Here you have the opportunity to report discrimination that you have experienced at the hands of your employer, customer employees or colleagues.  

The General Act on Equal Treatment (Allgemeines Gleichbehandlungsgesetz – AGG) has been in force since 2006 and implements four European directives in the area of anti-discrimination. The AGG protects people who experience discrimination on certain grounds.

There are various grounds for discrimination, for example

Ø External characteristics, for example a person's appearance
Ø origin
Ø Religion
Ø illness or disability
Ø Gender
Ø Sexual orientation
Ø age

The law prohibits any discrimination or harassment. All the grounds of discrimination mentioned are equally worthy of protection, i.e. one is not more important than the other.

No one may be placed in a worse position than others in a comparable situation because of one of the aforementioned grounds. 

This whistleblower system is intended to offer any person or group of persons the opportunity to submit relevant information to Klüh Service Management GmbH and its professional associations and thus contribute to the clarification and punishment of violations of principles of conduct at the workplace and against human rights.

Klüh Service Management GmbH encourages all internal and external whistleblowers to submit information here in the event of relevant observations, their own experiences or other occasions that give rise to concrete suspicions of bullying and sexual harassment.
Employees who experience bullying and/or sexual harassment should receive centralized help and protection in order to prevent further damage.
The aim is also to encourage employees who observe bullying or sexual harassment to report it and, if necessary, to be available as a witness.

What is bullying

In employment law, bullying is defined as persistent behavior that violates a person's dignity and creates a hostile, intimidating or humiliating working environment.

Workplace bullying therefore includes not only overt forms of harassment or intimidation, but also more subtle behaviors such as exclusion, belittling and the deliberate sabotaging of work tasks. 

The different categories of bullying

Physical bullying
Physical bullying covers many areas - from pinching, jostling or pushing to hitting. It also includes damaging the property of the person being bullied.

Verbal bullying
Regular teasing, intimidation, insults, discrimination, for example through derogatory remarks about ethnic origin or appearance, through to verbal abuse - all of this falls under verbal bullying. It often starts with a small remark, but can build up to ongoing criticism and worse.

Social bullying
This type is also known as non-verbal bullying. It takes place behind the back of those affected, making this type of bullying more difficult to recognize. The aim is to damage the social reputation of the person being bullied.

Cyber bullying
With the development of new media, cyber bullying has emerged in recent years. This includes overt and covert types of bullying in which digital technology, smartphones, emails, social networks, chats and communities are used to harm the person being bullied. The person affected is insulted, threatened, exposed or harassed.

What is sexual harassment?

Sexual harassment can take various forms, including verbal comments or jokes, unwanted touching, suggestive remarks, inappropriate emails or messages, unwanted flirting or sexual assault. These actions are often humiliating, intimidating or degrading for the person concerned and can have a serious impact on their mental and physical health.
In German labor law, sexual harassment is considered a form of discrimination and harassment in the workplace and is therefore protected by the General Equal Treatment Act (AGG). Employers have a duty to protect their employees from sexual harassment and to take appropriate measures to prevent and intervene.

This text has been translated automatically.

Whistleblower system / whistleblower system

This online reporting system enables employees or persons from outside the Group to report possible compliance violations, including possible human rights violations, anonymously at any time.

The opportunity to submit reports is available to all employees of the companies in the Klüh Group, as well as to customers, suppliers and other third parties.
Klüh Service Management GmbH protects the interests of whistleblowers not only by setting up this secure whistleblowing system, but also by promising to treat incoming information confidentially and to protect whistleblowers acting in good faith with all necessary means against any disadvantages resulting from a report.
Reports can also be submitted anonymously: 

Supply Chain Due Diligence Act

The Supply Chain Due Diligence Act came into force on January 1, 2023. It regulates corporate responsibility for compliance with human rights in global supply chains. This includes, for example, protection against child labor, the right to fair wages and environmental protection.

Structures and responsibilities
Klüh Service Management GmbH has developed a concept and a corresponding organizational structure for all companies belonging to the Group in order to create a sustainable culture for compliance with human rights and environmental due diligence obligations.
This is implemented through interdisciplinary cooperation between various specialist departments, which are responsible for implementing the due diligence obligations in our own business area or in our supply chain together with other experts. 
A central human rights officer has also been appointed for Klüh Service Management GmbH. 

Further details on the structures and responsibilities can be found in the Code of Conduct and the Supplier Code of Conduct of Klüh Service Management GmbH.

This text has been translated automatically.