- This policy gives our employees guidelines on our business ethics and principles.
- This policy applies to everyone we employ or have business relations with. This includes individual people such as employees*, interns, volunteers, and business entities, such as vendors, enterprise customers or venture capital companies.
We base our business code of ethics on common principles of ethics:
Respect for others
Treat people as you want to be treated
Integrity and honesty
Tell the truth and avoid any wrongdoing to the best of your ability
Make sure you are objective and fair and don’t disadvantage others
Know and follow the law – always
Competence and accountability
Work hard and be responsible for your work
Collaborate and ask for help
RESPECT FOR OTHERS
It’s mandatory to respect everyone you interact with. Be kind, polite and understanding. You must respect others’ personal space, opinions and privacy. Any kind of violence is strictly prohibited and will result in immediate termination. You’re also not allowed to harass or victimize others.
As a general rule, try to put yourself in someone else’s place. How would you feel if someone behaved a specific way to you? If the answer is “I wouldn’t like it much” or “I would never let them behave like that to me”, then we don’t tolerate this behavior no matter the person it comes from.
If someone, be it customer, colleague or stakeholder, is offensive, demeaning or threatening toward you or someone you know, report them immediately to our People Development Lead. You can also report rudeness and dismissiveness if these issues become excessive or frequent.
Integrity and honesty
First, always keep in mind our organization’s mission. We all work together to achieve specific outcomes. Your behavior should contribute to our goals, whether financial or organizational.
Be honest and transparent when you act in ways that impact other people. We do not tolerate malicious, deceitful or petty conduct. Lies and cheating are intolerable and, if discovered, will result in progressive discipline or immediate termination depending on severity.
Stealing from the company or other people is illegal and consequences will depend on the seriousness. For example, theft of office supplies, will result in a reprimand (at a minimum), while stealing money or data (e.g. engaging in fraud or embezzlement), will result in discharge and possibly legal action.
Conflict of interest
Conflict of interest may occur whenever an employee’s interest in a particular subject leads to actions, activities or relationships that undermine Connecting For Results. This includes situations such as using your position’s authority for your own personal gain or exploiting company resources to support a personal money-making business. Even when you seemingly act to our advantage, you may actually disadvantage CFR. For example, if an employee uses dubious methods to get competitor data and raise their sales record, their action will have a positive impact on the company’s revenue, but it will put us at a legal risk and promote unhealthy business practices.
If it turns out you have created a conflict of interest for yourself, you will be terminated. If the conflict of interest was involuntary (e.g. buying stocks from a company without knowing they’re a competitor), we will take actions to rectify the situation. If you repeat the offence, you may be terminated.
Don’t act in a way that exploits others, their hard work or their mistakes. Give everyone equal opportunity and speak up when someone else doesn’t.
Be objective when making decisions that can impact others, including terms of employment. Be sure that you can justify any decision with written records or examples. Seek and use the most objective methods in any case; for example, when interviewing candidates, ask the same interview questions to all of them and avoid judging non-job-related criteria, like dress, appearance, etc.
Also, don’t discriminate against people with protected characteristics, as this is forbidden by law. If you suspect you may have an unconscious bias that influences your decisions, ask for help from our People Development Lead.
When exercising authority, be fair. Don’t show favoritism toward specific employees and be transparent when you decide to praise or reward an employee. You’re also forbidden to have a reporting relationship with a relative.
If you need to discipline an employee, be sure to have prepared a defensible case. You must not retaliate against employees or applicants (such as in cases when they’ve filed complaints) as this is forbidden by law.
Be just toward customers or vendors too. If you think our company was in the wrong in a specific instance, don’t try to cover it up or accuse the other side. Discuss with our COO to find solutions that can benefit both sides.
You are obliged to follow all laws which apply to our organization. Depending on your role and profession, there might be various laws you need to observe. For example, accountants have their own legal restrictions and they must be fully aware of them. When you’re preparing contracts, clauses, disclaimers or online copy that may be governed by law (such as consent forms), please ask verification from our COO before finalizing anything.
You’re also covered by our confidentiality and data protection policy. You must not expose, disclose or endanger information of customers, employees, stakeholders or our business.
Following laws regarding fraud, bribery, corruption and any kind of assault is a given. You are also obliged to follow laws on child labor and avoid doing business with unlawful organizations.
If you’re not sure what the law is in a specific instance, don’t hesitate to ask our COO.
COMPETENCE AND ACCOUNTABILITY
We all need to put a healthy amount of effort in our work, not just because we’re responsible for the organization’s success, but also because slacking off affects our colleagues. Incomplete or slow working might hinder other peoples’ work or cause them to shoulder the burden themselves. This comes in direct conflict with our respect and integrity principles.
We also expect you to take up opportunities for learning and development, either on-the-job or via educational material or training. If you are unsure how you can achieve this, have an open discussion with our CEO or COO.
Also, take responsibility for your actions. We all make mistakes or need to make tough decisions and it’s important to own up to them. Failing to be accountable on a regular basis or in important situations (e.g. a crucial mistake in our financial records) will result in termination. If you take responsibility and come up with ways to fix your mistakes where possible, you will be in a far better position.
Working well with others is a virtue, rather than an obligation. You will certainly get to work autonomously and be focused on your own projects and responsibilities. But, you should also be ready to collaborate with and help others.
Be generous with your expertise and knowledge. Be open to learning and evolving. If days go by without you consulting or brainstorming with anyone, you are missing out on opportunities for excellence. Instead, work with others and don’t hesitate to ask for help when you need it.