Code of Conduct
The wenglor group has been growing continuously for years as an owner-managed, mid-sized family business and, thanks to its innovative products, enjoys an excellent worldwide reputation amongst customers, business partners and the public, as well as its own employees. Maintaining this reputation is one of the company’s central concerns. The brand name and its key statement, “wenglor – the innovative family”, already embody important aspects with regard to thought and action. In addition to economic factors, this is also heavily characterized by socially and ethically justifiable and legally compliant maxims.
With this Code of Conduct, the wenglor sensoric group commits itself to the principles and rules described below, which permit economically and socially fair coexistence. In this regard, attention is focused on key issues within our modern society such as social responsibility, fairness, corruption, data protection and occupational safety. The Code of Conduct is a binding guideline for all wenglor employees. Violations of the code will not be tolerated and will be consistently investigated and punished within the scope of applicable legislation.
For reasons of easier readability, gender-neutral differentiation is dispensed with in the context of these rules (for example his/her/their). Corresponding expressions apply in the spirit of equal treatment of all genders.
With this Code of Conduct, the wenglor sensoric group commits itself to the principles and rules described below, which permit economically and socially fair coexistence. In this regard, attention is focused on key issues within our modern society such as social responsibility, fairness, corruption, data protection and occupational safety. The Code of Conduct is a binding guideline for all wenglor employees. Violations of the code will not be tolerated and will be consistently investigated and punished within the scope of applicable legislation.
For reasons of easier readability, gender-neutral differentiation is dispensed with in the context of these rules (for example his/her/their). Corresponding expressions apply in the spirit of equal treatment of all genders.
Supplier Code of Conduct
wenglor sensoric group is committed to environmentally and socially responsible corporate governance. Acting responsibly is firmly integrated into our processes, especially in the context of procurement. That is why we also expect this from all our suppliers and business partners. We also expect our employees to observe the principles of ecological, social and ethical conduct and to integrate them into the corporate culture. We have also documented this in our wenglor Code of Conduct for our employees.
We strive to continuously optimize our business activities and products in terms of sustainability and ask our suppliers to contribute to this as part of a holistic approach.
The Code of Conduct is based on national laws and regulations as well as international conventions such as the United Nations Universal Declaration of Human Rights, the United Nations Guiding Principles on Business and Human Rights, the International Labor Standards of the International Labor Organization and the United Nations Global Compact.
The business partners of the wenglor sensoric group play a key role in shaping the company’s success with the products and services they offer. wenglor relies on consistent and close cooperation based on partnership. We are aware of our economic, environmental and social responsibility and the impact of our actions and expect this from our business partners as well.
For reasons of easier readability, gender-neutral differentiation is dispensed with in the context of these rules (for example his/her/their). Corresponding expressions apply in the spirit of equal treatment of all genders.
We strive to continuously optimize our business activities and products in terms of sustainability and ask our suppliers to contribute to this as part of a holistic approach.
The Code of Conduct is based on national laws and regulations as well as international conventions such as the United Nations Universal Declaration of Human Rights, the United Nations Guiding Principles on Business and Human Rights, the International Labor Standards of the International Labor Organization and the United Nations Global Compact.
The business partners of the wenglor sensoric group play a key role in shaping the company’s success with the products and services they offer. wenglor relies on consistent and close cooperation based on partnership. We are aware of our economic, environmental and social responsibility and the impact of our actions and expect this from our business partners as well.
For reasons of easier readability, gender-neutral differentiation is dispensed with in the context of these rules (for example his/her/their). Corresponding expressions apply in the spirit of equal treatment of all genders.
3 Compliance Whistleblower System
Each and every employee is required to comply with the wenglor Code of Conduct. Misconduct and violations of the Code of Conduct and applicable legal regulations will not be tolerated. The wenglor sensoric group follows up on all information and takes remedial action where necessary. The principle of appropriateness shall be observed with regard to the implementation of any required measures. Examination will thus be conducted in each individual case in order to determine which consequences are appropriate, suitable and required. Depending on the respective degree of misconduct, culpable violations of the law can thus result in labor law sanctions, right on up to termination of the employment relationship (see also section 2.1, “Responsibility of wenglor Employees”).
wenglor places great importance on an honest and open communication culture. Employees can therefore report violations of wenglor’s Code of Conduct, criminal offenses, grievances and risks to their supervisors confidentially and directly.
In addition, employees and external whistleblowers have the option of using the wenglor Compliance Whistleblower System. This secure channel can be used to report violations of the Code of Conduct or reports of grievances without whistleblowers, acting to the best of their knowledge, having to fear negative consequences.
A report can be submitted by telephone or e-mail using the following contact details. The contact details published here are regarded an “internal reporting channel” and are processed by an independent body. This ensures that your report remains confidential.
You can submit a report via:
Tel.: +49 (0) 7542 949 21 00 90
E-mail: whistleblowing.wenglor@ddsk.de
Further information on the processing of personal data can be found here.
For reasons of easier readability, gender-neutral differentiation is dispensed with in the context of these rules (for example his/her/it). Corresponding expressions apply in the spirit of equal treatment of all genders.
wenglor places great importance on an honest and open communication culture. Employees can therefore report violations of wenglor’s Code of Conduct, criminal offenses, grievances and risks to their supervisors confidentially and directly.
In addition, employees and external whistleblowers have the option of using the wenglor Compliance Whistleblower System. This secure channel can be used to report violations of the Code of Conduct or reports of grievances without whistleblowers, acting to the best of their knowledge, having to fear negative consequences.
A report can be submitted by telephone or e-mail using the following contact details. The contact details published here are regarded an “internal reporting channel” and are processed by an independent body. This ensures that your report remains confidential.
You can submit a report via:
Tel.: +49 (0) 7542 949 21 00 90
E-mail: whistleblowing.wenglor@ddsk.de
Further information on the processing of personal data can be found here.
For reasons of easier readability, gender-neutral differentiation is dispensed with in the context of these rules (for example his/her/it). Corresponding expressions apply in the spirit of equal treatment of all genders.
Frequently Asked Questions:
If you disclose your name to our internal reporting office when making the report, you have the option of requesting that it be kept anonymous. Your name will not be disclosed to our organization. However, our internal reporting office may use your data for further direct contact, e.g. in the event of queries or status reports.
Alternatively, you can submit a report without providing personal data. You can do this using our internal reporting channel by hiding your telephone number or by using an e-mail address that can not be linked to you.
Alternatively, you can submit a report without providing personal data. You can do this using our internal reporting channel by hiding your telephone number or by using an e-mail address that can not be linked to you.
You will not suffer any negative consequences as a result of your report. Measures directed against you due to a report, such as a warning, dismissal, suspension or transfer, discrimination, salary reduction, negative performance evaluation or bullying, are not permitted and are punished with legal sanctions.
If you deliberately make false reports in order to damage or disparage employees or business partners, this can have consequences under employment law and criminal law. Therefore, only report potential violations that you consider accurate to the best of your knowledge and belief.
Whistleblowing is the communication of information about violations of laws or applicable rules that can result in (reputational) damage, fines or penalties. The goal is to counteract potential and attempted violations through the possibility of addressing actual, potential and attempted violations through whistleblowing.
This may include:
This may include:
- actual, i.e. already committed violations
- potential violations likely to be committed
- attempts to conceal violations
Not everything that you personally dislike at the workplace is suitable for reporting under the Compliance Whistleblower System. Personal dissatisfaction should be de-escalated via the supervisor. General expressions of opinion or rumors relating to violations of company guidelines or illegal actions without a specific reference or credible information are also not matters to be reported via the whistleblower system. The same applies to private matters or personal disputes that fall outside wenglor’s area of responsibility.
Information on violations of laws, applicable regulations and internal policies of a company should be reported if they are associated with a high risk potential for the company, company employees and customers.
If a suspected violation is to be reported, it must be ensured that the content of the report can also be understood by a non-specialist (e.g. ombudsman).
In terms of content, the report must therefore be based on the following questions:
In terms of content, the report must therefore be based on the following questions:
Where? Where did the incident occur?
What? What happened? What exactly is the situation? What is the focus of the report?
Who? Who is involved in the incident (e.g. persons, departments and/or business partners) and who has already been informed about it?
When? At what time and how often did the misconduct occur?
What? What happened? What exactly is the situation? What is the focus of the report?
Who? Who is involved in the incident (e.g. persons, departments and/or business partners) and who has already been informed about it?
When? At what time and how often did the misconduct occur?