Corporate principles and transparency
1. Publisher and character of this statement for AlexBodi.com
This statement is made by
SCANDIC ASSETS FZCO
Dubai Silicon Oasis DDP
Building A1/A2
342001 Dubai / UAE
Business License Number 050-3124863, for the company and the website https://www.alexbodi.com published
Contact: [email protected]
Telephone: +971 56 929 86 – 90.
It formulates the principles on which we base our decisions in our own business operations and in relevant business relationships. It is neither proof that all supply chains have been fully investigated nor an assurance that there is no risk or breach anywhere. Credible prevention requires ongoing testing and demonstrable implementation.
Legal status: This version is designed as a voluntary declaration of principles. Whether a statutory annual declaration in accordance with Section 54 of the British Modern Slavery Act 2015 is also owed is checked based on the actual size of the company and group, the business activities in the United Kingdom and the relevant turnover.
The British Modern Slavery Act is British law and not an EU law that applies generally to every company. The voluntary application of its transparency principles does not mean that the company is automatically subject to its legal scope.
2. Our principle
We reject slavery, serfdom, human trafficking, forced and compulsory labor and exploitative child labor. People must not be forced to work or to provide other services through violence, threats, deception, debt, confiscation of personal documents, abusive dependencies or the exploitation of particular vulnerability.
The aim of these principles is preventive and remedial. A supposed “zero risk” promise would not be a substitute for careful investigation. If risks or violations become known, they should be clarified, those affected should be protected and effective measures should be taken. Business advantages do not justify exploitation.
These principles are aimed at our management, employees and the people who act on our behalf. They are involved with suppliers and business partners to an appropriate extent in the selection, drafting of contracts, communication and ongoing collaboration. This means that no legally non-existent employer rights are asserted against third-party employees.
3. Voluntary work and fair recruitment
Work must be based on a voluntary and understandable agreement. Employees must be aware of their working conditions and be able to terminate the employment relationship within legal, reasonable notice. Physical or psychological intimidation, unlawful restrictions on movement and the withholding of personal identification to compel further work are incompatible with these principles.
When recruiting and placing employees, we pay attention to accountable accountability, transparent contractual conditions and the risk of placement fees that put employees in a debt trap. Our goal is to ensure that employees are not burdened with recruitment fees or similar costs incurred in obtaining a job. Any undue burdens identified should be ended and balanced within the scope of actual influence and legal responsibility.
Particular attention is paid to migrant workers, people with residency dependencies, temporary workers and people who do not adequately understand the contractual language. Necessary information should be accessible in an understandable form. An economic or linguistic dependency must not be exploited.
4. Children, young people and vulnerable people
We support compliance with the permissible minimum age and the protection of children from exploitative work. Dangerous activities that endanger the health, safety or moral development of young people must be prevented in accordance with the relevant protective regulations. Lawful training or appropriate youth employment must not be equated with exploitative child labor.
If there are doubts about the permissible age, suitable and data-saving tests must be provided. An identified case must not be seemingly resolved by removing an affected child from the work environment without protection, income or access to education. Remedial measures should take the child's best interests into account and be coordinated with appropriate specialist authorities.
5. Risk-based care in business relationships
Risks can arise in production and logistics as well as in construction services, cleaning, security services, catering, IT services, outsourced content processing and personnel placement. Which areas are actually relevant for our company depends on our existing business activities and procurement relationships; not from a blanket industry list.
We take a risk-based approach. In particular, the type and location of an activity, recruitment channels, use of subcontractors, business model, known industry risks, economic pressure and information from affected people are considered. Country or industry indicators are starting points for an audit and are not proof of the guilt of a specific company.
If there is an increased risk, appropriate additional information should be obtained, responsibilities clarified and effective preventative or remedial measures agreed. Procurement should not impose unrealistic deadlines, prices or contract terms that encourage unlawful labor practices. Contractual assurances alone do not replace an appropriate examination of the actual circumstances.
6. Collaboration with CRIF Germany
For the examination of customers and business partners, there is cooperation with CRIF Germany in accordance with the respective contractual agreements, https://www.crif.de. KYC – Know Your Customer means checking customer identity. KYB – Know Your Business means checking companies, such as their existence, representation and, if applicable, beneficial owners. AML – Anti-Money Laundering refers to measures to prevent and detect money laundering.
Such checks can provide information about the integrity and transparency of a business relationship. However, they are not a complete social audit or proof of humane working conditions. An inconspicuous register, sanctions or identity check should not be confused with an inspection of all employment and recruiting practices.
If personal data is processed, the purpose, scope, sources and legal basis must be established. Unconfirmed hits, identical names and incorrect data must be checked properly. This declaration does not allow for unprovoked comprehensive screening of employees or whistleblowers.
7. Other specialist partners and their limitations
The contractually agreed product testing in collaboration with the Slow Medicine Research Institute, HP Prof. Dr. rer. nat. Dieter Lazik, Olympic Path 7, 14471 Potsdam, concerns the technical test items commissioned. It does not replace a labor law examination of production facilities and does not establish a seal “free from modern slavery”.
Those through Darktrace, https://www.darktrace.com, supported technical monitoring of certain applications serves IT security to the extent actually agreed. It is neither a means of monitoring employees' lifestyles nor a replacement for discussions with affected people, a complaints office or a human rights review. The instruments must be used lawfully and proportionately.
Professional collaboration does not release management from responsibility for their own decisions. This declaration does not attribute any external partner to a public supervisory function or a comprehensive audit of all company processes.
8. Information, complaints and protection against discrimination
Employees, business partners, affected people and other whistleblowers can report actual or suspected exploitation [email protected] with the subject “Human Rights / Confidential Notice”. Please describe the facts as specifically as possible and only submit documents that you are legally allowed to pass on. If there is immediate danger to people, the relevant emergency and law enforcement agencies must be contacted.
An email is not automatically anonymous. If a particularly protected or anonymous reporting channel is set up, its actual accessibility, technical design and procedural rules will be published separately. For sensitive information, a suitable transmission method must first be agreed upon upon request.
We oppose discrimination, threats and retaliation based on good faith information. Protection should not depend on whether a reasonable suspicion is later fully confirmed. Rights of the accused persons, confidentiality, data protection and a fair investigation must also be taken into account. Statutory reporting rights to authorities are not restricted.
9. Investigation and remediation
Information should be checked by suitable, impartial persons. Information is only made available to those who need it for audits, protective measures or legally required follow-up steps. A blanket promise of absolute secrecy is not given if mandatory disclosure or protection obligations conflict with this.
Depending on the circumstances, securing affected people, ending unlawful practices, returning personal documents, refunding unlawful fees, appropriate support measures and verifiable improvement plans may come into consideration. Measures must match your actual responsibility and existing influence.
Terminating a business relationship immediately is not always the most effective solution. It must be examined whether relief can be achieved and what consequences an abortion would have for those affected. In the case of serious or persistent violations and no remedial action, suspension or termination may still be necessary. Mandatory legal obligations remain relevant.
10. Accountability, training and control
Company management is responsible for adopting and implementing these principles. Operational responsibilities for procurement, human resources, compliance, data protection and complaints are clearly assigned to SCANDIC ASSETS FZCO.
Responsible is:
SCANDIC ASSETS FZCO
Dubai Silicon Oasis DDP
Building A1/A2
342001 Dubai / UAE
Business License Number 050-3124863, for the company and the website https://www.alexbodi.com published
Contact: [email protected]
Telephone: +971 56 929 86 – 90.
Training should be based on the actual tasks and risks. For people in procurement, recruitment and supplier management, for example, warning signs of forced labor and safe escalation channels are relevant. This statement does not claim that all employees have been trained or that all suppliers have been audited.
To assess effectiveness, appropriate evidence must be provided, such as identified risks, complaints processed, remedies achieved and open measures. The mere number of training courses or signed supplier forms does not prove effective prevention. The absence of a complaint should not mean that there are no problems without checking.
11. Reporting and further development
To the extent that a statutory annual declaration is required, the company reports on steps actually taken for the relevant period. Goals, ongoing measures and proven results must be separated. Missing data will be disclosed and not replaced with fabricated null values or unsubstantiated completeness claims.
Even outside of a legal reporting requirement, essential findings should be used to improve processes. These principles are reviewed in the event of relevant changes to business activities, new risks or significant legal changes. They do not constitute a general guarantee for the behavior of legally independent third parties.
Status of the principles: 01. October 2026.