Whistleblower System
Our reporting system allows you to report actions and activities that you suspect or know of and that may lead to legal or ethical problems or could violate applicable law or company policies. Reports may be made on a confidential and anonymous basis where necessary and legally permissible.
The reporting process is overseen by Stimulus GmbH (formerly Corrente AG), which receives incoming reports and acts as an intermediary between the reporting person and Hela. In the case of a confidential report, the reporting person's contact details and identity information are processed exclusively by the provider of the whistleblower system, Stimulus GmbH, and are not forwarded to Hela.
Access the Whistleblower System here
Gender Notice
Gender equality is very important to us. However, to maintain the readability of our texts on this website and other digital channels (Facebook, newsletters…), we use a masculine or feminine written form for words referring to people. In the interests of gender equality, the corresponding terms are to be understood as referring to all genders.
Code of Behavior
Hela Gewürzwerk Hermann Laue GmbH
(As of August 2020)
Introduction
This Code is a binding requirement for all business activities of the employees of Hela Gewürzwerk Hermann Laue GmbH*, both in dealings with business partners and within the company in dealings among Hela employees**.
The aim is to strengthen the trust our business partners place in us and to fulfill our responsibility toward both our business partners and our employees. This requires us to comply with the law at all times and to be reliable partners. Only in this way can we safeguard our competitiveness, employment, and economic success in the long term.
In particular, Hela respects and supports compliance with internationally recognized human rights. Hela strictly observes human rights as set out in the UN Human Rights Charter (Universal Declaration of Human Rights, General Assembly Resolution 217 A (III) of 12/10/1948).
Hela also ensures compliance with the conventions of the International Labour Organization (ILO). In particular, the conventions concerning forced or compulsory labor of 1930 (ILO Convention 29) and the abolition of forced labor of 1957 (ILO Convention 105) are observed. Hela also complies with the relevant provisions prohibiting child labor. The conventions concerning the minimum age for admission to employment of 1973 (ILO Convention 138) and the prohibition and immediate action for the elimination of the worst forms of child labor of 1999 (ILO Convention 182) are observed.
Please regard this Code of Behavior as a guideline that establishes binding principles and minimum standards for all employees at Hela. Managers in particular have a special role in setting an example in complying with this Code.
* hereinafter referred to as “Hela.”
** Solely for improved readability, feminine endings (e.g., Mitarbeiter/innen) have deliberately been omitted from this Code – our female employees and colleagues are, of course, also included.
Table of Contents
1. Dealings with Employees and Business Partners
2. Combating Corruption and Economic Crime
a) Benefits
b) Donations and Sponsorship
c) Conduct Toward Authorities and Public Officials
3. Avoiding Conflicts of Interest
a) Conflicts of Interest Arising from Outside Activities
b) Potential Conflicts of Interest Arising from Equity Interests
c) Avoiding Conflicts of Interest in Contracts with Related Persons
4. Acting in Accordance with This Code
5. Contacts
6. Ethics Hotline
7. Final Provisions
1. Dealings with Employees and Business Partners
All Hela employees and business partners must be treated fairly, and their rights and privacy must be respected.
Unequal treatment of individuals on the grounds of origin, gender, race, religion, disability, age, or sexual identity that is not justified by substantive and objective reasons must be ruled out.
Hela does not tolerate any form of workplace bullying. Please note that manifestations of bullying, such as harassment, defamatory or degrading treatment, and the spreading of rumors, are not tolerated by Hela.
Hela condemns in the strongest terms any form of sexual harassment in the workplace and any associated discrimination.
As a family business, Hela places particular importance on a family-like working relationship. For Hela, this means interactions characterized by trust, stability, tolerance, respect, openness, and courtesy.
We strive for fair dealings with one another through clear communication, realistic expectations, and opportunities for feedback. In a pleasant work environment, our employees can use their individual strengths and contribute to Hela's success. Flat hierarchies help us respond flexibly and quickly to market conditions.
Our customers benefit from the Hela crew. For this reason, Hela strongly promotes social skills and a sense of community and responsibility.
Processes and working methods are openly discussed and optimized at Hela. A variety of ideas and perspectives helps us continually improve the quality of our work and thereby secures Hela's long-term success. In this, we are guided by the principle: “Anyone who stops wanting to get better has stopped being good.”
Furthermore, every employee has the right and the duty to report violations of the rules of conduct to Human Resources or their supervisor.
2. Combating Corruption and Economic Crime
Hela does not tolerate any corruption or other economic crime and actively opposes all conceivable conduct in this connection. All necessary measures are taken to detect corruption and related criminal acts and to take action against them regardless of the person involved.
Corruption involves abusing a special position of trust or entrusted power to obtain a material or immaterial advantage for oneself or third parties to which there is no lawful entitlement. Such conduct (offering bribes, accepting bribes, accepting and granting undue benefits) harms the economy and Hela in particular. It can have serious criminal consequences.
a) Benefits
Hela awards and obtains contracts exclusively in compliance with legal requirements and through fair competition.
Business partners, particularly suppliers, must therefore be selected solely on the basis of fair competition and with consideration given to price, quality, and suitability of performance. No benefits (money, assets in kind, services with a monetary value, or other material or immaterial advantages) may be demanded if there is no legal entitlement to them.
Please note that these prohibited benefits also include invitations to events, admission tickets, and discounts unless they are offered to all Hela employees or large sections of the workforce. Small occasional gifts, hospitality, or other benefits may only be accepted within the bounds of generally customary business practices and only insofar as they are not liable to create the impression that they could influence business decisions.
Please note that invitations from business partners to events (e.g., sporting or cultural events or seminars) and business meals are permissible only if they are customary business practice in terms of occasion, nature, frequency, and scope, and if the invitation is extended voluntarily and within reasonable limits.
If you receive benefits that violate this Code, they must be returned; if this is not possible or would be inappropriate, please consult your supervisor on how to proceed. Cases of doubt, including those concerning the value of benefits, must be discussed with your supervisor for a decision.
The rules that apply to benefits received by Hela employees also apply, conversely, to activities involving business partners and third parties.
b) Donations and Sponsorship
All donations and sponsorship activities by Hela may only benefit charitable organizations and associations or projects and their supporting bodies.
As a general rule, donations may only be made if they are not granted to recipients in which the employee concerned or their relatives have a financial interest or are otherwise involved, or from which they otherwise receive indirect benefits.
Regardless of their amount, donations require the prior approval of the respective Managing Director. In every case, they must be documented and made transparent in an appropriate manner.
c) Conduct Toward Authorities and Public Officials
Stricter requirements regarding benefits apply to holders of political office and representatives of authorities or public institutions (referred to as public officials) – they must not be offered benefits or other advantages, either directly or indirectly.
Even small token gifts or repeated shared meals can have criminal implications when public officials are involved.
Against this background, any benefits intended for public officials in justified exceptional cases must always be cleared with your supervisor in advance.
3. Avoiding Conflicts of Interest
To avoid conflicts of interest involving employees and the resulting disadvantages for Hela, business and private interests must be kept strictly separate. Please note that business relationships and contacts must not be exploited for your own benefit or for the benefit of others.
a) Conflicts of Interest Arising from Outside Activities
Hela welcomes employees' involvement in public or charitable institutions, associations, public roles at the local or wider regional level, and volunteer activities. However, it goes without saying that such involvement must not jeopardize the fulfillment of employees' duties under their employment contracts and must be compatible with their respective positions in the company. In cases of doubt, prior consultation with your supervisor or Human Resources is advisable.
As a general rule, working for a competitor or a business partner of Hela is not permitted, in order to rule out any conflicts of interest.
Employees are required to notify Human Resources of paid outside activities and obtain approval for them. This approval may be refused or, where appropriate, revoked if there are indications that the activity impairs the fulfillment of duties under the employment contract or violates statutory duties.
b) Potential Conflicts of Interest Arising from Equity Interests
Equity interests held by Hela employees in other companies operating in Hela's immediate business environment are permitted only with prior approval from management.
This does not apply to holdings in stock corporations as a small shareholder or in broadly diversified publicly offered investment funds. Existing holdings that are subject to the approval requirement must be reported to management.
c) Avoiding Conflicts of Interest in Contracts with Related Persons
Contracts that employees enter into on behalf of Hela with related persons (e.g., spouses, cohabiting partners, their own children, parents, siblings, nieces, or nephews) require the prior approval of their supervisor. This also applies if such contracts are to be terminated or amended.
Please note that the approval requirement also applies to contracts for which you are responsible with companies in which persons related to you also hold positions of responsibility.
4. Acting in Accordance with This Code
Every employee is personally called upon to align their conduct with this Code and to be aware of their own responsibility.
Managers in particular have a duty to lead by example in complying with this Code. They must implement this Code of Behavior and put it into practice in day-to-day business.
Reports of deviations from this Code of Behavior must be taken seriously and will be investigated.
Any employee who violates the provisions of this Code of Behavior must expect legally permissible sanctions to be imposed. This applies in particular to consequences under employment law.
5. Contacts
If you have questions about this Code of Behavior or are uncertain about the correct conduct in a particular case, please speak with your immediate supervisor or the next-level supervisor. Alternatively, the Ethics Officer, Ms. Christina Schlei, is also available as a contact.
You may also contact your works council without restriction.
6. Ethics Hotline
In addition, our ethics hotline allows you to anonymously report actions and activities that you suspect or know of and that may lead to legal or ethical problems or could violate applicable law or company policies. The aforementioned Hela Ethics Officer has access to this hotline and will conduct investigations following a report and inform management accordingly.
You can reach our ethics hotline at +49 (0)4102 496-444.
7. Final Provisions
To the extent that the employment contract or specific policies contain further-reaching provisions, those provisions remain valid. In all other respects, the provisions of the respective employment contracts continue to apply. Relevant company rules, collective bargaining provisions, and statutory provisions must be observed.