Policy Description - International

Asset Publisher

Putzmeister: Code of Conduct India

Putzmeister Code of Conduct 2015

 

 

Foreword from management

Putzmeister is a worldwide operating company and attaches great importance to action and behaviour which are legitimate and guided by ethical basic principles and binding standards of conduct. This code  is  used  as  a  binding  guideline  for  all  employees  to  act  with  integrity.  It  is  binding  for  all employees1 of the Putzmeister Group and is applicable worldwide in business dealings with third parties, when dealing with the general public, but also for the daily interaction within the Group. The principles contained therein serve as guiding principles and should shape the thinking and action of our employees and are also aimed at our business partners.

Putzmeister’s  management  exerts  a  role  model  vis-á-vis  the  employees  and  promotes  the developments of the standards set. All employees are also requested to adhere to the applicable and legal regulations in their work environment for their field of activity and to observe the standards of conduct stipulated below, as well as to act responsibly, with consideration and integrity, and fairly, both for themselves, as well as on behalf of Putzmeister.

 

We stand by our employees as contact persons within the meaning of lived and open communication policy at any time.

 

PUTZMEISTER CONCRETE MACHINES Pvt. Ltd.

 

Wilfried Theissen        Vivekanand Pauskar

 

1.   General principles

 

Integrity Credibility:
Putzmeister performs its business dealings and makes decisions in accordance Credibility with  ethical  principles,  in  particular  integrity,  sincerity,  credibility  and  trust, mutual respect and respect for human dignity.

 

Transparency Social responsibility:
Transparency,  responsible  management  and  checks  in  the  company  are encouraged in a suitable manner. Putzmeister is committed to the basic principles of social responsibility, equal opportunities and fairness.

 

Field of application:
The Code of Conduct applies to all locations and business units of Putzmeister in all countries in which the Putzmeister Group is active. Management fulfil a particular role model function in the implementation of and compliance with the standards.

 

Compliance with laws:
Compliance with the law is top priority for all employees of Putzmeister and it is of  utmost  importance  to  Putzmeister  to  satisfy  the  legal  requirements  and constantly observe these requirements.
To  guarantee  this  each  employee  must  observe  the  legal  regulations  and conditions applicable to him and the company for the area of his activity. This applies for each legal system in whose framework the employee is active. He is also responsible for obtaining information on the legal regulations applicable in his area of activity.

 

Embargo and export control regulations:
Putzmeister observes the national and international embargo and export control regulations in particular. Any violation of embargo and export control regulations can have serious consequences for Putzmeister.

 

Money laundering:
Putzmeister  is  committed  to  the  goal  of  preventing  and  fighting  money laundering and terrorist financing.

 

 

2. Relationships with competitors, business partners and third parties

 

Competition and anti-trust law:
Putzmeister respects the rules of fair and open competition and does not come to any arrangements which could influence competition in an inadmissible way.
Laws on the protection of competition which are applicable in the individual countries must be observed and guaranteed by all employees.

 

Corruption:
Putzmeister specifically opposes all forms of corruption at home and abroad and already aims to avoid the occurrence, through unfair commercial practices, having an influence on business decisions.
No  employee  may  abuse  his  position  at  Putzmeister  to  request  or  accept inappropriate benefits for himself or third parties. It is forbidden to request, be promised  or  accept  money  or  objects  of  value  as  consideration  for  the purchase of products or other services.
Each material or immaterial donation to an employee or representative of a business  operation  as  consideration  for  preference  in  the  commercial transaction is forbidden.

 

Agreement of commission payments:
We acquire orders on the quality and performances of our products and not as a result of offering improper and inadmissible benefits to others. Putzmeister does not tolerate the guarantee of unjust advantages to sales and marketing partners. Agreements on commission payments are only allowed if the amount of the commission is appropriate to the performance and it is recognisable to what performance the commission payment relates. Putzmeister regulates the details in a separate commission directive (“rules of commission”).

 

Invitations and gifts:
The award and acceptance of typical courtesy and promotional gifts of minimal  value,  as  well  as  business  lunches  and  invitations  to  events  with  a  direct business relationship in a framework appropriate to the business situation and the  position  of  those  involved,  are  permitted  if  they  do  not  create  the impression of improper and impermissible influence or even obligation.

 

Office holders:
Benefits of any type to officials and other office holders, as well as officials of state institutions, also indirectly via third parties, are generally prohibited.

 

Parties and mandate holders:
The relevant applicable laws are observed with respect to donations to parties and  political  organisations,  as  well  as mandate  holders and  candidates for political offices.

 

Consultants and agents:
The commissioning of consultants, agents and other mediators must not be used to bypass the ban on bribes.

 

Conduct of suppliers and customers:
Putzmeister expects its suppliers and customers to support the compliance of the applicable laws in its company and in particular to preventively confront punishable and objectionable conduct in its company in every regard. It is expected that they introduce suitable processes which assure compliance with the principles and expectations dealt with in this Code of Conduct. Putzmeister  therefore  does  not  maintain  any  business  relationships  with suppliers and customers where it is publicly known that such suppliers and customers violate the basic principles set down in this Code of Conduct.

 

3. Avoiding conflicts of interest

 

Loyalty:
Putzmeister expects its employees to be loyal and is careful that its employees do not end up in situations in which their personal or financial interests conflict with those of the company or its business partners. Putzmeister expects  its employees and board  members to  not practice  any activities  or  assume  any  tasks  which  run  contrary  to  the  interests  of Putzmeister.  All  business  activities  which  are  opposed  to  the  interests  of Putzmeister and could damage the company must be refrained from. The   employee   must   immediately   report   any   conflicts   of   interests   to management.

 

Secondary employment and shareholdings:
Secondary employment and shareholdings in competitors or business partners must  not  impact  on  the  interests  of  the  company.  This  also  applies  to the shareholding of an immediate family member or life partner.

 

4. Handling information

 

Company and business secrets:
Putzmeister binds its employees to keep secret company and business secrets and  other  internal  matters.  This  applies  accordingly  to  information  about contractual partners and customers that is not accessible to the public, and also after termination of the employment contract. 
Putzmeister respects the confidential information of the suppliers; the exchange of information is protected by signing a confidentiality agreement.
The  intellectual  property  rights,  as  well  as  the  investments  and  objects  of Putzmeister,   can   only   be   used   for   operational   purposes. Confidential information cannot be abused for personal or external use.

 

Data protection:
Putzmeister guarantees compliance of data protection regulations. Every type of  processing  of  personal  data      (e.g.  details  on  employees,  customers  and suppliers) must be affected in conformity with the data protection laws. Documents  with  personal  data  on  employees  are  treated  confidentially  and protected against unauthorised access.

 

5. Principles of social responsibility

 

Social responsibility is an essential element of company management that is oriented to values and is an important factor for sustainable business success.

Human rights:
Putzmeister respects and supports internationally recognized human rights.

 

Child labour and forced labour:
The prohibition of child labour and forced labour in any form is observed.

 

Ban on discrimination:
Putzmeister respects the different cultural, ethical and religious backgrounds and commits itself to the principle of equality, independent of nationality, race or ethical origin, age, disability, appearance, other physical capacity, skin color, sexual orientation, gender, religion and world view or other features protected
by law.
Putzmeister does not condone any discrimination in this regard, and also does not tolerate harassment and offence and expects all employees to respect and value the personality, dignity and privacy of each individual.

 

Equal opportunities:
Putzmeister   promotes   equal   opportunities   among   its   employees. The employees are selected and promoted solely on their competencies, skills and performance.

 

Employment rights:
The  freedom  of  assembly  and  association  of  the  employees  is  recognized insofar as it is legally permitted according to national regulations. Putzmeister respects  the  applicable  national  laws  and  labour  standards  with  regard  to appropriate remuneration and maximum working time and overall ensures fair working conditions.

 

Occupational safety protection:
Occupational  safety  and  health  protection  at  the  workplace  are  guaranteed and health within the framework of national regulations.

 

Environmental protection:
Putzmeister  is  committed  to  its  responsibility  for  environmental  protection, sustainability and environmentally friendly handling of natural resources. Each employee must contribute through his own conduct to organizing the business of Putzmeister in an environmentally friendly manner.
It is also expected that the suppliers use the natural raw materials economically and minimize or eliminate negative effects on the environment or climate.
Putzmeister is committed to the environmental protection standards applicable for its respective company location and pays attention to observing the laws.

 

Active citizenship:
Putzmeister contributes to the social and economic development of the country and region in which the Putzmeister Group is active.

 

6. Adherence to the Code of Conduct

 

Communication:
Putzmeister  makes  its  employees  familiar  with  the  content  regulated  in  the Code of Conduct and explains the resulting obligations. Putzmeister actively communicates the principles of the Code of Conduct to its business partners.

 

Questions regarding the Code of Conduct:
Putzmeister takes care that its employees have a competent contact person who can help them with any questions relating to this Code of Conduct and clarify cases of doubt.

 

Directives and processes:
The  basic  values  observed  in  the  Code  of  Conduct  are  implemented  by Putzmeister through the introduction of all necessary, suitable organizational measures, as well as appropriate directives and processes.

 

Checks:
Putzmeister advises that organizational measures, directives and processes are regularly checked for their compliance, insofar as they have been introduced.

 

Notification of breaches:
All  employees  are  obliged  to  report  serious  breaches  of  laws,  internal regulations  and  the  Code  of  Conduct  to  their  superior  and  the  Compliance Officer.
The employee who provides the information shall not suffer any disadvantage as a result of doing so.

 

Consequences of breaches:
Breaches  of  the  Code  of  Conduct  and  legal  regulations  may  involve ramifications under employment and liability law depending on the severity and may also have criminal sanctions as a result.