[ June 28, 2022 ]
Dear Sir or Madam,

It is with great pleasure that I reaffirm, as Managing Director of Anyline GmbH, our commitment to uphold and support the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labour, Environment and Anti-Corruption in our business activities.

In the following document, an annual Communication on Progress, we underline the actions we are currently undertaking, and those we plan to implement, to further integrate the Global Compact and its principles into our business strategy, culture and daily operations.

Furthermore, we will ensure that these commitments, and Anyline’s planned activities to support them, will be distributed to our stakeholders and interested parties through our primary channels of communication.

Sincerely yours,

Christoph Braunsberger
Managing Director, Anyline

In full compliance with Austrian law, Anyline is fully committed to providing a safe and healthy work environment for all its employees, free from discrimination on any ground and from harassment at work, including sexual harassment. Within the framework of the Anyline code of conduct, our company operates a zero tolerance policy for any form of harassment in the workplace, treats all incidents seriously and promptly investigates all allegations of harassment.
Alongside our company values “courage”, “responsibility”, “empowerment”, “clarity” and “empathy” we are hoping to foster an environment where we can individually contribute to treat each other with respect and consideration.
We make it a point to proactively live values like inclusivity, kindness and diversity.
Anyline strives to actively promote its employees’ well-being and enables them to maintain their performance and employability well into the future. Our approach to health and safety is proactive and preventative.

We implement the above policies through our code of conduct, our yearly performance assessments, our yearly internal employee surveys. We have regular audits from the Austrian Health and Safety Executive. We remind employees on a regular basis that feedback is welcome, and we implement feedback together with our HR department on a regular basis.

We have the yearly employee survey which shows the current trend regarding internal policies and we have external reports from unannounced audits from the Austrian Health and Safety Inspectorate.

In compliance with Austrian labour laws, Anyline ensures that its work practices do not contravene to current rules and regulations regarding labour law, and works to provide a best-practice working environment for all employees
Anyline ensures that employment-related decisions are based on relevant and objective criteria
Anyline offers several additional employee benefits, such as subsidised workout classes like functional training or yoga. We promote healthy lunch options and have an in-house cook to provide a fresh, vegetarian meal once per week. Fresh organic fruit and vegetables are also freely available for snacking and we promote healthy nutrition with various activities like smoothy days.
The office space has a dedicated dog area, which enables employees to bring their dogs to the office, if they so wish. Clear rules have been introduced to ensure that all other employees feel comfortable and everyone is on the same page.
In 2019 we partnered with Mediclass, a private health clinic, offering employees a yearly membership to access benefits like an expanded health examination and fast access to health professionals. Aside from the Mediclass membership, an occupational physician is visiting our HQ offices regularly to provide advice on correct workplace setup and answer any questions relating to a healthy working environment.
We have operational reintegration management in place, which was introduced with the goals to maintain and promote the health and work ability of all employees, to prevent disabilities including chronic diseases, to restore your ability to work, to reduce the work-related absences and medical expenses, to avoid illness-related dismissals, keep employees with physical, mental health issues or other limitations and handicaps in the company.
Further, we are in the middle of issuing internal policies regarding paid and unpaid leave (educational/parental leave) and various topics which come along the life-cycle of our employees.

In accordance with Austrian labour laws, Anyline pays employees at and significantly above the minimum wage standards, adhering to the IT collective agreement
Anyline is committed to diversity and inclusivity in our workforce. We offer a work environment which is open to all candidates, and flexible enough so that all employees can contribute in a meaningful way.
From early on, Anyline has adopted flexible working time agreements, allowing associates to balance professional and private commitments in the best possible way, including part-time, hybrid and ‘work-from-home’ working options.
As per law, two internal ombudspersons (Sicherheitsvertrauenspersonen) have been trained and appointed to collect and forward any health and safety concerns from the workforce to the management.

Anyline has an annual performance and salary review policy for all employees, with goal-setting and agreements on objectives, regular feedback and appraisal talks. This is supplemented by visualisation of our recurring internal procedures like recruiting, on- and offboarding, handling of non-compliant behaviour, time recording, payroll.

Currently researching an e-mobility concept to offer to employees in the future.

Anyline ensures emergency procedures are followed to prevent and address any potential accidents which could affect the environment and human health
Anyline also provides a free public transport ticket to enable all employees to minimise their individual environmental impact
Anyline enables companies to reduce their carbon footprint by removing unnecessary resource expenditure. For example, utility companies can save on travel costs by eliminating the need for field workers to manually travel from end client to end client. When integrated into home energy apps, our technology also enables customers to control their own energy consumption and avoid waste.
We have a waste management system at the office in place, making sure we contribute to a more sustainable future, starting at the workplace.
Aside from the fact that as a technology company we have always worked in a largely digital setup, a general increase in home office and remote work - further propelled by COVID - has led to us being a fairly paperless company.

Currently the environmental impact of Anyline is too low to consider implementing stringent measuring policies.

With the implemented policies detailed below, Anyline only engages in business with reliable business partners who have also shown a commitment to fair business practices.

Anyline’s company policy on relationship management ensures that any gifts given to clients or business partners comply with internal client policies or with local anti-corruption laws and regulations
Anyline ensures that internal procedures support the company’s anti-corruption commitment. For instance, before entering into a business relationship with prospects and customers, we make sure to comply with current embargo lists.
Anyline assesses the legitimacy of all potential clients and partners before engaging in business with them by checking company details (like VAT number and certificate of residence/company certificate) to validate our business partners.

We have in place both a commercial and legal approval matrix that enables several decision makers to check and validate business decisions taken by Anyline.