Ethics Policy

<Company1.0 Name>Purpose

is

This committedpolicy establishes the organization's commitment to protectingupholding employees,the partners,highest vendorsstandards of ethical conduct in all business practices. It serves as a guide for employees and affiliates, emphasizing the companyexpectation fromof illegalfairness, orhonesty, damaging actions by individuals, either knowingly or unknowingly.  When <Company Name> addresses issues proactivelyintegrity, and uses correct judgment, it will help set us apart from competitors.

<Company Name> will not tolerate any wrongdoing or impropriety at any time.  <Company name> will take the appropriate measures act quicklytrust in correctingall theinteractions. issue if the ethical code is broken. 

The purpose of this policy is to establishfoster a culture of openness, trust and to emphasize the employee’s and consumer’s expectation to be treated toensure fair business practices.practices, protect Thisthe policyorganization willand serveits tostakeholders from impropriety, and guide business behavior to ensurealign ethicalwith conduct.our core values and legal obligations. Effective ethics is a teamcollective effortresponsibility involvingrequiring the active participation and support of everyeveryone <Company Name> employee.  All employees should familiarize themselvesassociated with the ethics guidelines that follow this introduction.organization.

2.0 Scope

This policy applies to employees,all employees at all levels, directors, officers, contractors, consultants, temporaries,temporary staff, agents, and other workers atconducting <Companybusiness Name>,for or on behalf of the organization, including all personnel affiliated with third parties.parties when interacting with or representing the organization.

Executive3.0 CommitmentPolicy Statements

3.1 Foundational Principles

*   All business conduct must adhere to Ethics

the

Seniorhighest leadersstandards of honesty, integrity, and executivesfairness.
*   withinAll <Companyinteractions, Name>whether mustinternal setor a prime example.  In any business practice, honesty and integrityexternal, must be topbased priorityon formutual executives.

respect.
*  

ExecutivesCompliance mustwith haveall anapplicable open door policylaws and welcomeregulations suggestionsis andmandatory.
*   concerns from employees.  This will allow employees to feel comfortable discussing any issues and will alert executives to concerns within the work force.

Executives must disclose any conflict of interests regard their position within <Company Name>.

Employee Commitment to Ethics

<Company Name> employees will treat everyone fairly, have mutual respect, promote a team environment and avoid theThe intent and appearance of unethical or compromising practices.practices must be avoided.

Every3.2 employeeLeadership needsCommitment

*   Senior leaders and executives must set a clear example of ethical conduct and champion the organization's ethical values.
*   Leadership must foster an environment where ethical concerns can be raised without fear of retaliation, maintaining an "open door" approach to apply effortsuggestions and intelligenceconcerns.
*   in maintaining ethics value.

EmployeesExecutives must promptly disclose any conflictactual or potential conflicts of interestsinterest regardrelated to their position or responsibilities within <Companythe Name>.organization.

3.3 Employee Commitment

*   Employees willare help <Company Name>expected to increasetreat colleagues, customers, vendors, and partners fairly and with respect, promoting a positive and collaborative team environment.
*   Employees must apply diligence and sound judgment to uphold ethical standards in their daily work.
*   Employees must promptly disclose any actual or potential conflicts of interest related to their position or responsibilities.
*   Employees contribute to customer and vendor satisfaction by providing quality product sproducts/services and timelyresponding responseprofessionally and promptly to inquiries.

*  

Employees shouldare considerencouraged to evaluate the followingethics of any situation by considering questions tosuch themselvesas:
 when   any*   behavior is questionable:

Is theit behaviorlegal legal?

and

Does the behavior complycompliant with all appropriate <Company Name>organizational policies?

 

  *   Does it reflect the behaviororganization's reflectvalues?
 <Company   Name>*   valuesCould andit culture?

negatively

Couldimpact stakeholders (customers, employees, partners, the behaviororganization)?
 adversely   affect*   company stakeholders?

Would youI feelbe personally concernedcomfortable if thethis behavioraction appeared in a news headline?
    *   Could it harm the organization if everyone acted this way?

Could3.4 theMaintaining behavioran adverselyEthical affect <Company Name> if all employees did it?Culture

*  

The

Companyorganization Awareness

will

Promotionactively ofpromote ethical conduct withinand interpersonalawareness communicationsthrough training, communication, and reinforcement from leadership.
*   Open dialogue, honest feedback, and objective treatment are encouraged to support an ethical atmosphere.
*   A designated body (e.g., Ethics Committee, Employee Resource Team, HR Department) is established to oversee the communication of employeesthis willpolicy, beprovide rewarded.guidance, and address concerns related to ethical conduct.

<Company3.5 Name>Conflicts willof promoteInterest

a

*   trustworthyAll employees and honestleaders atmospheremust avoid situations where personal interests could conflict, or appear to reinforceconflict, with the vision of ethics within the company.

Maintaining Ethical Practices

<Company Name> will reinforce the importanceinterests of the integrityorganization. messageFull disclosure of any such potential or actual conflicts is required.

3.6 Use of Company Assets and theInformation

tone

*   Organizational assets, resources, and business relationships must not be used for personal gain or unauthorized purposes.
*   Unauthorized use, disclosure, or appropriation of confidential or proprietary information (including trade secrets, financial data, source code, personnel information, etc.) is strictly prohibited and will startnot atbe tolerated.

3.7 Harassment and Discrimination

*   The organization maintains a zero-tolerance policy for harassment or discrimination of any kind. All employees are entitled to a respectful work environment. (Refer to specific Anti-Harassment/Non-Discrimination policies for details).

4.0 Reporting Ethical Concerns

*   Employees are encouraged and expected to report any observed or suspected violations of this policy, illegal activities, or unethical conduct.
*   Reports can typically be made to an employee's direct manager, the top.Human Resources Everydepartment, employee,or manager,the directordesignated needsethics consistentlybody/contact. maintain(Organizations may also include specific reporting channels like a hotline here).
*   The organization prohibits retaliation against any individual who, in good faith, reports an ethical stanceconcern or participates in an investigation.

5.0 Training and support ethical behavior.Acknowledgment

Employees*   at <Company Name> should encourage open dialogue, get honest feedback and treat everyone fairly, with honesty and objectivity. 

<Company Name> has established a best practice disclosure committee to make sure the ethical code is delivered to allAll employees and that concerns regarding the code can be addressed.

Employees are required to recertifyfamiliarize themselves with this Ethics Policy.
*   Employees will be required to complete periodic ethics training and acknowledge their understanding and compliance towith Ethicsthis Policypolicy, typically on an annual basis. 

Unethical6.0 BehaviorCompliance and Enforcement

<Company6.1 Name>Compliance will avoid the intent and appearance of unethical or compromising practice in relationships, actions and communications.  Measurement

<Company Name> will not tolerate harassment or discrimination.

Unauthorized use of company trade secrets & marketing, operational, personnel, financial, source code, & technical information integral to the success of our company will not be tolerated.

<Company Name> will not permit impropriety at any time and we will act ethically and responsibly in accordanceCompliance with laws.

<Company Name> employees will not use corporate assets or business relationships for personal use or gain.

Compliance Measurement

The <Employee Resource Team> will verify compliance to this policy will be monitored and verified through various methods, including but not limited to, business tool reports, internal and internal/external audits, review of business practices, investigation of reported concerns, and feedback.feedback mechanisms, overseen by the designated authority (e.g., Employee Resource Team, HR, Internal Audit).

An6.2 employeeConsequences of Violations

*   Any violation of this Ethics Policy is a serious matter and will be addressed promptly.
*   Employees found to have violated this policy maywill be subject to disciplinary action, upwhich tomay andinclude includingwarnings, reprimands, suspension, or termination of employment.employment, depending on the severity of the violation.
*   Violations may also have legal consequences.

7.0 Related Policies

Users should also be familiar with policies related to:

*   Code of Conduct (if separate)
*   Anti-Harassment and Non-Discrimination Policy
*   Conflict of Interest Policy (if separate)
*   Information Security / Data Protection Policies
*   Acceptable Use Policy
*   Whistleblower Policy (if applicable)