Code of Conduct

As a company with international ties, Bohnkaf-Kolonial GmbH & Co.KG sees itself as having a special responsibility to work towards improving the global human rights situation along our supply chains and to shape our business relationships in a socially responsible manner with a view to the 2030 Agenda for Sustainable Development.

The increasing integration of Bohnkaf-Kolonial GmbH & Co.KG into global procurement and sales markets offers opportunities and challenges at the same time: new markets and cultivation areas are opened up, creating jobs and prosperity. At the same time, however, risks also arise due to intransparency and the often inadequate enforcement of internationally recognised human rights in the supply chains.

Bohnkaf-Kolonial GmbH & Co.KG is committed to respecting, protecting and upholding the human rights of individuals. We stand by this responsibility as a company regardless of the ability or willingness of states to fulfil their duty to protect human rights. To this end, Bohnkaf-Kolonial GmbH & Co.KG sets up a risk management system in order to be able to identify and analyse violations of human rights in the supply chain in good time. On this basis, measures can then be taken to ensure compliance with human rights within the supply chain.

This includes the understanding of Bohnkaf-Kolonial GmbH & Co.KG to pay fair wages, to work towards adequate working conditions on site and to prevent the exploitation of children. For Bohnkaf-Kolonial GmbH & Co.KG, equal rights for women and men are a matter of course and we do not discriminate against anyone because of their gender, their origin, their race, their language, their home country and origin, their faith, their religious or political views or because of a disability.
We reject corruption as well as forced labour and human trafficking:

Bohnkaf-Kolonial GmbH & Co.KG stands for these guidelines and trains its employees to live these values in the company. This begins with the conscious perception of violations of these principles, which are taken up and dealt with via defined processes and then result in suitable measures for the company. This also applies to information from third parties.

Requirements
1. Forced labour
All employment is voluntary. Business partners shall not use any form of forced labour, servitude, slavery or other forms of involuntary labour. Employers shall not require their workers to deposit money or identification papers with the employer. ILO Conventions 29 and 105 apply.

2. Child labour
Child labor is not permitted. The minimum age for admission to work must not be below the age of completion of compulsory schooling and in no case below 15 years. If child labor is found, the supplier is required to take remedial action and allow the children to attend school. Employees between the ages of 15 and 18 may only work outside school hours. In no case may a juvenile employee's school hours, working hours and transport time exceed a total of ten hours a day, and in no case may juvenile employees work more than eight hours a day. Furthermore, they shall not work at night, nor shall they be employed in work harmful to the health, safety or morals of children. Special protection regulations must be observed. ILO Conventions 79, 138, 142 and 182 apply.
Employees between the ages of 15 and 18 may only work outside school hours. In no case may a juvenile employee's school hours, working hours and transport time exceed a total of ten hours a day, and in no case may juvenile employees work more than eight hours a day. Furthermore, they shall not work at night, nor shall they be employed in work harmful to the health, safety or morals of children. Special protection regulations must be observed. ILO Conventions 79, 138, 142 and 182 apply.

3. Discrimination
Ensure that all workers are treated equally and with dignity and respect. Discrimination on the basis of gender, age, religion, race, caste, social background, disability, ethnic and national origin, nationality, membership of workers' organisations including trade unions, political opinion, sexual orientation, family responsibilities, marital status or other personal characteristics is not permitted. ILO Conventions 110, 111 and 159 apply.

4. Wages and remuneration
The wage paid must comply with the statutory minimum wage or industry-specific minimum standards, whichever is higher. Business partners must strive to pay wages that cover the basic needs of employees and their families, leaving a portion of income for discretionary use. Employees must receive all benefits required by law. Overtime must be compensated with premium pay in accordance with legal or industry standards, whichever is higher. Deduction of wages as a disciplinary measure is not permitted. ILO Conventions 26 and 131 apply.

5. Working time
Working hours shall comply with applicable law or industry standards. Weekly working hours shall not regularly exceed 48 hours per week. Overtime must be voluntary and must not exceed 12 hours per week. Workers are entitled to at least one day off after six consecutive working days. ILO Conventions 1 and 14 apply.

6. Freedom of association
The right of workers to establish and join workers' representative bodies, including trade unions of their choice, and the right to collective bargaining shall be recognised. In situations where the rights to freedom of association and collective bargaining are restricted by law, alternative opportunities for independent and free association and collective bargaining shall be provided. Workers' representatives shall be protected from discrimination, harassment, intimidation or retaliation. They shall be granted free access to workers in order to
ensure that they can exercise their rights in a lawful and peaceful manner. ILO Conventions 87, 98, 135 and 154 apply.

7. Health and safety at work
The supplier is responsible for a safe, healthy and hygienic working environment. Necessary precautions shall be taken against accidents and damage to health that may arise in connection with the activity by setting up and applying appropriate occupational safety systems. Excessive physical or mental fatigue shall be prevented by appropriate measures. In addition, workers shall be regularly informed and trained on applicable health and safety standards. Provision and use of personal protective equipment, access to clean sanitary facilities and drinking water shall be ensured. ILO Conventions 155 and 164 apply.

8. Deception in the employment relationship
Obligations under this Policy Statement, national laws and international guidelines must not be circumvented through the use of agency work, subcontracting, mock apprenticeship programmes or homeworking in industries where homeworking arrangements have not traditionally been used.

9. Preservation of the natural foundations of life
The supplier shall not deprive land, forests or waters, the use of which secures the livelihood of persons, in violation of legitimate rights. He shall refrain from harmful soil changes, water and air pollution, noise emissions as well as excessive water consumption if this harms the health of persons, significantly impairs the natural basis for the production of food or prevents the access of persons to safe drinking water or sanitary facilities.

10. Environmental protection
Our business partners must comply with all applicable laws and international regulations for the protection of the environment and hold all necessary environmental approvals, certificates and permits. In addition, they work continuously to minimise environmental impacts. This includes, for example: preventing the release of hazardous substances into the environment; complying with environmental standards for wastewater treatment, emissions and waste management; properly labelling and safely storing chemicals and other hazardous substances; improving energy efficiency; and minimising the use of natural resources (including water, mineral resources, agricultural raw materials and fossil fuels).

The social and environmental standards set out in this policy statement are to be accepted and implemented by each of our business partners. In the event of non-compliance, no further business relationship can be agreed.

Complaints procedure:
All people, i.e. employees, contributors and third parties, are entitled to report a violation of our guidelines. To do so, please use the complaints mechanism on our website: www.bohnkaf.de under "People & Environment", tab "Report Violation".