Code of Conduct
Introduction
Founded in 2010, dressGuard GmbH is a young and dynamic company in the textile industry. As an innovative manufacturer of CI workwear and shirts, the company stands for state-of-the-art production technology, social and economic responsibility, and the preservation of Europe as a production location. dressGuard believes in values, economy, and morality. For the textile company, economics and ethics are inseparably linked. Sustainable economic value creation is only possible while upholding moral and ethical values.
dressGuard is committed to assuming its business and social responsibility in a manner that reflects the highest degree of integrity and honesty. Relationships with contractual partners, third parties, and the public in general have always been based on trust and goodwill. Only by continuing our commitment to these principles can we ensure the lasting trust, acceptance, and goodwill of our contractual partners and customers. The business success of dressGuard is the result of the joint efforts of all employees in carrying out their responsibilities in an ethical manner. In doing so, every employee should always strive to:
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serve our contractual partners honestly and fairly and advise them comprehensively on their rights and obligations
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fulfill our contractual obligations and other commitments
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avoid placing a public official in a compromising position or impairing a public official’s judgment through gifts or compensation
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promote and sell our products in a responsible and lawful manner
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preserve the integrity and reputation of dressGuard by protecting confidential and proprietary information that becomes known to an employee in the course of employment
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understand the proper use of our electronic communication systems, including social media
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carry out activities for dressGuard in compliance with all applicable policies, procedures, laws, and official requirements
The Code of Conduct of dressGuard GmbH is based on the following generally recognized guidelines:
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Universal Declaration of Human Rights of the United Nations
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United Nations Global Compact
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ILO Declaration on Fundamental Principles and Rights at Work
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Rio Declaration on Environment and Development
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United Nations Convention against Corruption
Human Rights
dressGuard expressly commits itself to upholding human rights within its sphere of influence. We undertake not to participate in human rights violations in any form, either directly or indirectly.
We also expect our business partners to treat all people with respect and fairness and to uphold human rights within their sphere of influence.
Freedom of Association and Collective Bargaining
Employees have the right to establish or join a workers’ organization or trade union of their own choosing for the purpose of collective bargaining. No employee may suffer disadvantages as a result of union membership. Employees and their respective organizations may also negotiate and conclude workplace agreements or collective bargaining agreements at the appropriate level.
We also require our business partners to respect their employees’ right to freedom of association and collective bargaining.
Fair Working Conditions
dressGuard ensures fair working conditions for all employees. This includes compliance with the respective national regulations on working hours as well as the right to adequate remuneration based at least on the applicable statutory minimum wages or collective bargaining agreements.
All contractually agreed salaries, benefits, and nationally required social benefits are paid or remitted. In addition, dressGuard supports the further qualification and training of its employees.
We also expect our business partners to provide fair working conditions and appropriate remuneration to their employees. In particular, they are also obliged to comply with the provisions of the German Minimum Wage Act (MiLoG) and the Posted Workers Act (AEntG), insofar as these provisions apply territorially.
Prohibition of All Forms of Forced Labor, Child Labor, and Human Trafficking
dressGuard is committed to prohibiting all forms of forced labor. This includes all types of work or services exacted from a person under threat of penalty or performed involuntarily.
dressGuard also requires its business partners not to permit any form of forced labor within their company. dressGuard is committed to prohibiting all forms of child labor. In employing minors, dressGuard observes the minimum age for admission to employment in accordance with national laws. dressGuard is committed to prohibiting all forms of human trafficking. dressGuard requires its business partners not to tolerate any form of forced labor, child labor, or human trafficking within their company.
Non-Discrimination
dressGuard does not tolerate any form of discrimination. We respect the privacy of our employees. We are committed to promoting equal opportunities and diversity and advocate that all employment decisions, such as hiring, promotion, education, and training measures, are made solely on the basis of the relevant person’s abilities and qualifications. Aspects such as race, skin color, nationality, origin, gender, sexual identity, religion, worldview, political opinion, age, physical constitution, appearance, personal relationships, or union membership must not influence employment decisions.
dressGuard rejects all forms of sexual harassment and bullying of employees and will take all legal measures against them.
We also expect our business partners to promote equal opportunities and diversity, and neither tolerate nor permit any form of discrimination, sexual harassment, or bullying in employment-related decisions.
Occupational Health and Safety
dressGuard complies with applicable national legislation on health protection and occupational safety. We see it as a core concern to provide our employees with a healthy and safe working environment. We are committed to minimizing risks to which employees are exposed by taking appropriate measures to prevent health impairment and accidents. Employees’ working conditions are designed to meet their needs and are subject to a continuous improvement process. All applicable legal requirements concerning health protection, workplace ergonomics, and occupational safety are observed.
Our business partners are also required to comply with applicable national legislation on health protection and occupational safety. They must actively take measures to prevent work-related accidents, illnesses, and fatalities in order to ensure a healthy and safe working environment for their employees.
Environmental Protection
dressGuard is committed to protecting the environment as a corporate objective and declares the resource-conserving manufacture of all products to be a production factor that must be observed. The following guiding principles apply to environmental protection:
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reducing energy consumption and greenhouse gas emissions
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maintaining clean air and thereby improving air quality
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managing natural resources
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avoiding waste
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preserving water quality and using water sparingly
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responsible chemical management
We comply with applicable national environmental laws, regulations, and standards. Furthermore, we support the use of modern, efficient, and environmentally friendly technologies.
We also expect our business partners to protect the environment and comply with applicable national environmental laws, regulations, and standards. Business partners must ensure that their activities do not cause avoidable environmental damage. In addition, our business partners should only use chemicals for textile treatment that at least comply with the current version of the ZDHC MRSL requirements.
Sustainability
dressGuard is committed to sustainable growth while simultaneously controlling the impacts of its business activities. We use natural resources efficiently and minimize waste. We believe that expanding our business should go hand in hand with optimizing our environmental impact. Our willingness to adapt to climate change will ensure the sustainability of our business. We are consistently reducing our energy consumption, lowering our CO2 intensity, and investing in new technologies and offset programs.
Our sustainability report, first published in 2020, describes our understanding of sustainability in detail and shows which goals we have set and which measures we intend to use to achieve them. The report is based on the criteria of the Baden-Württemberg Sustainability Initiative (WIN).
We therefore expect our business partners to achieve sustainable growth while keeping the impacts of their business under control by improving their environmental performance. We also promote and require such improvements throughout the broader supply chain.
Conflicts of Interest
dressGuard avoids conflicts of interest wherever possible. We also actively work to resolve identified conflicts of interest. This applies equally to internal company conflicts of interest and to conflicts involving customers, suppliers, and competitors. We expect our employees to devote their full professional efforts to dressGuard and to take on secondary activities only to the extent legally permitted or regulated by employment contract.
Bribery and Corruption
Compliance with anti-bribery and anti-corruption laws around the world is not only a legal requirement, but also reflects our determination to act with the highest degree of integrity and honesty. dressGuard rejects all forms of corruption, including bribery and extortion. Decision-making processes must not be influenced in any way by improper benefits (cash, benefits in kind, pleasure trips, etc.). Conflicts of interest must be avoided. If a personal interest or conflict of interest exists, it must be disclosed. Such disclosure shall not result in disadvantages for the person concerned.
We also expect our business partners to combat all forms of corruption and to refrain from engaging in unfair competition. Our business partners must neither bribe or extort others nor accept bribes themselves. Furthermore, business partners must not enter into any price-fixing arrangements with competitors or similar agreements.
Antitrust Law (Conduct Toward Competitors)
Antitrust laws are intended to promote a fair and open market by prohibiting certain agreements and information sharing with competitors. Examples of prohibited agreements include price-fixing, bid-rigging, territorial or customer allocation, boycotting customers or suppliers, and tying arrangements. dressGuard is committed to complying with applicable antitrust laws and does not approve of activities that could constitute or appear to constitute anti-competitive agreements. Violations of antitrust laws are serious offenses that may lead to disciplinary action, including termination, as well as criminal prosecution and the risk of civil sanctions. All employees are responsible for complying with applicable antitrust law.
It is prohibited to enter into agreements with competitors that may affect competition. The same applies to the exchange of information regarding prices, terms, capacities, market shares, margins, costs, as well as bid content or bidding behavior.
dressGuard also requires its business partners to commit themselves to applicable antitrust laws and other laws regulating competition.
Intellectual Property and Counterfeits
dressGuard protects the intellectual property of customers and employees through appropriate technical and organizational measures.
Internal regulations are in place to prevent counterfeit parts from being placed on the market. These regulations must also be ensured by business partners.
Customs and Foreign Trade
All goods subject to customs duties are properly cleared through customs by dressGuard. dressGuard consistently complies with legal requirements for export control and customs in the areas of foreign trade and customs law and ensures their proper implementation.
dressGuard expects its business partners to provide qualified and timely export control and foreign trade data and to implement adequate standards for supply chain security within the framework of global customs security programs.
Financial Responsibility and Disclosure of Information
dressGuard adheres to the highest standards of honesty. It is essential that the internal and external reports and documents we create, publish, or provide to authorities are complete, appropriate, accurate, timely, and understandable. In addition, accurate records and reports of financial information are necessary in order to make responsible business decisions.
All financial books, records, and accounts must accurately reflect transactions and events and comply with generally accepted accounting principles as well as dressGuard’s internal control system. If employees are uncertain, they should contact our management. Part of our commitment to honesty is ensuring that all of dressGuard’s financial transactions are legally sound and carried out for the stated purpose as authorized by dressGuard.
Every employee is responsible for being vigilant and preventing transactions that could potentially expose dressGuard to suspicion of money laundering. Compliance with laws against money laundering and the financing of terrorist or criminal activities in all jurisdictions in which we operate is also an expression of our commitment to professional, fair conduct and integrity. dressGuard is also obliged to identify and report such suspicious transactions or activities. Every employee is therefore requested to report any suspicion or actual knowledge of money laundering or a financial crime to management, insofar as they reasonably believe such suspicion exists.
Data Protection and Information Security
We collect, process, and use personal data only insofar as this is necessary for specified, clear, and legitimate business purposes. The processing and use of data must be transparent for the data subjects, and their rights to information and, where applicable, objection, correction, blocking, and deletion must be safeguarded.
The protection of personal data, especially that of employees and business partners, is of particular importance to dressGuard. We collect or process personal data only when this is absolutely necessary for the performance of the respective work task or required by law. Personal data may not be collected or processed without the data subject’s consent or legal authorization.
Scope of Validity
This Code of Conduct forms the basis of all business relationships with regard to all production processes and sites for the trade and non-trade goods sourced by dressGuard. dressGuard reserves the right to verify compliance with the standards set out herein in an appropriate manner, for example as part of audits, and to adjust them where necessary. Contractual agreements or other side agreements may not circumvent this Code of Conduct.
In the event of violations of laws or the standards set out herein, we will act consistently, including by taking employment-law measures or terminating business relationships.
Complaint Procedure and Whistleblower Policy
This Code of Conduct must be freely accessible to all employees of business partners, where applicable in the respective national language. Any person who becomes aware of violations of this standard or active infringements of the rights set out and affirmed herein is requested to contact dressGuard directly and inform us of the possible violations.
Reports and complaints concerning possible violations of laws or the Code of Conduct may be submitted via email to dressguard@dressguard.de, by telephone at +49 7256 9246812, in person by appointment at the office of the designated representative at dressGuard GmbH, Wallgärtenstraße 2a, 76661 Philippsburg, or by post marked “personal/confidential” to: Mr. Spase Kulevski, dressGuard GmbH, Wallgärtenstraße 2a, 76661 Philippsburg.
The anonymity of the reporting person and confidentiality will be guaranteed under all circumstances. The whistleblower will be protected against retaliation or reprisals.
The information provided will not be disclosed to any other person without the prior written consent of the reporting person. Furthermore, all reports made under these principles will be reviewed and investigated, even if submitted anonymously. If an employee makes a report that is not substantiated by the subsequent investigation, dressGuard will not take disciplinary or other measures against that employee, provided that the employee has not acted unlawfully or improperly in connection with the report. However, employees are expected to exercise due care when making a report. Intentionally false reports are not protected.
Contact Person
If you have any questions regarding sustainability or the Code of Conduct, you may contact the person listed below at any time:
dressGuard GmbH
Spase Kulevski
Wallgärtenstraße 2A
76661 Philippsburg
Tel. (+49) 7256 – 92468 – 0
Fax (+49) 7256 92468 – 28
E-mail: dressguard@dressguard.de