Code of Conduct

In pro­fes­sion­al life, act­ing respon­si­bly should always be seen as a given. At Retarus, all employ­ees adhere to a joint­ly estab­lished code of behav­ior.

Foreword

With this Code of Con­duct we are estab­lish­ing a bind­ing foun­da­tion for behav­ior, which con­tains guide­li­nes for eth­i­cal, social and legal aspects. From work­ing stu­dent to man­ager, from employ­ee to free­lancer, from Munich to Sin­ga­pore — this Code of Con­duct is bind­ing for every Retarus employ­ee at every Retarus com­pa­ny around the world and at the same time bonds them togeth­er. In the fol­low­ing we use the term “employ­ee”, “mem­ber of staff” and “we” to refer to all Retarus work­ers, no mat­ter whether their work tasks are per­formed as per­ma­nent employ­ees, as free­lancers, as tem­po­rary work­ers, etc. The term “busi­ness part­ner”, on the oth­er hand, encom­pass­es all per­sons, with whom Retarus is engaged in a busi­ness rela­tion­ship. This includes cus­tomers, part­ners and sup­pli­ers. This Code of Con­duct was devel­oped based on our Retarus Leit­bild (mis­sion state­ment) and was devel­oped from the bot­tom up, by mem­bers of staff from all parts of the com­pa­ny, with the aim of con­sid­er­ing as many dif­fer­ing per­spec­tives in order to cre­ate a com­mon basis for con­duct.

Integrity and Prevention of Bribery and Corruption

Integrity

For Retarus the respon­si­ble behav­ior and a high lev­el of integri­ty of our employ­ees in their dai­ly deal­ings with each oth­er and in busi­ness rela­tion­ships are impor­tant com­po­nents of our com­pli­ance with cor­po­rate guide­li­nes. The actions of our employ­ees are based on respect. We always com­ply with the applic­a­ble legal reg­u­la­tions and com­pa­ny-inter­nal guide­li­nes, such as Retarus’ Leit­bild. Oth­er basic prin­ci­ples under­ly­ing our deal­ings with oth­ers are trans­paren­cy, equal­i­ty, con­fi­den­tial­i­ty and mutu­al­ly-ben­e­fi­cial col­lab­o­ra­tion. We appre­ci­ate and val­ue being per­ceived as a loy­al and trust­wor­thy com­pa­ny by our busi­ness part­ners. A high lev­el of integri­ty with regard to con­duct serves as the supre­me max­im for all our busi­ness­es around the globe. This we also expect, in return, of our busi­ness part­ners. Coop­er­at­ing with busi­ness part­ners who have lit­tle integri­ty or hon­esty in their deal­ings and con­duct is not an option for us.

Preventing and combating corruption

Deal­ings and mis­con­duct which are pun­ish­able by law, par­tic­u­lar­ly cor­rup­tion, are active­ly pre­vent­ed and com­bat­ed at Retarus. Con­flicts of inter­est which may occur in this con­text are active­ly and trans­par­ent­ly resolved. The pre­ven­tion of cor­rup­tion is a basic and glob­al pre­req­ui­site for Retarus’ suc­cess in busi­ness.

Granting of undue advantage – Offering or providing advantages

The offer­ing or grant­i­ng of undue advan­tage – no mat­ter which form this may take – is not tol­er­at­ed at Retarus. In per­form­ing our tasks and duties we do not promise to provide nor grant to any oth­er per­sons any unau­tho­rized and undue ser­vices or objects of val­ue in order to influ­ence them to make a deci­sion in favor of Retarus. This pro­hibit­ing of undue advan­tage applies in equal mea­sure to those in a posi­tion of author­i­ty, i.e. gov­ern­ment offi­cials, judges or oth­er per­sons work­ing in an offi­cial capac­i­ty, as well as Retarus’ busi­ness part­ners. Gifts and oth­er gra­tu­ities or dona­tions to offi­cials are not per­mit­ted. It is allowed to give minor gifts (with a low val­ue) and sundry gra­tu­ities to busi­ness part­ners, as long as they are appro­pri­ate and select­ed in such a way as to pre­clude any sem­blance of dis­hon­esty or impro­pri­ety. In gen­er­al, typ­i­cal or com­mon mar­ket­ing give­aways or occa­sion­al gifts are per­mit­ted, as well as gifts which are in accor­dance with local cus­toms and cour­tesy in the respec­tive coun­try. The upper lim­it for the val­ue of gifts for busi­ness part­ners can vary accord­ing to coun­try and should be request­ed from the respon­si­ble super­vi­sor. Invi­ta­tions and cor­po­rate hos­pi­tal­i­ty from busi­ness part­ners – regard­less of the upper val­ue lim­it – are con­sid­ered minor gifts and gra­tu­ities as long as they are appro­pri­ate and with­in gen­er­al­ly accept­ed lim­its for busi­ness. In cas­es of doubt it is nec­es­sary to con­sult the respon­si­ble super­vi­sor. For cor­po­rate hos­pi­tal­i­ty which exceeds a cer­tain upper val­ue lim­it (per invitation/per per­son) it is essen­tial that approval be obtained from the super­vi­sor. The­se upper val­ue lim­its also may be sub­ject to local dif­fer­ences and are com­mu­ni­cat­ed by the respec­tive local super­vi­sor. Under no cir­cum­stances may pay­ments in cash or any oth­er mon­ey pay­ments be offered or grant­ed.

Requesting and accepting undue advantage

No per­son­al advan­tages may be request­ed from or accept­ed by our employ­ees. Minor gifts (with a low val­ue) and sundry gra­tu­ities may be accept­ed in gen­er­al. Minor gifts (with a low val­ue) are defined as gra­tu­ities and sundry advan­tages of which the val­ue does not exceed a speci­fic amount per gift/person – which varies accord­ing to loca­tion. Gifts which are not con­sid­ered minor gifts (with a low val­ue) must be declined. Should declin­ing a gift be con­sid­ered impo­lite in gen­er­al busi­ness con­duct in a speci­fic coun­try, then gifts exceed­ing the val­ue of minor gifts must be donat­ed to char­i­ty. Under no cir­cum­stances may pay­ments in cash or any oth­er mon­ey pay­ments be accept­ed. Invi­ta­tions to enter­tain­ment events and restau­rants may only be accept­ed if they serve to build up or improve busi­ness rela­tion­ships, in no way inap­pro­pri­ate­ly influ­ence busi­ness deci­sions made by Retarus and are in keep­ing with busi­ness cus­toms in that par­tic­u­lar coun­try. Oth­er busi­ness part­ners may not be dis­ad­van­taged undu­ly as a result. This means that restau­rant invi­ta­tions and minor gifts from busi­ness part­ners may only be accept­ed if the occa­sion and extent of the hos­pi­tal­i­ty is appro­pri­ate, the gifts are occa­sion­al and of minor val­ue and declin­ing the offer of hos­pi­tal­i­ty would be con­sid­ered impo­lite. This guide­line espe­cial­ly applies to the award­ing of con­tracts.

Donations

Retarus does not make dona­tions to polit­i­cal par­ties or foun­da­tions and insti­tu­tions with close ties to a polit­i­cal par­ty.

Business Relationships

Behavior and communication

Suc­cess­ful togeth­er. This mot­to lays the foun­da­tion for our thoughts and actions in deal­ing with our busi­ness part­ners. In this regard, our behav­ior is marked by pro­fes­sion­al­ism, respect, fair­ness and reci­procity as well as the val­ues out­lined in our Retarus’ Leit­bild. As a com­mu­ni­ca­tion com­pa­ny we val­ue respon­si­ble, exem­plary and pro­fes­sion­al com­mu­ni­ca­tion with our busi­ness part­ners very high­ly – irre­spec­tive of dif­fer­ences in cul­ture and lan­guage. No mat­ter whether in per­son, in writ­ing or by phone: We inter­act with each oth­er in a friend­ly way and live out the pos­i­tive image of the com­pa­ny by express­ing our­selves in a respectable, pre­cise and reli­able way. We also expect all busi­ness part­ners to sat­is­fy the­se expec­ta­tions.

Quality standards and long-term orientation

We ensure the high­est lev­els of cus­tomer sat­is­fac­tion, through the efforts of Retarus employ­ees on four con­ti­nents to ensure effi­cient com­mu­ni­ca­tion process­es with imme­di­ate suc­cess checks day after day. We have this checked and doc­u­ment­ed by means of reg­u­lar audits. With­in the scope of our high-qual­i­ty ser­vices and smooth process­es we set great store by long-term, sus­tain­able busi­ness rela­tion­ships. More­over, we under­stand the needs of our cus­tomers and part­ners, also with regard to sec­tor-speci­fic require­ments. We respond proac­tive­ly to changes in mar­kets and devel­op­ments in the gen­er­al con­straints and con­di­tions. Trans­paren­cy and open­ness form the basis of trust in reg­u­lar dis­cus­sions with our busi­ness part­ners. The­se dis­cus­sions serve as a cause and moti­va­tor for the ongo­ing devel­op­ment and improve­ment of our ser­vices. We lay great empha­sis on assist­ing our cus­tomers in reach­ing deci­sions by pro­vid­ing them with top-notch con­sul­tan­cy. Our high qual­i­ty stan­dards are cou­pled with engaged and com­mit­ted con­duct, which is reflect­ed in our com­mu­ni­ca­tion with our cus­tomers.

Internal Cooperation

Teamwork

Our col­lab­o­ra­tion is char­ac­ter­ized by respect and trust. We place great empha­sis on hier­ar­chies that are as flat as pos­si­ble, and teams that are man­age­able in size. We deal with one anoth­er fair­ly, open­ly and hon­est­ly. We val­ue our local and inter­na­tion­al col­leagues and busi­ness part­ners. As part of this val­ue-ori­ent­ed col­lab­o­ra­tion, each and every employ­ee is encour­aged to get involved in what goes on with­in the com­pa­ny. It is our respon­si­bil­i­ty to provide a work­ing envi­ron­ment that fos­ters pro­duc­tiv­i­ty and fun with­in the work­place. Employ­ees with a hand­i­cap are wel­come at any time. It is impor­tant to us to devote par­tic­u­lar con­sid­er­a­tion to indi­vid­u­al needs and require­ments. We believe effi­cient team­work is the key to suc­cess and are proud of our per­for­mance. In doing so, we look beyond the scope of our own work and con­sid­er the con­se­quences of our actions on oth­ers. The company’s over­ar­ch­ing goals and objec­tives are our main focus. To this end, we work togeth­er beyond the scope of our own teams and depart­ments, while also think­ing inter­de­part­men­tal­ly and inter­na­tion­al­ly. In order to facil­i­tate an inter­de­part­men­tal under­stand­ing and respect for dif­fer­ent per­spec­tives, we have an inter­nal Cus­tomer Expe­ri­ence project in place, for exam­ple, where every mem­ber of staff has the oppor­tu­ni­ty to meet our cus­tomers and attend appoint­ments with cus­tomers. We do not accept par­tial opti­miza­tions that are a detri­ment to the com­pa­ny as a whole.

Communication

We place great empha­sis on respon­si­ble, exem­plary and pro­fes­sion­al com­mu­ni­ca­tion; this also extends to inter­nal col­lab­o­ra­tion and col­lab­o­ra­tion span­ning dif­fer­ent cul­tures and lan­guages. We are aware of cul­tur­al dif­fer­ences when deal­ing with col­leagues and busi­ness part­ners from oth­er coun­tries and back­grounds, which is why we mutu­al­ly strive to meet the indi­vid­u­al needs of our coun­ter­parts and show a great deal of under­stand­ing if they have lit­tle inter­cul­tur­al expe­ri­ence. Com­mu­ni­ca­tion takes place in respect­ful and hon­est lan­guage. We attach great impor­tance to an open com­mu­ni­ca­tion cul­ture, val­ue the free exchange of ideas, and involve employ­ees when look­ing to come up with ideas, take deci­sions and solve prob­lems. We com­mu­ni­cate prompt­ly, time, clear­ly, direct­ly and in per­son. Our com­mu­ni­ca­tion cul­ture is relaxed and authen­tic, yet reli­able and pre­cise.

Methodical Way of Working

We approach our tasks and duties in a suf­fi­cient­ly method­i­cal man­ner, think holis­ti­cal­ly about poten­tial con­se­quences, and are always in a posi­tion to offer infor­ma­tion about the cur­rent sta­tus of our projects. 

Meeting Culture

In meet­ings at Retarus, col­lab­o­ra­tion both between depart­ments and with­in a depart­ment are bind­ing­ly orga­nized and con­tin­u­al­ly opti­mized as part of an ongo­ing process. In line with our meet­ing cul­ture, meet­ings start and end on time, and are always ori­ent­ed around an objec­tive that has been clear­ly defined in advance. Here we attach impor­tance to open and respect­ful col­lab­o­ra­tion, while observ­ing the applic­a­ble meet­ing and com­mu­ni­ca­tion rules.

Leadership

Our man­agers active­ly pro­mote col­lab­o­ra­tion with­in their teams as well as with oth­er areas of the busi­ness. On top of that, they con­tin­u­al­ly devel­op their own team in line with the cor­po­rate strat­e­gy. They rein­force our iden­ti­fi­ca­tion with and loy­al­ty to the com­pa­ny. Our man­agers com­mu­ni­cate unam­bigu­ous­ly and provide their team with com­pre­hen­sive infor­ma­tion about all major top­ics in good time. They active­ly fos­ter aware­ness for cus­tomer focus among their employ­ees, and del­e­gate tasks, com­pe­tence and respon­si­bil­i­ties in a clear and unequiv­o­cal man­ner. Fur­ther­more, they sup­port their employ­ees in regards to the orga­ni­za­tion and man­age­ment of their tasks and ensure a method­i­cal way of work­ing. They provide a fair and reg­u­lar assess­ment of their employ­ees, and sup­port their devel­op­ment on an indi­vid­u­al basis. Sen­si­ble del­e­ga­tion is a man­age­ri­al task that helps to ease the bur­den on the man­ager while expand­ing the scope of respon­si­bil­i­ties of the employ­ees them­selves.

Conflict

We assume respon­si­bil­i­ty: Obser­va­tions made dur­ing the course of our col­lab­o­ra­tion are active­ly dis­cussed, pro­vid­ing impe­tus for future actions. We con­sid­er feed­back to be a form of sup­port and use it to improve our­selves. Our col­lab­o­ra­tion is defined by reli­a­bil­i­ty, will­ing­ness to help, and by pro­vid­ing feed­back with­out being prompt­ed to do so. We lis­ten to one anoth­er and open­ly dis­cuss con­flicts that arise dur­ing our col­lab­o­ra­tion. We provide con­struc­tive crit­i­cism that is nev­er per­son­al and use con­flicts as a stim­u­lus for improve­ment. We live a coop­er­a­tive and respect­ful cul­ture of dis­cus­sion. We imme­di­ate­ly dis­cuss con­flicts and han­dle them by using facts to find a suit­able solu­tion. Supe­ri­ors or medi­a­tors can be called upon should the need to esca­late a con­flict arise.

Promotion and Development of Competencies

Competence

Com­pe­tence, will­ing­ness to per­form and respon­si­ble behav­ior by our employ­ees con­sti­tute a sig­nif­i­cant pre­req­ui­site for our suc­cess. Pro­mot­ing the cre­ative and inno­v­a­tive com­pe­ten­cies of our employ­ees is there­fore of strate­gic impor­tance. Retarus uses its orga­ni­za­tion to sup­port the devel­op­ment of its employ­ees, not only pro­fes­sion­al­ly but also per­son­al­ly.

Vocational Training

We ensure high-qual­i­ty voca­tion­al train­ing and sup­port our appren­tices. For Retarus appren­tice­ships, and the planned employ­ment fol­low­ing the appren­tice­ship, are basic build­ing blocks in a sus­tain­able staff pol­i­cy which has a long tra­di­tion. For instance, Retarus was one of the first com­pa­nies in Ger­many to offer a suc­cess­ful appren­tice pro­gram for IT spe­cial­ists.

Further education

The con­sis­tent train­ing and fur­ther edu­ca­tion of our employ­ees secures our posi­tion as a mar­ket lead­er. Retarus employ­ees ben­e­fit from a broad range of inter­nal (Retarus Acad­e­my) and exter­nal options for train­ing and edu­ca­tion. This includes, for instance, the Devel­op­ment Acad­e­my, sales train­ing, cer­ti­fi­ca­tions, com­mu­ni­ca­tion and pre­sen­ta­tion train­ing, as well as lan­guage cours­es. Retarus also pro­vides indi­vid­u­al sup­port for exter­nal train­ing cours­es by agree­ment, espe­cial­ly by means of flex­i­ble work­ing times and hol­i­day plan­ning, as well as finan­cial sup­port for stud­ies in par­al­lel to employ­ment through Retarus’ Edu­ca­tion Sup­port (Rafög). With Retarus’ expat pro­gram we also offer our employ­ees the oppor­tu­ni­ty, by agree­ment, to gain expe­ri­ence work­ing in for­eign coun­tries and to devel­op inter­cul­tur­al com­pe­ten­cies. More­over, we coun­ter the com­plex­i­ty of coop­er­a­tion between our inter­na­tion­al sub­sidiaries with reg­u­lar and mutu­al vis­its. This facil­i­tates the nec­es­sary trans­fer of knowl­edge and cul­ture. With­in the scope of reg­u­lar staff dia­logues, bind­ing mea­sures are agreed for the fur­ther devel­op­ment of per­son­al, pro­fes­sion­al and expert com­pe­ten­cies. The basis for a uni­form under­stand­ing is pro­vid­ed by Retarus’ cat­a­log of com­pe­ten­cies.

Management

Man­agers at Retarus reg­u­lar­ly receive tar­get­ed train­ing and coach­ing; poten­tial man­agers par­tic­i­pate in our lead­er­ship devel­op­ment pro­gram. Man­agers at Retarus take respon­si­bil­i­ty for the con­tin­u­ous, indi­vid­u­al advance­ment and devel­op­ment of their employ­ees. In this regard, we val­ue inten­sive and unam­bigu­ous com­mu­ni­ca­tion.

Proactive conduct and individual initiative

As Retarus employ­ees we take respon­si­bil­i­ty for our­selves: Ori­ent­ed to future require­ments and based on the Retarus’ Leit­bild, we use our own ini­tia­tive to devel­op our own com­pe­ten­cies. Through self-reflec­tion and a pos­i­tive atti­tude towards crit­i­cism we con­tin­u­al­ly improve our­selves. We know that we can learn from our mis­takes. We read­i­ly share our knowl­edge and acknowl­edge the com­pe­ten­cies of oth­ers. We learn not only for our­selves, but also for the ben­e­fit of the com­pa­ny and as a result also for our cus­tomers.

Sustainability and Social Responsibility

Sustainability

Our every­day con­duct is char­ac­ter­ized by sus­tain­abil­i­ty. We view sus­tain­abil­i­ty in a holis­tic man­ner. We see no con­tra­dic­tion between com­mer­cial suc­cess and social­ly or eco­log­i­cal­ly respon­si­ble behav­ior. Only a har­mo­nious com­bi­na­tion of econ­o­my, ecol­o­gy and social respon­si­bil­i­ty lays the basis for sus­tain­able suc­cess in busi­ness and facil­i­tates a sta­ble, secure and safe work envi­ron­ment. As an own­er-man­aged com­pa­ny, our com­pa­ny strat­e­gy aims for healthy, long-term growth. Social respon­si­bil­i­ty and engage­ment are impor­tant cor­ner­stones of our cor­po­rate cul­ture and key com­po­nents of our com­pa­ny strat­e­gy. In this way projects are set up, which provide a lot of pos­i­tive out­comes for peo­ple, the econ­o­my and the envi­ron­ment.

Sustainability of our portfolio

Retarus Mes­sag­ing Ser­vices serve com­pa­nies by opti­miz­ing their com­mu­ni­ca­tion process­es, reduc­ing their costs and low­er­ing trans­port costs for elec­tron­ic data and doc­u­ments over the long term. We con­scious­ly provide and devel­op approach­es togeth­er with our busi­ness part­ners, which deliv­er max­i­mum ben­e­fits to all par­ties over a very long peri­od of time.

Living out sustainability and social responsibility

Since 2007, a green IT pol­i­cy has con­sis­tent­ly been imple­ment­ed at Retarus’ data cen­ters by means of hydro­elec­tric pow­er and effec­tive ener­gy man­age­ment. Under the ban­ner “Retarus hil­ft“ (Retarus helps) our employ­ees also provide ongo­ing sup­port for region­al social projects, such as “Licht­blick Senioren­hil­fe” or “Flucht­punkt Jugend­hil­fe”, and so take on respon­si­bil­i­ty for oth­ers. Retarus, as a com­mer­cial­ly suc­cess­ful enter­prise, more­over sup­ports local schools and facil­i­ties for the com­mon good, as well as aid orga­ni­za­tions. In this way, we com­bine con­tin­u­ous growth of the com­pa­ny with long-term social engage­ment. Fos­ter­ing and devel­op­ing our employ­ees has a spe­cial and cen­tral sig­nif­i­cance for us. Retarus cre­ates work­places for indi­vid­u­als around the world who con­tribute and devel­op them­selves, while work­ing with each oth­er suc­cess­ful­ly in a respon­si­ble and respect­ful way. We high­ly val­ue edu­ca­tion and train­ing, whilst active­ly sup­port­ing the devel­op­ment of young employ­ees, and active­ly includ­ing staff in the devel­op­ment of the com­pa­ny.

Data Privacy and Confidentiality

Data privacy

We con­sid­er the data of our employ­ees and busi­ness part­ners to be valu­able prop­er­ty and pro­tect it glob­al­ly, while con­sid­er­ing all local­ly applic­a­ble laws and reg­u­la­tions. We con­sis­tent­ly com­ply with all rel­e­vant data pri­va­cy reg­u­la­tions and com­mit our­selves to han­dling con­fi­den­tial infor­ma­tion with great care.

Data reduction, data economy and transparency of data processing

The pro­tec­tion of the right to pri­va­cy of our employ­ees and busi­ness part­ners is of the high­est pri­or­i­ty. Per­son­al details which have been pro­vid­ed to us are only col­lect­ed, processed or used to the extent that it is nec­es­sary, but also per­mit­ted by law or where con­sent has been pro­vid­ed by the per­sons con­cerned. The safe­guard­ing of con­fi­den­tial infor­ma­tion, busi­ness doc­u­ments, know-how and cor­po­rate secrets is essen­tial for our col­lab­o­ra­tion with our busi­ness part­ners. This does not only apply to our own data, but also to the infor­ma­tion that we have received from our busi­ness part­ners for the pur­pose of per­form­ing con­trac­tu­al ser­vices for them. We com­mit our­selves to only using the data and infor­ma­tion which has been gath­ered in the course of our oper­a­tions, exclu­sive­ly with­in the autho­rized scope and for the defined pur­pose. Pri­or to trans­fer­ring data with­in and out­side of the com­pa­ny, we com­mit our­selves to ver­i­fy­ing whether the recip­i­ent is enti­tled to receive the data. In this way, we pledge to uphold the basic prin­ci­ples of data reduc­tion and data econ­o­my, as well as trans­paren­cy in the data pro­cess­ing. With this aspi­ra­tion we ensure a uni­form and appro­pri­ate lev­el of data pri­va­cy and pro­tec­tion through­out the cor­po­ra­tion. Through reg­u­lar, manda­to­ry train­ing cours­es for data pri­va­cy and data secu­ri­ty we are able to react quick­ly to new or amend­ed require­ments and reg­u­la­tions. As a result, we can ensure that all con­fi­den­tial data and infor­ma­tion is han­dled in an appro­pri­ate man­ner.

Data privacy officer and reporting of violations

We have appoint­ed a data pri­va­cy offi­cer to advise the man­age­ment in mat­ters relat­ing to data pri­va­cy and to sup­port the depart­ments with the imple­men­ta­tion of data pri­va­cy mea­sures. Should an unau­tho­rized per­son attempt to obtain con­fi­den­tial infor­ma­tion from a Retarus employ­ee, then the employ­ee is required to inform the Data Pri­va­cy Offi­cer and/or the IT Group Compliance/IT Secu­ri­ty of the attempt with­out delay.

Innovation and Inspiration

We’re always on the move – inno­va­tion is our com­pa­ny-wide phi­los­o­phy. Through cre­ative con­duct in all parts of the com­pa­ny we expect and pro­mote inno­va­tion and inspi­ra­tion. Inno­va­tion is not only lim­it­ed to tech­nol­o­gy and our pro­duct port­fo­lio at Retarus, but also man­i­fests itself – for instance – in reg­u­lar­ly reflect­ing on, review­ing and improv­ing exist­ing struc­tures and process­es.
We are an inno­va­tion lead­er that shapes mar­kets. As a strate­gic part­ner, we devel­op for­ward-think­ing tech­nol­o­gy and ser­vices that provide greater val­ue and sub­stan­tial ben­e­fits – togeth­er with and for our cus­tomers. We draw inspi­ra­tion from the mutu­al­ly ben­e­fi­cial exchange of knowl­edge with our cus­tomers and research insti­tu­tions, such as uni­ver­si­ties.
We pro­mote research by pro­vid­ing time and resources for devel­op­ment. By adopt­ing new per­spec­tives we cre­ate new approach­es. We are inspired by bold and out­stand­ing ideas. Retarus employ­ees are reg­u­lar­ly pro­vid­ed with the oppor­tu­ni­ty and free­dom, in co-ordi­na­tion with their super­vi­sors, to devel­op and pur­sue their own cre­ative ideas. Our flat hier­ar­chy means that every mem­ber of staff can and should con­tribute their own ideas and sug­ges­tions. We are con­vinced that inno­va­tion aris­es from each and every mind. We all con­tribute to inno­va­tion.

Health

Understanding and importance of Health

At Retarus we place a great empha­sis on employ­ee health. Every mem­ber of staff takes respon­si­bil­i­ty for car­ing for his or her own men­tal, phys­i­cal and social well­be­ing. Retarus has var­i­ous mea­sures in place to provide sup­port in this regard. The health of every employ­ee is under­pinned by the Retarus cul­ture as well as the Retarus’ Leit­bild, which was joint­ly devel­oped and is put into prac­tice on a dai­ly basis. A healthy work-life bal­ance plays an impor­tant role in this. When assign­ing tasks and respon­si­bil­i­ties to employ­ees, care is tak­en to ensure that their work­load and work­ing hours are in line with per­son­al resources and pri­vate oblig­a­tions. Assigned tasks and duties are select­ed in such a way that employ­ees are nei­ther overex­ert­ed nor under-chal­lenged. Man­agers are charged with ensur­ing that mem­bers of staff are given suf­fi­cient peri­ods of rest and recov­ery, as the­se are essen­tial for main­tain­ing employ­ee health in the long term.

Additional measures to promote health and safety

Safe­ty in the work­place and acci­dent pre­ven­tion play impor­tant roles in every Retarus office space. Retarus also has a team of first-aiders who are spe­cial­ly trained. Beyond the scope of the­se min­i­mum stan­dards, the offices for most of Retarus’ mem­bers of staff are equipped with a defib­ril­la­tor. In some of the offices we also have a doc­tor who vis­its the premis­es on a reg­u­lar basis, and we orga­nize health days that cov­er top­ics such as ergonom­ics and stress man­age­ment. Inter­est­ed mem­bers of staff are also able to take part in sports events orga­nized by the com­pa­ny. Ergonom­ics and indi­vid­u­al employ­ee needs are tak­en into con­sid­er­a­tion when set­ting up work­sta­tions. We also set great store by aes­thet­ics and design, which is why we have var­i­ous works of art around our offices, for exam­ple, to ensure a pleas­ant office envi­ron­ment. Retarus also has its own bistro that pro­vides employ­ees with a relaxed atmos­phere where they can chat with one anoth­er, exchange ideas, and shift down a gear. The bistro always has a fresh fruit bas­ket avail­able. Inter­de­part­men­tal exchange is also encour­aged by Meet & Eat events along with var­i­ous oth­er com­pa­ny events reg­u­lar­ly held in all our glob­al offices.

Diversity

Diver­si­ty comes from the dif­fer­ences between peo­ple, their traits, tal­ents and expe­ri­ences. The­se dif­fer­ences are based on fac­tors such as place of orig­in, cul­ture, reli­gion, eth­nic­i­ty, soci­ety, gen­der, age, physique, mind­set and edu­ca­tion. We know that every per­son is dif­fer­ent. We com­mit our­selves to ensur­ing that indi­vid­u­als should not suf­fer any dis­ad­van­tage as a result of their per­son­al dis­tin­guish­ing fea­tures. We avoid and fight again­st dis­crim­i­na­tion and harass­ment due to race, skin col­or, eth­nic back­ground, reli­gion, gen­der, nation­al­i­ty, age, sex­u­al iden­ti­ty or any oth­er dis­tin­guish­ing fea­ture. Diver­si­ty is impor­tant to us, in order to be able to bet­ter under­stand not only our busi­ness part­ners but also our employ­ees and col­leagues, and there­by con­scious­ly gen­er­ate inno­va­tion for the ben­e­fit of our busi­ness part­ners and employ­ees. We val­ue het­ero­ge­neous teams and con­scious­ly fos­ter the com­mu­ni­ca­tion between mem­bers of staff with dif­fer­ing amounts of work expe­ri­ence. Retarus sup­ports the diver­si­ty of its employ­ees through lan­guage cours­es, flex­i­ble work­ing time mod­els, health pro­grams, train­ing mea­sures at the com­pa­ny, fur­ther edu­ca­tion and train­ing pro­grams and indi­vid­u­al mea­sures, which are tai­lored to the require­ments of a speci­fic employ­ee. Retarus expects all employ­ees to show respect and good­will towards coun­ter­parts and con­tacts. We also see the work­place as a loca­tion for (per­son­al) dis­course and inter­com­mu­ni­ca­tion. Dif­fer­ing opin­ions are accept­ed, tol­er­at­ed and under­stood as a sug­ges­tion for improve­ment – as long as they are not of a rad­i­cal or ille­gal nature nor con­tra­vene Retarus’ Leit­bild. Deal­ing with vary­ing points of view in a tol­er­ant way pre­vents con­flicts.

Implementing this Code of Conduct

This Code of Con­duct is designed to be a guide that every mem­ber of staff can con­sult in order to iden­ti­fy and deal with any eth­i­cal, social and legal issues that may arise in con­nec­tion with work­ing at Retarus. Such guide­li­nes can only be ful­ly effec­tive if they are lived and expe­ri­enced by every mem­ber of staff, and if they are incor­po­rat­ed as a fixed com­po­nent of every­day work­ing life. Every Retarus employ­ee is there­fore oblig­ed to com­ply with the guide­li­nes set out here. This also means that employ­ees should make an ongo­ing effort to learn about con­tent rel­e­vant to their duties, guide­li­nes that apply to them and any changes that are made to the guide­li­nes. All of the man­agers see it as their duty to ensure that this Code of Con­duct is com­plied with by their team or depart­ment. Employ­ees can address any ques­tions they may have about this Code of Con­duct to their super­vi­sor or the HR depart­ment at any time. Any (poten­tial) infringe­ments or risk of infringe­ment should be imme­di­ate­ly report­ed to a man­ager, the HR depart­ment or Mar­t­in Hager. Anony­mous reports can be sub­mit­ted in writ­ing to the “com­plaints box” in the bistro at the head­quar­ters in Munich. Any infor­ma­tion sub­mit­ted will always be dealt with in con­fi­dence, and employ­ees who report a (poten­tial) infringe­ment in good faith have absolute­ly no rea­son to be con­cerned about being dis­ad­van­taged in any way. If nec­es­sary, employ­ees can request a meet­ing with the HR depart­ment, which can be con­fi­den­tial if desired. We will not tol­er­ate any infringe­ments of this Code of Con­duct and reserve the right to ini­ti­ate labor law-relat­ed sanc­tions in case of any infringe­ment. Overt com­mit­ment to and com­pli­ance with this Code of Con­duct are para­mount to our pub­lic image and help to build trust in Retarus and our ser­vices. Com­pli­ance with legal require­ments and the guide­li­nes set out here, more­over help us to ensure our high qual­i­ty stan­dards. Infringe­ments of applic­a­ble law and this Code of Con­duct, on the oth­er hand, could have sev­ere mate­ri­al and imma­te­ri­al con­se­quences for Retarus. As men­tioned at the begin­ning, the Retarus Code of Con­duct applies to every Retarus employ­ee world­wide. Legal require­ments and local cus­toms may of course vary from coun­try to coun­try. Nation­al law always super­sedes this Code of Con­duct, but the guide­li­nes set out in this Code of Con­duct shall pre­vail over any dif­fer­ing local cus­toms. The Retarus Code of Con­duct does not express­ly repeat all of the oth­er exist­ing reg­u­la­tions, for exam­ple the Retarus Poli­cies. The terms and guide­li­nes pro­vid­ed there­in shall con­tin­ue to apply alongside this Code of Con­duct.

Choose your country or region.