Ethics Policy The purpose of this policy is to ensure that all employees act in accordance with the law and with the best interests of the Company in mind rather than their own self-interest.
The following is a brief description of the Company’s policy concerning (1) the giving and receiving of gifts, favors, entertainment, and payments by Company associates, (2) the existence of possible conflicts of interest, and (3) other matters:
GENERAL POLICY APPLICATION: The Company may pay for gifts, favors, and payments to third parties if they adhere to the following guidelines:
1. They conform to standard procedures in the corporate world.
2. They are neither bribes or payoffs since their value is low enough and they are not presented in a way that suggests corruption.
3. They don’t go against the letter of the law or common ethical norms.
4. They won’t bring shame on the company if they get out.
It is against Company policy to make any payments, commissions, or other remuneration to, or for the benefit of, associates of customers (or their family members or other close contacts) unless specifically compelled to do so by written contract.
Associates’ Acceptance of Gifts, Favors, Entertainment, and Other Compensation:1. Associates shall not solicit or accept for themselves or others any gifts, favors, entertainment, payments without a legitimate business purpose, or personal loans other than conventional loans at market rates from lending institutions) from any persons or business organizations that do or seek to do business with, or are a competitor of, the Company. When implementing this regulation:
Common commercial courtesy extends to associates’ immediate family as well. a. Some examples of these are:
Meetings over meals with vendors, including their wives if invited.
Cheap promotional items from shops, such as calendars, pens, pads, knives, etc.
Event tickets (sports, arts, etc.) are permitted if provided by the vendor, and the vendor attends the event with the associate. The associate is forbidden from soliciting these without the approval of a higher-ranking corporate official.
An overnight trip is fine, as long as representatives from both firms and the seller are there. The employee needs to get green light from a higher-up in the company first.
It is not encouraged that anybody uses alcoholic drinks.
Hams, cookies, nuts, and other Christmas staples that spoil quickly are fine to give as presents.
When it comes to suppliers, a zero-tolerance policy regarding freebies, discounts, free services, free meals, and other perks is required.
As long as you get the OK from the right person at the firm, day trips like golfing, fishing, and hunting are all fair game. It is not appropriate for an associate’s family members to attend in place of the vendor.
Colleagues and their families are not allowed to utilize the vendor’s facilities (vacation houses, etc.) for private purposes. If the vendor has to be there throughout the trip, that’s fine as long as it doesn’t happen more than once a year and doesn’t last more than, say, three or four days. The employee needs to get the green light from the right corporate exec first.
No gift of money or other liquid assets, such as stocks or bonds, may be accepted under any circumstances.
Managers shouldn’t take anything of significant worth as a present from the employees they oversee.
Any time an employee’s personal interests are at odds with those of the company, they should recuse themselves from the problem. Workers are expected to put the company’s interests first in interacting with clients, vendors, subcontractors, rivals, or anyone else involved in or interested in the company’s operation. Employees are expected to notify their supervisors immediately and in writing of any circumstances that might be seen as a conflict of interest. The following are examples of such disagreements:
1. The colleague or an immediate family member owns a substantial stake in a firm that competes with or intends to do business with the company.
2. Working for an outside firm as a director, officer, partner, consultant, manager, or technical advisor who competes with or seeks to do business with the company. This rule is subject to modification by the Chief Executive Officer of The Indian People.
Thirdly, representing the interests of a party other than the Company or its affiliates as a broker, finder, go-between, or otherwise.
Relationships with family or other individuals may influence the colleague to make decisions that are not in the best interest of the organization.
Disclosure or use of any confidential product information, data on choices, plans, or other information that might be detrimental to the Company’s interests without express permission is strictly forbidden. Misuse, unauthorized access, or mistreatment of private information, including personnel information, will result in disciplinary action up to and including termination of employment, as outlined in the company’s Discipline Policy.
Compliance: Any employee who violates this policy will face disciplinary action up to and including termination. As soon as an employee of the Company becomes aware of a potential policy breach, he or she is obligated to notify the relevant Company management. The Indian People’s compliance policy states that each vice president and corporate executive is accountable for compliance within their respective divisions. If you have any queries about this policy, please feel free to contact the Vice President of Human Resources for the company.
Policies on Use of Social MediaOur policy is outlined in full in the attachment; what follows is a synopsis. Simple rules are as follows:
Make sound decisions.
Keep in mind that practically nothing you share online is secret.
Keep in mind that you are a trained expert.
If there’s one thing you take away from this article on social media, let it be this: when you post anything on Twitter, Facebook, or any other site, you’re not just sharing it with a select group of people you know personally. You are about to speak into a microphone, and your words will be recorded and perhaps broadcast to every person on the planet.
When you initially start talking or posting photos or videos, few people will pay attention. Although some certainly won’t. And if you ever say or do something that gets a lot of attention, whether because it’s controversial, offensive, or surprising, you can be sure that millions of people will be listening.
Most importantly, it makes no difference what your intentions were or what you were thinking at the time you pressed “publish.” It is what others interpret your meaning to be that counts. Reality is what we make it. Consequently, make sound decisions.
The term “social media” can refer to a wide variety of platforms and activities in today’s ever-expanding digital world. Web logs, blogs, journals, diaries, personal websites, social networking and affinity web sites (such as Twitter, Facebook, LinkedIn, MySpace, Instagram, YouTube, wikis), web bulletin boards, chat rooms, and any other electronic means of communicating or posting information or content are all considered social media.
The Company expects all employees to be familiar with and to abide by its rules, including those outlined in the Employee Handbook. You may face disciplinary action, up to and including termination of employment, for any inappropriate postings you make, including but not limited to comments that are discriminatory, harassing, violent, or otherwise illegal.
You should exercise caution since you will be held legally accountable for any content you publish. Don’t forget that everything you share online may remain accessible for quite some time, even if you decide to edit or delete it. Any mistakes, omissions, loss, or damages claimed or incurred as a result of all of your electronic communications are not the responsibility of, and the Company disclaims any duty related thereto.
Express your own opinions, not those of the company, in your posts. However, if your post discusses the Company or any of its business connections, you must prominently disclose that you are an employee of the Company and that your opinions do not reflect those of the Company.
Maintain a level head and always be fair and kind. Avoid making remarks that might be seen as malicious, vulgar, threatening, or intimidating, that denigrate coworkers or business connections, or that could be considered harassment or bullying if you choose to publish complaints or critiques. Offensive postings with the purpose to destroy someone’s reputation are one example of this, as are posts that potentially contribute to a hostile work environment based on any trait protected by law or Company policy. Avoid making false or misleading claims, or those that are obscene, libelous, threatening, harassing, fraudulent, or invasive of another person’s privacy. Be professional and courteous in all of your interactions. This policy is not intended to, and does not, prohibit or discourage employees from engaging in activities protected by state or federal law, including the National Labor Relations Act. Such activities include, but are not limited to, discussing wages, benefits, terms, and conditions of employment, discussing forming, joining, or supporting a labor union, complaining about working conditions, and other similar activities.
Maintain integrity by only publishing true and accurate information or news, and swiftly addressing any inaccuracies you discover. If you have edited an older post, say so.
Acknowledge and abide by all applicable laws, including those pertaining to copyright, trademark, privacy, financial disclosure, and regulatory compliance. Unless you have the authority to do so and are taking into consideration intellectual property and privacy issues, you should not divulge any confidential or sensitive information about the Company, other persons, or business connections that you may have gained via your position with the Company. For instance, if you want to share a discussion that was supposed to be private on your blog or publish a photo of someone else without their consent, you should get their permission first. Follow any social networking platform’s rules and regulations for utilizing the service.
Get in touch with your worries: Please contact Human Resources if you have any concerns that an employee of the Company may have violated this policy. Any employee who raises a concern or helps with an inquiry according to this policy will not be subject to reprisal from the Company.
We have a zero-tolerance policy here at The Indian People, as do the vast majority of news outlets, regarding plagiarising any work.
Reporters have an ethical obligation to hear both sides of a story, which includes giving people who have been accused of wrongdoing a chance to refute the claims made against them. Journalists try to be thorough when reporting allegations so that readers can respond in depth.