Code of Conduct
At AstorMueller, we are committed to acting responsibly in all areas of social and environmental compliance. This responsibility applies to every aspect of our global operations and extends to the millions of people who buy our products or contribute to their production and distribution. To make our expectations clear to suppliers, internal teams, and all other business partners, we have established the AstorMueller Code of Conduct. Compliance with this Code is a non-negotiable requirement for all suppliers and their subcontractors, without exception. Many of its principles are based on International Labour Organization (ILO) conventions and similar internationally recognized standards. The purpose of this Code is not to immediately end business relationships in the event of non-compliance, but rather to work collaboratively with our suppliers and subcontractors to improve social and environmental standards over time. Suppliers are expected to adhere to this Code in all business activities. If any provision of the Code is less demanding than the applicable national law, the higher standard—typically the national law—must be followed. In such cases, suppliers must inform AstorMueller as soon as they receive the Code. Existing rules or agreements that impose higher standards than national law remain unaffected and must continue to be observed. For clarity, the term “supplier” refers to a contractual partner responsible for a product, process, or service, and accountable for ensuring social and environmental compliance. This may include manufacturers, distributors, importers, service providers, and similar entities. The term “subcontractor” refers to any business entity within the supply chain that directly or indirectly provides goods or services essential to the supplier’s operations.
AstorMueller’s Ethical Commitment
1. Child Labour
Child labour is defined as work performed by anyone under the age of 15, unless local minimum age law stipulates a higher age for employment or schooling, in which case the higher age applies. If the local minimum age is 14, as per the ILO Convention 138 exceptions for developing countries, the lower age may apply. A young worker is defined as anyone older than a child, as per the above, but under the age of 18. Suppliers must not engage in or support the use of child labour. They are required to establish and communicate policies and procedures for providing remedial support to any children found to be working in violation of this definition. These measures must ensure the child’s safety, health, education, and overall development, including enabling continued education until they are no longer classified as a child. Suppliers must also promote education in line with ILO Recommendation 146, ensuring that children or young workers subject to compulsory education laws are not employed during school hours. The combined total of school, work, and commuting time must not exceed 10 hours per day. Young workers must not be exposed to hazardous, unsafe, or unhealthy conditions.
2. Forced Labour
Forced labour refers to any work or service performed involuntarily under the threat of penalty. Suppliers must not engage in or support the use of forced, bonded, or prison labour. They must not require workers to deposit identity papers or financial guarantees as a condition of employment. All workers must be treated with dignity and respect. Physical, sexual, psychological, or verbal harassment or abuse is strictly prohibited.
3. Discrimination
Suppliers must not discriminate in hiring, compensation, training, promotion, termination, or retirement based on race, caste, national origin, religion, disability, gender, sexual orientation, union membership, or political affiliation. Suppliers must respect workers’ rights to observe religious or cultural practices and not interfere with these rights. Harassment, including gestures, language, or physical contact that is sexually coercive, threatening, or abusive, is strictly prohibited. Female employees are entitled to maternity leave before and after childbirth and must not be dismissed due to pregnancy. Pregnant workers must not be assigned to roles that could negatively impact their health.
4. Compensation
Employees must receive a written employment contract, which includes details about work hours, pay, vacation, dismissal protection, and maternity provisions. Suppliers must ensure that wages meet or exceed legal minimums and are sufficient to meet basic needs, with some discretionary income. Wage deductions for disciplinary reasons are prohibited. Compensation must be provided transparently, and payments made conveniently and lawfully. Labour-only contracting and false apprenticeship schemes must not be used to circumvent legal obligations concerning labour or social security.
5. Working Hours
Suppliers must comply with national laws and industry standards on working hours. Workers should not be required to work more than 48 hours per week regularly, and must receive at least one day off in every seven days. Overtime must be voluntary, fairly compensated at premium rates, and not used excessively.
6. Freedom of Association and Collective Bargaining
Suppliers must respect the rights of workers to form and join trade unions and to bargain collectively. In countries where these rights are legally restricted, suppliers must support alternative, independent means of association and bargaining. Representatives must not face discrimination and must be allowed access to their members at the workplace.
7. Health and Safety
Suppliers must provide a safe, clean, and healthy working environment and take all reasonable steps to prevent accidents and health risks related to work. A senior manager must be appointed to oversee occupational health and safety and ensure compliance with these standards. All personnel must receive regular, documented safety training, including upon hiring and reassignment. Clean bathrooms, access to safe drinking water, and sanitary food storage areas must be provided. Dormitories, if offered, must be clean, safe, and meet workers’ basic needs.
8. Environmental Protection
Suppliers must comply with all relevant environmental laws and conduct operations with a focus on the efficient use of natural resources. Hazardous substances must be minimized and used only when safe handling and environmental protection can be guaranteed. Waste must be disposed of in an environmentally responsible manner, and suppliers must provide documentation of proper disposal practices upon request.
9. Supplier Responsibility
Suppliers are expected to implement this Code of Conduct across all operations and integrate it into their company philosophy and policies. Responsibility must be assigned to a manager who oversees compliance. Top management should regularly review adherence to these standards. Suppliers must ensure: a designated person at each site is responsible for implementing the Code; all employees are informed of the Code in a language they understand; training must be conducted regularly; no disciplinary action is taken against employees who report concerns regarding the Code. Records must be maintained to demonstrate compliance, and reasonable access must be granted to AstorMueller or approved third parties for verification. Suppliers must ensure that subcontractors also comply with this Code. All subcontractor agreements must reflect these requirements and allow for monitoring as needed.
10. Monitoring and Compliance
AstorMueller may use independent auditors to assess compliance with this Code through audits and inspections, including unannounced site visits. We recognize that full compliance may not be immediate. However, suppliers are expected to take timely corrective actions in cases of non-compliance. The timeframe for improvement depends on the nature of the issue. Persistent violations without meaningful corrective action may result in the termination of the business relationship.