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Grievances regarding labor-related issues are handled through an employee’s line manager and human resources.
If needed, it is escalated until a satisfactory resolution is reached.
Approximately of our employees worldwide were covered by collective bargaining agreements in 2018.
During completed one or more training courses, spending an average of 13.2 hours per employee (up from 11.7 hours the prior year).
These include programs targeted to young professionals to accelerate their development and build loyalty.
Occupational Health and Safety We are committed to fostering an ever-safer work environment.
We have local safety programs in place in all relevant units.
Our processes for monitoring occupational health and safety performance and for sharing best practices across units have continued to deliver improvements, especially in safety awareness on all levels.
We believe we can make further improvements in accident prevention through preventive risk management programs.
Severe accidents are rare, reflected in our lost day rate of 14.7.
Detailed accident rates are shown in the table on the following page.
Code of Conduct Corporate Governance Guidelines Political Participation Policy www.mt.com/integrity Be a corporate governance leader, including by complying with relevant standards and principles We recognize that strong corporate governance and transparent reporting are key drivers of long-term sustainability.
By virtue of the board’s and senior management’s ongoing attention to governance topics, we have been successful in continuously improving the company’s governance profile and avoiding any significant non-compliance issues.
We have set two strategic goals relating to this topic: to align the GreenMT strategy with the UN Sustainable Development Goals that are most relevant for us, and to continue our track record of governance performance, including by complying with relevant standards and principles.
The GreenMT goals are managed by the Corporate Sustainability team.
Our Group General Counsel oversees public company governance topics, and the Head of Compliance is responsible for the day-to-day operation of our Compliance Program.
The METTLER TOLEDO employee jogging club in Shanghai, China, sent six representatives to participate in a “Run with Love” run to benefit the Shanghai Volunteer Service Foundation, a charity for children.
The activity was a healthy way to contribute to a worthwhile cause, and enhances team building and communication.
One of our employees, Elizabeth Luo, says, “This was my first time to try the charity run.
It gave me an opportunity to challenge myself as well as help others.
I was also so happy to see that so many in METTLER TOLEDO like running; it helped me to run with them.
We believe we have a role to play in helping achieve the Sustainable Development Goals and we share the United Nation’s commitment to proactively addressing sustainability challenges.
Ensuring women’s equal participation in leadership We have set ten specific GreenMT goals to drive desired behavior, as described in this Corporate Responsibility Report.
We operate an Ethics and Compliance Program under the oversight of the Board of Directors, which is designed to prevent, detect, and respond to potential violations.
We describe and reinforce our expectations for all employees in our Code of Conduct.
All of our employees are required to complete training on the Code of Conduct every year.
The Code of Conduct provides guidance for all employees on identifying and resolving a variety of legal and ethical questions.
This includes a variety of internal and external mechanisms (hotlines, ombudsmen, access to Internal Audit and the Board of Directors) for seeking advice and reporting concerns.
Our Ethical, Social and Quality Standards set out our public commitment to conducting our business ethically, legally, and in a socially and environmentally responsible manner.
This covers topics including compliance with law, ethical conduct, fair competition, antibribery, information security, environmental and quality standards, product responsibility, health and safety, discrimination, and human rights.
At least annually, the Board of Directors reviews the topics set out in our Ethical, Social and Quality Standards, including with respect to human rights, for which all METTLER TOLEDO units are assessed.
Anti-Bribery and Corruption We have policies in place prohibiting any payment or acceptance of bribes and we expect the same from our suppliers and any other business partners we deal with.
We conduct regular in-person trainings at company locations throughout the year.
The Board is aware of our policies and procedures and receives regular updates.
Anti-Competitive Behavior We comply with the antitrust laws of the United States, the competition laws of the European Union, and similar laws adopted by other countries around the world.
We publish out privacy policies and statements on www.mt.com/legal.
In the reporting year, we received no substantiated complaints concerning breaches of customer privacy and are not aware of any leaks, thefts, or losses of customer data.
Corporate Governance Principles As a U.S. public company, we are subject to some of the strictest corporate governance standards in the world.
These include the rules and regulations arising from the U.S. securities laws, as enforced principally by the Securities and Exchange Commission, and the listing standards enforced by the New York Stock Exchange.
In Principles of Corporate Governance (Commonsense Principles 2.0).
These voluntary principles are intended to provide a framework for sound, long-term oriented governance, and cover topics relating to the Board of Directors and its responsibilities, shareholder rights, public reporting, board leadership, and management compensation and succession planning.
Board of Directors Our Corporate Governance Guidelines state that the Board of Directors should be composed of successful individuals who demonstrate integrity, dedication, reliability, knowledge of corporate affairs, a general understanding of our business, and an ability to work well together.
In evaluating candidates, we consider diversity in business background, area of expertise, gender, and ethnicity.
At the end of coming from Asia, Europe, and the United States.
Board Composition and Committees All members of the Board of Directors are considered independent except for our CEO.
The composition of the board at the end of 50 or older and the average age of the full board is 60; 22 percent of the board members are female; four board members are European, four American, and one Asian.
See our proxy statement for additional biographical details of our directors.
This analysis includes details of executive compensation, the ratio of the CEO’s pay to that of our median employee, and describes the consistently positive (over shareholder votes to approve executive compensation.
The CEO and a member of the Group Management Committee have oversight responsibility of the GreenMT program and review the Corporate Responsibility Report, and day-to-day responsibility is vested with the Head of Regulatory Affairs, who is also Head of Sustainability.
Consultation We have an active Investor Relations function, keeping a close relationship with our shareholders and other stakeholders.
METTLER TOLEDO has in the past responded to regulators’ requests for (business information that may be considered by those regulators in formulating rules, and (2) public comment on proposed rules affecting businesses.
Our last Sustainability Report was published in covering information for the year 2017.
Unless otherwise stated, the reporting period is from January 1, 2018 to December 31, 2018.
We plan to regularly report on our sustainability progress and plan to publish a corporate responsibility report every year.
The coverage of quantitative data referenced in this report is 98 percent.
Relative Carbon Intensity: MSCI World Index, MSCI World Low-Carbon Leaders https://www.msci.com/index-carbon-footprint-metrics https://www.un.org/sustainabledevelopment/sustainable-development-goals/ 3.
In case of doubt, the German version shall prevail.
The Corporate Social Responsibility Report the most common deciduous tree in German forests.
It can live for up to 300 years.
With re gard to climate change, the copper beech is considered to be one of the most important tree types.
It adapts well to many locations and provides a stable backbone for natural forestry.
In the effects of the pandemic not only hit companies, but also each and every one of us.
This required many changes to the way we work.
As a responsible family busi ness, Fielmann acted early and decidedly to protect the health of our customers and employees alike.
The coronavirus pandemic certainly posed a major challenge, yet it also had some positive effects.
It is said that, “people show their true character in times of crisis”.
During the past financial year, our family business showed that we are one big com munity that works together to create long-term, sustainable solutions.
We assume responsibility for our customers, for our employees and for society.
This is why we have emerged from 2020 even stronger.
As a responsible family business, Fielmann acted early and decidedly to protect the health of our cus tomers and employees alike.
Together with Prof Dr Martin Exner, one of the leading infectiologists in Germany, we identified the biggest risks in optical and hearing aid retail as well as appropriate measures to counter them.
The result was a scien tifically based hygiene concept that we implemented across Europe.
Our hygiene concept proved to be effective: a scientific report at the end of the infection levels at our stores were considerably below the general infection rate in Germany.
We guaranteed our employees’ jobs, voluntarily supplemented the net earning of employees in short-time work to 100%.
Thanks to our employees’ outstanding work, we were able to combine infection protection with a clear customer focus.
The training and continued professional development of our employees is an in vestment in the future.
Every year, we invest tens of millions in training and devel opment courses.
A family-friendly environment and flexible working times provide the necessary framework for this.
We had already begun rolling out digital tools for communication and collaboration even before the coronavirus pandemic.
This way we could connect with our colleagues and share knowledge throughout the company during the crisis.
In the crisis year of and employees, but also for society in general: in March 2020, Fielmann began developing and producing protective glasses for medical staff to slow the spread of coronavirus.
Fielmann donated the first hospitals and other medical centres in Germany immediately after the approvals were issued.
We also donated protective glasses to other countries, with going to the Red Cross in Italy and a further 1,000 glasses to hospitals and medical centres there.
For us, assuming responsibility for people and society also means assuming respon sibility for the world we live in.
In more than 30,000 trees and bushes in Germany, Austria, Switzerland and Italy de spite the coronavirus crisis.
tricity in all our stores, production facilities and the headquarters is derived from regenerative sources.
This means we have zero COsumption in Germany.
In the future, we plan to become even more energy-efficient and will continue to reduce the emissions of damaging greenhouse gases in other countries too.
Furthermore, we have begun to develop a sustainable collection of glasses: with a focus on the circular economy, we are now working with recycled acetate which we purchase from a specialist, ISO 14040-certified supplier.
We use this to produce frames at our own plant in Germany.
When taken alone, many measures only have a small effect, but when added up they can make a great contribution to becoming more resource-friendly and sustain able.
With this in mind, I thank all our employees for their dedication and sense of responsibility – particularly in this highly unusual year.
Their expertise, dedication and sense of solidarity are the pillars of our success.
I would also like to thank our customers, partners, friends and shareholders for their loyalty to the company.
As part of the 2020 “Einheitsbuddeln” initiative, Marc Fielmann and the Minister Presidents of several federal states planted 16 Japanese cherry trees in Potsdam.
production sites and almost 900 stores in 15 European countries.
The market leader uses an omnichannel business model to provide more than glasses, sunglasses, contact lenses and hearing aid systems.
We owe our success to our almost tomer-friendly philosophy.
With our Vision future and shape the optical industry in Europe for the benefit of consumers – without compromising on quality.
burg, Germany, is the Group’s listed parent company.

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