4.4. Disciplinary Measures 紀律處罰措施

Disciplining employees by means of corporal or psychological punishment is strictly

forbidden. The same applies to punishment manifested through restricted access to food,

sanitary facilities or medical care.

Sexual harassment and sexual abuse are not allowed and will not be tolerated. Any incident

of this kind shall be studied and appropriate punishment imposed. Sexual harassment does

not necessarily only take physical forms. Voicing e.g. demeaning comments about the

gender of an employee equally falls under the term sexual harassment.

The withholding of compensation as a disciplinary measure is not permitted by Tchibo,

because there is great danger of abuse.

4.5. Working Contracts勞動合同

Working contracts form the basis for employment and provide the employee with

transparency on the framework conditions of his employment and a certain legal basis for

possible claims. Employers are required to give their employees a written working contract

that includes at least the following points: Name and picture of the employee, home address,

function, starting date of working relationship, hours of work arranged, remuneration,

probation period (if applicable), details for termination and the signature of the employer and

the employee.

A copy of the contract has to be given to the employee. Contractual obligations that result

from a permanent position may not be circumvented by offering consecutive short-term

contracts.

In the event that contracted work is used, the supplier must ensure that the same conditions

are fulfilled by the subcontractor.