Code of Conduct of Gunold GmbH


The General Association of the German Textile and Fashion Industry (t+m), its member associations and the companies in the industry are committed to their social responsibility, regardless of whether they develop their economic activities in Germany, Europe or in other parts of the world. That is why they have drawn up this Code of Conduct.
Gunold GmbH, Obernburgerstr. 125 in 63811 Stockstadt, hereinafter referred to as “the company”, has committed itself to this Code of Conduct and will ensure compliance with the content wherever possible and economically justifiable.

1. Basic understanding

Socially responsible corporate management is one of the basic and core principles of entrepreneurial activity. In all business decisions, the economic, social and ecological consequences must be considered and an appropriate balance of interests must be struck. The companies always keep the principles of the UN Global Compact in mind. The companies contribute voluntarily and within the scope of the possibilities of the individual to the well-being and sustainable development of global society at the locations where they operate. The same applies to business relationships within the textile chain. Business partners are to be treated fairly. Contracts must be complied with unless the framework conditions change fundamentally. The generally applicable ethical values and principles must be taken into account, this applies in particular to human dignity.

2. Scope

This Code of Conduct applies to all branches and business units of the committed company worldwide.

3. Cornerstones of socially responsible corporate management

compliance with the law
The company that commits itself to the Code of Conduct (hereinafter referred to as “the company”) complies with the laws and regulations of the countries in which it operates. For countries that do not have a satisfactory level of regulation, it carefully examines which good corporate practices from Germany should be applied to support responsible corporate governance.
The company pursues legally impeccable and recognized business practices and fair competition. In particular, it will not participate in agreements or display any behavior that contradicts German or European antitrust law or the antitrust law of any other country in which the company is active. The company rejects corruption and bribery as defined by the UN Convention. It promotes transparency, acting with integrity and responsible management and control in the company in a suitable manner. The interests of the company and the private interests of employees must be strictly separated.

consumer interests
The company takes the interests of consumers into account in its actions. It ensures that its products are harmless to health and safe for the intended use. Legal limit values must be observed and, if possible, undercut. The interests of consumers are also taken into account in an appropriate manner in information and sales measures.

The company communicates the Code of Conduct and its implementation to employees, business partners and other interest groups, e.g. B. by announcing it on your own website. It is ready for dialogue about the content of the Code of Conduct. Trade secrets and business information from third parties are treated sensitively and confidentially.

4. Human Rights

The company respects human rights as defined by the UN Human Rights Charter and promotes them. The company pays particular attention to the following human rights:

health and safety
The company is committed to a health-promoting working environment, protects health and ensures occupational safety in order to avoid accidents and injuries.

The company protects its employees from corporal punishment, from physical, sexual, psychological or verbal harassment and from intimidation or abuse.

freedom of speech
The right to freedom of opinion and freedom of expression is protected and guaranteed.

Protection of privacy

5. Working Conditions

Observance of the ILO core labor standards
The company complies with the eight core labor standards of the ILO. This is
the prohibition of child labor under ILO Conventions No. 138 (Minimum Age) of 1973 and No. 182 (Prohibition and Prompt Action to Eliminate the Worst Forms of Child Labour) of 1999.

The prohibition of forced labor under ILO Conventions No. 29 (Forced Labour) of 1930 and No. 105 (Abolition of Forced Labour) of 1957.

Promoting and, if possible, ensuring equal pay for men and women for work of equal value in accordance with ILO Convention No. 100 (Equal Pay) from 1951.

Respecting workers’ rights in accordance with the ILO Conventions No. 87 of 1948 (Freedom of Association and Protection of the Right to Organize) and No. 98 (Right of Association and Right to Collective Bargaining) of 1949, to the extent legally permissible and possible in the respective country.

The ban on discrimination according to the ILO Convention No. 111 (discrimination in employment and occupation) from 1958. The ban refers in particular to discrimination against employees on the basis of gender, race, a disability, ethnic or cultural origin, religion or belief or sexual orientation.

working hours
Unless the respective national regulation stipulates a lower maximum working time, the regular standard working time per week is no more than 48 hours.
Employees shall have at least the equivalent of one day off in each 7-day period. This can be granted within a period of up to 14 days, provided that the respective national regulation provides for this.

6. Environmental protection

The company complies with the applicable environmental protection regulations that affect its operations at the respective locations. It acts in an environmentally conscious manner at all locations. At locations where the applicable regulations do not achieve a level of protection that ensures sustainable management, the company will take measures within the framework of what is economically reasonable to achieve a satisfactory level of protection. Furthermore, the company handles natural resources responsibly in accordance with the principles of the Rio Declaration.

7. Civic engagement

The company contributes to the social, cultural and economic development of the country and region in which it operates and promotes related voluntary activities among its employees.

8. Implementation and Enforcement

The company makes all suitable and reasonable efforts to continuously implement and apply the principles and values described in this Code of Conduct and to eliminate any existing deficits as quickly as possible. Upon request and under the condition that this happens reciprocally, contractual partners should be informed about the essential measures. It should be comprehensible for the contractual partner that compliance with the Code of Conduct is fundamentally guaranteed. This does not entail any entitlement to the disclosure of trade and business secrets or competition-related or other information worthy of protection.