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New things become possible every second. And more complicated, too. Our clients are businesses around the globe. To make the best possible decisions every day, they need to really know what is going on, now and in the future.
But we love data and science and we understand how to connect the two. We care about attention to detail and accuracy.
We are digital engineers who build world-class research, powered by high technology. Because people who know best lead the way.
Industries Solutions Insights Success stories. An insight into our expertise. We are committed to improving the above-mentioned items and we will neither tolerate nor accept a breach of these promises.
This applies for all relevant internal and external interfaces, but also for the gap between what companies technically can do with data and what they should do.
Download GfK Social Charter. As a global company, it is our responsibility to foster a working culture of trust and respect across the entire GfK network where no form of discrimination or harassment will be tolerated.
All parties within the company commit to continuously support the development of a fair-minded work environment. The GfK Social Charter defines the social rights and ethic policies which guide our companies around the world.
The principles outlined in this Charter provide a mutual understanding of how all employees should act while respecting the laws, cultural traditions and labor agreements of individual countries.
These are the universal values of human dignity, freedom, equality and solidarity. GfK is committed to the promotion of equal opportunities as well as diversity and will not discriminate on the basis of gender, race, ethnic origin, religion or beliefs, disability, age or sexual orientation.
Health, safety and dignity at the workplace. All measures relating to the improvement of health, safety and dignity at the workplace should be considered as a priority and shall be actively pursued and reinforced.
GfK employees are selected, hired and promoted on the basis of their qualifications, skills, aptitudes, achievements and potential.
GfK sets a high value on skill development and mobility in the interest of both, the employees and the company, to guarantee a high standard of performance and quality of work.
GfK respects the right of employees to form or join organizations to voice their concerns about important issues in a lawful manner.
GfK and the respective employee organizations will co-operate constructively in an open and trusted manner. Even in cases of disputes the goal should always be to achieve a fair balance of interests.
They represent a unique pool of talent, knowledge and creativity and they are a fundamental resource for the company and its key to success.
Initiative, dedication and hard work are fostered and rewarded. In addition, GfK emphasizes a good relationship with its business partners, which is characterized by discretion, trust and fairness.
GfK employees shall carry out their duties for the clients, who are the primary focus of all business activities, with competence, efficiency, accuracy and reliability.
It should reflect the principle that "common GfK-interest takes priority over the interest of the individual" to the extent possible. Personal and private interests must not influence business relationships or decisions, which should be based solely on business and ethical considerations.
A potential conflict of interest must be addressed openly in order to protect GfK, third parties, business partners and employees.
Such Communication shall avoid any suspicion of potential dishonesty or impropriety. GfK and its employees will comply with this Code of Conduct as well as with the applicable local law and regulations, and will act according to local standards of business practice.
No exemption referring to customary or local practice which may result in breach of law is acceptable. Nothing in this Code of Conduct shall be construed to interfere or not be in compliance with applicable law and regulations.
GfK and its employees particularly undertake to comply with the professional rules and regulations of market research, irrespective of whether national or international:.
Employees must conduct themselves and their professional activities in accordance with these guidelines. The confidentiality of business processes must be safeguarded at all times.
Compliance with data protection regulations and confidentiality obligations involving clients and third parties is an integral component of market research and must be followed with respect to personal conduct and the technical environment.
Employees must apply the IT standards of GfK as effective precautions for the protection of personal data and for data security purposes.
Intellectual Property of GfK such as patents, brands and know how as well as results and findings of GfK-services performed for customers must be protected against unauthorized use and transmission.
Employees must undertake all precautions to secure these assets of GfK. Environmental protection and the efficient management of natural resources is an important concern to GfK.
GfK and its employees must keep this in mind when using the working resources of the company and keep their use within the necessary limits.
GfK and its employees will keep all conduct with clients, suppliers and colleagues with propriety and respect their personal integrity and private lives.
All employees are obliged to deal openly, fairly and respectfully with each other and to cooperate in resolving any issues which may arise.
Employees and third parties are to be treated equally, irrespective of gender, age, religion or creed, sexual orientation, disability or ethnic origins.
Harassment and discrimination shall not be exercised or tolerated and any attempt to discriminate against employees or third parties or cast aspersions, either directly or indirectly, in any way whatsoever, will be subject to disciplinary proceedings.
The traditions and customs of other countries shall be respected in international dealings. It is the responsibility of all GfK employees and management to maintain a work environment free of discrimination.
In the course of business relations it is possible that GfK employees and their family members, GfK or third parties, depending on their individual position, may receive a gift or financial benefit from, or grant gifts or financial benefits to third parties.
Therefore, GfK employees are not to accept or offer persons or companies on behalf of GfK gifts or services, either for their own account or for third parties, while starting or maintaining a business relationship with GfK.
The exceptions to this are small gifts of negligible value in the form of occasional courtesy and promotional gifts, or occasional invitations which are deemed to be common in the context of applicable standard business practice.
Considerations may be accepted or granted only to the extent that they are appropriate in the interest of clients or GfK. This corresponds to one individual benefit or gift per business partner and year.
In all other cases the prior consent of a superior is required, if possible in writing. In case of doubt, title to benefits granted to a GfK employee shall be transferred to GfK.
Gifts or financial benefits might be subject to personal income tax of the recipient; correct declaration is the responsibility of the employee.
Employees shall make decisions under the terms of their authorized competencies and mandates on the basis of the availability of adequate information, irrespective of their own interests and exclusively in the interests of GfK.
All declarations made by GfK employees on behalf of the company shall be truthful, comprehensive and applicable. GfK employees must avoid contracting suppliers with whom they maintain a personal relationship, as this may lead to a conflict of interests.
Contracts shall be assigned solely on the basis of objective principles. This also applies to the selection and assessment of employees. In the event of potential conflicts of interest, the consent of a superior is mandatory and must be recorded in writing where possible.
A secondary activity is deemed to be one whereby a member of staff gives his or her services, either with or without remuneration, outside the working relationship with GfK.
Secondary activities are admissible only if they do not restrict the work of, or diminish the performance capability of the person s concerned and there are no associated conflicts of interest.
Remunerated secondary activities require prior agreement with GfK. A conflict of interest is deemed to exist in all cases where employees are financially linked to business partners of GfK or if they are active in business areas in which GfK is active.
Such activities may also include equity participations. Information obtained by employees during the course of their working duties may not be used either for their own purposes or in the interests of third parties.
Where employees obtain information concerning the business of GfK or its clients, which might potentially affect stock exchange listings, the confidentiality of these shall be preserved and they may not be passed on.
Any use of such information for own purposes or in the interests of third parties is strictly prohibited.
To make the best possible decisions every day, they need to really know what is going on, now and in the future.
But we love data and science and we understand how to connect the two. We care about attention to detail and accuracy. We are digital engineers who build world-class research, powered by high technology.
Industries Solutions Insights Success stories. An insight into our expertise. Only the best will do: Blog on Online Retail. Consumer climate in Germany is on the rise.
The Design prefabricated pool. Custom-built swimming pools, whirlpools and special objects. Since pools made in Germany. RivieraPools, sauna plunge pools and whirlpools can be found all over Europe in private gardens and public baths, in hotels and on cruise ships.
Comfort, consistent quality, unique design and sophisticated technology are based on 40 years of experience and innovation.
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