Human Rights and Working Conditions
PPM Reinstmetalle Osterwieck GmbH respects and upholds human rights at every organizational level. Any kind of
discrimination based on gender, age, origin or nationality, mental or physical disability, sexual orientation,
religious or political views or trade union involvement is prohibited. Ignorance and inaction are no
justification for any type of discrimination. Therefore, any violation of human rights as well as discrimination
will not be tolerated. Prohibited are any moral, sexual or generally unlawful intimidation, harassment and
bullying. We ensure equal opportunities for all in terms of career and work opportunities, labor relations and
job offers. Human resources management, as well as relations among employees are based on the principles of
mutual trust and respect, which ensures that each employee is treated with the natural level of dignity. In
compliance with local regulations, trade union independence and the pluralistic organization of labor relations,
a social dialogue is conducted with employee representatives. It goes without saying that the company and its
employees comply with the applicable rules on employee privacy.
Privacy
Data is collected and stored by PPM Reinstmetalle GmbH only to the extent necessary for the smooth operation
of the business, the protection of health and the environment, and the fulfillment of legal requirements.
The company reserves the right to provide external service providers with data if this is necessary for the
provision of services. The data provided will be reduced to a minimum for this purpose.
There is no commercial exploitation of collected data beyond the Company. In particular, the company excludes
the disclosure of collected data to third parties for advertising purposes.
Further details on how we handle your data can be found in our Privacy Policy, which can be
downloaded here.
Preventing crime
When performing work for PPM Reinstmetalle Osterwieck GmbH, all employees must comply with the criminal laws
of the countries in which the Group operates without restriction. Employees who work on behalf of the company
must, when delegating (to the extent permitted) significant discretionary authority to third parties, take care
to ensure that the persons appointed are well informed and aware of their duty to comply with applicable laws
and Company policies.
Employees acting on behalf of the Company shall refrain from any involvement in any alleged or actual criminal
conduct. All employees shall adequately inform themselves of the applicable criminal laws and
regulations in their area of activity so that they can identify or prevent potential risks and recognize in which
cases (namely financial, environmental or safety issues) legal advice is required. Employees of PPM Reinstmetalle
Osterwieck GmbH who have questions or doubts regarding compliance with criminal laws or regulations for an
intended activity in one of the companies, immediately contact their supervisors or the management.
Bribery and Corruption
Direct or indirect secret or undocumented payments or accounts are not permitted under any circumstances.
Direct or indirect payments, as well as expenditures for purposes unrelated or only partially related to the
supporting documentation for these transactions, will not be authorized or made.
Activities and transactions on behalf of PPM Reinstmetalle Osterwieck GmbH, shall be fully, correctly and
truthfully recorded in the books of the company in compliance with the applicable regulations and internal
procedures.
Employees entering accounting data are responsible for the accuracy of the data entered and must ensure that
each entry is properly documented. All transfers of funds require the workers to be particularly diligent and
attentive in monitoring the identity of the recipients and the purpose of the transfer.
Competition violations
All employees of PPM Reinstmetalle Osterwieck GmbH are obliged to strictly comply with the applicable laws and
regulations, concerning competition violations. This applies regardless of their validity in Germany or abroad.
In connection with competition violations, the misconduct of a single employee can involve the employee himself,
his direct superiors, the management and the company in difficult and costly administrative or legal proceedings.
administrative or judicial proceedings that can result in, among other things, injunctions, large fines and, in
some jurisdictions, imprisonment in the worst case.
In terms of competition violations, laws and regulations are based on the principle that free competition
without any collusion between competitors best serves the public interest. Participation in agreements or
arrangements in violation of applicable laws and regulations, namely in the area of anti-competitive conduct, are
thus strictly prohibited.
In particular, agreements, arrangements or proceedings with the aim
are prohibited, but not exhaustively.
- to fix, directly or indirectly, prices, discounts or conditions of sale;
- To limit or control production, technical development or investment;
- to allocate markets, customers or sources of supply among themselves;
- To tend to treat business partners unequally, to impose on them conditions contrary to normal commercial
practice, or to refuse to do business with them on unlawful grounds;
If, in the course of their work, employees of the Company are in doubt as to compliance with regulations
relating to anti-competitive conduct, they are required to immediately contact the Management.
