Präambel
Our company is committed to respecting, protecting and promoting fundamental labor and human rights. This policy forms the basis of our commitment to ensuring fair and ethical working conditions and respect for human dignity in all our business activities.
I. Non-discrimination and equal opportunities
This document is intended to ensure that our company provides a work environment that is free from discrimination and ensures equal opportunities for all employees. This policy applies to all employees, regardless of their position, gender, age, ethnic origin, religion, sexual orientation, disability or any other characteristics protected by the Equality Act.
1. Principles of non-discrimination and equal opportunities
Our company is committed to promoting and supporting the principles of non-discrimination and equal opportunities in all areas of working life. Discrimination of any kind will not be tolerated. All employees have the right to equal opportunities and treatment, regardless of personal characteristics.
2. Prohibition of discrimination
It is prohibited to discriminate against employees based on their personal characteristics. This includes discrimination in hiring, promotion, pay, training, working conditions, termination or other employment decisions. Discrimination can be both obvious and subtle and includes harassment or bullying.
3. Promoting equal opportunities
Our company is committed to promoting equal opportunities and ensuring that all employees have equal opportunities for professional development and training. Hiring, promotion, training and development decisions should be based solely on professional qualifications, performance and skills.
4. Awareness and training
In order to prevent discrimination and promote equal opportunities, regular training and awareness-raising measures are carried out for all employees. These trainings are intended to raise awareness of discrimination and its effects and to ensure that all employees understand and respect the principles of equal opportunity.
5. Complaints Procedure
Our company ensures that all employees have access to a fair and confidential complaints procedure to report discrimination or unequal treatment. Complaints are taken seriously and treated confidentially. No retaliation will be taken against any employee who files a complaint.
6. Management responsibility
Management has a special responsibility to ensure that the principles of non-discrimination and equal opportunities are adhered to within the company. Management should act as a role model and ensure that all employees know and understand the policy. It should also ensure that complaints are dealt with appropriately and measures are taken to prevent discrimination.
7. Monitoring and Evaluation
Our company will regularly review and evaluate the effectiveness of this policy to ensure that it is being implemented appropriately. Feedback from employees is collected and measures to improve non-discrimination and equal opportunities are taken if necessary.
This Non-Discrimination and Equal Opportunities Policy is intended to be made available to all employees and serves as the basis for our commitment to an inclusive and equitable work environment. Every employee is required to adhere to this policy and to actively contribute to promoting equal opportunities.
II. Working Conditions Policy
The Working Conditions Policy serves to ensure a pleasant and safe working environment for all employees in our company. It is intended to help promote the health, well-being and motivation of employees and thus increase the productivity and quality of our work.
1. Working time regulations:
1.1 Regular working hours are 40 hours per week, from Monday to Friday.
1.2 Overtime may only be worked in exceptional cases and with prior approval from superiors.
1.3 Flexible working time models and home office arrangements can be used after consultation with superiors, provided the operational requirements are met.
2. Break regulations:
2.1 Every employee has the right to appropriate breaks during working hours.
2.2 The break regulation depends on the individual working hours and the legal requirements as well as further regulations from the employment contract.
3. Workplace design:
3.1 Every workplace is ergonomically designed to promote the health and well-being of employees.
3.2 Employees have the right to appropriate work equipment and technical equipment in order to be able to carry out their tasks efficiently.
3.3 Regular workplace safety reviews are carried out to identify and eliminate potential hazards.
4. Work clothing and personal protective equipment:
4.1 Employees who work in areas where special clothing or personal protective equipment is required will receive this free of charge from the company.
4.2 Employees are obliged to wear and properly use the work clothing and personal protective equipment provided.
5. Health promotion:
5.1 The company attaches great importance to the health and well-being of its employees.
5.2 Health campaigns, training courses and workshops are regularly offered to inform employees about healthy lifestyles and how to deal with stress.
5.3 Ergonomic workplace design and the promotion of movement in the workplace are actively supported.
6. Holiday regulations:
6.1 Every employee is entitled to paid annual leave in accordance with statutory provisions.
6.2 Holiday planning is carried out in consultation with superiors to ensure that operational requirements are met.
7. Further training and development:
7.1 The company promotes the professional training and development of its employees.
7.2 Training courses, seminars and further education measures are regularly offered to expand the professional skills and knowledge of employees.
7.3 Employees have the right to individual development plans and career discussions.
8. Equal treatment and protection against discrimination:
8.1 The company is committed to treating all employees equally, regardless of gender, age, origin, religion or sexual orientation.
8.2 Discrimination, bullying and harassment of any kind will not be tolerated and may result in disciplinary action.
9. Communication and feedback:
9.1 Open and transparent communication is encouraged to enable the exchange of information and ideas.
9.2 Employees have the right to freely express their opinions and concerns and should receive regular feedback from superiors.
9.3 Constructive criticism and suggestions for improvement are welcomed and taken seriously.
10. Legal Compliance:
10.1 The company undertakes to comply with all applicable labor regulations, laws and regulations.
10.2 Violations of this policy or applicable law may result in disciplinary action.
This Working Conditions Policy is binding and applies to all employees of our company. It can be updated and adjusted as necessary to meet changing needs.
III. Employment contracts and pay
This guideline for employment contracts and pay serves as a guide for ComLine GmbH. It sets out the basic rules and standards to be followed when hiring employees and paying salaries.
1. Employment contracts
1.1 Types of contracts
In principle, fixed-term or permanent employment contracts are concluded with employees. The type of contract is determined depending on the needs and position of the employee.
1.2 Contract contents
The employment contracts contain the following information:
– Name and address of the company and the employee
– Start and duration of the employment relationship
– Working hours
– Job description
– Compensation and benefits
– Holiday regulations
– Notice periods and conditions
– Privacy Policy
– Other relevant agreements
1.3 Probationary period
A probationary period of a maximum of six months is agreed upon, during which both the employer and the employee can end the employment relationship without observing a notice period. During the probationary period, the same rights and obligations apply as in the regular employment relationship.
2. Payment
2.1 Salary structure
The salary structure depends on the position, qualifications, area of responsibility and experience of the employee. There is a salary system that takes appropriate account of the employee’s performance and contribution to the company’s success.
2.2 Salary payment
Salaries are paid monthly in advance. The exact payment method and timing are specified in the employment contract.
2.3 Continued payment of wages in the event of illness
In accordance with legal requirements, employees are granted continued payment of wages in the event of illness. The exact regulations and periods are set out in the employment contract or in the applicable legal regulations.
3. Additional services
3.1 Vacation
Employees are entitled to a set number of vacation days each year. The exact regulations are set out in the employment contract, but at least include the legal requirements.
3.2 Social benefits
The company offers its employees various social benefits. These are listed in the employee brochure “ComLine loves you” and are given to every employee when they are hired. Social benefits are constantly reviewed and renewed. The company currently offers employees, for example, half a day off on their birthdays, special leave and financial benefits for their own wedding and the birth of their own child, a kindergarten subsidy, financial benefits for anniversaries (10 and 25 years), capital formation benefits, company pension scheme, Support with further training and free drinks during working hours in the office (coffee, tea and a selection of soft drinks).
4. Other provisions
4.1 Confidentiality and data protection
Employees are obliged to maintain confidentiality about all confidential company information during and after termination of the employment relationship. Adequate measures are taken to protect personal data in order to comply with legal data protection requirements.
4.2 Termination
The termination of the employment relationship is based on the legal provisions and the notice periods specified in the employment contract. Both the employer and the employee have the right to terminate the employment relationship subject to the respective notice period.
IV. Child and forced labor
ComLine GmbH is committed to adhering to the highest ethical standards and respecting human rights in all of our business activities. We are firmly against child labor and forced labor and strive to ensure that our supply chains are free from such practices. This policy serves as a guide for all employees and business partners to ensure we meet our obligations.
1. Definitions
a) Child labor: Child labor refers to any form of work carried out by children below the legal minimum age or below the age intended for completing compulsory schooling. Excepted from this are temporary “holiday jobs” within the scope of the legal requirements. b) Forced Labor: Forced labor refers to any form of work or service performed against a person’s will under the threat of punishment or coercion.
2. Prohibition of child and forced labor
a) We expressly prohibit any form of child labor and forced labor in our company and in our supply chain.
b) We ensure that all employees are informed of the prohibition policy and understand that violations of this policy may result in disciplinary action, including termination of employment.
c) We expect our business partners and suppliers to also adhere to the same standards and not to allow child or forced labor in their operations or supply chains.
3. Supplier relationships
a) We regularly inform our suppliers to ensure that they do not allow child or forced labor in their operations or supply chains.
b) We prefer suppliers who demonstrably act responsibly and are actively committed to combating child and forced labor.
c) We reserve the right to terminate or cease doing business with any supplier who violates our policy.
4. Training and awareness raising
a) We ensure that all employees are informed about the risks and effects of child labor and forced labor.
b) We offer regular training to raise awareness of child labor and forced labor and to train employees in recognizing and reporting violations.
5. Review and Reporting
a) We carry out regular reviews to ensure that our internal commitments to prohibiting child labor and forced labor are being met.
b) We encourage employees and business partners to report violations of this policy and will ensure that such reports are treated confidentially.
V. Freedom of Expression Policy
This Freedom of Expression Policy was developed to ensure that all ComLine GmbH employees have the freedom to express their opinions and share ideas, while at the same time maintaining company values, the company’s good reputation and legal regulations. This policy applies to all employees, regardless of their hierarchy level or position within the company.
1. Principles of freedom of expression
1.1 Respectful communication
All employees have the right to express their opinions freely, as long as they do so in a respectful and professional manner. Insulting, discriminatory or defamatory statements are not permitted and may lead to disciplinary action.
1.2 Confidentiality and data protection
Freedom of expression should not result in the disclosure of confidential or proprietary information of the company or its employees. It is important that all employees protect confidential information and not publish information that violates privacy policies or confidentiality agreements.
1.3 Sense of responsibility
Freedom of expression should be exercised with a high degree of responsibility. Employees should ensure that their opinions are based on well-founded facts and not on rumors or unfounded assumptions. It is important that all employees express their opinions in a way that does not damage the company’s reputation.
2. Internal communication
2.1 Open communication culture
The company promotes an open communication culture in which employees are encouraged to share their opinions and contribute ideas.
2.2 Feedback and discussion
Employees are invited to give constructive feedback and take part in discussions. The company encourages open dialogue based on mutual respect and the pursuit of common goals.
3. External communication
3.1 Social media and online platforms
Employees have the right to express their opinions on social media and other online platforms. However, it is important that they make it clear that they are expressing their personal opinions and not speaking on behalf of the company. No confidential information or information that could damage the company’s reputation should be published.
3.2 Media contacts
When contacted by the media to express their opinion on certain topics, employees should make it clear that they are expressing their personal opinion and not speaking on behalf of the company. It is important that they do not reveal confidential information and do not damage the company’s reputation.
4. Disciplinary action
Violations of this policy may result in disciplinary action ranging from a verbal warning to termination.
5. Training and awareness
The company will conduct regular training and awareness-raising activities to ensure that all employees are informed about their rights and responsibilities related to freedom of expression. These trainings will also serve to emphasize the importance of respectful communication and protecting confidential information.
6. Conclusion
This freedom of expression policy is intended to ensure that all employees of ComLine GmbH can express their opinions freely, while at the same time maintaining the company’s values, the company’s good reputation and legal provisions. It is important that all employees understand and respect this policy in order to promote an open and constructive communication culture within the company.
VI. Workplace Health and Safety Policy
This Health and Safety at Work Policy is intended to ensure the health and safety of all employees and others associated with the company. It applies to all areas of the company and is intended to ensure that all applicable laws and regulations are adhered to.
1. Responsibilities
1.1 Management
Management is responsible for implementing and complying with this policy. It ensures that all necessary resources are available to ensure health and safety in the workplace. The management is responsible for carrying out regular reviews and making improvements if necessary.
1.2 Managers
Managers are responsible for ensuring that all employees are informed about the applicable health and safety guidelines. You must ensure that all employees are appropriately trained and receive the necessary protective equipment.
1.3 Employees
Every employee has the responsibility to comply with applicable health and safety guidelines. They must keep their work environment safe, report potential hazards and actively participate in implementing safety measures.
2. Risk assessment
It is necessary to carry out regular risk assessments to identify potential hazards and take appropriate measures to minimize or eliminate them. The results of risk assessments should be documented and reviewed regularly.
3. Training
All employees must receive regular training on health and safety procedures. New employees should receive a comprehensive introduction to the applicable guidelines before starting their work. Training should also be provided when new procedures or technologies are introduced.
4. Personal Protective Equipment (PPE)
If the risk assessment shows that certain tasks require the wearing of PPE, all employees must be provided with and use appropriate PPE. PPE should be checked regularly and replaced if necessary.
5. Emergency plans
It is important that appropriate emergency plans are put in place for all possible emergency situations. These plans should be discussed and practiced regularly with employees in order to be able to react appropriately in an emergency.
6. Health promotion
The company should take measures to promote the health and well-being of employees. This can include, for example, stress management programs, healthy eating or sporting activities.
7. Review and improvement
This policy should be reviewed regularly and updated as necessary. Management should ensure that all employees are informed of changes. When accidents or incidents occur, appropriate measures should be taken to prevent similar incidents in the future.
VII. Guidelines for training and further education
This training and further education policy was developed to ensure that all ComLine GmbH employees have the opportunity to expand their skills and knowledge and advance their professional development. The company recognizes that continuous training and further education of its employees is crucial to the success and competitiveness of the company.
1. Goals of training and further education
The training and further education has the following goals:
– Improving the professional skills and knowledge of employees.
– Promoting the personal and professional development of employees.
– Ensuring continuous adaptation to new technologies and changes in the industry.
– Increasing employee satisfaction and loyalty.
– Ensuring high quality of the company’s products and services.
2. Responsibilities
2.1 Management:
– Management is responsible for determining the company’s training and development goals and strategies.
– It ensures that sufficient resources are made available for the implementation of training and further education measures.
– It monitors the effectiveness of training and further education measures and adjusts them if necessary.
2.2 Human Resources Department:
– The human resources department is responsible for planning, organizing and coordinating training and further education measures.
– She identifies the training and further education needs of employees in close cooperation with department heads.
– It ensures the selection of suitable training and further education providers and monitors the quality of the training.
2.3 Managers:
– Managers are responsible for identifying the training and further education needs of their employees.
– They support their employees in taking part in training and further education measures.
– They promote a learning culture and give their employees regular feedback.
3. Training
3.1 Training positions:
– The company offers apprenticeships in various professional fields to enable young people to receive qualified training.
– The selection of trainees is based on aptitude tests and interviews.
3.2 Training plan:
– Each trainee receives an individual training plan that contains the skills, knowledge and tasks to be learned.
– The training plan is regularly reviewed and adjusted.
3.3 Training support:
– Every trainee has a trainer as a contact person who accompanies and supports them throughout the entire training period.
– The trainers are qualified and regularly take part in further training courses.
4. Further training
4.1 Further training measures:
– The company offers further training measures, such as: B. Training courses, seminars and workshops.
– The selection of further training measures is carried out in coordination with the employees and department heads.
4.2 Financial support:
– The company financially supports employees in taking part in further training measures, provided these are relevant to their professional development.
– Financial support is provided on the basis of an individual agreement.
5. Evaluation
– The effectiveness of the training and further education measures is regularly evaluated to ensure that the set goals are achieved.
– The evaluation is carried out through feedback from the participants, performance assessments and the comparison of previous and current performance standards.
This training and further education policy serves as a guide for ComLine GmbH to ensure that all employees have the opportunity to expand their skills and knowledge and advance their professional development. It is reviewed regularly and adjusted as necessary to meet the changing needs of the business.
VIII. Supply Chain and Partner Policy
The aim of this policy is to ensure that all ComLine GmbH suppliers and partners adhere to the highest standards of ethics, sustainability and quality. This policy serves as a guide for all stakeholders to ensure that the supply chain is transparent, accountable and efficient.
1. Ethics and Integrity:
1.1. All suppliers and partners must adhere to ethical principles and not engage in illegal or unethical practices.
1.2. Corruption, bribery and unfair business practices are strictly prohibited.
1.3. Compliance with all applicable laws and regulations is mandatory.
2. Working conditions:
2.1. All suppliers and partners must ensure that their working conditions meet national and international standards.
2.2. Child labor and forced labor are unacceptable.
2.3. Employee pay must be fair and appropriate.
2.4. Discrimination in any form is prohibited.
3. Environmental protection:
3.1. All suppliers and partners must commit to environmentally friendly practices.
3.2. Compliance with all applicable environmental laws and regulations is mandatory.
3.3. Measures should be taken to reduce waste, energy consumption and greenhouse gas emissions.
3.4. The promotion of recycling and reuse should be encouraged.
4. Quality assurance:
4.1. All suppliers and partners must ensure that their products and services meet the agreed quality standards.
4.2. Regular quality checks and controls should be carried out.
4.3. Customer feedback and complaints should be taken seriously and addressed appropriately.
5. Supply Chain Transparency:
The origin of the materials and the production conditions should be traceable.
6. Supplier evaluation and selection:
When selecting suppliers and partners, ethical, sustainable and qualitative criteria should be taken into account.
7. Training and communication:
7.1. All suppliers and partners should be informed of the requirements of this policy.
7.2. Training and workshops can be offered to promote awareness of ethics, sustainability and quality.
8. Contractual conditions:
8.1. All suppliers and partners should enshrine compliance with this policy in their contracts.
8.2. Contracts should also contain clauses for termination of cooperation in the event of non-compliance with this policy.
This Supply Chain and Partner Policy is intended to serve as a basis for collaboration with suppliers and partners. It is important that everyone involved understands and adheres to this policy. The Company reserves the right to take action, including termination of cooperation, for non-compliance with this policy.
IX. Responsibility of the management level
Company leaders are responsible for ensuring that this policy is implemented in all areas. They serve as role models for ethical behavior and promote a corporate culture based on respect and integrity.
This Labor and Human Rights Policy forms the basis for our pursuit of social responsibility and sustainable business operations. It serves as a framework for our actions and our commitment to fair and ethical working conditions and the protection of human rights.