Tchibo Company's Code of Conduct for Social Responsibility in Factory Audits - Tchibo Factory Audit Consulting Special

Tchibo Company's Code of Conduct for Social Responsibility in Factory Audits - Tchibo Factory Audit Consulting Special

As a standard condition of doing business with Tchibo, we require our business partners (suppliers, their manufacturers and subcontractors) to respect and protect at least the following basic rights of their employees, regardless of whether they are directly employed by us or have signed an employment contract.

1 Forced Labour The employment relationship is a freely chosen one. Business partners shall not employ any form of forced, bonded, slave or other type of unfree labour. Workers shall not be persons whose personal freedom of movement is restricted by law. Tchibo specifically prohibits the use of prisoners in the production of its products. ILO Conventions 29 and 105 apply.

2 Child labour Child labour shall not be used. The minimum age for admission to employment shall not be less than the age for completion of compulsory education and in any case shall not be less than 15 years (or 14 years if national law so permits, in accordance with ILO Convention 138). National regulations on the protection of young employees shall be observed. ILO Conventions 79, 138, 142, 182 and ILO Recommendation 146 shall apply.

3 Discrimination We shall ensure that all employees are treated fairly and have equal opportunities. We shall not tolerate discrimination against employees based on their gender, age, religion, ethnicity, race, social background, disability, place of origin, nationality, membership of a labour organization (including trade unions), political affiliation, sexual orientation or any other personal characteristics. ILO Conventions 100, 111 and 159 shall apply.

4 Disciplinary Measures Employees shall be treated with respect. Any physical, mental, sexual and verbal harassment and abuse, as well as any other form of coercion, shall be prohibited. Disciplinary measures shall comply with the provisions of national laws and internationally recognized human rights standards. Employees who file complaints under this Code and/or applicable national/international laws shall not be subject to any form of punishment or retaliation.

5 Employment Contracts Business Partners must enter into written employment contracts with their employees. The employment contract should contain at least the following: the employee’s name and photo, date and place of birth, home address, job position, start date of the employment relationship, working hours, compensation and benefits, probation period (if applicable), vacation rights, detailed provisions for termination of the employment relationship (by the employee or employer), employee and employer signatures and the date of signature. For contract work, Business Partners should ensure that contractors comply with the above requirements.

6 Remuneration Employees shall receive a standard weekly wage that is at least the minimum rate set by law or industry, whichever is higher. If the statutory minimum wage does not provide a level sufficient to cover the employees’ living expenses and leave some discretionary income, Business Partners shall endeavor to pay wages that meet this level. Employees shall receive at least all statutory benefits. All overtime work shall be paid at the higher rate of statutory or industry standards, whichever is higher. No deductions from wages shall be made for disciplinary purposes. Business Partners shall inform employees in detail of the composition of their wages, including deductions and benefits, in a form that is easily understandable to them. ILO Conventions 26 and 131 apply.

7 Working hours Working hours shall be in accordance with local laws and industry standards, whichever is more stringent. In no case shall workers be required to work more than 48 hours per week on a regular basis. Overtime work shall be voluntary, shall not exceed 12 hours per week and shall not be required to work on a regular basis. Workers shall be entitled to at least one day’s rest after six consecutive days of work. ILO Conventions 1 and 14 apply.

8 Working Conditions and Health & Safety The workplace must not endanger the health and safety of employees. Business partners shall provide a safe and hygienic working environment and promote occupational health and safety measures to prevent accidents and injuries in the course of work or in the operation of the employer's work facilities. Workers shall be regularly informed of these health and safety measures and procedures and trained on them. The same principle also applies to all social facilities and employee accommodation facilities provided by the employer, if any. ILO Convention 155 and ILO Recommendation 164 apply.

9 Freedom of Association and Collective Bargaining Workers shall have the right to freely form or join labour organizations, including trade unions, and to bargain collectively. Where the right to freedom of association and collective bargaining is restricted by law, workers shall be allowed to use similar means to achieve the purpose of independent free association and bargaining. Workers' representatives shall not be discriminated against and shall be provided with free access to the workplace to ensure that they can exercise their rights in a legal and safe manner. ILO Conventions 87, 98, 135 and ILO Recommendation 143 shall apply.

10 Management Measures The social standards set forth in this Code shall be confirmed by the management of the Business Partner and incorporated into the company's policies. Business Partners shall inform their employees of the content of this Code and applicable national/international laws in a manner that is easily understandable to them. Contractual arrangements of a purely labor-based nature, false apprenticeship programs or similar measures shall not be used to circumvent their obligations under this Code and/or national/international laws. In order to meet all requirements set forth in this Code and national/international laws, the employer shall have at least a minimum series of management functions with designated personnel responsible for handling matters such as human resources/employment, legal requirements, occupational health and safety, production planning, and other key aspects of the production process. Business Partners shall maintain appropriate records to demonstrate compliance with this Code and national/international laws. Grievance Procedure Employees have the right to inform Tchibo and/or any independent third party of any violation of the Code and/or applicable laws. Employees and third parties may contact Tchibo at any time.