Code of conduct

Code of conduct

Our Code of Conduct should help us deal with any ethical and legal issues that may arise during day-to-day operations in a correct and pertinent manner. Our guidelines are not static but evolve to conform to the changing legal and economic conditions. The Code of Conduct is derived from the vision and four corporate values of ATLANTIC and they form the basic principles to which we are committed as a company.

The aim of ATLANTIC to handle all commercial operations in an ethical and legally sound manner is directly related to the way we conduct ourselves in our everyday work. In addition to our internal rules and regulations, employees are also expected to observe all laws, avoid any conflicts of interest, protect the assets of ATLANTIC and abide by the social values of the respective countries.

The reputation of ATLANTIC is essentially determined by the behaviour and action of every individual employee. Personal integrity and a strong sense of responsibility help determine what behaviour is appropriate in a given situation.

Observance of laws

ATLANTIC is represented in many countries around the world and is therefore subject to different legal systems and legislation. As a responsible company we require employees of ATLANTIC to comply with all of the applicable laws and to observe national customs, traditions and other social norms.

Mutual respect

The success of ATLANTIC depends on developing and promoting the various talents and skills of our employees. Employees and applicants alike are assessed according to the principle of equal treatment. Advertisements for vacancies, as well as the appointment, payment and promotion of our employees are all effected in compliance with the relevant laws. Our aim is to offer talented and motivated employees an attractive working environment, which helps them develop and realise their potential. We respect the personal dignity, privacy and personal rights of all our employees, as well as those of our customers, service providers and suppliers.

Health, safety and the environment

ATLANTIC and all of its employees are jointly responsible for human and environmental protection, as well as the careful use of resources. These issues have long been enshrined in the company's corporate objectives.  The continuous development of safe and healthy working conditions, as well as the development of the health, safety and environmental sectors are associated with sustainable and socially responsible business practices.

Human rights and working conditions

Adherence to human rights as well as fair and good working conditions are central to ATLANTIC. This means for example: ATLANTIC does not use child labour and also strictly ensures that suppliers do not use child labour. Young employees are only employed at ATLANTIC from the age of 18. Wages and social benefits are paid in full, fairly, punctually and transparently. The statutory and collectively agreed working time regulations are observed. In addition, ATLANTIC supports freedom of association within the framework of German labor legislation and adheres to the results of the applicable collective bargaining agreements.

Harassment and discrimination have no place at ATLANTIC GmbH and its suppliers. The same applies, of course, to forced labor and human trafficking.

Conflicts of interest

We expect compliance with the highest ethical standards from all of our employees and everyone with whom we interact. The interests of ATLANTIC and private interests must be kept strictly apart from one another. Therefore, all employees should avoid any situation that could result in a conflict between their personal interests and the interests of ATLANTIC. When dealing with customers, suppliers, contractors and competitors, all employees must act in the best interests of ATLANTIC and rule out any kind of direct or indirect personal benefit.

Dealing with business partners and authorities

We expect our suppliers, business partners and service providers to support and comply with our highest ethical standards. ATLANTIC maintains the quality and value of its innovative products and solutions for our customers in the market. We make decisions at ATLANTIC in accordance with sound economic perspectives while taking the various laws into account. We conduct ourselves properly in our relationships with our business partners and comply with the applicable laws and corresponding regulations in terms of corruption, bribery and fraud. Furthermore, we avoid any conflict of interest.

Conduct in the marketplace and competitive environment

ATLANTIC and its employees are unconditionally committed to free and fair competition and we respect the laws against restraint of competition in all countries where ATLANTIC is commercially active. Prohibitions include particular agreements with competitors and concerted practices which cause an obstruction or restriction of competition. These include agreements or arrangements concerning prices, offers, terms of sale and production or sales quotas, as well as the partitioning of customers, territories, markets or production programmes. These prohibitions not only apply to formal agreements, but also to coordinated behaviour, such as informal discussions or 'gentlemen's agreements' that are intended to cause, or can cause, a restraint of competition.

Protection of assets and confidential information

All employees are responsible, both inside and outside their area of activity, for protecting the tangible and intangible assets of ATLANTIC. By tangible assets we mean all items such as buildings, properties, products, vehicles, computers, provisions, raw materials, auxiliary materials and supplies, technical equipment, tools and any form of records or documentation. Intangible assets include expertise, industrial property rights, technologies, trade secrets and other information that is valuable and important to ATLANTIC and is therefore to be protected. The IT security for stored information is of particular importance in this context. All employees are responsible for using all electronic information systems in a respectful, ethical and legally sound manner, as well as for utilising the available safeguards and procedures to protect all of the data related to ATLANTIC.

Data protection

ATLANTIC consistently implements all relevant national and international data protection guidelines. The ATLANTIC management is supported by a data protection officer. The security and proper use and storage of personal and other important data of employees, customers and business partners is a top priority for ATLANTIC.

Prevention of contractual risks

ATLANTIC stands by its obligations arising from agreements and contracts with business partners. Accordingly, ATLANTIC requires all employees whose area of responsibility includes the conclusion of agreements and contracts to carefully weigh up the resulting rights, obligations and risks before signing the contract in order to prevent any potential misunderstandings and unintended consequences.

Corporate ethics

Ethics are at the core of all actions taken by ATLANTIC, its leadership and its employees. Bribery and corruption are not used, accepted or tolerated. The same is true for blackmailing and fraud. Any member of the ATLANTIC team will immediately inform both the ATLANTIC management as well as the responsible authorities if he/she should become aware of any illegal or unethical actions. ATLANTIC works hard to ensure that the highest ethical standards are not only employed by ATLANTIC itself but also by its suppliers, subcontractors and business partners.

Implementation and sanctions

The provisions included in the Code of Conduct depict the fundamental elements of the corporate culture at ATLANTIC. The Guidelines for Conduct, however, cannot be used as a basis to demand a particular level of conduct from ATLANTIC or to establish contractual claims against ATLANTIC. Employees of ATLANTIC are aware that any legal violations, regardless of whether they are subject to the Code of Conduct or other ATLANTIC standards, will be punishable by claims for compensation, disciplinary warnings or termination of the employment contract. Furthermore, supervisors can be held accountable if they fail to detect such violations in their sector and it is evident that this failure is due to a lack of supervision.

Gartenstr. 7 - 17
53229 Bonn, Germany

Tel.: +49 (0) 228 408-0
Fax: +49 (0) 228 408-290