1. Preamble
SIHA is synonymous with quality, delivery reliability, flexibility and dynamics.
We strive to achieve the highest standards and aim to be one of the leading companies of production and manufacturing of knitwear.
We consider how we go about achieving our goal to be at least as important as the goal itself.
Tolerance, respect and trust are all fundamental principles of correct dealings with one another in daily life. Problems must be discussed openly while seeking mutually acceptable solutions. This is the only way to achieve a working atmosphere that is both open and fair.
The integrity that we exhibit in our dealings with our employees and business partners is a significant factor in our success. We want people to consider SIHA a responsible and reliable company.
In preparing this Code of Conduct, SIHA has created a binding set of rules which will be of assistance when dealing with the challenges, both ethical and legal, that arise in the course of day-to-day work. This does not, however, mean that the Code of Conduct provides detailed instructions. Where needed, we have issued separate policies.
The Code of Conduct applies in equal measure to everyone at SIHA – the management and all employees. We will not tolerate intentional misconduct or any ongoing breaches of our Code of Conduct.
2. General rules of Conduct
2.1 Conduct in Compliance with the Law
It goes without saying that our company complies with the law. Our employees must be aware that if they violate the law, legal proceedings may be initiated against them and the company.
All employees must comply with local laws as well as internal company policies and agreements.
Consequently, it is important that all employees are aware of the local legislation and internal company policies that are relevant for their sphere of activities
2.2 Mutual Respect, Fairness, Honesty and Integrity
We work together with men and women from different nations. All of our employees are treated equally and are assigned work in accordance with their skills. Their advancement and payment depend entirely on their skills and performance.
Naturally, we respect human rights and are committed to ensuring that we comply with them. These rights include above all the protection of the personal dignity and privacy of each individual.
Consequently, we do not accept discrimination against an employee, a business partner or any third party on the basis of gender, race, skin colour, ethnic origin, religious belief, age, disability, membership in a political party, sexual orientation or marital status. Any form of sexual harassment, coercion and verbal abuse will not be tolerated, nor any intimidating, hostile or offensive conduct.
We hope that all employees have the courage to stand up for each other and for third parties.
2.3 Responsibility for the Reputation of SIHA
The conduct of each individual employee has a significant impact on SIHA‘s reputation.
Therefore, employees are obliged to consider the consequences of their conduct on the company‘s social reputation. They must keep this in mind at all times when performing their work duties.
2.4 Particular responsibility of managers
Executives must conduct themselves in a particularly exemplary manner.
3. Conduct in Business
3.1. Gifts, Invitations
In this area there are some legal requirements, particularly tax regulations that must be observed.
Offering and Granting
The most important rule is that public servants and other officials must never be offered or granted any form of benefit, such as gifts or invitations to meals. The only exceptions in this connection are polite gestures such as the offer of coffee and cookies during a business meeting.
Otherwise, no employee may offer or grant an unwarranted benefit to a business partner in connection with work regardless of whether the benefit is provided in the form of a payment of money or in some other form. A benefit is unwarranted when it is suitable for influencing a business decision or when it is connected with a personal advantage for the person granting it. It is also impermissible to grant a benefit when the recipient is prohibited by his or her organization‘s Code of Conduct from accepting the gift and the giver is aware of this.
Inexpensive gifts and giveaways may be given to business partners occasionally. However, such gifts must be chosen so as to avoid any hint of impropriety. It is permissible to invite a business partner to a business lunch or dinner if the expense is kept to a reasonable amount.
Requesting and Accepting
It is not permissible to request or accept any personal advantage from an employee of another company or any other person where this advantage is related to the performance of the employees’ duties at work. However, employees may accept gifts or other benefits if they are gifts, favours or benefits of a low value provided that they do not do so often.
Gifts of money or gifts of any other form which might influence a business decision or which could lead others to suspect such influence are impermissible and may not be accepted.
Impermissible gifts must be refused or returned. If this is not possible or appropriate, the gift must be donated or disposed of in a company raffle.
4. Avoiding Conflicts of Interests
SIHA considers it important that its employees do not find themselves in situations where there is a conflict of interests or where their loyalties are divided.
4.1. Prohibition of Competition
Employees are prohibited from operating or holding a controlling interest in a business which is in competition with SIHA.
If an employee holds an interest in a competitor, they must notify both their superior and the Human Resources Department in writing. Notification must also be given if a person close to the employee operates a business that is in competition with SIHA or holds a material interest in such a company.
4.2. Our Dealings with Business Partners
Our dealings with business partners are, in the best interest of the company, based on objective criteria. Employees may not give preferential treatment to a business partner because they have a personal relationship with such person. This is especially true when the employee is able to directly or indirectly influence the placement of orders with or award of contracts to the business partner. Employees who find themselves in such a situation must inform their superior so that these business decisions can be suitably monitored or delegated to someone else.
4.3 Outside Employment
We expect that during working hours employees will concentrate their energies on the performance of the duties set out in their employment contract.
The Human Resources Department must be notified in writing before any outside employment is begun. Employees may be refused consent to undertaking any outside employment in those cases where this could have a negative impact on the employee‘s work performance, could conflict with duties owed to the company or could result in conflicts of interests.
4.4 Intertwinement of Private and Business Relationships
Employees must avoid work situations where they are dependent on family members or persons close to them or vice versa.
Where employees have a position in which they give instructions or are responsible for supervision and monitoring, they must notify the Human Resources Department of any existing business relationships with family members or other persons close to them.
4.5. Abuse of One’s Position
Employees may not use their position or the information to which they have access as a result of their position for their own personal advantage or for the advantage of persons close to them. Examples of advantages include preferential treatment of such persons in the grant of gifts, arranging employment for them at SIHA or promoting their professional advancement.
5. Conduct regarding Company Equipment and Company Assets
As a general rule, company facilities, equipment and data may only be used for the purpose of performing one’s work.
All employees are obliged to ensure that SIHA‘s assets and the third parties‘ assets in their care are not lost, stolen, damaged or misused.
Information and documents may not be copied except where necessary to perform one’s duties at work. Unless it is necessary for the performance of one’s duties, it is not permitted to remove documents or other SIHA assets from company premises.
6. Handling of Information and Data
6.1. Information and Knowledge Management
All employees are obliged to do their part to ensure a smooth and rapid exchange of information within the company. Knowledge relevant to company work may not be falsified, selectively passed on or withheld from other departments unless there is another overriding interest (e.g. arising from duties of confidentiality or secrecy or data protection provisions).
This presupposes that information is documented, filed, stored and archived so that any employee with decision-making powers can access the relevant information within a reasonable period of time. Business partners may not be disadvantaged by organizational changes.
6.2. Records and Reports
All information must satisfy the criteria of veracity and transparency. This applies in particular to records and reports which must be complete, timely, accurate and verifiable.
6.3. Confidentiality and Responsible Handling of Information
Confidential information must be kept secret. Any information which has not yet been made public is considered confidential information. Such confidential information includes, but is not limited to, information regarding current negotiations and contracts that have not yet been concluded, products that have not yet been launched, financial forecasts and customer data.
All of the confidential information of our customers and suppliers must also be kept confidential unless express consent to the disclosure of such information has first been obtained.
The duty of confidentiality will continue to apply after the employment or business relationship ends.
It is in the interests of the company that employees share their knowledge and experience at various events, seminars, trade conferences, in networks, or in the context of initiatives or intercompany projects. Nonetheless, it must be made certain that the information disclosed is treated in a responsible manner and that the form and content of statements are not detrimental to the interests of the company.
6.4. Data Protection and Data Security
The electronic exchange of information is crucial to SIHA‘s business success. The advantages of electronic communication are, however, accompanied by the potential for violations of privacy rights and data security.
Personal data may only be collected, processed or used to the extent that it is legally permissible or the affected person has so consented.
The IT department undertakes suitable organizational and technical measures to ensure that data is protected and the access to data is secure. Employees are responsible for ensuring that their access data is handled correctly. In particular, they may not disclose their access data to another employee and on no account to a person who is not employed by SIHA.
To protect all our employees, any information that violates the law or company-internal rules may not be accessed or passed on. All legal provisions pertaining to data protection and data security must be complied with.
7. Health, Social Standards, Safety and Environment
7.1. Occupational Health and Safety
The health and safety of its employees at work is of great importance to SIHA. Each employee is called upon to support SIHA in its efforts to create and maintain safe working conditions.
This applies to not only the technical planning of workplaces, equipment and processes, but also to safety management and the employees‘ personal conduct in their day-to-day work.
7.2. Compliance with Social Standards
SIHA has committed itself to comply with the internationally recognized labour and social standards as laid down in the Conventions of the International Labour Organization (ILO).
7.3. Legal Compliance
All applicable national laws and regulations, industry minimum standards, ILO and UN conventions and any other relevant statutory requirements are to be complied with.
7.4. Freedom of Association and the Right to Collective Bargaining
The freedom of association and the right to collective bargaining are to be complied with.
7.5. Prohibition of Discrimination
No form of discrimination based on gender, age, religion, race, social background, disability, ethical and national origin, nationality, political affiliation, sexual orientation or any other personal characteristics will be tolerated.
7.6. Compensation
Wages paid for regular working hours, overtime hours and overtime differentials must meet or exceed the legal minimum wage.
7.7. Working Hours
The maximum allowable working hours in a week are 48. The maximum number of overtime hours may not exceed twelve hours per week. Employees are entitled to at least one free day following six consecutive days worked.
7.8. Workplace Safety
A clear set of regulations and procedures must be established and followed regarding occupational health and safety. Working practice and conditions which violate basic human rights are forbidden.
7.9. Prohibition of Child Labour
Child labour is forbidden as defined in the ILO and UN conventions and by national law. Of these various standards, the one that is most stringent will be followed. Any form of exploitation of children is forbidden. The rights of young workers must be protected.
7.10. Prohibition of forced Labour
There will be no forced labour.
7.11. Environmental and Safety Issues
Procedures and standards for waste management, handling and disposure of chemicals and other dangerous materials, emissions and effluent treatment must meet or exceed minimum legal requirements.
8. Reports of Violations
All employees are called upon to report any circumstances that suggest that there has been a violation of our Code of Conduct.
SIHA will investigate any reports of possible violations of its Code of Conduct and undertake suitable measures where needed. All reports will be treated confidentially. We guarantee that the person making a report will be protected. SIHA will not tolerate any act of retribution against such person regardless of its form. On the other hand, we will also not tolerate any abuse of this opportunity to report possible violations of our Code of Conduct.
The supervisor or management are available as contact persons. For questions and comments on the Code as a whole, each employee may
