Cube Optics - Optical Components

Social and Environmental Responsibility

At Cube Optics we are aware of and take our full responsibility for the environment in which we operate with our CSR activities. 


"Corporate Social Responsibility" (short CSR) refers to the social responsibility of companies in the sense of sustainable management. CSR is therefore the responsibility of companies for their impact on society.

This includes social, ecological and economic aspects. In concrete terms, this means, for example, fair business practices, employee-oriented personnel policies, economical use of natural resources, protection of the climate and the environment, involvement and development of the community and responsibility in the supply chain.

Cube Optics CSR Report 2021

HUBER+SUHNER as a whole also takes the full corporate social responsibility. To find out more, click here to open the HUBER+SUHNER resource page that also includes the code of conduct, sustainability report, greenhouse gas emissions and policies.

H+S Resource Page

Compliance

The responsible way of doing business

To be successful in today’s business environment we must strive to grow our business profitably and, at the same time, make sure that we comply with all applicable laws and regulations in each country we operate in as well as with recognized international standards. We should also run our business in an environmentally and socially responsible manner. This means that we not base our decisions on economic considerations alone but also take social and environmental aspects into account and we always need to be transparent in our decisions and take responsibility for their impacts. Conducting our business responsibly means, in short, that we always live up to our values, respect human rights, use resources efficiently, behave ethically, be honest and reliable, care for the health and safety of our employees, and contribute to the development of the communities around our sites.

  • Legal compliance as a prerequisite

    HUBER+SUHNER complies with all applicable laws and regulations of each country it operates in, as well as with broadly accepted international standards. Legal infringements must be avoided under all circumstances and will not be tolerated.

  • Human rights and labour practices

    HUBER+SUHNER fully respects human rights within its sphere of influence. In particular the  company is committed to the following:


    A. Equal and non-discriminatory treatment, protection against harassment, open dialogue 

    HUBER+SUHNER ensures equal opportunity and treatment for all employees in order to prevent discrimination on the basis of ethnic group, colour, gender, language, religion, political or oth-er opinion, national or social origin, property, birth or other status, as well as membership in a trade union, sexual orientation, disability or age. Recruitment shall be based solely on personal and professional qualification, suitability and performance.The company protects its employees against harassment in the workplace, in particular against any kind of sexual, physical or psychological abuse.HUBER+SUHNER encourages an open dialogue between its managers and employees based on mutual trust and respect.Grievances regarding human rights violations, unequal treatment or harassment at work are dealt with in a low-threshold, structured procedure, which can be conducted anonymously if desired.


    B. Zero tolerance of forced and child labour 

    HUBER+SUHNER does not tolerate any form of forced or compulsory labour. The company does not engage in any form of child labour or benefit from the use of child labour within its sphere of influence.


    C. Occupational health and safety

    The health and safety of employees has top priority at HUBER+SUHNER. The company ensures a safe and healthy working environment by complying with applicable laws and regulations, monitoring work processes and regularly identifying associated hazards and assessing risks and opportunities. The measures derived from these evaluations serve to eliminate hazards and minimise risks.


    D. Compensation and working hours

    HUBER+SUHNER provides wages in accordance with national laws, or collective labour agree-ments. In the absence of such regulations, the company pays wages at least adequate for the needs of employees and their families taking into account the general level of wages and the cost of living in the country. Special consideration shall be given to equal pay for work of equal value.Employees shall not be forced to work overtime in excess of what is deemed reasonable and shall not exceed the maximum working hours as prescribed by local labour laws and regula-tions. HUBER+SUHNER encourages employees to maintain a good work-life balance and  supports them with appropriate measures.


    E. Trade unions and collective bargaining

    HUBER+SUHNER employees have the right to join a trade union of their choice within the  framework of the applicable laws. HUBER+SUHNER Group companies have the choice to join collective bargaining in countries where this is common practice.


    F. Privacy

    HUBER+SUHNER respects the privacy of its employees and protects their personal data in the best possible way and in compliance with applicable privacy and data protection laws.  Personal data of employees are only collected and retained if required for effective business purposes or if it is required to comply with legal regulations.


  • The environment

    HUBER+SUHNER is committed to protecting the environment and to contributing to keeping global warming below 1.5 degrees. The company uses resources like energy, water and mate-rials sustainably and efficiently. It determines its environmental impact and greenhouse gas emissions annually. Based on the results of this analysis HUBER+SUHNER defines actions with the aim of continually reducing the intensity of its resource consumption, waste generation as well as emissions of greenhouse gases and other pollutants.

  • Fair operating practices

    A. Bribes, gifts, favours, anti-money laundering rules, and conflicts of interest

    HUBER+SUHNER requires all employees never to directly or indirectly offer, promise or grant  public officials or private business or contractual partners any bribe or improper advantage, or to receive, tolerate, knowingly benefit from or accept such bribery or improper advantage.


    B. Fair competition and antitrust law

    HUBER+SUHNER supports fair competition between market participants within the framework of the applicable competition rules and ensures equal treatment of business partners and customers.


    C. Trade compliance

    HUBER+SUHNER shall comply with all applicable government export control and customs  regulations as well as trade restrictions and embargoes and shall not facilitate the bypassing of such regulations.


    D. Promoting social responsibility in the value chain

    HUBER+SUHNER encourages its suppliers and distributors to include ethical, social, environmen-tal and human rights criteria as well as occupational health and safety in both their business conduct and decision making, and to establish appropriate policies. HUBER+SUHNER includes such corporate social responsibility criteria in its supplier audits and in its due diligence when selecting new business partners.


    E. Intellectual property and confidentiality

    HUBER+SUHNER respects the intellectual property rights of business partners and competitors alike. The company does not engage in activities that violate property rights, counterfeiting or piracy. Employees shall protect any confidential information of the company’s business part-ners. Access to such information shall be limited to employees who need the information to perform their tasks.

  • Community involvement and development


    • HUBER+SUHNER encourages all Group companies to be involved in the communities around their sites. Such involvement includes but is not limited to:
    • consulting representative community groups in determining priorities for social investment and development activities,
    • contributing to social, cultural or educational projects,
    • encouraging employees to volunteer in such projects, and
    • maintaining transparent relationships with local government officials and political  representatives, free from bribery and improper influence.
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