Code of Conduct

Preamble

texwork's business activities have an impact on people and the environment in many ways. An essential element of our social, economic, and ecological responsibility is our Code of Conduct, which describes our expectations and requirements towards ourselves and our business partners. This Code of Conduct is intended to support and inspire us in selecting suitable suppliers and in the development and distribution of appropriate products.

Together with our suppliers, we aim to develop and grow sustainably to continue providing our customers with the best products. Maintaining long-term and sustainable relationships is one of our fundamental principles and an important means of offering competitive products while ensuring sustainable growth.

We believe that everyone in our organization and our business partners' organizations is responsible for respecting human rights. The management has overall responsibility for ensuring that human rights consideration is integral in how existing operations and opportunities are developed and managed. Supervisors provide visible leadership that promotes human rights as an equal priority to other business issues. They are also responsible for uncovering any grievances that arise. All employees are responsible for ensuring that their actions do not compromise the human rights of others. They are also encouraged to raise their concerns about human rights abuses in confidence.

This Code of Conduct is based on the principles of the UN Global Compact, the UN Declaration of Human Rights, and the International Labor Organization's labor standards.

Contribution to society

texwork and all suppliers see themselves as part of the society in which they operate. Through their business activities, they contribute to its welfare, promotion, and sustainable development. The companies take into account the direct and indirect effects of their business activities on society and the environment and strive for an appropriate balance of interests in economic, social, and ecological terms. They respect and accept the different legal, cultural, and social backgrounds of the countries in which their value chain extends and recognize their structures, customs, and traditions. If these conflict with the principles defined here, the companies will enter into dialog with their business partners and work toward understanding and acceptance.

Implementation

texwork expects that all our suppliers comply with our Code of Conduct. Our suppliers shall also communicate these requirements to their suppliers, one tier back in the supply chain, and take responsibility for their suppliers' compliance. The suppliers’ management is also responsible for communicating the requirements of the Code of Conduct to their employees, ensuring compliance with the regulations, and providing proper documentation that can be provided upon request.

We strive to build a long-term business relationship with our suppliers. This may include visits and audits at our suppliers' and subcontractors' facilities to ensure close cooperation, compliance with the Code of Conduct, and the promotion of continuous development and improvement programs.

texwork is available to answer questions related to the content of this Code of Conduct, such as the interpretation and application of the principles and requirements of the Code. We try to support our suppliers as best as possible in implementing the requirements of this Code of Conduct. Violations of the Code of Conduct are analyzed, reported, and addressed with an appropriate action plan.

National legislation

texwork suppliers must comply with all applicable laws in the country in which they operate. The companies take care to consider the principles of this Code of Conduct in their actions and encourage their business partners to do the same. If existing national regulations conflict with the contents of the Code or if it is not possible to fully comply with the responsibility to respect human rights due to the national context, the companies shall find ways to nevertheless uphold the principles of internationally recognized human rights and the contents of this Code of Conduct.

1. Basic understanding of socially responsible corporate governance

Fair competition

texwork and all suppliers pursue legal business practices in compliance with fair competition and antitrust and competition regulations. They promote the principles of responsible corporate governance such as transparency, accountability, responsibility, openness, and integrity in an appropriate manner. Business decisions are made solely on the basis of objective criteria and are not influenced by financial or personal interests or relationships. Business partners shall be treated fairly and contracts shall be honored. General ethical values and principles must be respected, as are human dignity and internationally recognized human rights. Furthermore, the business partners strictly comply with all applicable laws for the import and export of goods, services and information, and comply with sanctions lists. Prohibition of corruption

texwork and all business partners do not tolerate and shall take action against corrupt practices. All business partners are required to reject and prevent all forms of corruption. Business partners must ensure that their employees, subcontractors and agents do not accept bribes, kickbacks, facilitation payments, improper donations or other improper payments or benefits or other improper payments or benefits to or from customers, officials or other third parties. Responsibility for compliance with applicable anti-money laundering legislation shall be adhered to.

Protection of intellectual property and data protection

The complete protection of the intellectual property of third parties is considered self-evident and binding. Therefore, texwork and all business partners do not engage in the unauthorized use, publication, modification, or copying of proprietary items or other intellectual property. Plagiarism (the unauthorized use, reproduction, or presentation of someone else's work, ideas, or intellectual property without giving proper credit or acknowledgement) and forgery of any kind is strictly prohibited. Furthermore, the use of fraudulent or unlawful means to gain access to internal or confidential information of other companies is refrained from. This absolute protection of intellectual property rights is also expected from our business partners - in case of infringement, we reserve the right to pass on the costs to the infringer. The processing of all personal data relating to employees, customers and business partners (e.g. capture, storage, collection, use, provision) must be carried out in accordance with the applicable data protection legislation.

Financial responsibility and disclosure of information

texwork and all business partners shall carefully verify the identity of customers, suppliers and other third parties with whom we wish to do business. It is the declared goal to maintain business relationships only with reputable partners whose business activities are in compliance with legal regulations and whose operating resources are of legitimate origin.

We strictly comply with the legal framework for proper accounting and financial reporting. Transparency and correctness are a self-evident part of our business. We are aware of our social responsibility in the fulfillment of tax and customs obligations and expressly commit ourselves to comply with national and international legislation.

Whistleblowing and protection against retribution

We encourage our employees and all other third party members to openly report concerns about compliance issues and violations of applicable policies and the Code of Conduct or to report them by email to This email address is being protected from spambots. You need JavaScript enabled to view it.. texwork guarantees that whistleblowers will not suffer any negative repercussions as a result of their reporting. It is unlawful to engage in any attempt to pressure, intimidate, or take similar action against a whistleblower. Such efforts ultimately result in disciplinary action. In addition, any intentional misuse of the reporting channels will not be tolerated.

2. Human rights and labor conditions

The protection of human rights is the duty of the respective states in which the companies do business. In support of the state's obligation to enforce human rights on its territory, texwork and all suppliers should respect human rights. Furthermore, the companies should avoid affecting the human rights of others through their activities and counter adverse human rights impacts in which they are involved.

texwork and all suppliers should conduct human rights due diligence depending on the company's size, the risk of severe human rights impacts, and the nature and context of the business. Due diligence should include procedures to identify, prevent, mitigate and, where appropriate, remedy potential adverse human rights impacts, and should cover those adverse human rights impacts that the company itself causes or contributes to, or that are directly related to its operations, products or services as a result of its business relationships.

Furthermore, texwork and all suppliers respect the fundamental labor standards of the International Labor Organization and create a safe and humane working environment.

Prohibition of child labor and protection of young workers

texwork and all suppliers do not accept child labor and thus protect children from any economic exploitation and work that is harmful to the child's personal development, education, and well-being. The companies are committed to the effective abolition of child labor. They observe the respective legal minimum age for taking up employment or work, which, according to the provisions of the International Labor Organization, may not be lower than the age at which compulsory schooling ends and not lower than 15 years.

As part of the hiring process, appropriate age determination mechanisms should prevent child labor. In addition, companies that identify child labor should take the necessary corrective and social reintegration measures that focus on the well-being and protection of the child.

(ILO Convention 79, 138, 182)

Salaries, working conditions and working hours

Working hours, rest days, holidays, and overtime compensation are regulated and governed by the country's national laws in which the work is performed or by the relevant ILO convention, depending on which regulation is stricter. However, on average, weekly working hours may not exceed the regular 48 hours. In addition, overtime must be performed voluntarily and may not exceed 12 hours per week.

The lowest acceptable wage is the legal minimum wage. texwork requires its suppliers to ensure wages that cover the basic needs of their employees (living wage). Therefore, employees must receive a salary at least once a month, in a practical way.

texwork and all its suppliers grant their employees the right to a written, understandable, and signed employment contract, including working conditions, vacation pay, working hours, and tasks. Sick and parental leave must be granted to employees as needed. Women on parental leave may not be dismissed or threatened with dismissal.

Employees must be provided with signed and dated salary documents that clearly and understandably list salary, overtime pay, working hours, benefits, statutory deductions, rest periods, termination conditions, and bonuses. In addition, foreign employees must have legal work papers and/or valid visas. texwork does not accept circumvention of applicable national social security and labor standards through the employment contract.

In factories where dormitories are provided to workers, we expect these accommodations to be of an acceptable standard size and cleanliness, conform to local customs and regulations, and have adequate amenities.

(ILO Convention 1, 14, 26, 30, 47, 95, 97, 106, 131, 132, 158, 175, 177, 181)

Prohibition of forced labor and disciplinary measures

texwork and all suppliers do not accept any form of forced labor. texwork and all suppliers treat their employees with dignity and respect. Any form of undignified treatment, abuse, harassment, intimidation, or unlawful punishment of employees shall be refrained from. Disciplinary action shall be in writing and in a form the employee can understand.

This includes, but is not limited to:

the employee can never pledge or deposit salaries, bonuses, possessions, or identify papers to retain the employees at the workplace.
no employee can be retained in the workplace at any time against their will.
no employee can, under any circumstance, suffer physical punishment or other kinds of physical, psychological, or sexual punitive measures or harassments or any kind of humiliation.

(ILO Convention 29, 105, 190)

Freedom of association

texwork and all suppliers respect the right of employees and employers to establish, without prior approval and at their own discretion, organizations whose purpose is to promote and protect employees or employers' interests, join such organizations, and freely elect their representatives. texwork and all suppliers respect the right of employees and employers to bargain collectively over wages and working conditions. Employees shall not be discriminated against because of their membership in employee organizations.

In countries where the principles of freedom of association, the right to organize, and collective bargaining are not respected, or the exercise of these rights is restricted or prohibited, companies should allow their workers to freely choose their representatives with whom they can engage in dialogue on workplace issues. texwork and all suppliers should respect the right of their employees to raise grievances without being discriminated against in any way, and such grievances should be addressed through an appropriate procedure.

(ILO Convention 87, 98, 135, 154)

Prohibition of discrimination

texwork and all suppliers do not accept any form of discrimination based on gender, ethnic origin, religion, caste, age, disability, marital status, sexual preference, union membership, political opinion, or other similar grounds in areas such as hiring, salary, training, promotion or dismissal. This refers to recruitment and employment. Equal treatment and equal opportunity must be provided to all.

Employees are evaluated solely on their abilities and qualities to perform their job tasks. texwork and all suppliers must adhere to the principle of equality in the workplace.

(ILO Convention 100, 111, 143, 159, 183)

Health and safety

texwork and all suppliers take appropriate measures to ensure health and safety at work, taking into account national requirements, preventing occupational accidents, and protecting their employees' health in the course of their work. In addition, applicable local regulations on occupational health and safety, building safety, and fire protection are complied with to minimize the risk of accidents and occupational diseases.

This includes, but is not limited to, the fact that texwork and all suppliers:

analyze and evaluate risks connected to psychological, mental, and physical health and safety.
have updated, documented, and communicated emergency procedures.
establish visible evacuation plans and evacuating routes.
install and maintain appropriate fire protection equipment, such as fire alarms and extinguishing equipment, as well as first aid supplies for first aid medical treatment in the event of accidents.
ensures that workplace temperature, noise, and air quality are in line with local legislation.
label chemical containers appropriately and have updated safety sheets for all chemicals available for employees.
provide adequate and continuous education to employees concerning health and safety issues connected to the work, such as stress management, personal safety equipment, ergonomics, management of chemicals substances, and safety procedures.
ensure that all machines are functioning properly and safely, and that all employees operating the machines are adequately trained.
will provide workers with appropriate personal protective equipment as necessary.
provide special protection for vulnerable persons such as juvenile workers, young mothers, pregnant women, and persons with disabilities.
grant employees the right and duty to leave their workplace immediately and without permission in situations of immediate danger.
grant all workers with access to sanitary facilities and drinking water.

(ILO Convention 155)

3. Environmental protection

texwork and all suppliers must comply with applicable laws, regulations, and administrative practices to protect people and the environment in the countries in which they operate. In addition, they should generally conduct their business to contribute to the overall goal of sustainable development. To this end, they should establish a system tailored to their operations that enables them to monitor their activities for negative environmental impacts and to take all necessary and appropriate measures, in accordance with existing regional laws and regulations, to reduce impacts on people and the environment, to prevent environmental damage, and to repair such damage within their capabilities.

The companies strive to continuously improve their environmental performance over the long term by promoting the introduction of appropriate technologies and production processes that enable the efficient use of natural resources and energy and minimize emissions. They evaluate and select the chemicals they use, considering environmental factors, occupational health and safety, and consumer protection. As a result, particularly harmful chemicals are replaced. It is important to ensure the proper disposal of waste and the possible reuse of substances as part of the circular economy, as far as this is possible due to local conditions.