Digital whistleblowing system 
of the Demmel Group

We value honesty, integrity and transparency.

For us, compliance means adherence to rules and regulations. Integrity means the conformity of ideals and values with our own words and actions. Each of our employees acts in the interests of the Demmel Group and bears personal responsibility for ensuring that his or her actions comply with its Code of Conduct, that his or her actions comply with this Code and with applicable laws.

Compliance with laws, rules and internal regulations is a top priority for the Demmel Group ("Company"). The public perception and the success of the Demmel Group depends to a large extent on the conduct of our employees. The whistleblowing system takes receives concrete indications of potential misconduct from employees, customers, suppliers and other other partners of the company.

It requires the attention and willingness of everyone to point out breaches of rules in the event of concrete information. These can be reported to the whistleblower system confidentially, or anonymously if necessary - at any time . This includes, for example, violations of laws such as antitrust law, corruption, violation of human rights, theft or discrimination.

Protection for all involved
The whistleblower system guarantees the greatest possible protection for whistleblowers and those affected. An investigation is only carried out after a careful examination of the information and if there are concrete indications of a violation of the rules. The information is processed within the framework of a fair and confidential process. Discrimination, intimidation or hostility, or hostility resulting from a report made to the Company's whistleblowing system will be investigated and punished according to the same process.

Making a report - but doing it right!
Upon receipt of a whistleblower report, our service provider will process it in accordance with all required procedural principles (e.g. confidentiality, protection of whistleblowers). In order to process cases and and, if necessary, to initiate appropriate investigative measures, it is important that the information is formulated as concretely as possible. It is helpful if you consider the following five questions when making a notice:

Who? - Who is it about? Who is affected?
What? - What has happened? Description of the facts.
When? - When was the incident?
How? - How often did it happen?
Where? - Where did the incident occur?

Whistleblowers should make sure that the descriptions can also be understood by persons outside their field. To this end, it is helpful if they are available to answer further questions. If the whistleblower so wishes, the anonymity of the whistleblower will be strictly respected by our commissioned service provider.

In addition to our service provider, other departments in the Company may also be involved in the processing of information. In the case of well-founded information, the company investigates the the facts of the case, if necessary with the help of further internal or external experts, likewisewith the human resources department and initiates measures if necessary. Subsidiaries of the company are also taken into account and cooperate in the processing of the information and reporting structures.