... unites technical research, development and production expertise.

Narva G.L.E. ...

... unites technical research, development and production expertise.

Corporate and Ethical Code

As a medium-sized company, one of the key corporate goals of G.L.E. Gesellschaft für lichttechnische Erzeugnisse [Company for lighting products] mbH is to ensure long-term, stable business development in the interests of the company and its employees by doing business in a sustainable manner. The following principles of good corporate governance apply, inter alia:

Legal compliance

It is essential that all executives and employees comply with all relevant legal regulations, in particular concerning occupational safety, health and environmental protection.

Combating discrimination

The management’s HR policy is based on the principle of equal treatment of all colleagues. Discrimination on the grounds of race, ethnic origin, gender, religion, ideology, disability, age or sexual identity is forbidden. All heads of the various business units and the management are obliged to implement the equal treatment principle in compliance with the German General Act on Equal Treatment (AGG) and all other statutory regulations, for example those applicable to employees with disabilities. They are also the primary contact persons should this principle be violated. Furthermore, G.L.E. mbH does not permit any cooperation with suppliers or customers that do not comply with the above or that allow or even encourage child labour. 

Prevention of bullying

The company will only perform successfully overall if all employees work together in accordance with their rights and obligations as set out in their employment contracts, with their focus on the success of the company. G.L.E. mbH wishes to note that any form of bullying of employees cannot be tolerated since it hinders the common goal and disturbs the working environment at the company. The leaders and the management are obliged to mediate in any cases of bullying and to take measures under labour law (disciplinary measures or dismissal) in serious cases. The above principles of good corporate governance naturally also apply to the actions of the management. All heads of the various business units are obliged to implement these principles.

Prevention of corruption

All employees of the company are obliged to follow the principle of transparency in dealing with customers and/or suppliers. Bribery will not be tolerated in any form. It will be deemed a breach of duty in respect of the employee’s employment contract and a breach of trust vis-à-vis the company. The management must be informed if this principle is violated, irrespective of the person concerned. The dual control (four-eye) principle applies to all important decisions made by the management itself, as set out in the company’s Articles of Association. 

Prevention of money laundering

Money laundering is understood as the concealed channelling of illegally acquired assets into the legal economy. Since G.L.E. mbH does not tolerate any form of bribery and follows a principle of transparency, G.L.E. mbH solely has dealings with serious business partners. In order to rule out problems in this field, all employees are expressly instructed to report suspicious behaviour of customers and/or suppliers and/or colleagues, consultants and business partners. Further, all employees are obliged to record all cash transactions and other transactions according to all applicable rules on bookkeeping.

Competition with G.L.E. mbH and secondary employment

Employees may not run a company or work for any company that is in competition with G.L.E. mbH and may not pursue any activities that represent competition to G.L.E. mbH. Secondary employment must be reported to the management and is subject to the management’s approval. Secondary employment may be forbidden by the management if the interests of the company are violated for competition reasons or if the work performance of the employee is restricted as a result of the employment relationship.

Occupational safety, health and environmental protection

Occupational and health protection are accorded the same importance as quality and environmental protection within our company’s management system.

Products are developed and sold that have as little impact as possible on the environment in their manufacture, use and disposal.

We comply with current requirements such as the (RoHS) Directive 2011/65/EC (RoHS) on the restriction of the use of certain hazardous substances in electrical and electronic equipment and the (WEEE) Directive 2002/96/EC on waste electrical and electronic equipment and the Ecodesign Directive 2009/125/EC.

We ensure that our products comply with the relevant requirements pursuant to the (REACH) Regulation (EC) No 1907/2006 concerning the Registration, Evaluation, Authorisation and Restriction of Chemicals.

We ensure that our goods are “DRC conflict free”. That means that our goods do not contain any conflict minerals that directly or indirectly finance or benefit armed groups in the “covered countries” (see the OECD Due Diligence Guidance for Responsible Supply Chains of Minerals).

The aim is to develop a concept that comprises not only the environmental friendliness of the products, but also the complete manufacturing process from development and production through to disposal.

We are committed to minimising the risks of accidents and risks during the handling of hazardous materials and technical equipment to protect the health of our employees, customers and suppliers.

Clear rules and procedures apply to the protection of health and safety at the workplace, in particular with regard to the provision and use of personal protective equipment. All employees from all departments must comply with the specific guidelines at our company. We ensure that all our employees receive training and are always given support by competent skilled staff.

Handling of data and information

Confidentiality obligation
All employees are subject to a strict confidentiality obligation, according to which no data or information may be revealed during or following the employment relationship, since such strictly confidential information can damage G.L.E. mbH’s business even then. Information which is in any case accessible to the public constitutes an exception.

Data protection and data security
Personal data may only be collected, processed and used for specified, clear and lawful purposes. Personal data must of course be securely stored and may only be transferred if the required precautionary measures are applied. Data quality and the technical prevention of unauthorised access must be of a high standard. The use of the data must be transparent for those concerned. Their rights to information and, where necessary, objection, blocking and deletion must be upheld.

Complaints and suggestions

As a rule Managing Directors Mrs. Dr. Vera Müller and Mr. Dr. Matthias Pfau are responsible for the implementation, inspection and communication of G.L.E. mbH’s Corporate and Ethical Code. Every employee has the right at any time to make a complaint in confidence to them or to his/her line manager in any form and without any time limit.

Complaints may also be made anonymously; all such complaints will be studied. If required, relevant measures will be taken.

Last updated: November 2014