EMPLOYEES

1. Conduct toward employees and among employees themselves

The Company's conduct towards its employees (including potential future employees) is characterised by respect and fairness. The Company respects the personality of its employees and rejects any form of harassment and discrimination as well as different treatment.

No one may be disadvantaged or favoured, harassed or excluded because of their nationality, ethnic or social origin, skin colour, age or appearance, gender, disability, gender or sexual identity, religion or world view, affiliation with trade unions or political parties, or pregnancy.

2. Data protection and use of electronic media

The Company undertakes to treat personal data confidentially and to collect, process and store it exclusively in accordance with applicable data protection regulations. The Company has appointed a data protection officer to whom every employee can turn with questions and comments.

To the extent that the Company provides access to and use of electronic media for business purposes, such electronic media shall not be used for any purpose that is contrary to law, regulation, directive, policy or other provision of the Company.

3. Conduct within the Company

In our dealings with each other and with third parties, we must be tolerant, respectful, objective and fair. This also applies to dealings with and in so-called social media. Employees must separate their private interests from those of the Company at all times.

The use of drugs, alcoholic beverages and intoxicating substances during working hours is prohibited. Similarly, it is prohibited to perform the activity under the influence of drugs, alcoholic beverages and intoxicating substances.

4. Protection against harassment

All employees, customers and suppliers have the right to be treated fairly, respectfully, with dignity, courtesy and without discrimination. The Company is committed to this principle and wants to guarantee this right in our Company. The Company observes the principles of equal opportunities in the workplace. Personnel decisions (e.g. regarding hiring, selection, training, promotion and compensation) are based on qualifications, experience and other job-related criteria. The Company does not discriminate on the basis of gender, race, ethnic origin, religion or belief, disability, age or sexual orientation.

It is the responsibility of the Company to uphold the right of employees to a work environment free of sexual harassment or other unlawful discrimination. Any form of sexual harassment or other unacceptable discrimination based on gender, racial or ethnic origin, religion or belief, disability, age or sexual orientation will not be tolerated and must be avoided.

Sexual harassment is unwanted sexually directed conduct, including unwanted sexual acts and requests for such acts, sexually-directed physical touching, remarks of a sexual nature, and unwanted display and visible placement of pornographic images, which has the purpose or effect of violating the dignity of the person concerned, in particular when an environment of intimidation, hostility, humiliation, degradation or insult is created. Sexual harassment is illegal. Examples of unlawful sexual harassment include:

1. Solicitation of sexual acts or an offer of same for workplace benefits;
2. Cornering, patting, pinching or touching or other unwanted physical contact of a sexual nature;
3. Public speculation about or repeated inquiries about a person's sex life;
4. Jokes, remarks, or innuendo of a sexual nature about a person or men and women in general; or
5. Visibly displaying pornographic images in the workplace.

Examples of other unlawful discrimination prohibited because of reference to sex, age, racial or ethnic origin, religion or belief, disability or sexual orientation include:

1. Violation of the dignity of an employee by insulting or degrading remarks or behaviour (e.g. because of foreign origin);

2. Threats or insinuations that continued employment is contingent upon acquiescence to certain conduct;

3. Forcing an employee to perform degrading or humiliating acts, such as harassment because of sexual orientation.

If employees have been harassed or otherwise unlawfully discriminated against, they should report it to Human Resources.

5. Confidential information

KAUP entrusts its employees with a great deal of information on a daily basis as they perform their jobs and duties – information that is marked as confidential information or is identifiable as such ("Confidential Information"). This is to be protected and kept secret. Information disclosed to the Company by business partners under a confidentiality obligation is subject to the same confidentiality obligation.

In order to protect the Confidential Information, the following must be observed in particular:

• Confidential information may not be disclosed to others inside or outside the Company (this includes co-workers or family members), either during or after termination of employment, unless it is necessary to perform your job for the Company.
• Confidential information must not be discussed (in person or on a mobile phone) in public places (entryways, hallways, public transportation, public places, restrooms, etc.) where a conversation can be overheard.
• Documents containing confidential information must be stored in such a way that they cannot be viewed by unauthorised persons.
• Particular care must be taken to ensure that visitors do not have access to company documents. Visitors are therefore not permitted to enter the Company's business and office premises unaccompanied.

6. Occupational safety

KAUP complies with the statutory regulations to ensure health and safety in the workplace and has taken the necessary measures to prevent occupational accidents and protect the health of its employees. The statutory regulations on occupational health and safety, health and safety at work, and building safety are complied with, with the aim of reducing the risk of accidents and occupational illnesses to a minimum.

Every employee shares responsibility for occupational safety; occupational safety, health and environmental protection regulations must be strictly applied. For the handling of hazardous substances, the operating instructions and safety data sheets prepared in accordance with the legal requirements must be observed.