reporter are processed exclusively by the provider of the whistleblowing system, Stimulus GmbH, and are not forwarded to Hela.

Here you can reach the Whistleblower system

Equality is very important to us - but in order not to limit the readability of our texts on this website and on other digital channels (Facebook, newsletter...), we use a masculine or feminine written form for personal words. Corresponding terms are to be understood in the sense of equality for all genders.

Hela Gewürzwerk Hermann Laue GmbH
(Status: August 2020)

Introduction

This policy is a binding guideline for all business activities of the employees of Hela Gewürzwerk Hermann Laue GmbH*, on the one hand for dealing with business partners and within the company with regard to the interaction between Hela employees**.

The aim is to strengthen the trust that our business partners have in us and to live up to the responsibility that we have towards both our business partners and our employees. This presupposes that we always comply with the law and are reliable partners. Only in this way can we secure our competitiveness, employment and economic success in the long term.

In particular, Hela respects and supports compliance with internationally recognized human rights. Hela strictly observes human rights in accordance with the UN Charter of Human Rights (Universal Declaration of Human Rights, General Assembly Resolution 217 A (III) of December 10, 1948).

Hela also guarantees compliance with the conventions of the International Labor Organization (ILO). The conventions on forced and compulsory labor of 1930 (Convention 29 of the ILO) and on the abolition of forced labor of 1957 (Convention 105 of the ILO) are expressly observed. Hela also observes the relevant regulations on the prohibition of child labor. The conventions on the minimum age for admission to employment of 1973 (Convention 138 of the ILO) and on the prohibition and immediate action for the elimination of the worst forms of child labor of 1999 (Convention 182 of the ILO) are complied with.

Please regard this Code of Conduct as a guideline that sets binding principles and minimum standards for all employees at Hela. Managers in particular have a special role model function in complying with the guideline.
   

* hereinafter referred to as "Hela".
** The use of female endings (e.g. employees) has been deliberately omitted in this guideline solely to improve readability - this naturally also includes our female employees and colleagues.

Table of contents

1. dealing with employees and business partners
2. combating corruption and white-collar crime
a) Contributions
b) Donations and sponsoring
c) Conduct towards authorities and public officials
3. avoidance of conflicts of interest
a) Conflicts of interest due to secondary employment
b) Potential conflicts of interest due to shareholdings
c) Avoidance of conflicts of interest in contracts with related parties
4. acting in accordance with these guidelines
5th contact person
6. ethics hotline
7. final provisions

1. dealing with employees and business partners

All Hela employees and business partners must be treated fairly and their rights and privacy must be respected.

Different treatment of persons on the basis of origin, gender, race, religion, disability, age or sexual identity, which is not justified on objective and factual grounds, must be ruled out.

Hela does not tolerate any form of bullying in the workplace. Please note that signs of bullying, such as harassment, defamatory or unworthy treatment and spreading rumors, will not be tolerated by Hela.

Hela strongly condemns any form of sexual harassment in the workplace and any related discrimination.

As a family business, a family atmosphere is of particular importance to Hela. For Hela, family togetherness means an approach that is characterized by trust, consistency, tolerance, respect, openness and courtesy.
Through clear communication, realistic expectations and feedback opportunities, we strive for fair interaction with one another. In a pleasant working environment, our employees can play to their individual strengths and contribute to Hela's success. Flat hierarchies help us to react flexibly and quickly to market conditions.
Our customers benefit from the Hela crew. For this reason, Hela promotes a high degree of social competence, a sense of community and responsibility.
Processes and working methods are openly discussed and optimized at Hela. A wide range of ideas and perspectives help us to continuously improve the quality of our work and thus ensure Hela's long-term success. In doing so, we are guided by the phrase "Whoever stops wanting to improve has stopped being good."

Furthermore, every employee has the right and the duty to report violations of the rules of conduct to the HR department or their line manager.

2. combating corruption and white-collar crime

Hela does not tolerate corruption and other white-collar crime and actively opposes all conceivable forms of behavior in this context. Everything necessary is done to uncover corruption and related criminal acts and to prosecute them without distinction of person.

Corruption involves the misuse of a special position of trust or entrusted power in order to obtain a material or immaterial advantage for oneself or a third party to which there is no legitimate claim. This type of behavior (bribery, corruptibility, accepting and granting advantages) harms the economy and Hela in particular. It can have serious consequences under criminal law.

a) Contributions

Hela awards contracts and obtains them exclusively in compliance with legal requirements and in fair competition.

Business partners, in particular suppliers, must therefore be selected solely on the basis of fair competition and taking into account the parameters of price, quality and suitability of performance. No inducements (cash, non-cash assets, non-cash benefits or other tangible or intangible benefits) may be demanded if there is no legal entitlement to them.

Please note that these impermissible benefits also include invitations to events, admission tickets and discounts, unless these are directed at all Hela employees or large parts of the workforce. Smaller occasional gifts, hospitality or other benefits may only be accepted within the framework of generally accepted business practices and only if they are not likely to give the impression of being able to influence business decisions.

Please note that invitations by business partners to events (e.g. sporting/cultural events or seminars) and business meals are only permissible if the occasion, type, frequency and scope of the invitation are customary for business and if the invitation is made voluntarily and within an appropriate framework.

If you receive benefits that violate this policy, the benefits must be returned; if this is not possible or inappropriate, please consult your line manager on how to proceed. In cases of doubt, also with regard to the value of the benefits, please discuss the matter with your line manager for a decision.

What applies to benefits for Hela employees also applies vice versa for activities towards business partners and third parties.

b) Donations and sponsoring

All donations and sponsoring measures by Hela can only be made to non-profit organizations and associations or projects and their sponsors.

In principle, donations may only be made if they are not granted to recipients in which the respective employee or their relatives have a financial interest or are otherwise involved or otherwise receive indirect benefits.

Donations require the prior approval of the respective managing director, regardless of the amount of the donation. They must always be documented and made transparent in an appropriate manner.

c) Conduct towards authorities and public officials

In the case of holders of political office and representatives of authorities or public institutions (so-called public officials), stricter requirements apply with regard to benefits - they may not be offered benefits or other advantages, either directly or indirectly.

Even small tokens of appreciation or repeated meals together can be criminally relevant for public officials.

Against this background, any benefits that are to be given to public officials in justified exceptional cases must always be clarified with your superior in advance.

3. avoidance of conflicts of interest

To avoid conflicts of interest for employees and the associated disadvantages for Hela, business and private interests must be kept strictly separate. Please note that business connections and contacts may not be used for your own benefit or for the benefit of others.

a) Conflicts of interest due to secondary employment

Hela welcomes employees who are involved in public or charitable institutions, in associations, in public functions at local or supra-regional level and in voluntary work. However, it goes without saying that such commitments must not jeopardize the fulfillment of the employee's contractual obligations and must be compatible with their respective position in the company. In cases of doubt, prior consultation with your line manager or the HR department is advisable.

Working for a competitor or business partner of Hela is generally not permitted in order to avoid any conflicts of interest.

Employees are obliged to notify the HR department of any paid secondary employment and require approval. This approval can be refused or revoked if there are indications that the activity may impair the fulfillment of contractual obligations or violate legal obligations.

b) Potential conflicts of interest due to shareholdings

Capital investments by Hela employees in other companies that operate in the direct business environment of Hela are only permitted with the prior approval of the management.

This does not apply to shareholdings in public limited companies as a small shareholder or in mutual funds with broad investment diversification. The Management Board must be notified of existing shareholdings that are subject to approval.

c) Avoidance of conflicts of interest in contracts with related parties

Contracts that employees conclude on behalf of Hela with related parties (e.g. spouses, cohabiting partners, own children, parents, siblings, nieces or nephews) require the prior approval of the line manager. This also applies if such contracts are to be terminated or amended.

Please note that the approval requirement also applies to contracts you are responsible for with companies in which persons close to you are also responsible.

4. acting in accordance with these guidelines

Every employee is personally called upon to act in accordance with this policy and to be aware of his or her own responsibilities.

In particular, managers have a duty to set a good example in complying with the guideline. They must implement this Code of Conduct in their day-to-day business and bring it to life.

Any indications of deviations from this Code of Conduct must be taken seriously and will be investigated.

Any employee who violates the provisions of this Code of Conduct must expect that the legally possible sanctions will be taken. This applies in particular with regard to consequences under labor law.

5th contact person

If you have any questions about this Code of Conduct or are unsure about the correct behavior in individual cases, please speak to your direct line manager or the next higher manager. Alternatively, please contact the Ethics Officer, Mr. Dirk Meyercordt.

You can also contact your works council.

6. ethics hotline

You can also use our ethics hotline to anonymously report suspected or known actions and activities that could potentially lead to legal or ethical problems or violate applicable law or company guidelines. Access to this hotline is available to the aforementioned Hela Ethics Officer, who will carry out investigations following a report and inform the management accordingly.

You can reach our ethics hotline on +49 (0)4102 496-444.

7. final provisions

Insofar as the employment contract or special guidelines contain further provisions, these shall remain valid. The provisions of the respective employment contracts shall otherwise continue to apply. Relevant company, collectively agreed and statutory regulations must be complied with.