Compliance is important to us.

We value integrity.

To us, this means reliability, sincerity, and credibility of the management and all employees at CHRIST Group. As a result, far from referring only to observing the rules and laws, we consider compliance to be an essential part of our value culture. Compliance is our voluntary commitment in our daily work. The principles and basic rules essential to this are summarised in the code of conduct of CHRIST Group, which can be downloaded here.

Our compliance management system

Our compliance management system helps us raise awareness for compliance issues in our employees, suppliers, and business partners. In allows us to protect them, as well as our company, from financial damage and damage to our reputation.

Our electronic whistleblower system

Our electronic whistleblower system is a vital part of compliance management for us, helping us identify and prevent potential compliance violations early on. Any indications of compliance violations can be reported directly via the whistleblower system. Strictly confidential treatment of every report is a matter of course for us. If desired, reports can also be submitted anonymously. All reports received will be processed by our compliance officer. CHRIST Group uses the certified online reporting system of Business Keeper for this purpose. The online reporting system is a web-based application that can be accessed from any internet-capable device via the following link:

Our obligation towards
our employees

Only reports on compliance violations are processed through this system. Compliance violations mean that an employee is violating applicable law or internal guidelines in performance of their work. This includes violations of antitrust law, data protection law, or copyright law as well as corruption, discrimination, or bullying.

Do you have any questions on the subject of compliance at CHRIST?

Feel free to contact our compliance department at any time if you have any questions on the matter of compliance at CHRIST Group.

CHRIST Juweliere und Uhrmacher seit 1863 GmbH

Auditing and compliance

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Our responsibility

We take responsibility for our employees, products, and services. We always keep an eye on the long-term effects of our actions. Sustainability means striving for economic, social, and ecological goals at the same time and with equal priorities for us, in order to create lasting value, offer good working conditions, and preserve our environment and resources.

We expect the same from our partners. They must make their business decisions based on and measured by high ethical standards and values. As a result, the following seven principles are binding standards for all employees as well as for our external suppliers and business partners. They apply when initiating a new business relationship as well as in the scope of existing business relationships:

1. Compliance with local and national laws and customs

The service provider must comply with all applicable national laws and provisions applicable to business operations. Minimum industrial standards must be observed as well, and the regulations that impose the strictest requirements are to be applied as a general rule. Where industry practices are in conflict with legal provisions, the minimum requirements of the legal provisions must be observed.

2. Prohibition of forced labour and disciplinary measures

CHRIST Group does not tolerate any form of forced labour such as servitude, slavery, prison labour, or other forms of involuntary labour. CHRIST Group will not cooperate with any providers that violate this principle. Practices that force people to work or prevent them from leaving the employer or the production site are forbidden, as is the use of corporal punishment and psychological or physical coercion. Disciplinary actions prohibited by law are forbidden as well. ILO Conventions 29 and 105 apply.

3. Freedom of association and the right to collective bargaining

The right of all workers to form and join trade unions and to use collective bargaining must be respected. Preventive or obstructive measures intended to avoid this right are not tolerated. In countries where the rights to freedom of association and collective bargaining are restricted by law, alternative means of independent and free organisation and bargaining must be provided. Employee representatives must be given free access to their members’ workplaces. ILO Conventions 87 and 98 apply.

4. Occupational health and safety

A safe and hygienic working environment must be provided. The workplace and materials with which employees come into contact must comply with the stricter of the local legal and generally accepted safety and health requirements. Occupational health and safety procedures must be promoted to prevent accidents and injury at work and due to operation of equipment. Such work safety drills and procedures must be communicated to employees and trained with them periodically. ILO Convention 155 applies.

5. No child labour

Just like unfree and forced labour, we do not tolerate any child labour. Children younger than the age of completion of compulsory schooling, and in any case under the age of 14 years, or in accordance with local legal requirements of a minimum age above this, must not be allowed to work. Any form of exploitation of children is forbidden. Working conditions similar to those of slavery or harmful to the health of children are prohibited. National provisions on the protection of young workers must be observed. ILO Conventions 79, 138, 142 and 182 apply.

6. No discrimination

Equal treatment and equal opportunities must be ensured. Employees must not be discriminated against based on believes, ethnic or national origin, gender, disability, political opinions, sexual orientation, caste, union membership, colour, age, or any other personal characteristics, in particular where recruitment, remuneration, or promotion are concerned. Adequate decisions shall be made based on professional and personal working capacity. Physical, verbal, or other abuse of employees is forbidden. ILO Conventions 100, 111 and 159 apply.

7. Environmental responsibility

Since CHRIST Group has a strong interest in including environmental aspects in its assessment of its service providers, suppliers must comply with generally accepted as well as all local legal provisions and local peculiarities concerning environmental protection requirements. In particular, these include procedures and standards regarding waste management, handling of chemicals and other hazardous substances and their disposal, emissions, and wastewater treatment. The service providers are to be requested to use, develop, and promote environmentally friendly technologies, to avoid and dispose of waste in the most environmentally conscious manner possible, and to avoid use of toxic raw materials.

Supplier Code, as of 2017/11