Compliance at duisport
Ecologically and socially responsible corporate management is a high priority for the duisport Group.
In our business models, we are committed to sustainable business practices, safeguarding social and environmental standards and the interests of society as a whole. For us, acting responsibly also means complying with applicable laws, other legal regulations and internal guidelines. Success as a team depends on the integrity of each individual. Our Code of Conduct should therefore be both a benchmark and a compass for our cooperation in #teamduisport.
Our Code of ConductOur employees receive regular information on the topics of anti-corruption, conduct in competition, data protection, etc. as well as training on compliance issues. The Compliance department manages the compliance management system centrally for the duisport Group and is in regular contact with Risk Management and Internal Audit.
The contact person is our Compliance Officer Christian Negele, lawyer. In his role, he reports directly to the Management Board and can also contact the Supervisory Board if necessary.
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TEAM
Human rights at duisport
Our overriding goal is to respect, protect and uphold the human rights of every individual.
We uphold human rights, fair working conditions and social standards in our day-to-day business activities. We promote human rights along our value chain and check for indications of human rights violations as part of our business activities.
We are committed to international regulations on human rights, in particular - the Universal Declaration of Human Rights (1948); - the European Convention on Human Rights (ECHR) (1950); - the International Covenant on Civil and Political Rights (Civil Covenant) and the International Covenant on Economic, Social and Cultural Rights (Social Covenant) (1966); - the Convention on the Rights of Persons with Disabilities (UN CRPD) (2006); - the UN Guiding Principles on Business and Human Rights (2011); and - the other core human rights treaties drawn up within the United Nations (UN) framework.
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Business partners & suppliers
The Port of Duisburg is managed in accordance with the principles of responsible corporate governance.
The duisport Group also expects its suppliers and subcontractors to comply with all relevant laws and regulations at national and international level. For this reason, we have developed a Code of Conduct for Suppliers that sets the minimum standards for any business relationship with us.
We strive to continuously optimize our business activities and ask our suppliers to contribute to this in the sense of a holistic approach. This Code of Conduct is based on national laws and regulations as well as international conventions, such as the United Nations Universal Declaration of Human Rights, the Guidelines on the Rights of the Child and Business Conduct, the United Nations Guiding Principles on Business and Human Rights, the International Labor Standards of the International Labor Organization (ILO) and the United Nations Global Compact.
Notes & messages
Any potential misconduct by employees or business partners or other persons in the supply chain puts the company at risk. A positive and open whistleblowing culture is important. For this reason, all employees, business partners and affected parties are encouraged to provide information, particularly with regard to human rights and environmental risks. The purpose of a whistleblowing alert is to identify, prevent, eliminate or minimize risks. This is an important contribution to ensuring the continuous and long-term success of our company and our supply chain.
Below we provide you with an overview of our whistleblowing process.
The complete rules of procedure can be found here.
- I. Overview / Scope of application
- II. Available complaint channels and contact persons
- III. Course of the appeal procedure
- IV. Whistleblower protection - "Non Retaliation"
I. Overview / Scope of application
As part of its compliance management system, the duisport Group operates a free of charge telephone whistleblower system, the so-called "Compliance Hotline". The compliance hotline also acts as a reporting office for the complaints procedure in accordance with the German Supply Chain Due Diligence Act (LkSG). It can be called in German and English.
The reporting channels therefore enable
-employees of the duisport Group,
-business partners and
-third parties
to submit information and complaints - anonymously if they wish - regarding
-human rights and environmental risks and
-regarding violations of human rights-related or environmental obligations
in the business area of the duisport Group or a direct or indirect supplier (supply chain).
II. Available complaint channels and contact persons
- 1. Telephone hotline, external compliance consultant Attorney Dr. Matthias Brockhaus: +49 (0) 800 / 5893833
- *Availability: Monday to Friday 10:00 to 12:00 and 15:00 to 19:00 (CET) - excluding German public holidays.
- 2. E-mail: internal compliance officer of the duisport Group, lawyer Christian Negele: compliance@duisport.de
III. Course of the appeal procedure
| 1. Receipt of the complaint/report by the external compliance advisor of the duisport Group | Telephone hotline:
a. Facts of the case are recorded b. Information is questioned c. Open questions are clarified d. Communication of a project number to the whistleblower Complaint/report by e-mail: a. Whistleblower receives confirmation of receipt b. Notification of a project number to the whistleblower |
| 2. Examination of the complaint/reference | The complaint or tip-off is reviewed and legally assessed by the external compliance consultant. The external compliance consultant draws up initial recommendations for action. |
| 3. Reporting | The responsible office of the duisport Group receives a compliance report. |
| 4. Further clarification of the facts/development of a solution | If necessary, the duisport Group will investigate the reported facts in consultation with the whistleblower. The duisport Group develops solutions/remedial measures (if necessary in consultation with the whistleblower). |
| 5. Implementation of the solution approaches and remedial measures | The solutions and remedial measures are implemented. |
| 6. Review and conclusion | The result achieved/the solution found is evaluated with the whistleblower. |
IV. Whistleblower protection - "Non Retaliation"
Whistleblowers do not have to fear any disadvantages from companies of the duisport Group for using the compliance hotline - whether by telephone or e-mail.
The companies of the duisport Group expressly undertake not to take any reprisals or retaliatory measures ("non-retaliation policy").
However, the right to protection does not apply if the subject of the report is deliberately and knowingly false or misleading information or if the report has otherwise been made improperly.
If you have any questions about the complaints system, please do not hesitate to contact our Compliance department.