Freedom of Association and Collective Bargaining

As a member of the UN Global Compact, dormakaba respects the right of all workers to form and join a trade union without fear of intimidation or reprisal, in accordance with national laws.

Further, dormakaba employees are free to collectively bargain, if they so desire.

Related policies include, for example, a harassment and bullying policy in the Pacific region (AS APAC). Subsidiary TLHM Co. Ltd. in China North Asia explicitly forbids, among others:

• threatening, disciplining, punishing, or firing workers because they exercise this right
• refusing to hire a candidate because of their association with trade unions
• blacklisting of union organizers by providing their names and details of their activities to other employers, or to employers' associations.

We work proactively with employee representative bodies to achieve positive outcomes for employees and the organization. Collective bargaining agreements are in effect in various locations including: Australia, Austria, China, Colombia, Italy, New Zealand, Brazil, Mexico, France, Germany, Switzerland, and the US. In Poland an alternative employee representation is in place.

Grievance mechanism

The grievance mechanism for employees covered by a collective bargaining agreement (CBA) are defined by the CBA itself. On the other hand, the grievance process for non-represented employees is defined in our employee handbooks or through the dormakaba Code of Conduct. In addition, the Pacific region (AS APAC) and Movable Walls entities in Canada have an Employee Assistance Program that provide confidential support and counselling for all staff around the clock. Canada, Switzerland and Germany provide the same service for their staff through an external provider.

Evaluation of the management approach

There is no current formal evaluation of the above management approach.