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Code of Conduct Peiker Acustic GmbH & Co. KG

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Code of Conduct

between

peiker acustic GmbH & Co. KG

hereinafter “peiker”

and

Supplier

hereinafter “Supplier”

hereinafter collectively “Contracting Parties”

For the future cooperation between them, the Contracting Parties agree that the provisions set forth below will apply to both of them as a joint code of conduct. This Agreement shall serve as the basis for all future deliveries, even if other contracts, agreements, orders, order confirmations, and/or delivery slips do not specifically refer hereto.

The Contracting Parties agree to abide by the principles, and fulfill the requirements, of the Code of Conduct (Annex 1). Furthermore, they shall endeavor, to the best of their ability, to pass along the Code of Conduct to their own contract partners and suppliers and persuade the latter of the necessity of abiding by the principles, and fulfilling the requirements, of the Code of Conduct.

This Agreement shall enter into force as of its signing.

Annex 1

Code of Conduct

At peiker, corporate social responsibility is more than just a term: We view ourselves as part of a broader society, which means that we also have a keen sense of our responsibility toward people within and outside of the company, toward the environment on the whole and toward maintaining jobs and enterprise in Germany. peiker demonstrates social involvement and maintains a corporate culture that shows that added value is more than just short-term gains in capital or sales figures. We believe added value is about upholding actual values.

For further information on our CSR policies, please see our website at www.peiker.de.

As a result, we expect that the Contracting Parties will comply with the relevant binding national and international rules and regulations on business ethics.

This applies in particular, but not exclusively, to the rules and regulations regarding discrimination, upholding human dignity, and labor conditions, along with the guidelines set forth in the United Nations Global Compact (Davos, 01/99) and the principles and rights confirmed by the International Labour Organization (ILO) in its Declaration on Fundamental Principles and Rights at Work (Geneva, 06/98).

This listing is not intended to be exhaustive.

The following principles are of particular importance to the Contracting Parties:

I. Legal compliance

The Contracting Parties will comply with applicable national and international laws, regulations, and provisions in all internal and external processes.

The Contracting Parties are obligated to comply, within the scope of the management of their business, with all national legal requirements and with the minimum social requirements expressed in these principles.

II. Prohibition of corruption and bribery

We are convinced that the excellent quality of our products is the key to our success. As a result, we maintain transparency in our business relationship with all customers, suppliers, and government agencies, and comply with international anti-corruption standards as set out in the abovementioned Global Compact and in local anti-corruption laws and prohibitions on bribery. This also applies to transactions that could give the impression of being arranged in order to grant concessions or benefits.

None of our employees is permitted to request or accept from customers or suppliers any services, gifts, or benefits that affect or could affect the employee’s personal conduct with regard to his or her activities for the company. Gifts and entertainment are acceptable only within limits that do not exceed the usual limits under customary and ethically unobjectionable business practices or applicable laws. These limits are, however, considered to be exceeded once the value of the gifts or entertainment in question reaches EUR 35.00, if not before.

In case of doubt, employees should contact their supervisors or the Human Resources department.

Employees of the Contracting Parties are not permitted to provide business partners with gifts or other benefits that exceed the usual limits under customary and ethically unobjectionable business practices or applicable laws.

Services, gifts, or benefits must not be granted to holders of public office or government officials under any circumstances.

III. Respect for employees’ fundamental rights, occupational safety and health

The Contracting Parties view compliance with socially appropriate working conditions and occupational safety and health as being highly important. As a result, they will pay particular attention to the following points:

  • Respect for human dignity and prohibition of forced labor
  • Establishment of equal opportunity and family-friendly conditions
  • No discrimination based on religion, origin, nationality, age, disability, marital status, sexual orientation, political affiliation, membership in a trade union, or similar factors
  • Prohibition of bribery and coercion
  • Compliance with socially appropriate working conditions
  • Protection from arbitrary personal individual measures
  • Enabling an appropriate standard of living
  • Freedom to form coalition
  • Ensuring suitability for employment by providing training and continuing education
  • Informing employees of goals, financial situation, and current topics regarding the company
  • Responsible conduct on the part of all employees in dealing with the environment and/or resources
  • Ensuring occupational safety and health

IV. Prohibition of child labor

The Contracting Parties will not hire any employees who are unable to prove that they are at least 15 years old. In countries that fall under the exception for developing countries as stated in ILO Convention 138, the minimum age can be reduced to 14 years.

V. Data protection

Respect for the personal rights of peiker employees includes protecting their personal information. As a result, peiker takes care to ensure compliance with the pertinent provisions of law on data protection and demands that its employees and business partners do the same.

VI. Environmental protection

The Contracting Parties view their activities as involving responsibility toward the environment. As a result, they will comply with legal and international standards on environmental protection for each specific product.

Furthermore, they will endeavor to minimize environmental impact and to achieve continuous improvement in their environmental protection activities.

peiker takes various aspects related to environmental protection and safety into account during its day-to-day working and business activities. It does so by engaging in the following practices, among others:

  • Environmentally friendly processes and working methods that conserve natural resources
  • Development of concepts for demand-driven use of energy
  • Establishment of task forces on the topics of occupational safety and environmental protection
  • Ongoing monitoring of compliance with all relevant laws and guidelines
  • Regular training and monitoring of careful handling of hazardous materials
  • Consistent waste sorting
  • Environmentally appropriate waste disposal, exclusively in cooperation with certified disposal firms
  • Use of environmentally friendly small and large load carriers in the logistics sector
  • Prevention of harmful wastewater
  • Key indicators to monitor our environmental performance

VII. Fair competition, international commerce

The Contracting Parties agree to promote compliance with the content of the Code of Conduct among their suppliers and partners to the best of their ability

and

to comply with the principles of non-discrimination in selecting and cooperating with suppliers.

The Supplier shall ensure that the country-specific customs and export control regulations are complied with and adapted on a sustainable basis. AEO certification must be complied with and documented in accordance with the required measures.

Furthermore, the Contracting Parties acknowledge the unrestricted importance of provisions to ensure that there is no restriction of competition in the economic functioning of a market, and are obligated to comply with and uphold the provisions of antitrust law and law of competition within the market in which they are active.

Within the scope of this obligation to engage in fair competition, the Contracting Parties affirm that violations of intellectual property and related protected rights of the Contracting Parties and/or third parties are banished out.

VIII. Obligation to maintain confidentiality

The knowledge and information gained within the company peiker represents an essential element of peiker’s business success. Our company invests significant personal and financial resources in the development of innovative products and services. Protecting these innovations secures the company’s success within competition and is the foundation for the company’s successful economic activities. These innovations are, therefore, an asset that merits special protection.

All employees and organs of the company peiker are obligated to prevent this knowledge and information, insofar as it constitutes business or trade secrets, from being made public outside the company peiker, e.g., through unauthorized disclosure and dissemination of sensitive information in discussions with third parties. Furthermore, every employee who deals with such knowledge and information is obligated to obtain information regarding the industrial property rights of peiker and comply with all measures to protect such rights.

The Contracting Parties will also protect business or trade secrets of business partners from unauthorized disclosure.

Signatures:

Place, date

Signed for peiker

Place, date

Signed for the Supplier

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What the Code of Conduct Peiker Acustic GmbH & Co. KG Is and Why It Matters

The Code of Conduct Peiker Acustic GmbH & Co. KG is a formal company policy document that sets expected behaviors, conflict-of-interest rules, confidentiality obligations, and reporting channels for employees and contractors. It defines standards for lawful and ethical conduct, data protection responsibilities, and escalation procedures for suspected violations. When completed and acknowledged by personnel, the code creates a clear record of acceptance and helps organizations demonstrate consistent compliance practices to auditors, regulators, and internal governance bodies.

Why adopting and documenting this Code of Conduct matters

A clear, signed code reduces legal risk, supports regulatory compliance, protects reputation, and creates a record for discipline or investigations. For U.S. employers, a documented code also supports compliance programs tied to laws such as anti-corruption, privacy, and employment regulations.

Why adopting and documenting this Code of Conduct matters

Who completes and acknowledges the Code of Conduct Peiker Acustic GmbH & Co. KG

The Code is typically distributed to all employees, contractors, and relevant vendors who handle company information or represent the business in client or public-facing roles.

  • New hires and rehires — Acknowledgement during onboarding and after substantive updates.
  • Managers and supervisors — Affirmation of supervisory responsibilities and escalation duties.
  • Third-party contractors and consultants — Confirmation of confidentiality and conflict rules.

Maintain signed acknowledgements in personnel files or secure records systems to document training, acceptance dates, and periodic reaffirmations.

Who can sign and why their role matters

Employee Signer

An employee signs to confirm they have read, understood, and will comply with the Code. Signed acknowledgements support internal disciplinary processes and serve as evidence of notice for investigatory or regulatory purposes.

Authorized Representative

HR leadership or an authorized company officer may sign on behalf of the employer to certify distribution, effective date, and that required training was provided according to company policy.

Key security and compliance attributes to record

Data Encryption: AES-256 at rest
In-Transit Protection: TLS 1.2/1.3
Audit Trail: Timestamped events
Regulatory Coverage: ESIGN, UETA
Healthcare Addendum: HIPAA (BAA required)
Certifications: SOC 2 Type II, ISO 27001

Risks and potential consequences of incomplete or unsigned codes

Contract Risk: Enforcement weakened
Regulatory Exposure: Increased audit findings
Employment Liability: Record gaps hamper defenses
HIPAA Fines: Civil penalties possible
Reputational Harm: Public trust erosion
Operational Disruption: Investigation delays

Common preparation and distribution pitfalls to avoid

  • Incomplete signatory information — missing job titles or dates creates ambiguity during enforcement or audits.
  • Using vague language — unspecific obligations like 'act reasonably' leave interpretation gaps that undermine consistency.
  • Failing to track reacknowledgement — policy updates without documented reaffirmation weaken compliance posture over time.
  • Storing only printed copies — single-location storage risks loss; retain certified electronic copies with an audit trail.

Step-by-step: preparing and issuing the Code of Conduct

Follow these sequential steps to prepare, distribute, collect, and retain signed acknowledgements for the Code of Conduct.

  • 01
    Draft: Assemble policy text and required clauses.
  • 02
    Review: Legal and HR review for jurisdictional fit.
  • 03
    Distribute: Send to recipients with clear instructions.
  • 04
    Record: Capture signed acknowledgement and store securely.

How electronic completion and acknowledgement typically works

A standard e-sign workflow reduces friction and provides a complete audit trail for each signer.

  • Upload: Upload the Code in PDF or DOCX format.
  • Place Fields: Add name, date, and signature fields.
  • Send: Invite recipients by email or link.
  • Capture: Collect signed copies and audit records.

Core sections to include in the Code of Conduct

A well-structured Code of Conduct combines scope, obligations, reporting, and enforcement mechanisms for clarity and legal defensibility.

Scope

Define covered parties, locations, and activities to avoid ambiguity and ensure consistent application throughout the organization.

Standards of Conduct

State specific behavioral expectations, conflict-of-interest rules, and examples of prohibited actions to guide day-to-day decisions.

Confidentiality

Specify handling of proprietary and personal data, including classification, permitted disclosures, and sanctions for misuse.

Reporting Channels

Detail procedures for reporting violations, whistleblower protections, anonymous reporting options, and investigative steps.

Discipline

Describe corrective measures, escalation, and appeal rights to ensure transparent and proportionate enforcement.

Acknowledgement

Provide an explicit signature block and space to record acceptance, effective date, and any role-specific attestations.

Configuring an online workflow for distribution and tracking

Set up fields, routing order, and authentication to match your compliance needs before sending the Code for signature.

Field Configuration
Signer Order Sequential or parallel routing
Required Fields Name, title, date, signature
Authentication Email link, SMS code, or stronger
Retention Secure storage with audit trail

Technical considerations for eSigning and secure storage

Choose a signing platform that supports standard formats, secure authentication, and a verifiable audit trail.

  • File Formats: PDF, DOCX supported
  • Integrations: Salesforce, NetSuite, Google Workspace
  • Authentication: Email, SMS, or MFA

Ensure the platform provides exportable audit records and encryption (in transit and at rest) to meet internal and regulatory retention requirements.

Recommended timelines: issuance, acknowledgement, and training

Set clear deadlines for distribution, acknowledgement, and required training to maintain compliance and measurable records.

Initial Distribution:

Issue company-wide and to new hires immediately upon onboarding; include effective date.

Acknowledgement Deadline:

Require signed acknowledgement within 14–30 days of issue, depending on company policy.

Training Completion:

Complete role-based training within 30–90 days after acknowledgement.

Annual Reacknowledgement:

Require yearly reaffirmation or after substantive policy changes.

Record Retention Notice:

Notify staff that acknowledgements will be retained per company retention policy.

Key milestones for managing the policy lifecycle

Track these numbered milestones to ensure distribution, signatures, enforcement, and recordkeeping are completed in sequence.

01

Policy Finalization

Legal and HR approve the final version before release.

02

Communications Campaign

Announce policy, provide FAQ, and schedule training.

03

Acknowledgement Collection

Collect signed acknowledgements and resolve exceptions.

04

Retention & Audit

Store signed copies and audit the process periodically.

Representative eSignature vendor pricing and capability overview

Comparison of starting price and common capability indicators for signNow and widely used alternatives; use this to assess expected platform features and compliance coverage.

signNow DocuSign Adobe Sign PandaDoc HelloSign
Starting Price $8/user/mo $15/user/mo $14/user/mo $19/user/mo $15/user/mo
Free Trial 7-day free trial Varies by plan Varies by plan Varies by plan Varies by plan
Bulk Send Yes Varies by plan Varies by plan Varies by plan Varies by plan
Audit Trail Yes Yes Yes Yes Yes
HIPAA Compliant Yes Yes Yes No No

Real-world examples of using a signed Code of Conduct

These short cases show how signed acknowledgements are applied in practice across organizations.

Optica Ventures — Onboarding

The company integrated the Code into onboarding to reduce manual paperwork and accelerate compliance tracking.

  • The result: centralized attestations for new hires.
  • This produced a searchable record that supported internal audits and demonstrated timeliness of training.

Fertility Centers of Illinois — Healthcare

The practice attached a privacy addendum and used digital signatures to capture clinician acknowledgements.

  • Added HIPAA-specific text and a BAA where needed.
  • Signed records were retained per HIPAA rules and supported a quicker response during a compliance review.

Tips to ensure accurate and efficient collection of acknowledgements

Follow these proven practices to minimize errors and create verifiable compliance records.

Standardize the template
Maintain a single canonical Code text and record version numbers to avoid mismatched acknowledgements.
Use clear deadlines
Set a fixed acknowledgement window and communicate reminders to improve completion rates.
Require necessary fields
Make name, title, effective date, and signature mandatory to avoid incomplete records.
Archive with audit trails
Store signed copies with metadata and access controls for retrieval during audits or investigations.

Frequently asked questions about the Code of Conduct Peiker Acustic GmbH & Co. KG

Answers to common questions about enforceability, eSigning, updates, and recordkeeping for the Code of Conduct.


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