Der Blätterkatalog benötigt Javascript.
Bitte aktivieren Sie Javascript in Ihren Browser-Einstellungen.
The Blätterkatalog requires Javascript.
Please activate Javascript in your browser settings.
5 Code of Conduct HEALTH AND SAFETY WIN expects its business partners – as we expect of ourselves – to ensure a safe and healthy work environment This includes in particular appropriate sanitary conditions and health and safety policies and procedures We expect that suitable protective equipment is provided to all employees free of charge Safetyrelated information on dangerous substances must be provided to employees if there is a legitimate need In case of fire or other emergency there must be adequate and clearly marked emergency exits Escape routes must be visible and clearly described free from obstruction and signposted Fire alarms and fire extinguishers should be installed on each floor All applica - ble laws on occupational health and safety hygiene fire safety and risk protection must be complied with and regularly trained All necessary permits licences and registrations must be complied with maintained and uptodate Strict compliance with the safety regulations is a prerequisite Any violations must be resolved immediately WORKING HOURS WIN expects its business partners – as we expect of ourselves – not to exceed the statutory maximum working hours The working week including overtime must not exceed 60 hours with the exception of emergencies and exceptional circumstances The workforce is entitled to one nonworking day in a sevenday week as well as appropriate annual leave REMUNERATION WIN expects its business partners – as we expect of ourselves – to pay equitable remuneration to employees and to compensate for compulsory overtime in accordance with the statutory provisions In particular this includes compliance with the statutory provisions on the minimum wage Wages must be paid regularly and in legal tender Deductions from wages as a disciplinary measure are not allowed PROHIBITION OF CHILD LABOUR WIN does not tolerate child labour or any exploitation of children or young people The term child refers to any person under the age of 15 years or 14 years depending on local law or schoolage persons or those who have not yet reached the minimum employment age applicable in that country The highest age limit applies We encourage approved training programmes that comply with all laws and regulations Workers under the age of 18 years may not perform any work that may endanger the health and safety of young workers WIN expects its business partners – as we expect of ourselves – to comply with the prohibition of child labour REJECTION OF FORCED LABOUR All forms of forced labour are rejected by WIN WIN expects of its business partners – as we expect of ourselves – that no staff member may be directly or indirectly compelled to work by means of violence or intimidation TRADE UNIONS EMPLOYEE REPRESENTATIVES WIN expects its business partners – as we expect of ourselves – to respect the right of workers to freedom of association freedom of assembly and collective negotiations as far as this is legally permissible and possible in that country