Code of Conduct

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3.2 Employee RepresentationThe right of employees to be represented by trade unions and otherlegally recognized employee organizations is recognized and respectedwithin the framework of the applicable laws and regulations.In enterprises with worker representatives democratically elected bythe staff, the management will work openly and constructively withthese representatives in compliance within the legal framework ineach particular country.3.3 Employee DevelopmentIt is generally recognized that, to a large extent, the success ofSCHOTT is based on the know-how and the commitment of its employees.SCHOTT is therefore committed to invest in the developmentand qualifications of its employees and to promote outstandingtalent within the limits of SCHOTT’s economic resources andrequirements.3.4 Anti-Discrimination PolicyNobody may be harassed, discriminated against, or disadvantagedbecause of race, skin color, nationality, descent, gender, faith or religion, sexual orientation, political view, age, physical constitutionor appearance.Only the employee’s ability, performance and conduct are relevantfor, among other things, recruitment and promotion.All employees and business partners are entitled to fair, polite andrespectful treatment by superiors, colleagues and employees. Allemployees are obligated to respect the personal sphere of their coworkers.Sexual harassment and discrimination are prohibited and will have consequences under labor law.3.5 Complaints and ConcernsAll employees may voice their concerns to their supervisors, a memberof the Human Resources department, their employee representative,8
the responsible compliance representative or SCHOTT’s CorporateCompliance Office.There is also the option of confidential and anonymous complaints.All references and reports will be pursued and appropriate measureswill be taken if necessary. All documents are handled and stored confidentially in accordance with legal requirements to the fullest extent possible. No retaliations against those who have lodged agood faith complaint will be tolerated, irrespective of the nature ofthe complaint.By the same token it must be clear that bypassing the supervisorwithout reason, or malicious denunciation of co-workers will not beacceptable. If it is at all possible, a person wishing to lodge a complaint should first attempt to find an internal solution and remedy with the help of his/her supervisor.4. Dealing with Business Partners and Third Parties4.1 Competition and Antitrust LawsEach employee is obligated to live by the rules of fair competition.Business must be conducted in compliance with all applicable antitrustlaws and provisions, rules and regulations. In particular, no anticompetitive agreements, such as setting prices, discussing tenders,specifying limitations in production or production quotas orallocating markets among competitors by customers, suppliers, salesterritories or industries, may be made or implemented between competitors.The corporate guidelines for interaction with competitors apply to allmeetings and other contacts (phone, e-mail, etc.) with competitors.The exchange (i.e. both the disclosure and the mere reception) ofsensitive information, such as information about prices, productionand distribution costs, production and supply capacities, capacityutilization as well as all data contained in company and departmentforecasts or other plans which might give a competitor insight into9
Page 4 and 5: Dear Colleagues,SCHOTT has prepared
Page 7 and 8: 1. PreambleAn important goal of the
Page 9: own and freedom of action. However,
Page 13 and 14: 4.3 Business Relationships with Cus
Page 15 and 16: 5.4 Other OccupationsOther occupati
Page 17 and 18: SCHOTT and its employees against th

Code of Conduct

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