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.

Corporate Culture at Werner & Mertz
Our employees are our most valuable asset. Their engagement, conviction and creativity contribute greatly to our success. We respect and appreciate that. Consequently, it is important for us not only to produce sustainable products but also to manage and encourage our employees. Our personnel principles are based on qualification, esteem, fairness and looking after the welfare of employees. We bank on motivation, personal responsibility, teamwork and strong identification with the company. Under Criterion 6 we reported on how this mission and its core components were worked out. The measures, goals and units of measurement to gauge progress in corporate culture and training & personal development were presented in Criteria 3 and 7.

Works Council is an important instrument for employee participation 
Werner & Mertz has a Works Council which has set its goals to effectively assert and implement the interests of the workforce. The Works Council is responsible for all exempt and non-exempt employees at Werner & Mertz GmbH, Erdal Rex GmbH, Tana-Chemie GmbH and ECC GmbH. Employee participation is encouraged with concrete measures:

Work Council Requirements How Requirements are Fulfilled
Secure jobs Steady, profitable growth
Information on company topics and development Company meetings, reports, posted notices, Internet communication and top-to-bottom passing along of  information relevant to employees  
Opportunities for employees to give input into company processes   Process and Project Management, Culture Workshops,  Idea Management
Maintaining company's good reputation Execution of Frosch Initiative, rigorous adherence to integrally sustainable approach, implementation of certified management systems,  corporate communication, marketing campaigns, public relations and publications
Opportunities for training and acquiring qualifications Strategic personal development and career planning with in the scope of the Learning Organization, competence development discussions
Attractive employer Innovation capabilities, sense of purpose or meaningfulness, health management, attractive remuneration model

Besides the Works Council, Idea Management or the company’s suggestion program, is the central instrument for the participation of all our employees.  Every employee can contribute ideas and suggestions about how to optimize and improve work processes, occupational safety, environmental protection or product-related aspects.  A committee checks the savings potential of the submitted ideas. We appreciate our employees' contributions and honor the implemented suggestions with 20 percent of the saved amount. All ideas chosen over the course of the year are eligible to participate in a year-end prize drawing.    


Foreign Sites
The Werner & Mertz Group conducts business at its Mainz site in Germany and at  a second production site in Hallein, Austria. In both countries comprehensive labor laws are in effect. Therefore, major risks in the area of employee rights cannot be identified. So that we remain informed of changes to laws and potential risks, the Werner & Mertz Group has its own legal department and a company-wide legal registry that is updated monthly.

Supplier Code of Conduct based on International Standards
Werner & Mertz has introduced a Supplier Code of Conduct for business partners in order to prevent risks which arise from our business activities, business relationships and our products and services and to preclude any negative effects on employment rights in the supply chain. The code deals with basic principles that are firmly anchored by the company's core value "sustainability" (with the three-pillar model). They include respect for human rights, providing socially acceptable working conditions, ethical behavior in business life and implementation of environmental standards. We get our orientation from the following conventions and standards:

The Werner & Mertz Group expects that suppliers and service providers will accept responsibility for adhering to these principles and will promote and monitor their observance in their own supply chains.

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.

Equal opportunity, one of our core values, is incorporated in our Code of Conduct for our employees. As an international company, Werner & Mertz diligently promotes diversity and creates a highly varied work environment that allows people with different backgrounds to develop fully, perform to the best of their ability and accelerate our innovations. Our fundamental objective is to encourage and support every single employee on the basis of his own personality, independent of any diversity criteria. Specific, measurable goals, including timeframes and progress status are not currently available for equal opportunity.  

Werner & Mertz is a company that takes a holistic view of each employee, pays attention to equal opportunity and speaks out against discrimination. Employees are objectively selected exclusively for their qualifications, talent and skills and their potential fit with our corporate culture – and not on the basis of age, gender, skin color, ethnicity, culture, disability, sexual orientation, religious beliefs, ideology or other factors which lawmakers deem discriminatory. The same principles apply in our day-to-day cooperation and in the support and development of our employees. It is expected that every employee – and every candidate who goes through the application process in our company – is treated fairly and respectfully and is not discriminated against, bullied or harassed. Immediate action is taken in cases of violations.    

We also consider it very important to pay a fair wage and to help our employees to reconcile the demands of work and family, which we support through targeted measures. We guarantee appropriate remuneration of our employees covered by IG BCE tariff agreements and of exempt employees subject to agreements made with the Works Council. To help employees better manage family and job, we offer personally tailored part-time models and support with care of family members or other special life situations. On site we have a Parent-Child Office to further simplify reconciling family matters with job responsibilities.    

With regard to integration, we help young people to find apprenticeships and trainee positions via the StartPlus Program, which has assisted many young refugees. Several trainees have successfully completed their technical training and have obtained jobs in our company. In addition, an Integration Committee working in the company area "Inclusion" looks after the interests of severely disabled employees. 

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.

Personal development is in our corporate mission statement
At Werner & Mertz it is our goal that every employee fully realize his potential. In accordance with the objectives of the Learning Organization, the company sets its stake on individualized, needs-oriented strategic development. This principle leads to greater satisfaction and motivation on the part of each employee, who, in turn, can contribute more to the success of the entire organization.  

The central objective of our company in Training and Personal Development, which we have incorporated in our Sustainability Roadmap, is the establishment of strategic personnel planning that offers attractive qualification and career opportunities. For that purpose, the required processes for needs-based training and qualification are to be devised and implemented by 2025. They include function descriptions, a model for job roles, individual and departmental plans, qualification matrices, employee-supervisor talks, strategic successor planning and personnel needs planning. Because the previously mentioned goals will first be worked out and agreed to at the end of the reporting year, the degree of achievement of those goals cannot yet be determined.

The Werner & Mertz Group conducts business at its Mainz site in Germany and at  a second production site in Hallein, Austria. In both countries comprehensive labor laws are in effect. Therefore, major risks in the area of qualification cannot be identified.  


To reach our self-imposed targets, we adhere to three central guidelines:


To make our strategic personnel development transparent, we have developed a model for job roles based on our target culture, which sets the framework for careers at Werner & Mertz. The highly varied career opportunities take into account our company's strategic personnel needs and our employees' individual career paths, which are documented in personal development plans.  Structured, regular feedback gives us information about our employees' strengths, potential, and development wishes and helps us with our assessments of employees' suitability for other roles and positions. 


Personal training needs are determined in many ways, including the annual Competence Development Assessment (CDA) between employee and supervisor. Giving and receiving feedback is a basic component of our corporate culture. Feedback drives us to make changes and develop a shared understanding of the behavior patterns that bring us together and help us succeed. Our CDA is both a cultural instrument and the foundation for employees' personal development and our personnel development processes.  

During the meeting, the employee can give the supervisor feedback on his work and leadership role. It is an important tool that managers value for the development of their own competence. Different aspects are considered, including  the continuous development of professional, social and methodical competencies and special requirements such as IT or language skills. One outcome of the CDA is the derivation and implementation of concrete personal development measures. We support employees who want to continue their vocational education or obtain university degrees while they remain employed. Werner & Mertz finances these efforts fully or proportionally and gives employees the required time off.     
Other measures in training and continuous education are:   
Healthy working atmosphere:  Nutrition and ergonomic workplaces   
Health Management at the Werner & Mertz Group is based on the three pillars  of "Nutrition", "Exercise" and "Relaxation". We also offer check-ups and screenings in cooperation with our company doctor. Healthful nutrition is an important issue for us. Fresh organically grown apples, filtered, cooled tap water and hot beverages are free for everyone. The Employee Restaurant in Mainz offers menus certified by DGE (Deutsche Gesellschaft für Ernährung) that are labeled "Job & Fitmit Genuss zum Erfolg!"

Our employees should feel well cared for at their desks and workstations. We make sure to have the right ergonomics and we regularly check workplace conditions. That applies too for the conditions that affect the mental health of our employees. Comprehensive compliance with the duty of care is ensured at Werner & Mertz with a culture of open communication, flat hierarchies, support from external service providers with unanticipated and short-lived problems with looking after children or caring for other family members, integration management and health-oriented leadership.

Healthy working atmosphere: Encouraging exercise
To encourage healthy and energy-saving mobility, we offer our employees  the bicycle of their choice – including e-bikes – which they can use for their commute and in their free time. If a bike with an electric motor is selected, the rider can charge the battery at no cost on the company premises. All of that is made possible with a leasing project to which the company makes a generous contribution to the monthly fee. At the end of the leasing period, the bicycle can be returned or acquired by its user.

Our employees can always do something for their health. The motto is here is "Information and Prevention": lecture series, courses and concrete medical measures, examinations by the company doctor and vaccinations help our employees to stay healthy. Our "Join in – Be Frosch & Fit" actions are specially meant to help employees do something for their personal fitness in their everyday lives without too much time and effort.

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.

Information about all employees:
Number and rate of fatalities as a result of work-related injury 0
Number and rate of high-consequence work-related injuries  (excluding fatalities) 0
Number and rate of recordable work-related injuries Mainz: 15 reportable injuries
Hallein: 5 reportable injuries
Main types of work-related injury Cuts, abrasions, impact injuries
Number of hours worked Mainz: 773.2 hours Hallein: 232.0 hours
For all workers who are not employees but whose work and/or workplace is controlled by the organization:
Number and rate of fatalities as a result of work-related injury 0
Number and rate of high-consequence work-related injuries  (excluding fatalities) 0
Number and rate of recordable work-related injuries No information available.
Main types of work-related injury  
Number of hours worked No information available.

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.

Employee participation and consultation take place in at least four meetings per year of the Occupational Health & Safety Committee whose members are the employer and employees (here represented by the Works Council). In addition, each work area designates an employee as a safety officer. Every employee can retrieve from an internal server information about the areas of Occupational Safety (including legislative texts, training documents and forms) and Health Management.

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.

We currently collect no data for this area. Information about training is in Criterion 16.

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).

Percentage of individuals within the organization's governance bodies in each of the following diversity categories:
Gender No information available.
Age group: under  30 years old, 30−50  years old, over 50 years old; No information available.
Other indicators of diversity where relevant (such as minority or vulnerable groups)    No information available.
Percentage of employees per employee category in each of the following diversity categories:
Gender Females: 31.07%; Males: 68.93%
Age group: under  30 years old, 30−50  years old, over 50 years old; 15­39 = 42,6%   40­59 = 48,5%   >60 = 8,9%
Other indicators of diversity where relevant (such as minority or vulnerable groups) Foreign employees: 9.87%
Severely disabled: 3.07%

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.

No discrimination incidents occurred at Werner & Mertz during the reporting period.

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.

Werner & Metz is a company with a clear position. We assume responsibility and we keep our word. We consider lawful conduct and ethically acceptable behavior essential for our company's lasting success. Respect for human rights is a matter of course within our company and in our supply and value chains. At this time we know of no cases of violations of human rights in our company.  

The business area and production sites of Werner & Mertz, including all affiliated companies, are located in Germany and Austria. Therefore, our activities are subject to the strict German and Austrian legal requirements. We monitor company observance of the laws with targeted measures in compliance management. For this reason we have not set measurable goals and have not conducted a risk analysis for human rights.   

As we work to meet our sustainability obligations and achieve our goals, we use the Supplier Code of Contact as our main tool to ensure respect for human rights within our supply chain. The duty to follow the Code is a component in all contracts with new suppliers and in amended contracts with existing suppliers.   
The core contents and the international norms on which the Supplier Code of Conduct is based are described in detail in Criterion 14.  By means of our extensive Compliance Management system, we can take action against unlawful conduct in the area of human rights. The specific contents of our Compliance Program is provided in Criterion 20.

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’.

Criterion Available Information
Total number and percentage of significant investment agreements and contracts that include human rights clauses or that underwent human rights screening 87.5% in indirect purchasing. Work continues on an improvement.
The definition used for "significant investment agreements" Orders above 50,000 EUR covered by a delivery contract (only in Indirect Purchasing).  Human rights clauses are not contained in this delivery contract; however, most suppliers subsequently signed our Code of Conduct.    
All suppliers are located in Europe, with the majority in Germany.

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.

Criterion Available Information
Total number and percentage of operations that have been subject to human rights reviews or human rights impact assessments, by country. Because all production sites of the Werner & Mertz Group are within the EU, we do not consider it necessary to conduct an explicit review of adherence to human rights.

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.

We do not consider the screening with social criteria necessary because suppliers commit to observing these criteria within the Code of Conduct.   

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.

We do not consider the examination of social impact necessary because suppliers commit to observing these criteria within the Code of Conduct.  

18. Corporate Citizenship

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

Awareness and Training on Sustainability Topics 
We contribute to raising social awareness of sustainability issues through active educational work.  Concrete measures include cooperative efforts with schools, our public relations work and campaigns to increase consumer awareness.      

Environmental and Social Initiatives
The Werner & Mertz Group distinguishes itself from the rest by its social engagement. Especially in environmental and social areas, the company has launched several initiatives on its own or with others:


Environment: Social: 
 

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.

We are not required to release an annual report and do not report financial figures.

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.

Werner & Mertz promotes the open exchange of ideas beyond the boundaries of its own company and industry. The company wants to make innovative, sustainable solutions known to the general public. The objective of its initiatives is the further development of its own ideas with regard to ecological, economic and political issues. The implementation is in the foreground, far from any announcements motivated by public relations. Concrete examples  ought to motivate the industry and convince politicians to make greater demands for implementation. To that end, many employees get involved actively in industry associations, working groups and committees, and political organizations.  

In political and social discourse Werner & Mertz is committed to diligent environmental and climate protection at national and European levels. The company’s concrete appeal is that climate protection, biodiversity and the circular economy be given a high priority at all times and that existing environmental protection laws be strengthened, not weakened. We believe that political decision makers are obliged to create the legal framework for bold, forward-thinking climate and environmental policies.  

Werner & Mertz regularly takes a stand on federal laws and political measures, as seen in the example of the new Packaging Act, which went into effect on 1 January 2019. The incentive we prescribed for the use of recyclates was incorporated in the Act, but its practical implementation is insufficient. That’s why we are demanding a clear definition of the word “recyclate” for used plastic or PCR (Post-Consumer Recyclate) obtained from household waste collection systems. Furthermore, we are advocating the establishment of a fund system which would reward companies for the use of PCR in packaging. At the European level, the Green Deal introduced by the EU Commission in December 2019 plays an important role in our work. We actively support the deal’s proposed creation of a circular economy for plastic packaging in the EU along with stronger regulation of climate protection and lower Greenhouse Gas emissions.  

Our CEO Reinhard Schneider serves as a member of various political lobbying groups. They include the BVMW, Entrepreneurs for the Future in which executives promote their innovative products, technologies, services and business models for more climate protection. Schneider also is an active member on the board of the IKW.

Interaction with political lobbyists
In the past Werner & Mertz has repeatedly spoken with political decision makers in order to inform them of the company’s own activities for the sake of sustainability. Examples of those exchanges are:  

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.

Criterion Available Information
Total monetary value of financial and in-kind political contributions made directly and indirectly by the organization by country and recipient/beneficiary.       0
If applicable, how monetary value of in-kind contributions was estimated.   0

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.

Werner & Mertz attributes the company's success to its unwavering commitment to sustainability and the trust consumers and customers have in its products and brands. In striving to remain successful, we place great value on an integrally sustainable way of doing business which, we firmly believe, can be achieved only with integrity and in compliance with statutory regulations.  With various compliance activities and measures, we enforce our corporate conduct, which we continuously improve and develop by consistently pursuing our compliance goals. To that end, Werner & Mertz has established a Compliance Program whose elements are oriented toward IDW PS 980.  

Business activities of the W&M Group do not give rise to an increased risk of corruption or bribery. In the past no incidents of this sort have been identified. We therefore see no need for action beyond the current activities. They are focused on preventive compliance to fight corruption and bribery.  Strict rules against corruption and bribery are laid down in the Code of Compliance and in Compliance Guidelines and employees are schooled accordingly. Infringements are not tolerated and are penalized with disciplinary actions. Furthermore, Compliance Management closely examines and evaluates the corruption risk in the export business within the scope of the compliance risk analysis. Given our integrally sustainable corporate approach, the business relationships of the Werner & Mertz Group are based on trust and long-term partnerships which positively counteracts the risk of potential corruption.

Role and Function of Compliance Management
In 2018 Compliance Management in the organization was strengthened with the introduction of the Group’s own compliance function. With that move the company reacted to the growing external legal requirements while taking into account the growth and internationalization of its business. Compliance activities to date were consolidated to increase professionalism in compliance and thereby more effectively and efficiently make progress on relevant topics and processes. The International Compliance Manager was set up as a staff position that reports to the CEO and functions as a business partner in the organization. The manager is responsible for the establishment and further development of a Compliance Management System tailored to the needs of Werner & Mertz.

Compliance Culture 
Our compliance program seeks to strengthen the compliance culture, which is derived from the target culture and the understanding of leadership as practiced in the Werner & Mertz Group. Its  purpose is to ensure that the meaning and value of compliance and lawful conduct are respected and considered indispensable by executives, managers and employees. This attitude is shaped by the shareholders' Compliance Commitment and supported by our models for roles and competencies at the executive level.  

Our actions and convictions are sharper and more specific in the Compliance Guidelines revised in 2019 and the Code of Conduct updated in 2020. Besides legal and regulatory compliance guidelines, the documents contain special topics such as the prohibition of bribery and corruption, conduct in the market and competition, money laundering prevention and, most importantly, company-specific compliance rules.      
Werner & Mertz also has a Code of Conduct for business partners (see Criterion 14), which also covers the above-mentioned compliance subjects and business ethics topics such as respect for human rights, prohibition of child labor and forced labor, discrimination ban and many others.  In 2020 Werner & Mertz engaged its suppliers in discussions of these issues.  

Compliance Processes
The company's compliance processes are laid down according to the methods of modern process management in a process map and defined in part. An important process is the compliance risk analysis, which is conducted in a successive, standardized process in order to ensure consistent quality in information collection and evaluation.  

Furthermore, each manager is required to design the processes for which he is responsible in such a way that potential compliance risks are minimized by means of "in-process control" or by specifically defining the guiding principle "compliance".  Every manager makes sure that appropriate mechanisms are provided as needed and are approved by Compliance Management.
  
Prevention, Detection and Sanctioning of Compliance Violations
Employees and executives are informed by clear regulations in the form of guidelines, fact sheets, checklists or other means of communication, such as the onboarding process. Managers are  addressed again in the Management Handbook, annual conferences, in Business Unit meetings or management meetings. Employees and managers also are required to go through different compliance training sessions, including traditional classroom training and workshops on the Compliance Guidelines, the Code of Conduct or a selected topical subject.  Some training on special compliance subjects may be completed via e-learning. In that case, the training concept and plan are to be approved by Personnel Development. The company has the goal of training close to 100 percent of employees. Raising awareness is meant to prevent misconduct. Because these goals will first be worked out and agreed to at the end of the reporting year, progress to the goal cannot yet be determined.   

Compliance assessments are conducted in order to detect compliance violations. The test program for that purpose is agreed to with the company committee every year. Werner & Mertz does not tolerate any violations and handles information leading to their disclosure responsibly and professionally. Werner & Mertz is currently working on the implementation of a whistle blower system and is revising the reporting process.

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.

Criterion Available Information
Total number and percentage of operations assessed for risk related to corruption 0
Significant risks related to corruption identified through the risk assessment.   No risks were identified.

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.

Criterion Available Information
 Total number and nature of confirmed incidents of corruption. 0
Total number of confirmed incidents in which employees were dismissed or disciplined for corruption.   0
Total number of confirmed incidents when contracts with business partners were terminated or not renewed due to violations related to corruption.   0
Public legal cases regarding corruption brought against the organization or its employees during the reporting period and the outcomes of such cases.   0

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.

Criteria Available Information
Significant fines and non-monetary sanctions for non-compliance with laws and/or regulations in the social and economic area In this year no fines and no non-monetary sanctions for non-compliance with laws and regulations could be identified in this context.
If the organization has not identified any non-compliance with laws and/or regulations, a brief statement of this fact is sufficient    
Context against which significant fines and non-monetary sanctions were incurred