About us - Introduction to Interzero

2 Principles and social responsibility

For us, it is a matter of social responsibility and credibility to be committed to sustainable business, to ensure social and environmental standards and to care for society as a whole. We therefore have clear rules and standards in this regard.

2.1 Human rights and child labour

We respect internationally recognised human rights and support their observance. We will not tolerate any behaviour that ignores them.

In our company, we do not accept the illegal employment of children and young people.

2.2 Equal opportunities and non-discrimination

We promote equal opportunities and avoid discrimination in the hiring of employees, as well as in the promotion or granting of training and continuing education. We treat all employees equally, regardless of gender, age, colour, culture, ethnicity, sexual identity or orientation, disability or religious affiliation.

2.3 Observance of law and order

We expect all employees to comply with applicable laws and regulations. All senior staff/managers in our company are required to familiarise themselves with the core values. In this respect, they act as role models and instruct employees to comply with laws and regulations.

2.4 Compliance with social norms

Together with management, we strive to ensure that all employees are treated with dignity and respect. All employees should be able to work in a work environment free from physical violence and sexual, psychological or verbal harassment. We investigate signs of violation with respect for the interests of victims and potential witnesses, regardless of the rank and file concerned.

We expect our employees to stand up for democratic principles.

We comply with the law to ensure fair working conditions and fair pay, working hours and privacy protection.

As part of vocational training, we promote the enhancement of employees' professional qualifications through relevant training and continuing education.

We also expect our business partners to comply with equivalent social standards in these areas: Human rights, compliance with regulations, protection of children and young people, appropriate treatment of employees, equal opportunities, health and safety, wages and social benefits.

2.5 Health and safety

Occupational safety and health is an essential part of all operational processes in our company.

In all workplaces, we take the necessary measures to prevent accidents and damage to health and to ensure compliance with health and safety regulations. Every manager is obliged to support his or her employees in this regard.

We expect subcontractors and all companies working with us to adhere to comparable standards.

2.6 Environmental protection / Sustainable development

As a waste management and recycling company, environmental and climate protection as well as the efficient use of resources are of paramount importance to us.

We attach great importance to avoiding or reducing environmental pollution by reducing energy and water consumption, emissions and waste.

We focus on the use of eco-efficient technologies and materials to protect the environment, we prioritise economy and the possibility of reusing materials.

We support sustainable business activities and environmentally conscious actions by our management and employees.

Every employee has a duty to treat natural resources with care and to contribute to environmental and climate protection through his or her individual conduct.

Through our sustainability reporting, we provide comprehensive information on our social and environmental performance. This enables customers, employees, suppliers and other stakeholders to understand the social and environmental impact of our operations.

2.7 Quality management

Our quality management system ensures that the products and services we develop and sell meet the requirements of our customers in every respect. Consequently, every employee is responsible for the satisfaction of their external and internal customers.

Along with environmental and health and safety management, quality management is regularly certified externally by the company as part of our integrated management system according to the standards of the European ISO standard.

3. corporate behaviour

3.1 Behaviour among themselves

We place a high value on all employees treating each other in a trustworthy, open and respectful manner. We actively combat discrimination, harassment and other derogatory behaviour towards employees.

3.2 Corporate values

We act in accordance with our values of respect, mutual exchange and responsibility ('we are one').

Meet each other with RESPECT

We meet with curiosity and interest and acknowledge our differences. We pay attention to manners and tone during the meeting and assume good intentions. We acknowledge and appreciate the performance and productivity (of others).

Permanent EXCHANGE OF EXPERIENCE/INFORMATION

We actively network and take the time to make personal connections. In interaction, it is important for us to listen and ask questions. We ensure that knowledge and information is communicated and obtained in a targeted, timely and audience-oriented manner. We are open to change, prioritise and develop ideas.

Acceptance of shared RESPONSIBILITY

We adhere to agreements and commitments and fulfil our designated role. We move in a common direction and actively make a difference through engagement and awareness of solutions. We treat our own and external resources with care as part of our active support and care.

Values such as respect, sharing of experience and responsibility provide a framework and support for our collaboration. The behaviour of colleagues and managers is more likely and predictable. Everyone can and should contribute to promoting joint collaboration.

3.3 We support CHANGE

With a stronger network, respectful and responsible interaction with each other and with the resources of the company and us as people, day-to-day issues, projects, as well as conflicts and decisions can be dealt with more effectively.

We are improving our operations through a sense of ownership of the whole, easier sharing and a diversity of our most talented employees who are fearless and have the courage to develop and try new ideas.

3.4 Avoidance of conflicts of interest

In our company, business decisions are made in accordance with the interests of the company.

We avoid situations where our personal or financial interests could be in conflict with the company.

If conflict situations nevertheless arise, they must be resolved in accordance with the law and applicable company guidelines.

3.5 Handling of company assets

We treat and use company property properly and carefully and protect it from loss, theft and misuse. We use the company's tangible and intangible property only for company purposes and not for personal use, unless expressly permitted.

Our employees, together with their supervisors, are responsible for ensuring that the type and extent of business travel is always commensurate with the purpose of the trip. We always plan trips with time and cost considerations in mind and follow the company's travel guidelines.

4 Dealing with business transactions

4.1 Prevention of corruption

Our company stands for technological competence, innovative strength, customer orientation and motivated and responsible employees. This is the basis for our high reputation and our sustained economic success in competition.

Corruption is a threat to these guarantees of success and is not tolerated. "Bribes" and other unfair influences on business decisions are not tolerated as a means to get an order. We would rather walk away from a transaction, from an assignment than break the law.

Every employee in our company is called upon to take an active part in the effective prevention of corruption in their area of responsibility.

4.2 Gifts, invitations and other benefits

The acceptance or giving of gifts and benefits (presents, invitations and other advantages) with a direct factual or temporal link to a business decision should be avoided.

Even the appearance of unfair influence on business decisions should be avoided.

In order to achieve the highest possible level of security in this regard, our company has "anti-corruption guidelines" which, among other things, regulate the possibility of accepting and granting business benefits and gifts (e.g. invitations, hospitality, invitations to events, etc.). We expect our employees and business partners to comply with the requirements set out in these guidelines.

4.3 Donations and sponsorships

We see ourselves as an active member of society and therefore get involved in various ways. We make donations and other forms of social commitment without any expectations.

No donations may be made to political parties, foundations or institutions affiliated with political parties.

Sponsorship activities are only possible after a prior legal examination, taking into account relevant results and considerations and in accordance with the company's internal guidelines.

4.4 Dealing with authorities and public offices

In our dealings with the authorities, we always act honestly, transparently and in accordance with the applicable law.

In the event of enquiries from authorities or other departments that go beyond routine matters, we always inform the responsible manager and, if necessary, the legal department, in order to coordinate further action.

4.5 Fair competition and antitrust law

We are committed to fair competition and compliance with the relevant legislation.

Violations of antitrust law threaten our success and will not be tolerated.

The management and employees of our company do not enter into any agreements with competitors, suppliers or other companies that could have an illegal competitive impact.

In case of doubt, the legal department should be involved in the decision.

4.6 Prevention of money laundering

We comply with legal obligations to prevent money laundering and do not participate in money laundering activities. All employees are encouraged to check, verify unusual financial transactions through the Legal Department. if there is any doubt, in particular to check cash transactions that may raise suspicion of money laundering.

4.7 Protection of intellectual property

With regard to the protection of intellectual property, we comply with applicable laws. Intellectual property is protected by law (e.g. copyright, trademark or patent law) or as a trade secret.

This is what we stick to. However, the legal situation often depends on the specifics of the case. When in doubt, we therefore involve the legal department in the assessment.

4.8 Financial integrity

Our company's business transactions and business records must be correct and orderly. We record and document all business transactions, assets and liabilities in accordance with legal requirements.

Documents relevant to financial accounting may not be provided with entries that are intentionally false or misleading. Any form of manipulation of the balance sheet is prohibited.

5 Confidentiality and communication

5.1 Confidentiality 

Our company's trade secrets are protected and treated in strict confidence.

Trade secrets include all documents that are not suitable or intended for external dissemination, such as contracts, draft contracts, planning data, financial data, personnel information, intellectual property and all other commercial information (confidential information).

We share confidential information internally only with those employees who are involved with the company.

For digital, confidential information, special protection mechanisms should be used.

When sending emails, we ensure that confidential texts and attachments are sent only to authorised persons.

We do not share confidential or sensitive company information on social networks.

Disclosure of confidential information to third parties is only considered if it is in the interest of the company and does not violate legal or contractual provisions. Before providing such confidential information to third parties, the conclusion of a confidentiality agreement should be checked in each case. If in doubt, advice should be sought from the legal department.

5.2 Communication with the public

We respect the right to freedom of expression and the protection of personal rights and privacy.

Every employee should be aware that he or she can also be seen as part of and representative of our company in the private sphere. Therefore, all employees are called upon to maintain the company's reputation and position through their conduct and public appearances.

5.3 Marketing and advertising statements / reporting

We always provide truthful information in marketing and advertising about our services. False statements and misleading information can damage both our clients and our reputation. We place a high value on open and truthful reporting and communication of the company's business transactions to investors, employees, customers, business partners, public and government agencies.

5.4 Data protection

When collecting, storing, processing or transferring personal data (e.g. name, address, telephone number, date of birth, etc.) of employees, customers or other third parties, we exercise the utmost care and ensure compliance with applicable laws and regulations. If in doubt, please seek advice from the company's Data Protection Officer.

5.5 Transparency of information

We ensure the rapid and efficient exchange of information within the company. Information is communicated correctly and completely to other authorised persons. Knowledge relevant to the business is not unfairly concealed, falsified or selectively communicated.

6 Implementation and contact persons

We actively promote the communication of the principles underlying this Code of Conduct.

We encourage our employees to address concerns and issues openly. Employees who raise concerns about company procedures in good faith are therefore not disadvantaged.

Our executives have a special role as role models and are the first point of contact for questions regarding their understanding of the regulations. As part of their management responsibilities, they prevent unacceptable behaviour or take appropriate measures to prevent infringements in their area of responsibility.

Employees and business partners can contact the external lawyer and ombudsman at the address below if they have any questions about this Code of Conduct or if they have any indication of a breach of law or guidelines.

All information will be treated as confidential by the lawyer and ombudsman.

You can contact him at the following contact details:

Compliance officer, legal services

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7. decision-making aids

If you are unsure whether a decision on a case is in line with company policy, the following questions may help you:

- Is my decision legal and in line with the company's regulations?

- Can I make a decision in the best interests of the company, free from competing vested interests?

- Can I reconcile this decision well with my conscience?

- Can I easily disclose this decision to the outside world?

- Will this decision also be subject to third-party review?

- Does my decision preserve the good reputation of the company?

If you can answer "Yes" to all questions, your decision is probably justified. If you have any doubts, please contact the contact persons listed.

Status: 05/2020