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#GrizzlyToolsTeam
We, Grizzly Tools GmbH & Co KG, are a medium-sized family business based in Großostheim. Since the company was founded in 1998, we have been aware of our responsibility not only for the present company, but also with regard to our successor generations, we base our decisions on responsible pillars. Compliance with the law in our business activities is a matter of course. However, sustainability, the economical use of resources and fair and safe working conditions also play an important role. The management’s common understanding of the key principles and basic rules of our actions are summarized below. On the one hand, they represent the demands we place on ourselves to live up to the values and principles listed therein and, at the same time, signal responsible conduct towards our business partners, customers and employees to the outside world.
This Business Partner Code of Conduct sets out the basic principles governing the cooperation with business partners and describes what Grizzly Tools expect of their business partners in terms of human rights and environmental issues.
The principles outlined in this Code of Conduct serve as minimum standards for our business relationships. The Code of Conduct is based on the following international guidelines and principles:
The national and other relevant laws and requirements applicable in the countries in which business is conducted as well as the principles contained in this Code of Conduct must be complied with. Whatever applicable rules or regulations are best suited to achieve the protected interests, those shall always be controlling.
The standards derived from these principles are addressed below. They are to be implemented and monitored by corresponding company-internal procedures.
Bribery and any other forms of corruption are prohibited. The business partner shall furthermore comply with all professional standards applicable in the industry in which it operates.
The business partner must ensure equal treatment and equal opportunity for its employees and avoid any form of discrimination. This applies to the entire employment relationship, in particular recruitment, training, further training, remuneration, promotion, termination, retirement, and disciplinary measures.
No person shall be discriminated against or disadvantaged on the grounds of their age disability, ethnic background, marital status, gender, skin color, membership in workers’ organizations, nationality, political persuasion, religion or ideology, sexual orientation, pregnancy, social background, other personal attributes, or for other objectively illegitimate reasons. In addition, the business partner must prohibit, and take active measures to combat, any form of discrimination.
The business partner shall ensure that no individual is exposed to rough or inhumane treatment in the workplace. This particularly includes sexual harassment, corporal punishment, mental and physical coercion, insults, and the verbal abuse of employees. No such conduct may be threatened against employees either.
The business partner does not use forced labor. Forced labor includes any work or service required of a person, under penalty of punishment, for which the person has not volunteered. The business partner observes the ban on modern slavery and any other slavery-like practices. These include serfdom or other forms of exercising power or oppression in the work environment, for example through extreme economic or sexual exploitation or humiliation. The business partner shall also respect its employees’ right of termination.
All forms of child labor are prohibited. National laws and international standards on the protection of minors must be complied with. The minimum employment age may not be lower than the legal school leaving age. Under no circumstances may employees be younger than 15 years of age, or 14 years of age if permitted under national law pursuant to ILO Convention 138. Nor may young persons aged under 18 work during night hours.
The business partner guarantees its employees freedom of association and the right to engage in collective bargaining. Employees have the right to hold meetings in accordance with applicable laws and to establish or join unions and representative bodies. Employees also have the right to engage in collective bargaining, and the statutory right to strike, to resolve workplace and wage issues.Under no circumstances may the exercise of such rights be met with threats of reprisal
Disciplinary action must be in accordance with national law and internationally recognized human rights. No unreasonable disciplinary action may be taken, particularly including withholding pay, social security contributions or documents (e.g., identification cards) or placing a ban on leaving the workplace. When deploying private security forces, the business partner ensures appropriate control and instruction measures, especially to prevent torture, cruel, inhumane, or humiliating treatment, injury to life, limb or health, or the impairment of freedom of association.
The business partner respects the prevailing land rights and refrains from any form of unlawful forced eviction or unlawful deprivation or dispossession of land, forest, or bodies of water whose use secures a person’s livelihood or the livelihood of several people, in particular in connection with acquisition or development.
The business partner shall comply with applicable environmental laws and regulations, as amended from time to time, as well as the bans resulting from the environmental conventions referred to above regarding mercury, persistent organic pollutants, and hazardous waste. The business partner’s operations shall meet waste law, emission control and water protection standards and requirements. The business partner shall comply with all regulations relating to hazardous substances. This particularly concerns the storage, handling, and disposal of hazardous substances. Employees shall be instructed on how to handle hazardous materials and substances
The business partner shall not cause any harmful changes to the soil, water pollution, air pollution, harmful noise pollution, or excessive water consumption resulting in significant impairments to the natural foundations to protect and produce food, preventing access to clean drinking water, making access to sanitary facilities difficult or having the potential to be harmful to the health of an individual or several individuals.
Any further pollution of the environment shall be avoided to the extent reasonably possible, or at least minimized. Protection of the environment and climate and promoting biodiversity is an ongoing challenge which can only be met by consistently improving the level of protection, achieved by permanently reducing the consumption of resources and reducing waste. The business partner shall make a reasonable effort to do this in the course of its business activities.
The business partner assures that it will address the provisions of this Code of Conduct appropriately along the supply chain and enforce them against its own contractual partners by means of suitable contractual provisions.
The business partner shall establish a company-internal system for reporting violations of the standards set out in this Code of Conduct; employees who report any violations may not be disciplined or discriminated against as a result.
In cases where a violation of the Code of Conduct has already occurred or is at risk of occurring, either in its own business domain or in the business partner’s supply chain, the business partner commits
Grizzly Tools has the right to conduct appropriate risk-based audits to verify compliance with this Code of Conduct. Within this context, the business partner shall, upon the request of Grizzly Tools, provide all necessary information and disclosures and, subject to reasonable advance notice, allow Grizzly Tools to conduct on-site inspections of the business partner’s premises. Grizzly Tools may also engage a third party bound by a duty of confidentiality to conduct such audits. The business partner’s data protection policy as well as business and trade secrets shall be respected. Audit rights arising from other provisions shall remain unaffected. Upon request, the business partner shall require subcontractors it engages to provide the services to grant corresponding rights of audit in favor of Grizzly Tools.
Any violation of obligations under this Code of Conduct shall give Grizzly Tools the right, in particular, to set the business partner a reasonable grace period in which to remedy the violation and, should this period expire without result, to rescind or terminate the agreement. In the case of a serious violation, no grace period need be set. In the event of rescission or termination, Grizzly Tools shall not be obligated to compensate the business partner for damage incurred as a result of such rescission or termination.
Stockstädter Str. 20
D-63762 Großostheim, Germany