Ethics and Code of Conduct Free

Ethics & Code of Conduct

The Code of Conduct is a legal document that outlines a set of correct behaviors individuals need to follow towards others and the organization as a whole.

The code of conduct defines acceptable behavior, social norms, regulations, and responsibilities of each individual in the company and serves as a **legal agreement **between the company and the employee upon its signage by a new recruit.

A code of ethics meanwhile is a guide for ethical behavior in the workplace. Anytime an employee or group of employees are uncertain about a decision, they can refer back to the code of ethics. The code of ethics also communicates values and expectations to new employees.

Ethics and the code of conduct outlines the ethical principles that govern decisions and behavior at a company or organization. They give general outlines of how employees should behave, as well as **specific guidance for handling issues **like harassment, safety, and conflicts of interest.

Integrity You should be straightforward and honest in all professional and business relationships.

Objectivity You should not allow bias, conflict of interest, or undue influence of others to override professional or business judgments.

Professional Competence and Due Care You have a continuing duty to maintain professional knowledge and skill at the level required to ensure that a client or employer receives competent professional services based on current developments in practice, legislation, and techniques.

Confidentiality Confidential information acquired as a result of professional and business relationships should not be used for your personal advantage or third parties.

Professional Behavior You should comply with relevant laws and regulations and should avoid any action that discredits the organization or company.

Work Environment

Process data lawfully, fairly, and in a transparent manner.

Collect data for specified, explicit, and legitimate purposes only.

Do not collect or process data you do not need.

Keep data accurate and up to date.

Limit how long you keep collected data.

Ensure appropriate security of personal data.

Protecting Company Assets

Company assets (for example, money, products, vehicles, equipment) are there to conduct its business and are provided to you to do your job in the most efficient way.

Employee time and intellectual property (anything that we create on company time, at the company’s expense, or within the scope of our duties) must also be used in the best way possible for the organization.

Limited personal use of mobile devices, laptops, and tablets within reason is permitted, but our use should be lawful, appropriate, and never interfere with our time at work.

As employees of this company, we should not use the company’s assets for personal purposes and benefits. Theft of corporate assets, irrespective of value, is a serious breach of this code.

"Confidential Information" means all material, non-public, business-related information, written or oral, whether or not it is marked as such, that is disclosed or made available to the receiving party, directly or indirectly, through any means of communication or observation

This includes things such as supplier information, company technologies, business and marketing plans, internal company communications, and existing and future non-public company information.

Confidential information should only be used for company purposes and should not be disclosed to anyone outside of the organization. Even within the company, only those individuals who truly need to know the information to conduct their business should have access to confidential information. If you leave the company, you must return all company materials and property, and any copies.

Confidential materials should be stored in a secure place and should not be left out where others can see them. It should also be clearly marked as confidential and not be sent out to unattended fax machines or printers nor discussed where others may hear.

Culture of Integrity

Bribery is defined as the offering, promising, giving, accepting, or soliciting of an advantage as an inducement for an action that is illegal, unethical, or a breach of trust.

When a person offers, promises, or gives a bribe, it is called ‘active bribery’ and when a person requests, receives, or accepts a bribe, it is called ‘passive bribery’.

This type of action results in matters that should be handled objectively, being handled in a manner best suiting the personal interests of the decision-maker. Bribery constitutes a crime and both the offeror and the recipient can be criminally charged.

We have a zero-tolerance policy when it comes to bribery. Employees may never directly or indirectly give, offer, promise or authorize anything of value or any advantage to any public official or anyone else to induce that person to perform a function or activity improperly.

Any employee who raises concerns honestly and in good faith will be protected against retaliation.

Honest reporting does not mean that you must be right when you raise a concern; you just have to **believe in good faith **that the information you are providing is accurate.

Any employee, who retaliates against another employee who has raised concerns under the Code, or who discourages or prevents them from making a report or seek assistance, will be subject to disciplinary action.

We do not tolerate retaliation against any employee who raises concerns or questions regarding a potential violation of the Code or a Company policy that he or she reasonably believes to have occurred.