Folgende Suchergebnisse für "conditioner" gefunden

Kokosöl für die Haare. Natürlich schön! Egal, ob als Haarmaske, Kur oder Spülung: Kokosöl ist längst kein Geheimtipp mehr für schöne und gepflegte Haare. Gemischt mit Honig, verschiedenen Ölen oder auch pur kannst du das Kokosöl für die Haare verwenden. Wir verraten dir, warum Kokosöl so gut ist und geben Tipps zur Anwendung. Warum ist Kokosöl so gut für die Haare? Kokosöl ist ein natürliches Produkt. Das Öl, das aus der Kokosnuss gewonnen wird, besteht zum überwiegenden Teil aus gesättigten Fettsäuren, die besonders trockenem Haar Feuchtigkeit spenden und sowohl dünnes als auch dickes Haar geschmeidiger machen. Wie das geht? Das Öl legt sich wie ein Schutzfilm um jedes einzelne Haar, verschließt Bruchstellen und sorgt dafür, dass dein Haar widerstandsfähiger und kräftiger wird. Es glänzt und fühlt sich glatter und weicher an. Außerdem enthält Kokosöl wertvolles Vitamin E, ein natürliches Antioxidans, das nicht nur das Haarwachstum stärkt, sondern sogar gegen Spliss und Fizz hilft. Kokosöl in Bio-Qualität Feuchtigkeit und Nährstoffe für dein Haar. Für welchen Haartyp ist Kokosöl geeignet? Kokosöl ist für fast alle Haartypen geeignet. Es kann dickes und krauses Haar weicher und geschmeidiger machen und dünnem Haar zu mehr Volumen verhelfen. Strapazierte Haare können gesünder aussehen. Aufpassen solltest du jedoch, wenn du feines, schnell fettendes Haar hast, denn dann kann Kokosöl dein Haar beschweren und schneller fetten lassen. Hier gilt: Weniger ist mehr. Arbeite das Kokosöl am besten nur in die Haarspitzen ein. So passt du die Anwendung an die Bedürfnisse deiner Haare an. Kokosöl ist für fast alle Haartypen geeignet. Wie kannst du Kokosöl für deine Haare anwenden? Mit Kokosöl kannst du deine Haare cool im Wet-Look stylen oder Beach Waves machen. Du kannst es aber auch als regelmäßige Haarkur verwenden und es hilft auch gegen Schuppen und trockene Haut. Stylen mit Kokosöl Besonders bei hoher Luftfeuchtigkeit machen krause Haare, was sie wollen. Nimm je nach Haarlänge etwas Kokosöl (1/2–2 Teelöffel), erwärme es mit deinen Händen und massiere es sanft in deine Haarspitzen ein. So bekommen deine Haare einen schönen Glanz, sie werden glatter und geschmeidiger und du kannst sie stylen oder auch föhnen. Kokosöl als natürliche Haarpflege. Kokosöl ist auch als Pflegeprodukt vielseitig einsetzbar, zum Beispiel als Haarkur oder Conditioner für die regelmäßige Haarpflege. Massiere dazu je nach Haarlänge eine haselnussgroße Menge Kokosöl in das shampoonierte Haar und in deine Kopfhaut ein, lass es kurz einwirken und spüle das Öl mit Shampoo wieder aus. Als Leave-In-Conditioner, gibst du nur ein paar Tropfen Kokosöl in deine Haarspitzen. Das wirkt Spliss entgegen und verleiht deinem Haar einen natürlichen Glanz. Die Leave-In-Pflege kannst du täglich anwenden. Die Erfahrungen zeigen: Auch als Haarmaske über Nacht ist Kokosöl sehr gut geeignet: Besonders trockenes Haar profitiert davon, wenn das Kokosöl über Nacht einwirken kann. Wende die Kur einmal im Monat an und dein trockenes Haar bekommt seinen natürlichen Glanz zurück. Tipp: Da Kokosöl stark fettet, lege dir über Nacht ein Handtuch aufs Kopfkissen oder binde es dir um den Kopf, um Ölflecken auf der Bettwäsche zu vermeiden. Pflege für die Kopfhaut. Nicht nur für die Haare hat Kokosöl eine positive Wirkung, sondern auch für die Kopfhaut. Es dringt in die Kopfhaut ein, regt die Durchblutung an und gleicht den pH-Wert aus. So hilft es gegen Schuppen. Deine Kopfhaut juckt? Massiere etwas Kokosöl hinein. Es lindert Brennen, hilft gegen den Juckreiz und kühlt. Welches Kokosöl ist gut für die Haare? Damit das Kokosöl für die Haare bei der Anwendung auch den gewünschten Effekt hat, solltest du auf folgende Dinge beim Kauf achten. Das Kokosöl sollte: hochwertig kaltgepresst ungebleicht und aus biologischem Anbau sein. Denn natives Bio-Öl enthält Nährstoffe, gesättigte Fettsäuren und Vitamine, die es an die Haare weitergibt. Tipps und Tricks. bist dir nicht sicher, wie gut du Kokosöl verträgst? Gib etwas Öl auf eine unempfindliche Hautstelle, bevor du es für die Kopfhaut verwendest. Auch Menschen mit Akne sollten bei der Anwendung vorsichtig sein. Um aus Kokosöl eine Maske für deine Haare zu machen, kannst du es übrigens auch mit anderen Fetten und ätherischen Ölen, wie zum Beispiel Traubenkernöl mischen. Das könnte dich auch interessieren.

Code of Conduct Chapter General Principles ↓ Conflict of interests and acceptance of Benefit ↓ Bribery ↓ Donations and Sponsoring ↓ Fair Competition ↓ Absolute Customer Orientation ↓ Employee Welfare and Human Rights ↓ Protection of Business and Trade Secrets↓ Data Protection ↓ Company Property ↓ 01 | General Principles Compliance with Laws We comply with the respective laws of all countries in which we conduct business. Our company has always been committed to this rule, irrespective of any potential commercial disadvantages this may cause. We expect the same commitment from our business partners. We would rather abandon any objective we could achieve than violate our legal obligations. If there are differences between national laws and the Code of Conduct and relevant international policies or guidelines, the more stringent regulations will be followed. Each individual Employee is responsible for Compliance Each employee is personally responsible for complying with the law within his/her area of responsibility. Each person´s  attitude, behaviour and actions contribute to the image of ALDI SOUTH. Management staff function as role models for all employees. They demonstrate how the standards specified in the Code of Conduct should be put into practice and ensure that their employees know and adhere to the Code of Conduct. Reporting Violations Each employee is obliged to report any breaches of law or violation of the Code of Conduct or other applicable policies. To do so, employees should always consult their direct leader. However, if this is not considered appropriate in a particular case, the employee must report the violation to the next higher levels, the ALDI Alert Line or the Counsels of Trust. An employee who witnesses a criminal act in the course of business must report the offence as set out above. Any statutory obligation of notification must also be observed. Employees reporting an offence in good faith must not be discriminated against. Any investigation of reported violations will be conducted with utmost confidentiality. Details on the informant will only be forwarded if the informant agrees, or if absolutely necessary to clarify the situation. Responsibility Violation of the Code of Conduct may result in severe consequences not only for the relevant person, but for the ALDI SOUTH group as a whole. Disciplinary action up to and including termination of employment will be taken against any employee who violates the Code of Conduct. Actions for damages and criminal charges may also be pursued. 02 | Conflict of interests and acceptance of Benefit Conflicts of interests arise whenever commercial decisions are influenced by personal interest. To prevent any such conflicts, employees must separate their private interests from commercial interests so unbiased decisions in the company´s interest are taken. Business Partners and Competitors Business interests with business partners or competitors that are held by employees personally are not permitted if there is a risk of any professional conflict of interests. Employees must not establish business relationships with any business partner that can be indirectly or directly influenced by the employee to a significant extent. Private Benefits derived from Business Relationships Employees must not use their role with ALDI to gain private benefits from business partners or competitors. Personal favours or private benefits from a business partner or competitor may bias any decisions to be made by the employee in the context of a business relationship or the initiation of a business relationship. These must therefore be avoided. Any private commissioning of business partners with which an employee is in direct or indirect contact during their daily work must be subject to the corresponding corporate policies. Invitations to Lunch/Dinner and Gifts Invitations to lunch or dinner may only be accepted if they are considered reasonable within the normal course of business and cannot be interpreted as an attempt to influence the employee in their corporate decision-making. Gifts should not be accepted by employees. Gifts of token value may be exempt from this rule if rejection would be considered offensive by the respective local culture and/or provided that these gifts are not likely to affect the business decisions of the accepting party. However, it is not allowed under any circumstances to accept cash or equivalents (e.g. vouchers). Value thresholds for accepting gifts or invitations will be defined for each country. Disclosing Conflicts of Interests Employees must disclose any potential conflicts of interests to their superior and discuss how such conflicts are to be avoided. Employees should document any such discussions and agreements in their own interest. 03 | Bribery The ALDI SOUTH group does not under any circumstances tolerate acts of bribery. Relationships between ALDI SOUTH and public officials, companies and private parties must be established in a manner in which any suspicion of corruption is avoided. We therefore do not permit the offering or granting of any form of favour that may be interpreted as an attempt to exert influence. Business Partners Business partners of ALDI SOUTH will not be offered, promised or granted free benefits. Donations (see below under ‚IV Donations and Sponsoring‘) and business meals constitute the only exceptions from this rule. Naturally, these rules may not be bypassed by utilising third parties (e.g. consultants, brokers or middlemen). Public Officials It is especially important to exercise utmost restraint when dealing with public officials. In this context, the term ‚public official‘ is to be understood in the broader sense and irrespective of any definition provided by the relevant national legal system. In any case, this definition always includes public servants and employees of any authorities, public bodies, state-owned companies and international organisations as well as candidates, representatives and employees of political parties. 04 | Donations and Sponsoring Donations made by the ALDI SOUTH group will be provided as social commitment in a transparent way and on a voluntary basis without expecting any service in return. The purpose of the donation, the recipient and the donation receipt are documented in order to ensure transparency. No Donations to Political Organisations The ALDI SOUTH group does not make any direct or indirect donations to political organisations, parties or individual politicians. Sponsoring In contrast to donations, the ALDI SOUTH group will receive public relations or promotional services in return for their sponsorship. All sponsoring activities must be based on a written agreement and rendered in proportion to the promotional services received. Sponsoring may not be used to bypass the stipulations regarding donations. 05 | Fair Competition We are committed to the principle of fair competition as a prerequisite for social market economy and will act in compliance with any laws for the protection of competition. All employees are obliged to adhere to relevant competition laws, and illegal exchange of information, price fixing and market-sharing agreements with competitors or suppliers must not occur. We explicitly oppose espionage, theft and use of other illegal methods to gain information on competitors or their business activities. The CR Principles must be followed when engaging in business with suppliers and business partners. 06 | Absolute Customer Orientation Quality of our Products We aspire to always provide our customers with the best price-performance ratio on the market. Consequently, quality assurance is an integral part of all of our operations. Our product safety and quality standards often significantly exceed the relevant legal requirements. Where it becomes necessary to stop sale of a product or to recall a product despite our extensive upstream quality assurance measures, each employee involved will be responsible for exercising the utmost care in order to help avoid any negative effects on our customers. Handling Customer Enquiries positively We undertake to respond to any customer enquiries in as positive a manner as possible. We always strive to find an appropriate solution that will be acceptable for our customers. 07 | Employee Welfare and Human Rights We commit to fair working conditions and to safeguarding the rights of our employees. Our AMS is the binding framework that regulates the essential aspects of the cooperative internal work environment as well as the management and development of employees. Work Health and Safety The health and safety of our employees is of immense importance. We therefore invest in creating safe working conditions and have work health and safety integrated into all areas of our operations. All employees must adhere to our safe working arrangements at all times, and must immediately report and/or fix any deficiencies within their respective area of responsibility. All managerial staff must support their employees in complying with these obligations. Freedom of Association and Collective Bargaining All employees may choose to be represented by any person or organisation they wish in any matters associated with their employment, and may, consistent with national law, reach agreement with ALDI South about the terms and conditions to apply to their employment. Equal Treatment Based on the Charter of the United Nations and the European Convention for the Protection of Human Rights and Fundamental Freedoms, all human rights are considered fundamental values to be respected by all employees. We will not tolerate any form of unlawful discrimination and harassment. Such actions are illegal and contrary to our Code of Conduct. 08 | Protection of Business and Trade Secrets Business and trade secrets must be handled as confidential information. Sensitive information may neither be used to pursue personal interests nor be disclosed to third parties. Company information must be secured at all times, including using technical means. Information received from our business partners will also be handled with the same level of confidentiality. Likewise, our suppliers and other business partners are contractually obliged to handle information confidentially. Public communication and media requests are managed exclusively by nominated employees. 09 | Data Protection Protecting the personal data of our employees, customers and business partners is of high importance to us. Therefore, personal data is only collected, stored or processed if required for predefined, unambiguous purposes, compliant with the law. Data is secured by both technical and organisational measures. Employees must follow any data protection rules that apply to their area of responsibility to the best of their ability. 10 | Company Property All ALDI SOUTH employees are to treat the property of our company with care. Company resources must be used economically, carefully and appropriately, and in accordance with national policies and guidelines.

Data protection statement for compliance proceedings and whistleblowing system at ALDI SÜD The German Whistleblower Protection Act (“Hinweisgeberschutzgesetz”, HinSchG) entered into force on 2 July 2024, requiring employers to establish internal reporting channels. These channels are intended to enable individuals to report violations in connection with work-related activities or prior to a work-related activity. This obligation applies to all German business entities of the ALDI SÜD Group. Even before HinSchG came into force, ALDI SÜD had already carried out compliance proceedings in order to fulfil its legitimate interests and legal obligations (especially the principle of legality according to Sections 30, 130 of the German Act on Regulatory Offences (“Gesetz über Ordnungswidrigkeiten”, OWiG) when clarifying and resolving legal violations. In the future, this will also apply to reported violations that do not fall under the scope of HinSchG. Within the context of compliance proceedings, ALDI SÜD processes the personal data of individuals who are involved as whistleblowers, the accused or witnesses. These individuals can be employees of ALDI SÜD, as well as suppliers, business partners or other persons who have professional dealings with ALDI SÜD. Data Controller The ALDI SÜD business entity that is responsible for a reported violation as the affected employer or business partner is Controller for the processing of personal data in connection with the relevant compliance proceedings. Usually this is the ALDI SÜD business entity which has a contractual relationship with the whistleblower. A central reporting channel has been set up for the ALDI SÜD Group, which carries out all compliance proceedings and processes the associated personal data on behalf of all German ALDI SÜD business entities. The central reporting channel consists of: Risk and Compliance Management (RCM) ALDI SÜD International Services SE & Co. oHG And for reported violations related to data protection: Data Protection Officer & Data Protection Advisory ALDI SÜD Dienstleistungs-SE & Co. oHG   Contacting our Data Protection Officer Our Data Protection Officer can be contacted here: datenschutzbeauftragter@aldi-sued.de Please note that the contents of any e-mail you send to the above e-mail address may also be read by persons other than our Data Protection Officer. If you would like to share confidential information, please first request direct contact via this e-mail address. Purpose of data processing and legal basis The purpose of data processing is to fulfil our legally mandated duties and obligations, especially those laid out in HinSchG. This includes protecting whistleblowers and protecting the individuals involved in a reported violation (“the accused”), as well any other persons affected by a reported violation (see Section 1 HinSchG). In addition, these duties and obligations include clarifying any reported violations and taking appropriate follow-up measures to resolve them. The data collected and processed in this context can also be processed for the purpose of exercising a right, enforcing a law or defending a right, provided there are no legal provisions prohibiting this use, especially for the protection of the persons involved in the process. In general, the internal reporting channel at ALDI SÜD processes personal data to ensure compliance with a legal obligation as defined in Art. 6 para. 1 lit. c GDPR in connection with Section 10 Paragraph 1 HinSchG and Sections 13, 17, 18 HinSchG, which define the legally mandated duties to be fulfilled by internal reporting channels. In certain cases, the internal reporting channel also collects special categories of personal data as part of the reporting process as defined in Art. 9 para. 1 GDPR or personal data about criminal convictions and criminal offences as defined in Art. 10 GDPR. This may be the case, for example, if a report contains such data. Special categories of personal data are processed based on Section 10 para. 2 HinSchG, which is permitted provided it is deemed necessary to fulfil the duties of the reporting channel. If data of whistleblowers is to be shared with individuals outside the central reporting channel for the purpose of clarifying the facts of a case, this data processing will take place solely on the legal basis of the express consent of the whistleblower, which is obtained separately before the data is shared, see Section 9 para. 3(2) HinSchG and Art. 6 para. 1 lit.a GDPR. This consent can be revoked at any time with future effect. Whistleblowers are not obligated to provide personal data. In this case, however, our options for clarifying and resolving reported violations may be limited. Automated individual decision-making in the sense of Art. 22 GDPR does not take place. Data sources and categories of personal data In general, ALDI SÜD processes personal data received from whistleblowers via the reporting channel. In particular, this data can include the names, addresses and contact information of the whistleblowers, the accused or witnesses, as well as other information about the groups of people included in the report. Regarding the accused individual, a report is normally expected to contain information about the alleged legal violation. In addition, it can also contain special categories of personal data as defined in Art. 9 GDPR. Furthermore, ALDI SÜD processes other data from internal sources as required for the proceedings. Categories of data recipients According to Section 8 para. 1 sentence 1 HinSchG, the internal reporting channel must ensure that the identity of the whistleblowers, the persons involved in a reported violation and any other persons mentioned in the report is kept confidential. As a rule, personal data obtained via the reporting channel must not be disclosed. Exceptions are stipulated explicitly in Section 9 HinSchG based on strict conditions. The internal reporting channel only discloses personal data about whistleblowers to other persons and parties at ALDI SÜD if the whistleblower has given their express consent to do so and if disclosing the information is necessary to implement the follow-up measures. The personal data is disclosed to government agencies such as law enforcement agencies or administrative bodies if ALDI SÜD is required to do so by law or on the grounds of a court ruling. ALDI SÜD receives support from service providers in ensuring the availability of the relevant technical infrastructure, developing its services and carrying out its tasks, and these service providers may have access to your personal data in this context. In this context, data may also be transferred to external service providers and/or business entities of the ALDI SÜD Group outside the European Economic Area (EEA). Data will only be transferred to companies in third countries which have been confirmed by the EU Commission to provide an adequate level of data protection or to companies that provide other adequate data protection safeguards (e.g. binding corporate data protection regulations or EU standard contractual clauses). Detailed information on this and on the level of data protection that our service providers in third countries provide can be requested from the respective Data Protection Coordinator / Data protection team. Retention periods and erasure of data ALDI SÜD stores all data related to the reported violation, including the personal data of the whistleblowers and of the persons involved in or mentioned in the report, for a period of three years after the process has been completed in accordance with Section 11 para. 5 HinSchG and then deletes the data in compliance with applicable data protection laws. Rights of the data subjects Provided that the necessary requirements as stipulated in Art. 15 et seq. GDPR are fulfilled, data subjects are entitled to exercise their rights of access, rectification, erasure, restriction of processing and data portability at any time. In addition, data subjects have the right to object to the processing of their personal data which is based on Art. 6 para. 1 lit. f GDPR, at any time based on grounds relating to their particular situation. To exercise the rights mentioned above, data subjects may contact  datenschutz@aldi-sued.de. Data subjects accused of a legal violation as part of a report (“the accused”) are informed separately of any compliance proceedings concerning them and in detail during the course of the proceedings and are given the opportunity to comment on the violations and exercise their rights. ALDI SÜD complies with any applicable obligation to provide information regarding data protection rights, particularly in accordance with Art. 14 GDPR. However, please note that these obligations to provide information are subject to legal exceptions and restrictions, especially to protect the rights and interests of third parties and to avoid endangering the success of the proceedings. Notes regarding this document Last updated: 18 June 2024