Legal notice

ini­ti­ons inno­va­ti­ve IT solu­ti­ons AG
Wei­de­stra­ße 120a
22083 Ham­burg

Tele­fon: +49 (0)40 / 41 49 60–0
Fax: +49 (0)40 / 41 49 60–11
E‑Mail: info@initions.com
URL: www.initions.com

Vor­stand:
Dr. Ste­fan Anschütz
André Hen­kel

Auf­sichts­rat:
Dr. Micha­el Leue (Vor­sitz)
K. Sie­vers
Dr. Ronald Deckert
Dr. Hel­ge Plehn
Dr. Lars Kars­ten

Han­dels­re­gis­ter: Ham­burg B 83929
USt-ID: DE221890550

DISCLAIMER

The ini­ti­ons home­page con­tains links to other pages on the Inter­net. For all the­se links, the fol­lowing app­lies: Des­pi­te care­ful veri­fi­ca­ti­on when selec­ting the links, ini­ti­ons its­elf has no influ­ence on the con­tent and/or design of the lin­ked pages. ini­ti­ons accepts no respon­si­bi­li­ty whatsoever for the con­tent of Inter­net pages who­se URL is refer­red to in the ini­ti­ons web­site. This decla­ra­ti­on app­lies to all links on the ini­ti­ons web­site and to the con­tents of all pages to which the links lead. The inclu­si­on of links to other URLs is a ser­vice to visi­tors to the ini­ti­ons web­site and is revo­ca­ble at any time. This does not give rise to any legal claim to reten­ti­on.

ini­ti­ons stri­ves to respect the copy­rights of the texts, gra­phics and pho­tos used in all publi­ca­ti­ons or to use texts, gra­phics and pho­tos crea­ted by ini­ti­ons its­elf or which are lice­n­­se-free. Should an unin­ten­tio­nal copy­right infrin­ge­ment nevertheless occur, ini­ti­ons will remo­ve the respec­ti­ve object from its web­site immedia­te­ly after noti­fi­ca­ti­on or mark it with the appro­pria­te copy­right. The copy­right for publis­hed objects crea­ted by ini­ti­ons its­elf remains sole­ly with ini­ti­ons. Any dupli­ca­ti­on or use of such texts, gra­phics and pho­tos is not per­mit­ted without the express con­sent of ini­ti­ons.

ini­ti­ons assu­mes no respon­si­bi­li­ty for the accu­ra­cy of the infor­ma­ti­on pro­vi­ded. Lia­bi­li­ty claims against ini­ti­ons, which refer to dama­ges of mate­ri­al or non-mate­­ri­al natu­re, which are cau­sed by the use of the pro­vi­ded infor­ma­ti­on and/or by the use of incor­rect or incom­ple­te infor­ma­ti­on, are in princip­le pre­clu­ded, if no intent or gross negli­gence can be demons­tra­ted on the part of ini­ti­ons. All brand names and trade­marks men­tio­ned on the web­site of ini­ti­ons and pos­si­b­ly pro­tec­ted by third par­ties are sub­ject without restric­tion to the pro­vi­si­ons of the app­li­ca­ble trade­mark law and the owners­hip rights of the respec­ti­ve regis­tered owner.

SUPPLIER CODE

Preamble

ini­ti­ons inno­va­ti­ve IT solu­ti­ons AG is com­mit­ted to eco­lo­gi­cal­ly and social­ly respon­si­ble cor­po­ra­te gover­nan­ce. We expect the same con­duct from all of our sup­pliers. We also expect our employees to obser­ve the princi­ples of eco­lo­gi­cal, social and ethi­cal con­duct and to inte­gra­te them into our cor­po­ra­te cul­tu­re. We also stri­ve to con­ti­nuous­ly opti­mi­ze our busi­ness acti­vi­ties and our pro­ducts and ser­vices with regard to sus­taina­bi­li­ty and we encou­ra­ge our sup­pliers to con­tri­bu­te to this in the sen­se of a holistic approach.

Our sup­pliers com­ply with all app­li­ca­ble domestic and for­eign legal regu­la­ti­ons. This sup­plier code is part of all con­tracts bet­ween ini­ti­ons inno­va­ti­ve IT solu­ti­ons AG and sup­pliers and their sub-sup­­pliers. If a sup­plier fails to com­ply with any aspect of the Sup­plier Code, the sup­plier is expec­ted to take cor­rec­ti­ve action.

The Code of Con­duct is based on natio­nal laws and regu­la­ti­ons and inter­na­tio­nal con­ven­ti­ons such as the United Nati­ons Uni­ver­sal Decla­ra­ti­on of Human Rights, the Gui­de­li­nes on the Rights of the Child and Cor­po­ra­te Con­duct, the United Nati­ons Gui­de­li­nes on Busi­ness and Human Rights, the Inter­na­tio­nal Labour Stan­dards of the Inter­na­tio­nal Labour Orga­niz­a­ti­on and the United Nati­ons Glo­bal Com­pact.

Requirements for suppliers:

Social responsibility

Fair pay: Remu­ne­ra­ti­on for regu­lar working hours and over­ti­me must be in line with the natio­nal sta­tu­to­ry mini­mum wage or the mini­mum indus­try stan­dards, whiche­ver is hig­her. The remu­ne­ra­ti­on for over­ti­me must always
exceed the pay for regu­lar hours in any case. Inso­far as the remu­ne­ra­ti­on is not suf­fi­ci­ent to cover the cos­ts of nor­mal sub­sis­tence and to form a mini­mum level of reser­ves, the sup­plier is obli­ged to incre­a­se the remu­ne­ra­ti­on accord­in­gly. Employees must be gran­ted all bene­fits pre­scri­bed by law. Deduc­tions from wages as pen­al­ties are not per­mit­ted. The sup­plier shall ensu­re that employees recei­ve clear, detail­ed and regu­lar writ­ten infor­ma­ti­on on the com­po­si­ti­on of their remu­ne­ra­ti­on.

Fair working hours: Working hours must com­ply with app­li­ca­ble laws or indus­try stan­dards. Over­ti­me is only per­mit­ted if it is vol­un­ta­ry and does not exceed 12 hours per week, while employees must be given at least one day off after six con­se­cu­ti­ve working days. The wee­kly working time may not exceed 48 hours on a regu­lar basis.

Free­dom of asso­cia­ti­on: The right of workers to form and join orga­niz­a­ti­ons of their choice and to bar­gain collec­tively must be respec­ted. In cases whe­re the free­dom of asso­cia­ti­on and the right to collec­ti­ve bar­gai­ning are restric­ted by law, alter­na­ti­ve pos­si­bi­li­ties of inde­pen­dent and free asso­cia­ti­on of employees for the pur­po­se of collec­ti­ve bar­gai­ning must be pro­vi­ded. Employee repre­sen­ta­ti­ves must be pro­tec­ted against discri­mi­na­ti­on. They must be given free access to their col­leagues’ work­pla­ces to ensu­re that they can exer­cise their rights in a law­ful and peace­ful man­ner.

Non-discri­­mi­­na­­ti­on: Discri­mi­na­ti­on against employees in any form is not per­mit­ted. This app­lies, for examp­le, to discri­mi­na­ti­on based on gen­der, race, cas­te, skin color, disa­bi­li­ty, poli­ti­cal opi­ni­on, ori­gin, reli­gi­on, age, pregnan­cy or sexu­al ori­en­ta­ti­on. The per­so­nal digni­ty, pri­va­cy and per­so­nal rights of each indi­vi­du­al are respec­ted.

Health pro­tec­tion; safe­ty at work: The sup­plier is respon­si­ble for a safe and healt­hy working envi­ron­ment. By estab­li­shing and app­ly­ing appro­pria­te occup­a­tio­nal safe­ty sys­tems, necessa­ry pre­ven­ti­ve mea­su­res are taken against acci­dents and dama­ge to health that may occur in con­nec­tion with the acti­vi­ty. In addi­ti­on, employees are regu­lar­ly infor­med and trai­ned on app­li­ca­ble health and safe­ty stan­dards and mea­su­res. Employees are given access to suf­fi­ci­ent quan­ti­ties of drin­king water and access to clean sani­ta­ry faci­li­ties.

Ecological responsibility

Dealing with air emis­si­ons: Gene­ral emis­si­ons from ope­ra­tio­nal pro­ces­ses (air and noi­se emis­si­ons) and green­house gas emis­si­ons shall be stan­dar­di­zed, rou­ti­nely moni­to­red, veri­fied and trea­ted as requi­red pri­or to release. The sup­plier also has the task of moni­to­ring its was­te gas puri­fi­ca­ti­on sys­tems and is requi­red to find eco­no­mic solu­ti­ons to mini­mi­ze any emis­si­ons.

Hand­ling of was­te and hazar­dous sub­s­tan­ces: The sup­plier fol­lows a sys­te­ma­tic approach to iden­ti­fy, hand­le, redu­ce and respon­si­b­ly dis­po­se of or recy­cle solid was­te. Che­mi­cals or other mate­ri­als that pose a risk when released into the envi­ron­ment shall be iden­ti­fied and hand­led in such a way as to ensu­re their safe hand­ling, trans­port, sto­rage, use, recy­cling or reu­se and dis­po­sal.

Redu­ce con­sump­ti­on of raw mate­ri­als and natu­ral resour­ces: The use and con­sump­ti­on of resour­ces during pro­duc­tion and the genera­ti­on of was­te of all kinds, inclu­ding water and ener­gy, must be redu­ced or avoided. This can be done eit­her direct­ly at the place of ori­gin or through pro­ce­du­res and mea­su­res, for examp­le by chan­ging pro­duc­tion and main­ten­an­ce pro­ces­ses or com­pa­ny pro­ce­du­res, by using alter­na­ti­ve mate­ri­als, through savings, recy­cling or reu­sing mate­ri­als.

Dealing with ener­gy consumption/efficiency: Ener­gy con­sump­ti­on shall be moni­to­red and docu­men­ted. Cost-effec­­ti­­ve solu­ti­ons must be found to impro­ve ener­gy effi­ci­en­cy and mini­mi­ze ener­gy con­sump­ti­on.

Ethical business conduct

Fair com­pe­ti­ti­on: The stan­dards of fair busi­ness, fair adver­ti­sing and fair com­pe­ti­ti­on must be obser­ved. In addi­ti­on, the app­li­ca­ble anti­trust laws must be app­lied, which in par­ti­cu­lar pro­hi­bit agree­ments and other acti­vi­ties that influ­ence pri­ces or con­di­ti­ons in dealings with com­pe­ti­tors. Fur­ther­mo­re, the­se rules pro­hi­bit agree­ments bet­ween cus­to­mers and sup­pliers aimed at restric­ting cus­to­mers’ free­dom to deter­mi­ne their own pri­ces and other con­di­ti­ons of resa­le.

Confidentiality/data pro­tec­tion: The sup­plier under­ta­kes to meet the rea­son­ab­le expec­ta­ti­ons of their cli­ents, sup­pliers, cus­to­mers, con­su­mers and employees with regard to the pro­tec­tion of pri­va­te infor­ma­ti­on. The sup­plier must obser­ve the laws on data pro­tec­tion and infor­ma­ti­on secu­ri­ty and the offi­cial regu­la­ti­ons when collec­ting, sto­ring, pro­ces­sing, trans­mit­ting and pas­sing on per­so­nal infor­ma­ti­on.

Intel­lec­tu­al pro­per­ty: Intel­lec­tu­al pro­per­ty rights must be respec­ted; trans­fers of tech­no­lo­gy and know-how must be car­ri­ed out in such a way that intel­lec­tu­al pro­per­ty rights and cus­to­mer infor­ma­ti­on are pro­tec­ted. Integrity/bribery, taking advan­ta­ge: The hig­hest stan­dards of inte­gri­ty must be app­lied to all busi­ness acti­vi­ties. The sup­plier must pur­sue a zero tole­ran­ce poli­cy in pro­hi­bi­t­ing all forms of bri­be­ry, cor­rup­ti­on, extor­ti­on and embezzle­ment. Pro­ce­du­res for moni­to­ring and enfor­cing stan­dards should be in place to ensu­re com­pli­an­ce with anti-cor­­rup­­ti­on legis­la­ti­on.

Menu