Supply Chain and Business Ethics - Supply Chain and Business Ethics - Corporate Social Responsibility Detail
Supply Chain and Business Ethics
We strive to build strong relationships with our suppliers and work with them to improve their social and environmental performance. This is fundamental to securing a reliable, sustainable supply of high-quality materials. It is also essential to deliver the transparency required by our stakeholders and customers.
- AVL Compliance
- Supply Chain Management Practices
- Data and Information Security
- Statement on Human Rights, Ethical Behavior and Working Conditions
AVL supports and respects the protection of internationally recognized human rights and strives to comply with all applicable laws and regulations. The Code of Conduct is a binding guideline for our employees and contains essential corporate principles such as
- Fair competition and fair business practices
- Anti-corruption and anti-bribery
- Ethical code of conduct
- Respect for human rights
We are committed to the principles of integrity, honesty and fairness in all relationships within and outside the company. AVL's management fully supports the principles set out in the Code of Conduct and expects the company's employees to comply with all of its provisions.
AVL Compliance Contact
AVL’s Compliance Officer will be happy to answer any questions you may have regarding compliance or the AVL Compliance Management System, as well as to receive information on any compliance violations, via the following e-mail address: firstname.lastname@example.org
Supply Chain Management Practices
SCM – Terms & Conditions for Purchasing
AVL implements specific terms and conditions as part of a supply chain management strategy for integrated, process-oriented planning and control with regard to the flow of goods, information and money along the entire value and supply chain from the customer to the raw material supplier.
Due Diligence for Conflict Minerals
AVL attaches great importance to due diligence in the supply chain of materials such as tin, tantalum and tungsten, ores and gold from conflict and high-risk areas. We are committed to reducing the funding of conflicts arising from raw materials and human rights abuses in the extraction and processing of these metals and minerals along the supply chain.
Protection and Confidentiality of Customer Data
Absolute confidentiality of sensitive information and personal data is an important leitmotif of AVL. We pay particular attention to the rights of those affected by data processing, such as the right to access, inspect, revoke and delete individual personal data.
Customer Services/Complaint Management
AVL Customer Service offers extensive support for software products and works closely with customers to develop specific simulation solutions. The transfer of know-how maximizes the value for the customer from the download and installation of the software to the development of methods and daily use. Furthermore, we attach particular importance to the systematic processing of customer complaints in order to stabilize at-risk customer relationships and for quality assurance.
AVL Delivery and Packaging Regulation
A specifically created set of rules applies to every delivery of products to locations of the AVL LIST GmbH and is binding and mandatory. The guideline contains detailed instructions with regard to the delivery process. All product deliveries are regularly checked to make sure they comply with our predefined quality guidelines.
Restricted Substances List
The Restricted Substances List is a manifest list of prohibited and declarable substances. A detailed QES document provides a definition of substances that may only be used or circulated by us to a limited extent or under certain conditions. This list of substances is an addition to the responsibility of each supplier to comply with applicable, possibly stricter legal regulations in their current version.
Data and Information Security
Data Security, Ensuring Confidentiality
To AVL, compliance with data protection secrecy provisions is elementary. All employees who deal with personal data, trade secrets and confidential information of any kind are required to strictly comply with the secrecy provisions.
Regulation (EU) 2016/679 of the European Parliament and of the Council from 27 April 2016 on the protection of individuals with regard to the processing of personal data and on the free movement of such data and repealing Directive 95/46/EC (the basic regulation on data protection) was published on 4 May 2016. The Basic Data Protection Regulation entered into force on 25 May 2018. All data processing strictly complies with this legal situation.
IT security procedures and information security management systems specify the requirements for setting up, implementing, maintaining and continuously improving a documented information security management system, taking into account, assessing and dealing with information security risks in the individual context of an organization.
Download ISO 27001
Statement on Human Rights, Ethical Behavior and Working Conditions
Human rights are universal values. They guide our behavior in everything we do. At AVL, we firmly distance ourselves from unethical behavior and issues such as slavery, forced labor, human trafficking, child labor, discrimination or harassment. We implement this in all of our business activities. We respect human rights and treat all people with dignity in line with the United Nations’ “Universal Declaration of Human Rights.”
Although governments are the institutions primarily responsible for protecting human rights, we also respect human rights in all of our business activities, with customers and suppliers. Moreover, we support the implementation of human rights around the globe and strongly believe in accompanying compliance measures.
A commitment to human rights and ethical behavior is embedded in our business principles. This commitment is part of our comprehensive, global Compliance Management System (CMS), which is based on our AVL Code of Conduct.
We use this Code of Conduct as part as part of our mandatory compliance training for every employee worldwide. Our guiding principles are integrity, honesty and fairness. We expect all of our suppliers and our subcontractors to adhere to local laws and regulations dealing with the protection of internationally recognized human rights. This expectation is reflected in our supplier management and purchasing procedures.
Regarding working conditions, we strictly comply with Austrian labor law. In Austria, working conditions are legally regulated by laws, collective bargaining agreements, work agreements, work regulations and/or employment contracts.
The chambers of labor and various trade unions represent the interests of workers in Austria. Both of these are pillars of Austria’s economic and social partnership. They are responsible for negotiating wages and prices with the Austrian Federal Chamber of Commerce and Agriculture. Like many other Austrian companies, we have a works council. The council has the power to conclude company agreements and to participate in dismissals, transfers and supervisory board meetings.
Commitment to the UN’s Guiding Principles on Business and Human Rights
We are fully committed to the UN’s “Guiding Principles for Business and Human Rights.” We respect and support the implementation of human rights around the globe as they are defined in the UN’s “General Declaration of Human Rights” and in internationally recognized treaties.
Member of the Austrian Business Council for Sustainable Development
We have been a proud member of the Austrian Business Council for Sustainable Development (respACT; www.respact.at) for many years. respACT has been the coordinating body for the Global Compact network in Austria since 2004. The multi-stakeholder platform now unites over 100 organizations, and it has more than 13,000 signatories worldwide. It promotes the ten principles of the United Nations’ “Global Compact” in the areas of human rights, labor standards, environmental protection and the fight against corruption.
Ethical Behavior and Respect for All People
Respecting all people’s human dignity is of the utmost importance to us. We do not tolerate any illegal or unethical behavior on the part of our employees, and we are committed to the principles of respectful, fair and loyal cooperation.
As stated in our Code of Coduct, we do not tolerate any form of employment discrimination. All employees have the same opportunities in terms of their commitment and further personal development, regardless of worker or applicant characteristics such as race, color, age, gender, sexual orientation, gender identity, ethnicity, national origin, disability, pregnancy, religion, political affiliation, union association, covered veteran status, genetic information or marital status.
We expect all of our employees to contribute to a positive corporate working environment through tolerant, polite and considerate interaction with each other.
We firmly distance ourselves from issues such as slavery, forced or compulsory labor, human trafficking, child labor, discrimination or harassment in all of our business activities. In our supplier management practices, we also ensure that all subcontractors, suppliers and partner companies provide evidence of compliance with our standards.
Labor Law and Working Conditions
Austrian labor law offers significant protections to the rights of employees in Austria.
We act strictly according to these laws, which regulate all legal questions regarding employment relationships and the rights and obligations between employers and employees. These include, but are not limited to, topics such as the regulation of working hours, wages and benefits (minimum wages, overtime compensation, etc.), employment contracts, employment for young workers/apprentices/students/interns, part-time employment, vacation entitlements, maternity/paternal leave, protection against dismissal, equal treatment and various work agreements.
In Austria, the basis for employment is a valid employment contract. An employment contract explains all of the rights and obligations of employees and employers that go beyond the applicable statutory collective agreement. The employer is obliged to pay the wages, while employees are obliged provide the work.
We have also concluded our own internal company agreements with our works council for special topics such as flextime and shift work. These, in accordance with the graduated structure of the Austrian legal system, are always an improvement over the law and current collective agreement.
The labor inspectorate in Austria (https://www.arbeitsinspektion.gv.at/) or the Austrian Health Insurance authorities checks compliance with the law and collective bargaining agreements on a regular basis. Regular checks occur on an annual basis or whenever deemed necessary (e.g., a work accident).
The AVL Works Council and Freedom of Association
In Austria, the works council is a body for co-determination and representation of employee interests in a company. The works council also participates in company decisions.
The tasks of the works council include, but are not limited to, negotiating with the employer, submitting proposals for resolving differences of opinion and submitting measures to the employer that could serve both the company and the workforce.
Open and honest communication between management and the works council is of great importance to us. Topics such as working conditions and management practices can be openly discussed, without fear of reprisals or intimidation. We respect the right of employees to freely associate, join (or not join) unions and to negotiate together.
Occupational Health and Safety
The health of employees is a valuable asset with the highest priority. Due to its importance, occupational health and safety is also part of our mission, vision and company values.
Goals, approaches and activities regarding health and safety are described in two of our documents: the "Policy for Safety and Health at Work at AVL" and in the QES-document for the “Implementation of Employee Safety Regulations.” Both are fully based on applicable national laws and industry standards for safety and occupational health.
Training on and Implementation of Human Rights, Ethical Behavior and Working Conditions
Topics such as human rights, ethical behavior and general working conditions are part of our global Compliance Management System (CMS), which is based on our Code of Conduct. The Code of Conduct is used as part of the mandatory compliance training for all of our employees worldwide.
We have also developed our own training program tailored for new employees – “Welcome Newcomer” – in which general knowledge about the company and our processes and structures are presented. Other topics, such as occupational health and safety, labor law and working conditions, are also explained to each employee, and explicit reference is made to the rights and obligations of every employee.
For managers, there are in-depth training courses on leadership. These include, but are not limited to, how to conduct staff appraisals, resolve conflicts and manage stress and burn-out on a team.