Under the motto "Supporting your Success", the BIBUS Group, a respected provider of industrial solutions, endeavours to help customers and business partners achieve success through high-quality products and competent employees. The behavioural guidelines are based on OECD guidelines and the Universal Declaration of Human Rights and are binding for all employees. These apply in countries with stricter requirements. Suppliers, customers and business partners are selected in accordance with the behavioural guidelines. Employees are encouraged to inform themselves and apply common sense to issues that are not explicitly addressed in the guidelines.
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Code of ConductThe vision of the companies within the BIBUS Holding AG group (hereafter referred to as BIBUS) is to be recognized and proven suppliers of products and solutions in the industry.
In line with our motto “Supporting Your Success,” our goal is to contribute to the success of our customers and business partners through all our actions and decisions. We have confidence in the quality of the products, solutions, and systems we develop, as well as in the competence of our employees. We are committed to achieving our goals while complying with all legal regulations and laws, in accordance with the guidelines of this Code of Conduct, which is mandatory for all BIBUS employees.
Our Code is based on the principles of the OECD for multinational enterprises and the United Nations Universal Declaration of Human Rights. However, this Code does not replace or override normal interpersonal relations or common sense. We expect our employees to seek additional guidance if faced with situations not described in these rules.
When selecting our suppliers, clients, and business partners, we expect them to respect and adhere to our Code of Conduct in their dealings with BIBUS.
2.1 Fair Competition
To comply with local and international competition and anti-cartel laws, BIBUS aligns with them in all its actions. All business activities are legally regulated in the country where BIBUS is registered, as well as in countries where we operate or our actions might have an impact. This means we refrain from any cooperation with our competitors that takes the form of agreements setting price levels, market share, regions, segments, and customers. Our business rules prohibit any form of boycott against...
BIBUS does not tolerate corruption in any form. All employees are prohibited from offering, paying, or accepting bribes. This includes all actions and payments to third parties intended to influence their behavior. While hospitality and gifts may be culturally accepted in some regions, they are strictly regulated. Their value must be low and customary for the business, and they must not obligate the recipient or influence their decisions and actions. The same principles apply to interactions with public ...
All BIBUS employees are prohibited from using their position to gain benefits for themselves, their families, or third parties. If such benefits are offered, our employees must evaluate whether they are appropriate and meet our standards. If they do not, they must be declined. If there is doubt in making a decision, employees must consult their immediate supervisor.
Employees make payments only for the delivery of goods and services, which must be recorded in accordance with accounting standards and...
Any hospitality offered by employees to clients, suppliers, or public officials must be appropriate and compliant with the law. It must not be aimed at obtaining an advantage. If BIBUS employees are incited or offered a bribe, they must notify their supervisor immediately. Accepting cash, financial incentives, or other illegal or immoral gifts is unacceptable without exception.
All employees are prohibited from making facilitation payments (donations) to officials and public servants. This is based on...
BIBUS values social engagement as part of its social responsibility. Rules must be followed regarding donations and sponsorships to avoid any suspicion of undue influence. All actions must be documented for full transparency. Donations are not made to political parties or their members. In cases of sponsorship, financial return must be proportional to the counteractions and must be evident and provable.
BIBUS selects its business partners based on economic criteria. Favoritism or exclusion of suppliers for non-objective reasons is prohibited. Collaboration requires agreement on common values as defined in the Code of Conduct. If the partner has their own Code of Conduct, it will be reviewed for alignment in values and principles. If incompatible, the relationship must be established through an explicit agreement.
3.1 Managerial Conduct
Sustainable success is only possible with the help of BIBUS’s most important resource – its employees. We encourage our employees to act with personal responsibility and support their engagement and actions through training. Our managers serve as role models for employees, and we expect them to fully comply with this Code of Conduct. We promote positive relationships among colleagues in a way that fosters recognition and is based on social competencies and the acknowledgement of achievements.
3.2 Conduct Toward Colleagues
BIBUS promotes a culture of positive relationships among its employees. We expect respect, trust, reliability, and support in colleague interactions. This creates an environment where every employee can perform their tasks in accordance with our corporate goals.
3.3 Fair and Safe Working Conditions
It is of utmost importance to BIBUS that our employees work in healthy and safe conditions. Minimum requirements comply with legal standards. We proactively work toward continuously improving working conditions to offer more attractive workplaces for our employees.
All BIBUS employees are familiar with and adhere to health and safety regulations. In warehouses and workshops, wearing protective equipment is mandatory. Employees perform their duties responsibly. Direct supervisors are responsible for ensuring all employees are informed about and comply with legal requirements. They are also tasked with initiating and conducting additional training when necessary.
3.4 Prevention of Conflicts of Interest
All BIBUS employees must prevent conflicts between the interests of the company and their own personal interests. For this reason, they are required to declare to their immediate supervisor any personal or family involvement in companies that could lead to a conflict of interest. This ensures business decisions are not influenced by personal interests.
3.5 Protection of BIBUS Assets
Part of every employee’s daily work is an objective risk assessment. In line with the internal risk management system, employees must assess and report risks. The purpose of the risk management system is to protect the company's tangible and intangible assets.
Intellectual Property
Any access to patents, know-how, business ideas, and procedures belonging to BIBUS, its clients, or partners is confidential. Each employee is obliged to use disclosed information solely for business purposes. Such information may only be discussed with individuals who need it for their work. Special attention must be paid in places such as public transport, airports, hotels, and restaurants where confidential information might be overheard. Use of such information for personal purposes is prohibited. These obligations remain in effect even after the end of employment.
Data Protection
BIBUS collects, stores, processes, and uses employee, supplier, business partner, and customer data in accordance with data protection laws and only with explicit consent.
3.6 Use of Social Media
Social networks play an important role in the exchange of information and in our professional environment. We connect with our clients, share articles and information, and comment on content, thereby becoming ambassadors of the BIBUS brand. This presents a major opportunity for BIBUS to expand its network. Digital media facilitate the transition from private to professional life. As a result, personal statements can be perceived as corporate ones. For this reason, our employees are required to behave on social media and digital platforms as they would in real life. Each person is responsible for their actions and behavior online. Responsible conduct is the foundation of our actions—we do not discredit our competitors or our company. Instead, we encourage objective reasoning and discussion and avoid hasty actions. In our statements and actions, we are guided by this Code of Conduct, legal regulations, and protected trademarks and rules. BIBUS is a registered trademark and may not be used in profile names. The same applies to logos and photos in personal profiles. It is permitted to list BIBUS as an employer and to post photos with colleagues, provided they have given consent.
In cases where an employee is uncertain about content usage, they must seek a second opinion from their immediate supervisor.
4 Employees and the Company
4.1 Protection of Human Rights
BIBUS is committed to respecting the human rights of its employees and all individuals affected by its actions. Employees are provided with safe and secure working conditions.
Child Labor
The use of child labor is strictly prohibited. Protecting children from economic exploitation is of utmost importance. The minimum legal age for employment is determined by the International Labour Organization (ILO). ILO Convention No. 138 defines the minimum working age as 15 years; in certain cases under Article 2.4 of the Convention, it may be 14 years. For hazardous work, the minimum age is 18 in all countries.
Forced Labor
Mandatory or forced labor, as well as any form of physical disciplinary action, is strictly prohibited. Working hours are determined according to local laws.
Discrimination and Harassment
Tolerance and mutual respect are key aspects of our global interactions with people from different cultures, nationalities, and religions. Discrimination and harassment of any kind, particularly sexual harassment, are strictly prohibited. We reject any form of preferential treatment or discrimination against employees or business partners based on gender, religion, union or political affiliation, family status, age, disability, or ethnicity.
Compensation and Benefits
The compensation and social benefits paid by BIBUS are aligned with the standard income levels for the respective industry in each country. Regardless of gender, employees receive equal pay for equal work.
4.2 Environmental Protection and Resource Use
Environmental sustainability and resource conservation are essential criteria in BIBUS’s operations. All activities are conducted in accordance with the laws and regulations of the countries in which we operate, as well as international agreements and standards related to environmental protection.
We continuously strive to optimize our use of materials and energy and to use them efficiently in order to reduce our environmental impact. All BIBUS entities are required to comply with applicable legal provisions and standards. These same standards are applied in the selection of our suppliers.
4.3 Taxes
We are committed to paying our tax obligations and thereby contributing to public finances. All BIBUS employees are required to comply with the financial regulations and laws of the respective country. Responsible employees are familiar with these obligations and are committed to adhering to them. We use a risk assessment system to identify and evaluate financial, regulatory, and reputational risks.
5 Implementation and Use of the Code of Conduct
All BIBUS employees and managers are required to adhere to the principles of this Code of Conduct in their daily activities and decisions. Managers are responsible for implementing and monitoring compliance with the Code at all levels within their area of responsibility. As role models, managers must actively ensure compliance with the Code.
All employees are obligated to report violations of the Code of Conduct. Such reports will not result in negative or discriminatory consequences for the reporting employee. Disputes and violations may lead to legal and disciplinary actions, including termination of employment.
BIBUS headquarters monitors compliance with this Code of Conduct on a regular basis. If violations are found, appropriate corrective measures are prescribed.
For inquiries and questions regarding this Code of Conduct, employees may contact their direct supervisor, the company’s designated contact person, or the Corporate Development Director, Mr. Andreas Bee (ban@bibus.ch). All reports will be treated as strictly confidential.
01.06.2025 Victor Stoyanov
BIBUS Bulgaria OOD Managing Director
Christian Bibus
Member of the Board
BIBUS HOLDING AG
Dr. Conrad M. Ulrich
Member of the Board
BIBUS HOLDING AG