Code of Conduct for Employees
Heuschen & Schrouff Foods Group BV
Version: September 2024
Message from the Board
At Heuschen & Schrouff Foods Group BV, we believe that responsible and sustainable business practices are the foundation of a successful company.
This also includes caring for everyone who contributes to the success and growth of our company.
That’s why we adhere to this Code of Conduct for Employees, which is based on the laws of the International Labour Organization (ILO). The Code of Conduct must form the basis of all our business activities and guarantee fair cooperation and the protection of our employees' rights, regardless of the contractual nature of their employment.
We consider these the most important principles of our company and will continuously strive to meet and exceed this Code of Conduct. In addition, we aim to establish and maintain long-lasting and good business relationships.
This Code of Conduct serves as a guideline to foster identification with our mission "One winning team, connecting People and Cultures" and core values. Moreover, this Code of Conduct provides clarity on the required behavior.
We expect our employees to accept this Code of Conduct and comply with the demands placed upon them.
Marc Boits
Ernes Zelen CEO CFO
Introduction
Heuschen & Schrouff Foods Group BV, including its subsidiaries and affiliated (Heuschen & Schrouff) entities, consider social and ecological sustainability to be of great importance. As an employee of this company, you are aware of your responsibility throughout the entire supply chain, particularly the responsibility to respect human rights and comply with social and environmental standards.
This Employee Code of Conduct therefore describes the basic principles for collaboration with colleagues and outlines what Heuschen & Schrouff Foods expects of you regarding human rights and environmental issues. We expect you to endorse all the standards and rules outlined in this Code.
The principles described in this Employee Code of Conduct are minimum standards for all our employees, including temporary workers, seasonal workers, and on-call workers.
All national, international, and other relevant laws and requirements applicable in the countries where business is conducted, as well as the principles in this Employee Code of Conduct, must be adhered to. The applicable rules or regulations most suited to achieve the protected interests will always prevail.
The standards are discussed below. We expect these standards to be proactively implemented and monitored through corresponding internal company procedures.
We also refer to our company's Employee Handbook, where the standards below are further explained. By signing an employment contract with Heuschen & Schrouff, you acknowledge and agree to this Code of Conduct. We expect you to comply with all the provisions in this document and the Employee Handbook.
Furthermore, you must adhere to all professional standards relevant to your field of work.
1. Work
1.1 Prohibition of Discrimination
No one should be discriminated against or disadvantaged based on age, disability, ethnic background, marital status, gender, skin color, membership in employee organizations, nationality, political beliefs, religion or ideology, sexual orientation, pregnancy, social background, other personal characteristics, or other objectively unlawful reasons. You must ensure equal treatment and equal opportunities in your work and avoid any form of discrimination.
1.2
Fair Treatment and Respect in All Relationships
You ensure that no one is subjected to harsh or inhumane treatment in the workplace. This includes, but is not limited to, sexual harassment, mental and physical coercion, insults, verbal abuse, forced labor, and child labor.
The right to terminate one's employment is respected.
1.3
Compensation and Working Hours
You will receive clear and regular information regarding the composition of your compensation. The obligations arising from the employment relationship must be documented in written form and provided to you as part of the employment contract.
Employees do not work beyond the legally permitted working hours and take the legally prescribed breaks. Official holidays are observed.
1.4
Safety and Health
Safety always comes first. You remain safe, fit, and healthy to work by avoiding involvement in situations that could negatively affect your ability to perform your job safely and responsibly. You take responsibility and report unsafe situations and conditions that could endanger the health or safety of colleagues or stakeholders. You also follow the applicable instructions at all times, such as safety guidelines, the wearing of personal protective equipment (PPE), and taking rest breaks.
If you are a supervisor, you ensure a safe work environment and compliance with relevant safety standards, and you provide sufficient protective measures to prevent excessive physical or mental exhaustion. Workplaces and equipment must comply with applicable laws and requirements, particularly fire safety standards and emergency response protocols.
1.5
Conflict of Interest and Secondary Employment
We respect employees' privacy and do not interfere directly with what you do in your free time. However, conflicts of interest can arise if your relationships, personal, social, and/or financial activities influence your business decisions and conduct. You are expected to perform
your duties objectively and effectively, avoiding secondary employment that could compromise your objectivity.
1.6 Works Council
Heuschen & Schrouff has a Works Council with the number of members appropriate to the size of the company. In the event of a vacancy, every employee (provided they meet the legal requirements) has the right to apply for an open Works Council position, which will be filled according to the election procedure.
1.7 Gifts, Entertainment, and Hospitality
Gifts and entertainment must always be modest and appropriate to the circumstances. They are used to strengthen business relationships and build goodwill. We offer and accept gifts and entertainment in a transparent manner. We will not offer or accept them if they could harm or damage the company’s reputation or interests, your own reputation or interests, or those of the recipient.
Accepting or offering reasonable business entertainment (lunch, dinner, theater, events) within the scope of business activities is only acceptable when done moderately, infrequently, and with the right intention and timing.
Special attention must be paid to government officials and employees of companies where the government is the majority shareholder. We do not give any gifts or entertainment to government officials. More information on accepting gifts can be found in Appendix 1 'Flowchart for Giving and Accepting Gifts.'
1.8 Company Resources and Private Use
You are responsible for the proper use and protection of Heuschen & Schrouff's resources. Treat these resources as you would your own. These resources include office and workplace furnishings but also company information, computers, mobile phones, financial resources, data, software, innovations, brands, and intellectual property rights, among others. Private use of a phone, computer, or other company equipment is permitted as long as the use, content, and amount do not impede, delay, or harm business activities and do not incur additional material costs for the company. If you're unsure whether private use is allowed, consult your supervisor.
1.9 Environmental Protection Laws
You strive to comply with applicable environmental laws and regulations and minimize the negative impact of your work on the environment. You embrace our sustainability and ESG strategy, ensuring that environmentally friendly and sustainable business practices are integrated into existing processes and procedures and followed. You also contribute to the development and dissemination of environmentally friendly technologies and strategies.