WANZL | CODE OF CONDUCT FOR SUPPLIERS AND BUSINESS PARTNERS Code of conduct for suppliers and business partners Wanzl has set out a code of conduct for its co- workers, which governs the fundamental practices when dealing with co-workers, customers, business partners, the environment and society. We have set ourselves the benchmark of rendering all services in connection with our final product in accordance with the principles set out in this code of conduct. For this reason, we also expect our business partners and suppliers to adhere to the ideals that we practise. We kindly ask that you acknowledge the points listed below and confirm that they are implemented in your company, insofar as this arises as a result of your business operations. Compliance with laws Compliance with all national laws and regulations is the top priority in our business activities. This also applies to all international laws and regulations where required by the business activities. Human rights In the Universal Declaration of Human Rights of 10 December 1948, the United Nations made a clear commitment to human rights. These shall be fully respected. Working conditions Employee welfare is an important concern for Wanzl. To guarantee this, the following points are of key importance: – Any form of discrimination based on gender, age, skin colour, ethnic background, sexual orientation, disability, religion or ideology shall not be tolerated. This applies both to the recruitment of employees and to continuous operations. – The specific statutory provisions for the employment of minors must be strictly observed. Child labour shall not be accepted. – The valid regulations concerning working hours must be observed. – Remuneration of co-workers and other benefits for co-workers are fair and meet the applicable legal requirements as well as the requirements under individual and collective labour law as a minimum, especially with regard to the minimum wage. – Any form of forced labour is prohibited. In particular, this includes retention of part of an employee’s salary or documents. – Furthermore, corporal punishment, coercion, verbal abuse and the like are prohibited. – Employees are free to join workers’ representation bodies or other unions. Occupational safety and health protection The provision of safe and healthy working conditions for co-workers is ensured. To this end, a health and safety organisation exists, whose task it is to deter- mine and implement measures to monitor and improve working conditions. The applicable laws and regulations in the relevant country shall be observed. Protection of employees’ health and safety Risks (in particular chemical, physical, mechanical and biological risks) are identified and measures are taken to guarantee the protection of employees at their place of work and in the available infrastructure. Operation and maintenance of equipment The procedures and means necessary to ensure safe operation and appropriate maintenance of the equip- ment (production, supply etc.) are in place. Emergency management Emergency situations are identified and assessed. All necessary measures are taken to minimise their impact, both at the site itself and off-site, by means of appropriate emergency plans. 2
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