14. Employment Rights

The company reports on how it complies with nationally and internationally recognised standards relating to employee rights as well as on how it fosters staff involvement in the company and in sustainability management, what goals it has set itself in this regard, what results it has achieved thus far and where it sees risks.

Anhalt Logistics has no subsidiaries in risk countries. The headquarters are located in Northern Germany and subsidiaries are only located in Germany. We comply with the German and European laws, regulations and directives in force. For this reason, we currently do not deem a concept regarding goals about employee rights necessary.

The Anhalt Code of Conduct applies to all our employees.
Code of Conduct pdf September 2019.pdf (1.53 MB)

We have chosen DIN ISO 26000 as the standard for compliance with employees' rights and set up a checklist containing all requirements that also concern employees' rights. Since 2019, we will use this checklist for internal and external audits.
Audit checklist DIN ISO 26000 September 2019.pdf (446.91 KB)

Motivated employees provide the basis of the success of our company. The compliance with the laws in force is self-evident. We advocate health protection and occupational safety. Our occupational health and safety practitioner supports us in this regard.

We do not deploy temporary workers.

Since we do not operate in high-risk countries, comply with the legal requirements concerning employees' rights and provide our employees with the best possible training, we currently do not see any specific risks arising from our business relationships, business activities or services. Also, in the course of meetings, no such risks were identified.

Our company sports group offers various events throughout the year:

Once a year, there is an anniversary celebration for our jubilarians. We have many long-term employees and had more than 50 jubilarians to celebrate with in 2019.

We have our own canteen in our headquarters in the rural Rehm-Flehde-Bargen to provide our employees with lunch.

Annual surveys on our employees’ training needs take place. We take up the proposals and promote the further education of our employees.

We recruit trainees in the following fields and gladly hire them.
Many employees are already involved in sustainability management; e.g. employees from the areas:
As we are only active in Europe and not in risk countries, we do not consider a concept in the area of employee rights to be necessary at present. Nevertheless, we consider the topic of sustainability to be very important. This is another reason why we will involve all employees in sustainability management in the future, following the publication of this sustainability report and active participation in the "Ecovaids" evaluation platform, in which we report on the following topics. For the 2019 reporting period, we were able to achieve a "Silver" rating with Ecovadis. The publication period will be around the end of February 2021 for the 2019 report, with a review period at Ecovadis of approximately 9 to 12 weeks.
 

Environment
Employees' & Human rights
Ethics
  • energy consumption & greenhouse gases
  • water
  • biodiversity
  • regional & accidental environmental pollution
  • raw materials, chemicals & waste
  • product use
  • end of product life
  • customer health & safety
  • environmental services & lobby
  • employee health & safety
  • working conditions
  • social dialogue
  • career management & training
  • child-, forced labor & human trafficking
  • diversity, discrimination & harassment
  • human rights of external stakeholders
  • corruption
  • anti-competitive practices
  • responsible information management

Sustainable procurement
  • environmental practices of suppliers
  • social practices of suppliers

15. Equal Opportunities

The company discloses in what way it has implemented national and international processes and what goals it has for the promotion of equal opportunities and diversity, occupational health and safety, participation rights, the integration of migrants and people with disabilities, fair pay as well as a work-life balance and how it will achieve these.

For us, equal opportunities are the prohibition of discrimination based on gender, age, religion, cultural affiliation, disability or social background. This is also established in our code of conduct, which is known by all employees.

Anhalt supports the integration of migrants and people with disabilities. We offer different working time models to facilitate the reconciliation of work and family life. We are currently training two Syrian employees as mechatronic engineers for commercial vehicles. 

Our driver’s manual is installed on the tablet of our drivers and is available in German, Polish and English such that it can be understood by all our employees coming from the following countries:
At Anhalt, equal opportunities are lived, such that there are currently no concrete goals in this regard. Our employees are of different genders, age groups, religions, and cultural affiliations. We employ employees with disabilities and from different social backgrounds.

16. Qualifications

The company discloses what goals it has set and what measures it has taken to promote the employability of all employees, i.e. the ability of all employees to participate in the working and professional world, and in view of adapting to demographic change, and where risks are seen.

Every year, we ask our employees about their training needs by means of a survey. These trainings are then conducted by either visiting lecturers or our own staff. Thus, we do not see any significant risks/negative effects of our activities on the qualification of our employees. If we were to identify any negative effects (e.g. in the course of determining the needs of training), we would react accordingly.

The aim is that our drivers participate in a quality training once a year on the following topics: waste, hazardous goods, HACCP / hygiene, driving and rest periods, driving fatigue, etc.

Anhalt Logistics is in the process of introducing online training for all employees. By 2020, we want to conduct most trainings online. Among others, these trainings cover: transport-relevant training, compulsory training, occupational safety training, technical training and product training.

We are working on digitalization at Anhalt – some areas already work paperless. All other areas are to follow. The implementation is planned for 2020.

The 1, 2, 3, 4 and 5 professional driver qualification law (BKrFQG) module trainings and our own quality trainings for our drivers are conducted by our own, certified teaching staff. In 2019, 257 of our drivers participated in these trainings, which were followed by a quality training on compulsory contents.

Furthermore, the different teams of drivers have regulars’ tables during which department-specific trainings are conducted (e.g. on occupational safety-related topics).

We do not see any essential risks arising from our business activity, our business relationships or our services. Therefore, we also do not see any negative effects on employee qualification. This is explained by our drivers only working in Europe since we do not operate in risk countries.

Key Performance Indicators to criteria 14 to 16

Key Performance Indicator GRI SRS-403-9: Work-related injuries
The reporting organization shall report the following information:

a. For all employees:
i. The number and rate of fatalities as a result of work-related injury;
ii. The number and rate of high-consequence work-related injuries (excluding fatalities);
iii. The number and rate of recordable work-related injuries;
iv. The main types of work-related injury;
v. The number of hours worked.

b. For all workers who are not employees but whose work and/or workplace is controlled by the organization:
i. The number and rate of fatalities as a result of work-related injury;
ii. The number and rate of high-consequence work-related injuries (excluding fatalities);
iii. The number and rate of recordable work-related injuries;
iv. The main types of work-related injury;
v. The number of hours worked.

You will find the remaining numbers c-g of the indicator SRS 403-9 in the GRI standard and may additionally report them here.


Key Performance Indicator GRI SRS-403-10: Work-related ill health
The reporting organization shall report the following information:

a. For all employees:
i. The number of fatalities as a result of work-related ill health;
ii. The number of cases of recordable work-related ill health;
iii. The main types of work-related ill health.
b. For all workers who are not employees but whose work and/or workplace is controlled by the organization:
i. The number of fatalities as a result of work-related ill health;
ii. The number of cases of recordable work-related ill health;
iii. The main types of work-related ill health.

You will find the remaining numbers c-e of the indicator SRS 403-10 in the GRI standard and may additionally report them here.

a.
i. In 2019, there were no fatalities as a result of work-related injuries.

ii. In 2019, there were 10 work-related injuries, with no differentiation in severity being made. Decisive are here the reporting guidelines of the Employers' Liability Insurance Association.

iii. In 2019, there were 10 recordable work-related injuries, which have been documented and reported to BG-Verkehr.

iv. Sprains are the most important work-related injuries.

To assess the frequency of work accidents, we assume an index/rate of work accidents per 1 million km. This gives a rate of 0.32 work accidents per 1 million km driven.

v. Amount of hours worked: 1.052.000 hours

On average, we assume an employee to work 2000 hours. Taking the annual average for 2019, 526 people were employed, resulting in the following accident rate:     
       
10 accidents / 1.052.000 hours x 1 million hours = 9.5 absences per million hours
335 days of absence / 1.052.000 hours x 1,000 = 0.3184 index degree of severity

All employees are employed with Anhalt Logistics. We do not have temporary work or the like.


The reporting directives of the occupational insurance association are decisive.

b.
There are no employees who are not employed by Anhalt Logistics.

There were no work-related illnesses and thereof resulting deaths at Anhalt in 2019.


Key Performance Indicator GRI SRS-403-4: Worker participation on occupational health and safety
The reporting organization shall report the following information for employees and for workers who are not employees but whose work and/or workplace is controlled by the organization:

a. A description of the processes for worker participation and consultation in the development, implementation, and evaluation of the occupational health and safety management system, and for providing access to and communicating relevant information on occupational health and safety to workers.

b. Where formal joint management–worker health and safety committees exist, a description of their responsibilities, meeting frequency, decision-making authority, and whether and, if so, why any workers are not represented by these committees.

All employees are employed with Anhalt Logistics.

Every 21 weeks, there are Occupational Health and Safety Committee meetings, which are accompanied by our occupational safety specialist. Other participants of these occupational work safety meeting are: management board, head of claims management, division manager workshop, division manager transport logistics road, quality management officer, driver management.

All locations have a responsible company physician, who carry out the occupational health care for our employees. Medical examinations are scheduled regularly.

The management with the assistance of the driver supports supervises the occupational medical care.

Key Performance Indicator GRI SRS-404-1: Average hours of training
The reporting organization shall report the following information:

a. Average hours of training that the organization’s employees have undertaken during the reporting period, by:
i. gender;
ii. employee category.

a. O average, employees of Anhalt Logistics spent 4.15 hours of training and further education during the reporting period 2019.

i. by gender: female employees 19.22%, male employees 80.78%
The majority of male employees results from the large number of male drivers.

We have not broken down our employees into different categories. For the reporting period 2020, we will differentiate between administration, driver, workshop/tank cleaning.
 

Key Performance Indicator GRI SRS-405-1: Diversity
The reporting organization shall report the following information:

a. Percentage of individuals within the organization’s governance bodies in each of the following diversity categories:
i. Gender;
ii. Age group: under 30 years old, 30-50 years old, over 50 years old;
iii. Other indicators of diversity where relevant (such as minority or vulnerable groups).

b. Percentage of employees per employee category in each of the following diversity categories:
i. Gender;
ii. Age group: under 30 years old, 30-50 years old, over 50 years old;
iii. Other indicators of diversity where relevant (such as minority or vulnerable groups).

a. The percentage of individuals within the organization's governance body is:
i. female: 50%, male: 50%
ii. Age group: under 30 years old: 25%; 30-50 years old: 25%; over 50 years old: 50%
iii. There are no minorities in Anhalt's governance body.

b. The percentage of employees is:
i. female: 9.5%, male: 90.5%
ii. In the age group "under 30 years old", 12.4% of the employees are female and 87.6% are male.
    In the age group "30-50 years old": female employees 7.5%, male employees 92.5%.
iii. The percentage of employees with a disability is 4.23% (3,9% female).


 

Key Performance Indicator GRI SRS-406-1: Incidents of discrimination
The reporting organization shall report the following information:

a. Total number of incidents of discrimination during the reporting period.

b. Status of the incidents and actions taken with reference to the following:
i. Incident reviewed by the organization;
ii. Remediation plans being implemented;
iii. Remediation plans that have been implemented, with results reviewed through routine internal management review processes;
iv. Incident no longer subject to action.

a. There were no incidents of discrimination during the reporting period. For this reason, we are not able to provide any information on the points i. to iv.

17. Human Rights

The company discloses what measures it takes, strategies it pursues and targets it sets for itself and for the supply chain for ensuring that human rights are respected globally and that forced and child labour as well as all forms of exploitation are prevented. Information should also be provided on the results of the measures and on any relevant risks.

Compliance with human rights is a matter of course for us. This is anchored in our Code of Conduct.  

We have taken DIN ISO 26000 as a basis to check our company against the criteria of this standard using a checklist. For 2019, we have gone through this checklist, as certification according to this standard is not possible.  

In the management review, we report and if necessary, our activities are reviewed and adjusted. However, there were no deviations in the areas of "violation of human rights".  

We do not see any risks with regard to the violation of human rights, as we do not operate in high-risk countries. As we do not currently see any need for action at this level, we are not currently pursuing an overarching management concept - for this reason, no objectives and measures - with the exception of the DIN ISO 26000 checklist - have been formulated.

1. Human rights policy statement


a.) We have our own code of conduct, encompassing the ILO’s core labor standards. Every employee is asked to comply with the code of conduct. All new employees receive a training on the code of conduct (and thus on complying with human rights) and are informed about our expected compliance.
Code of Conduct pdf September 2019.pdf (1.53 MB)

b.) The company management adopts all the publications of the company. All employees can access the code of conduct via the Intranet.

c.) Anhalt Logistics has a CSR officer. The code of conduct will be published on our website as soon as the sustainability report is published.

d.) The company management approve all company publications. In addition, there is a CSR officer.

e.) Employees can access the code of conduct via the Intranet. In addition, it is present at all locations in order to make sure that every employee can access it.


2. Procedures for the identification of actual or potential adverse impact on human rights.


a.) Anhalt Logistics does only operate throughout Germany and Europe. There are no activities in high-risk countries. Therefore, no human rights risks can be analyzed.

b.) For our business activity, no especially vulnerable groups of people are relevant, since we do not operate in high-risk countries.

c.) Human rights risks and its ability to counter these itself is assessed as minor.

d.) There are no human rights risks that should be integrated into the risk management of our company.



3. Measures to review effectiveness / Element: grievance mechanism


a.) All new employees receive training on the upholding of human rights in the course of the training on the code of conduct.

b.) Upholding of human rights is checked by means of the checklist of DIN ISO 26000.

c.) Internal grievance mechanisms and clearly assigned responsibilities within the company are illustrated in the organigram.

d.) A newly established whistle-blowing mechanism is only available for our employees, but not for our suppliers since we only cover the service sector and are not involved in e.g. manufacturing activities.


4. Human rights due diligence obligations in the value chain

a) We only have a code of conduct for our employees. Since we only cover the service sector, we are not involved in product manufacturing, for example.  

b) As we only have business partners in Germany and Europe who do not violate human rights, we do not see any human rights risks. Capital market-oriented companies with which we are in business partnership report themselves on the topic of sustainability; here we see corresponding reports on the occasion of the supplier evaluation.  

c) Supplier companies (e.g. commercial vehicle suppliers) are equity-oriented companies and submit their own reports on the subject of sustainability. These reports are viewed on the occasion of the supplier evaluation. These supplier companies are mainly based in Germany and Europe, not in risk countries, and comply with human rights.  

d) Our supplier companies (example: commercial vehicle suppliers) must comply with German and European legislation; we see no risk of human rights violations.   e) There are no supplier companies in risk countries, seats only in Germany and Europe, as previously described.   f) There have been no cases of human rights violations in the past and in 2019, therefore there is no concept for redress.

Key Performance Indicators to criteria 17

Key Performance Indicator GRI SRS-412-3: Investment agreements subject to human rights screenings
The reporting organization shall report the following information:

a. Total number and percentage of significant investment agreements and contracts that include human rights clauses or that underwent human rights screening.

b. The definition used for ‘significant investment agreements’.

a. Zero (0%) significant investment agreements and contracts include human rights clauses or underwent human rights screening.

b.
Anhalt does not operate in high-risk countries and does also not invest in such. Thus, it can not be reported on this instant and no definition can be given for "significant investment agreements".

Key Performance Indicator GRI SRS-412-1: Operations subject to human rights reviews
The reporting organization shall report the following information:

a. Total number and percentage of operations that have been subject to human rights reviews or human rights impact assessments, by country.

a. Zero (0%) operations have been subject to human rights reviews or human rights impact assessments. We only operate in Germany and throughout Europe.

All locations of the company are located in Germany and not in high-risk countries. Annually, it is checked by means of a DIN ISO 26000 checklist that all human rights are adhered to.

Key Performance Indicator GRI SRS-414-1: New suppliers subject to social screening
The reporting organization shall report the following information:

a. Percentage of new suppliers that were screened using social criteria.

Our suppliers are only located in Germany and Europe - not in high-risk countries. Therefore, suppliers are not screened using social criteria (0%).

Key Performance Indicator GRI SRS-414-2: Social impacts in the supply chain
The reporting organization shall report the following information:

a. Number of suppliers assessed for social impacts.

b. Number of suppliers identified as having significant actual and potential negative social impacts.

c. Significant actual and potential negative social impacts identified in the supply chain.

d. Percentage of suppliers identified as having significant actual and potential negative social impacts with which improvements were agreed upon as a result of assessment.

e. Percentage of suppliers identified as having significant actual and potential negative social impacts with which relationships were terminated as a result of assessment, and why.

All business partners/suppliers are located in Europe – 0% in high-risk countries.

a. 0 suppliers assessed for social impacts.

b. 0 suppliers were identified as having significant actual and potential negative social impacts.

c. 0 significant actual and potential negative social impact were identified in the supply chain.

d. 0% of suppliers were identified as having significant actual and potential negative social impacts with which improvement were agreed upon as a result of assessment.

e. 0% of suppliers were identified as having significant actual and potential negative social impacts with which relationships were terminated as a result of assessment.

18. Corporate Citizenship

The company discloses how it contributes to corporate citizenship in the regions in which it conducts its core business activities.

Anhalt Logistics GmbH & Co. KG is not capital market-oriented, but does however voluntarily reports on sustainability practices.

Around 100 people work at the rural headquarters in Rehm-Flehde-Bargen. We do not have a management concept in the context of corporate citizenship, but we are making a positive contribution to the community by providing jobs in this structurally rather weak area.

We do not accept any kind of gifts from business partners (established in the code of conduct); instead, we donate to:
  • Local kindergarten
  • Local voluntary fire department
  • Families in need of help in the region
  • Local clubs/associations (donations and commodity contributions)

This is done by the management for a long time. Community risks are not being analyzed in the region since the emissions are not produced here, but during the transport activities throughout Europe.

Key Performance Indicators to criteria 18

Key Performance Indicator GRI SRS-201-1: Direct economic value generated and distributed
The reporting organization shall report the following information:

a. Direct economic value generated and distributed (EVG&D) on an accruals basis, including the basic components for the organization’s global operations as listed below. If data are presented on a cash basis, report the justification for this decision in addition to reporting the following basic components:
i. Direct economic value generated: revenues;
ii. Economic value distributed: operating costs, employee wages and benefits, payments to providers of capital, payments to government by country, and community investments;
iii. Economic value retained: ‘direct economic value generated’ less ‘economic value distributed’.

b. Where significant, report EVG&D separately at country, regional, or market levels, and the criteria used for defining significance.

a. The company generated  64,987,000 € in revenues in 2019; personnel expenditure amounted to 17,784,000 €. Revenues were generated in Europe.

19. Political Influence

All significant input relating to legislative procedures, all entries in lobby lists, all significant payments of membership fees, all contributions to governments as well as all donations to political parties and politicians should be disclosed by country in a differentiated way.

As a logistics company that operates throughout Europe, we are involved in the following associations:
The above associations represent us in legislative procedures and seek to protect our interest.

Currently, there are no legislative procedures of relevance to the company. The criteria according to which the associations get politically involved, are discussed during association meetings.

We do not make donations to governments or political parties.

Key Performance Indicators to criteria 19

Key Performance Indicator GRI SRS-415-1: Political contributions
The reporting organization shall report the following information:

a. Total monetary value of financial and in-kind political contributions made directly and indirectly by the organization by country and recipient/beneficiary.

b. If applicable, how the monetary value of in-kind contributions was estimated.

a. No party donations were made.

b. No non-cash benefits have been given to parties.

20. Conduct that Complies with the Law and Policy

The company discloses which measures, standards, systems and processes are in place to prevent unlawful conduct and, in particular, corruption, how they are verified, which results have been achieved to date and where it sees there to be risks. The company depicts how corruption and other contraventions in the company are prevented and exposed and what sanctions are imposed.

Anhalt Logistics has never been confronted with corruption. Our code of conduct raises our employees’ awareness of this topic. We work in accordance with the law and have a legal register.

In the following, the code of conduct is presented in written-from. The brochure is available here:
Code of Conduct pdf September 2019.pdf (1.53 MB)



                                                                     CODE OF CONDUCT

For our company, responsible and lawful behavior goes without saying. This Code of Conduct illustrates the conduct requirements within Anhalt Logistics and in the relationship to our business partners and the public. It presents the principles of our entrepreneurial behavior and reflects our company values.
 
Compliance
Complying with national and international laws and regulations as well as internal regulations is considered an elementary principle in acting economically responsibly.   Anhalt Logistics complies with the law.
Fair Competition
The antitrust law intends to secure and maintain a free and undistorted competition in the interest of all market players. Antitrust laws and prohibitions particularly comprise
  • the prohibition of price collusions between competitors
  • the prohibition of abusing a dominant position.
  The exchange of confidential information between competitors about prices, imminent price changes and/or customer and supplier relationships is prohibited.
Prohibition of Corruption and Influence Peddling
Corruption and influence peddling – in whatever form – is not tolerated. Personal gains may not be demanded, accepted, offered or granted in connection with company activities. If an employee is confronted with a corresponding offer or desire, this is to be immediately reported to his/her supervisor. Gifts may not be accepted or distributed. Common promotional gifts form an exception. The same applies to invitations. In case of doubt, please clarify with the supervisor.

Data Privacy and Information Security
The protection of personal data in general, but especially the protection of our employees’, partners’, customers’ and suppliers’ data is of high value to us. We only collect and process personal data if this is necessary to fulfill our services. We pay attention to data security. We process personal data only after having obtained the consent of the data subject, which always complies with the written rules and principles of the European General Data Protection Regulation.
Safety and Environmental Responsibility Sustainable environmental and climate protection are among our main goals. We pay attention that the impact our services have on the environment and climate are kept at a minimum. All employees are encouraged to act in an environmentally aware manner. Safety regulations are consistently adhered to. Human and Workers‘ Rights
We respect the internationally recognized human rights, dignity, and personal rights, and support their observance. We strictly reject any form of forced and child labor. We are committed to fair working conditions, comprising compensation, working hours and privacy protection, etc.
Equal Treatment and Prohibition of Discrimination
Our company’s culture is characterized by equal opportunities, mutual trust, and mutual respect. We promote equal opportunities, tolerance and a dignified, polite and honest dealing with one another. We prohibit discrimination of any kind – especially in the recruitment and promotion of employees or in granting training and further education. We treat all employees equally, regardless of race, color, nationality, descent, gender, beliefs, ideology, political attitude, age, physical constitution, sexual orientation, appearance or other personal qualities. We respect the personal dignity of every individual. Harassment and any form of unwanted physical contact is prohibited.
Avoiding Conflicts of Interest
Every employee must inform the human resource management department when starting a paid activity for another company or planning an active business activity. In particular, this applies when undertaking a function with which Anhalt Logistics either holds a business relationship or is in competition with. Conflicts of interest between one’s duties and one’s interests are to be avoided.
Occupational Safety and Health Protection
We see to a healthy and safe working environment. Our employees comply with the regulations on occupational safety and health protection. Also, when awarding transport requests to subcontractors, our and the safety requirements of our customers are complied with.
Donations
Anhalt Logistics supports local, non-profit associations.  
Political parties, party-affiliated or party-like organizations as well as elected representatives or candidates for political offices at home or abroad are not supported by financial donations.  
Protection of Business Secrets
We take the necessary steps to protect sensitive information and business documents against unauthorized access by third parties. Employees holding information that is not generally known or easily accessible, must not pass on this information or make it publicly available.
Protection of Corporate Property
The company’s property and resources are handles with care. We protect corporate property from loss, theft, and misuse.

Because there were no violations against corruption regulations, no objective target has been set in this regard, such that so far no management concept with the components a.) - d.) is pursued. No specific risks have been identified in the course of meetings and during the company's operation that come from our business activity, business partnerships or services and have a negative effect on the fight against corruption and bribery.

In 2019, an internal audit deploying the checklist according to DIN ISO 26000 examines where we have to react to any issues in this regard. We will integrate appropriate processes. 
Audit checklist DIN ISO 26000 September 2019.pdf (446.91 KB)

The goal remains to have no corruption cases within the company. With the above checklist, all possible illegal actions are examined (i.e. violations against corruption regulations). Since 50 years, the company has not been subject to corruption.

Anhalt's management is responsible for the topic of compliance; a CSR officer is assigned and included in the company's organigram.

New employees receive training on the code of conduct and are sensitized for its content.

Key Performance Indicators to criteria 20

Key Performance Indicator GRI SRS-205-1: Operations assesed for risks related to corruption
The reporting organization shall report the following information:

a. Total number and percentage of operations assessed for risks related to corruption.

b. Significant risks related to corruption identified through the risk assessment.

a. 0% of operations were assessed for risks related to corruption.

b. 0 significant risks related to corruption were identified through the risk assessment.

We cannot report any information on corruption, since there have not been any corruption affairs at Anhalt Logistics. We only operate in Germany and Europe, not in high-risk countries. A risk assessment of our operations or an assessment of corruption risks is not necessary.

Key Performance Indicator GRI SRS-205-3: Incidents of corruption
Die berichtende Organisation muss über folgende Informationen berichten:

a. Total number and nature of confirmed incidents of corruption.

b. Total number of confirmed incidents in which employees were dismissed or disciplined for corruption.

c. Total number of confirmed incidents when contracts with business partners were terminated or not renewed due to violations related to corruption.

d. Public legal cases regarding corruption brought against the organization or its employees during the reporting period and the outcomes of such cases.

a. In 2019 there were 0 confirmed incidents of corruption.

b. 0 confirmed incidents in which employees were dismissed or disciplined for corruption.

c. 0 confirmed incidents when contracts with business partners were terminated or not renewed due to violations related to corruption.

d. 0 public legal cases regarding corruption brought against the organization or its employees during the reporting period and the outcomes of such cases.

Key Performance Indicator GRI SRS-419-1: Non-compliance with laws and regulations
The reporting organization shall report the following information:

a. Significant fines and non-monetary sanctions for non-compliance with laws and/or regulations in the social and economic area in terms of:
i. total monetary value of significant fines;
ii. total number of non-monetary sanctions;
iii. cases brought through dispute resolution mechanisms.

b. If the organization has not identified any non-compliance with laws and/or regulations, a brief statement of this fact is sufficient.

c. The context against which significant fines and non-monetary sanctions were incurred.

a. (i., ii., iii.), b., c.
Until now, no significant fines, non-monetary sanctions had to be paid by the company for non-compliance with laws/regulations in the social and economic area. Also, no cases were brought through dispute resolution mechanisms.

We operate only in Germany and Europe and comply with the law.  The multitude of certifications (most recently AEO Full) reflect the reliability of the company. Annual audits verify the reliability of the company's management (submission of police clearance certificates and extracts from the commercial central