• Ettlin incorporated company
  • ETTLIN Real Estate
  • Ettlin Textiles
  • Ettlin SmartMaterials

Code of Conduct

1. Basic understanding

The socially responsible company management is part of the fundamental and core principles of corporate policy. In all business decisions, the economical, social and ecological consequences must be considered and interests balanced appropriately. The principles of the UN Global Compact are always observed by companies. The companies voluntarily and within the individual scope of possibility contribute to the welfare of the individual and to the sustainable development of a global society at the location, where they act. The same applies to the business relationships within the textile sector. Business partners must be treated fairly. Contracts must be adhered unless the framework conditions change fundamentally. The generally applicable ethical values and principles must be considered. This particularly applies to human dignity.

2. Area of application

This Code of Conduct is applicable for all subsidiaries and business units of the pledging company worldwide.

3. Basic points of socially responsible company management

Adherence to laws
The company committing to the Code of Conduct (hereinafter referred to as "the Company") adheres to the laws and legal regulation of the countries where it is active. In counties that do not have a satisfying level of regulation, it reviews carefully which good German business practice for responsible company management should be applied in support. 

The Company pursues legally correct and established business practices and a fair competition. In particular, it will not participate in arrangements or show behaviour that is in conflict with the German or European cartel law or the cartel law of another country, in which the Company is active. The Company rejects corruption and bribes in terms of the UN convention. It promotes transparency, integral action and responsible management and control in the company in an appropriate manner. The interest of the Company and private interests of employees must be strictly separated.

Consumer interest
The Company considers the interests of the consumers in its actions. It ensures that its products are hygienic and safe for the respective use. Legal limit values must be adhered to and undercut, where possible. The interests of consumers are also considered in an appropriate manner during information and distribution activities.

The Company communicates the Code of Conduct and its implementation to employees, business partners and other interest groups, e.g. through notification in its internet representation. It is available for a dialogue on the contents of the Code of Conduct. Business secrets and information of third parties are treated carefully and confidentially.

4. Human rights

The Company adheres to the human rights in terms of the UN Human Rights Charta and promotes them. The Company places particular importance on the following human rights:

Health and safety
The Company ensures a health-promoting work environment, protects health and ensures occupational safety to avoid accidents and injuries.

The Company protects its employees from physical punishment, physical, sexual, psychological or verbal harassment and from intimidation or mistreatment.

Freedom of opinion
The right to freedom of opinion and freedom of speech is protected and ensured. 

Protection of privacy

5. Work conditions

Observance of ILO core work standards 

The Company adheres to the eight core work standards of ILO. These are


  • prohibition of child labour according to the ILO Convention No. 138 (minimum age) 1973 and No. 182 (prohibition and immediate action to eliminate the worst forms of child labour) 1999.
  • prohibition of forced labour according to ILO Conventions No. 29 (forced labour) 1930 and Nr. 105 (elimination of forced labour) 1957.
  • promotion and securing, if possible, of identical pay for men and women for the same work according to ILO Convention No. 100 (equal remuneration) 1951.
  • respecting of employee rights according to the ILO Conventions No. 87 (freedom of association and protection of the right to organise) 1948 and No. 98 (right to organise and collective bargaining) 1949 as far as it is legally admissible and possible in the respective country.
  • prohibition of discrimination according to ILO Convention No. 111 (discrimination in employment and occupation) 1958. The prohibition particularly applies to discrimination of employees due to their gender, race, disability, ethnical or cultural origin, religion, view or sexual orientation.


Working hours
If the respective national regulation does not specify maximum working hours, the normal standard working hours per week are not to exceed 48 hours.

Within a 7-day period, the employees must have at least one day or the equivalent off. This can be afforded within a period of 14 days, if the national regulations allow this.

6. Environment protection

The Company fulfils the applicable provisions on environment protection that apply to its branches at the respective location. It acts environmentally responsible at all location. At all locations where the applicable provisions do not reach a level of protection that ensures sustainable economic activities, the Company will take measures to achieve a satisfactory level of protection within the economically feasible limits. Furthermore, the Company handles natural resources responsible according to the principles of the Rio Declaration.

7. Civic involvement

The Company contributes to the social, cultural and economical development of the country and the region where it is active, and it promotes corresponding voluntary activities of its employees.

8. Implementation enforcement

The Company makes all suitable and reasonable efforts to implement and enforce the principles and values described in this Code of conduct and to eliminate possible deficits as quickly as possible. Contract partners must be informed of the most important measures upon request and under the condition that this is done reciprocally. It must be comprehensible for the contract partner that the adherence to the Code of Conduct is generally ensured. This is not in conjunction with the right to pass on business or company secrets or information related to competitors or other information deserving protection.