Code of Conduct
Beckmann-Kenko GmbH, as a distributor of chemical raw materials, attaches great importance in its own company to ethical behavior, a high level of health and safety at work, sustainable procurement and environmentally friendly production of raw materials as well as the careful use of energy. Our Code of Conduct is based on the BSCI Code of Conduct, which is based on the Conventions of the International Labor Organization (ILO), the UN Declaration on Human Rights, the United Nations Convention on the Rights of Children and the Abolition of All Forms of Discrimination, the UN Global Compact, the OECD Guidelines for Multinational Enterprises and other internationally recognized agreements.
1. Compliance with laws
Valid laws and regulations in the country of the respective establishment are respected.
2. Freedom of assembly
All employees have the right to build up employee organizations of their choice, to join and organize them. Such employee organization may collectively negotiate with the company on their behalf. In countries where the right of assembly is restricted by law the company allows employees to freely choose their own representatives.
3. Prohibition of discrimination
Any whatsoever discrimination in recruitment, compensation, access to training, promotion, termination of employment or entry into retirement due to age, gender, religion, race, social background, disability, ethnic or national origin, nationality, sexual orientation, political views or other personal characteristics is prohibited.
4. Wages
The wages for regular working hours, overtime and overtime compensation must comply with or exceed statutory minimum wages or industry standards. No illegal or unauthorized payroll deduction or payroll deduction as punishment are allowed to be made. In cases where statutory minimum wages or industrial minimum standards do not cover the cost of living and no additional sufficient disposable income is available, companies are encouraged to give their employees a reasonable remuneration covering these basic needs.
5. Working hours
The valid national laws and industry standards regarding working hours and legal holidays must be observed. The maximum weekly working hours depends on national legislation, however 48 hours may not be regularly exceeded. No more than 12 hours per week of overtime are allowed. Overtime hours are only allowed on voluntary basis and an overtime surcharge must be paid. Every employee has the right to take at least one day off after six consecutive working days. Exceptions to this rule are only allowed if based on national laws the working time may exceed this limit and a freely negotiated collective agreement is in effect that allows an average calculation of working time, including reasonable periods of rest.
6. Prohibition of child labor
Child labor and any form of exploitation of children is prohibited. Any working conditions which resemble to slavery or causing harm to the health of children are prohibited. The rights of young workers must be protected. The company is allowed to employ adolescent workers. In cases where binding school laws for adolescent workers exist, they may only work outside their school hours. Under no circumstances school hours, working hours and travel time of your workers may exceed above ten hours daily. Adolescent workers may under no circumstances work more than eight hours a day. Young workers are not allowed to work during the night.
7. Prohibition of forced labor and disciplinary measures
Any form of forced labor, for example by depositing a bail or the restraint of employee identification documents at the beginning of the employment relationship is forbidden. Prison work that violates basic human rights is also forbidden. Neither the company nor an instance that provides the company manpower may withhold part of the salary, benefits, property or documents of any an employee to force him to do the work for the company. Employees have the right to leave the working place at the usual end of working day. They are free to finish their employment relationship with a reasonable prior notice to the employer. The company has to treat itss employees with dignity and respect. The application of physical punishment as well as mental or physical coercion and verbal abuse is prohibited.
8. Work safety
The company ensures a safe and healthy working environment and takes effective measures to deal with potential accidents and injury to workers’ health that could be related to the work process or to prevent it happening by, as far as this is justifiable, reduces the risks associated with the work environment and thereby the current knowledge of the industry and the knowledge of specific hazards. There are clear rules and procedures for ensuring health and safety at work establish and comply with, in particular as regards the provision and use of personal protective equipment. Access to clean toilets and drinking water and where appropriate, hygienic food storage equipment id to be provided. In case that dormitories are made available to employees, they must be safe, clean and meet the basic needs of the workers. All employees regularly receive a health and safety record to be documented safety training.
9. Environmental protection
Procedures and standards for waste management, handling of chemicals and other hazardous substances and their disposal as well as for emissions and for the wastewater treatment must comply at least with the legal minimum requirements. Employees are to be informed about the handling of dangerous substances.
10. Corruption
Bribery and any forms of corruption are prohibited.
11. Management systems
The company management is responsible for the correct implementation and continuous improvement of the Code of Conduct as well as for ensuring that all employees are aware of the requirements. Information given by employees regarding non-compliance is handled by the company management.
