A respectful, open and fair treatment of all people is a tradition at BRINKMANN PUMPS. We are committed to upholding human rights, respecting the dignity of the individual and, in particular, safeguarding the rights of children. We take into account the scarcity of natural resources and the resulting social responsibility with our actions every day.
For BRINKMANN, acting with integrity is far more than just a matter of course. We consider lawful action to be right and support measures that safeguard this integrity. Our Code of Conduct expresses this attitude. It determines standards of conduct, formulates a guideline for decision-making and forms the basis for more decided rules and instructions for action.
The Code of Conduct provides orientation and support for the work. It applies to all employees without exception. Compliance-relevant regulations are found in all areas of the company. Violations of our Code of Conduct are reported to a compliance officer. Depending on the severity, violations of the Code of Conduct may lead to consequences under labor and civil law.
We are convinced: Compliance is an international requirement. In accordance with our headquarters, German law applies primarily to us. At each of our international locations, we comply with the nationally applicable legal provisions. Insofar as they are compatible with the principles and rules of our Code of Conduct, we take into account the respective local cultural customs in our behavior.
At BRINKMANN, every single employee counts. We treat each other respectfully, humanely, openly and fairly. We work together constructively and in a spirit of trust across all levels. Together we create value for customers, shareholders and employees. Protecting the environment is an important concern for us.
Setting and achieving ambitious goals paves our way to economic success. We address problems openly in order to find viable solutions. A positive error culture helps us avoid future mistakes. Throughout the company, we constantly strive for excellent results. In doing so, we place the highest demands on the quality of our products and solutions.
Good leadership defines the ethical dimension of behavior and maps our guiding principle. Responsible and exemplary – this is how our managers behave. They allow freedom and provide orientation. As a company, we support our employees in their personal and professional development – and promote work-life balance.
We consider mutual trust to be the basis for successful business. We achieve legal certainty and clarity with our partners by means of written agreements. All contractual components – including those that are subject to change – are set out in writing and checked for effectiveness or risks.
Our employees are obliged to abide by the rules of fair competition. We convince customers with our quality products and a good price/performance ratio. Violations of these rules can result in severe penalties and fines – for the company and the individuals involved.
We do not enter into any agreements with our competitors that influence or distort competition. This applies in particular to the following areas:
When importing and exporting goods, services, hardware/software and technology (including via e-mail), our employees ensure compliance with all rules and regulations, such as
As a company, we support national and international efforts that help prevent corruption. Corruption and bribery are not tolerated by BRINKMANN. The same applies to the granting of advantages. We maintain good contacts with our partners. In the case of attentions or invitations, the impression must not be created that a service in return is expected. This applies in particular in connection with the conclusion of contracts.
We take strict care not to influence decisions of public officials in an unlawful or unfair manner. To this end, we comply with all laws and regulations and conduct ourselves transparently, honestly and righteously. Our employees are prohibited from offering, promising or granting benefits to public officials. We refrain from offering gifts and invitations.
BRINKMANN employees may not use their function or position in the company to obtain personal advantages. They are prohibited from demanding or accepting benefits and from favoring the business partner in an unfair manner. Country-specific value limits must be observed for invitations to meals or events.
Donations and sponsorship agreements are matters for the management. BRINKMANN makes donations in cash and in kind for education, science, sports, and art and culture. Donations to individuals or political organizations are excluded. Within the scope of sponsoring, BRINKMANN may provide money or non-cash assets. In return, the company is advertised. Sponsorships are agreed in writing. They are also in an appropriate relationship between the donation and the value in return.
BRINKMANN uses consultants and intermediaries to initiate, broker and process national and international business. These are obliged to comply with all legal regulations. We take the following precautions to avoid illegal business practices:
A modified extract of the Code of Conduct applies to suppliers. A contractual obligation to comply is mandatory. The cornerstones of the agreement are:
BRINKMANN is committed to identifying and avoiding conflicts of interest at the outset. Business decisions by employees must always be made in the best interests of the company. Facts that could lead to a conflict of interest must be disclosed to the employee's supervisor. Even the appearance of such conflicts must be avoided. Transparency is the most effective protection against conflicts of interest. In cases of doubt, employees can contact the Compliance Officer.
As a matter of principle, employees are not permitted to engage in any activities that compete with BRINKMANN. This also applies to participation in third-party companies. Secondary activities for remuneration must be communicated in advance to the personnel managers. BRINKMANN expressly supports the social and political commitment of its employees. Corresponding activities – sideline or honorary – must, however, be fully compatible with contractual obligations.
All relevant business transactions, such as the signing of contracts or the release of payments, are carried out in accordance with the dual control principle to prevent the misuse of authority. Documentation and financial reporting must fully comply with statutory accounting requirements and contractual reporting obligations. Concealment of losses or budget overruns will result in criminal penalties, as will manipulation of the accounting system. Documents (data, audit certificates, etc.) required for financial reporting and the fulfillment of disclosure obligations are stored in such a way that access is possible at all times.
To avoid tax evasion, corruption, fraud, embezzlement or money laundering, payment transactions at BRINKMANN are exclusively cashless. Unusual or conspicuous payments must be reported to the Compliance Officer.
With regard to the storage of documents and data, BRINKMANN complies with all required legal or official regulations. The respective areas of the company are responsible for the documents that fall under their jurisdiction. In close cooperation with the IT department, these areas are responsible for ensuring that electronic data and documents remain legible throughout the entire retention period. At the end of the retention period, documents that are no longer required are destroyed in compliance with data protection regulations.
Secure IT systems are a cornerstone of our corporate success. IT security at Brinkmann includes the protection and security of information and data, the resources in the information network and the employees. We achieve our security goals by using generally recognized and tested measures. These are individually adapted to our systems. They protect against unauthorized access and prevent confidential data from becoming known, data from being lost or destroyed. BRINKMANN respects the regulations for handling personal data and the regulations of the Basic Data Protection Regulation (DSGVO).
Business information is confidential. Against this background, all employees are bound to secrecy with regard to internal confidential and proprietary information. This duty of confidentiality extends beyond the employment relationship and also applies to information relating to suppliers, customers, employees, representatives, consultants and other third parties. Even within the company, sensitive information may only be disclosed if it is required for official activities. In addition, all employees are prohibited from obtaining – or using – secrets from third parties without authorization.
Our external image is in line with our corporate culture and is characterized by open, honest, respectful and credible dealings. The same applies to all our communications – both internal and external. A good communication style is the responsibility of each individual employee. Contacts with the media must be approved with the responsible department. Our employees are not allowed to make statements or release information about BRINKMANN without consultation.
Environmental protection is a corporate goal for BRINKMANN – and the task of every single employee. With sustainable energy management, we make a comprehensive contribution to combating climate change and assume responsibility for the environment and future generations. Our products, investments, manufacturing processes and working conditions are aligned with the principles of sustainability. We encourage employees to play an active role in improving our environmental measures.
Occupational safety and health protection are regulated in all areas of the company by laws, regulations and internal instructions. These must be complied with at all times. Employees are required to pay constant attention and are asked to look ahead for possible hazards in order to make working conditions safer.
The compliance organization at BRINKMANN is handled centrally by a compliance officer. Depending on requirements, compliance contacts are appointed for the individual divisions, locations and subsidiaries. The topic of compliance is also the responsibility of each individual employee. Managers have the task of creating the conditions in their areas so that the following compliance tasks are fulfilled: