3 Introduction Message from IAG CEO Peter Harmer. At IAG we make your world a safer place. This is our purpose. It defines why IAG exists and the deep responsibility we have to enable our people, customers, partners, shareholders and communities to be safer, stronger and more confident. As an organisation we fulfil our purpose in accordance with the highest standard of ethics and conduct by: empathising with the needs of others treating people fairly complying with all relevant laws and regulations being true to our word and standing behind our promises communicating openly and with candour respecting privacy and confidentiality, and above all, by striving to do the right thing understanding the needs and importance of our shareholders, community, people, customers and partners. Our Code of Ethics & Conduct makes clear the behaviour that we expect from everyone at IAG. It applies to all of our people in every part of our business, including our Board. It also sets out how we expect our external partners to behave. We take this Code extremely seriously and any breaches will be investigated in accordance with our policies and appropriate consequences will be applied. Please read the Code carefully and talk to your manager and colleagues about what it means for you and your team. Our Code cannot set out every situation you may encounter and there will be times when you need to be the judge of what is the right thing to do. In these instances, I encourage you to use our IAG spirit of closer, braver and faster as a guide and openly talk about the issue with one of your leaders. And remember, if you do see a breach of this Code you must speak up and report it. By adhering to this Code we can ensure we fulfil our purpose. Peter Harmer CEO Page 2. Introduction.
4 We make your world a safer place Our purpose is to make your world a safer place. This describes why we exist as a company and guides us in the decisions we make, the actions we take, and the customer experiences we create. Whether you are one of our people, including our Board, a customer, a partner, a shareholder or part of the community, we all have an important responsibility to enable our world to be safer, stronger and more confident. Our starting point is the people, families and businesses that are protected by our products and services: they are the reason we exist. We stand behind the promises we make and are committed to treating them with care, fairness and compassion. Since 1851, we ve helped people recover from natural disasters, accidents and loss. But, our role extends beyond paying claims to risk awareness and helping communities reduce and prevent risk. Our business is made possible by our people, partners and shareholders and our commitments to them reflect this. We will reward and recognise our people for their hard work and give them great career and development opportunities in a safe, fair, flexible and inclusive work environment. Where a role is impacted, we aim to treat our people fairly and with respect. We will work with our many partners for mutual benefit, treating them as we would like to be treated ourselves. We recognise the importance of delivering strong returns for our shareholders, and believe satisfied customers, more resilient communities and the passion of our people and partners are at the heart of superior performance. We believe it is our responsibility as an industry leader to use our influence and role as a major investor, purchaser and employer for the good of everyone. We will balance competing demands, using our purpose to guide us in making the right decisions. This is ambitious, but high standards inspire us to be the best we can. That s why we strive to make your world a safer place in everything we do. Our Spirit What it means to work at IAG Our Spirit is the essence of what it means to work at IAG and the spirit in which we serve our customers, partners, communities, shareholders and each other: Closer: We all want to create real connections. At the heart of this is taking the time to show you care and being willing to say it like it is and hear others too. And we know that we re at our best when we help each other succeed. Braver: Being brave isn t always easy, it requires us to think big and stand up for what s right. This will not always make us popular, but we re okay with that. We see a world of possibilities that inspires us to be curious and play a leading role in shaping the future. Faster: We re driven by our desire to make it happen. We know that waiting for all the answers and striving for perfection slows us down. That s why we have a go and celebrate what we learn. We can achieve amazing things when we are decisive and trust each other to get on with the job. Code of Ethics & Conduct Our Code of Ethics & Conduct starts with our purpose and it sets out the expectation that we will act to make the world safer for our customers, our communities and our people. This Code provides specific guidance across a wide range of scenarios to help you make the right decision and ensure we are doing the right thing for our shareholders, customers and the community. It is also designed to help make sure that, as an organisation, we comply with the laws and regulations that govern our business. Ethics are defined as the moral principles that govern a person s behaviour or the conducting of an activity *. Most importantly, ethics is about thinking before acting. At IAG, we make conscious decisions tied to our framework for ethics. The ethics of our people guide them to make a judgement on what is right, proper and appropriate in a given situation. Example A member of your team asks you to update the insurance policy of one of their family members. This is unethical and would result in a breach of our Code. Conduct is defined as the way in which a person behaves. Conduct refers to the behaviours we expect from our people when they are representing IAG. Example You are attending an event with an external partner representing IAG and you dance on the table. Whilst fun, this would result in a breach of our Code. Our Code of Ethics & Conduct is supported by additional IAG policies, guidelines and commitments. These can be found on The Vine in Australia and Asia and on Our Place in New Zealand. It is important that, regardless of your role or where you work, you understand that we expect our people will: behave honestly and with integrity when dealing with our people, our customers, our partners and the communities within which we operate be respectful at all times, when dealing with all people regardless of the situation comply with and act within the law and regulation be courageous and speak up if you see or suspect a breach to the Code. *Oxford Dictionary IAG Code of Ethics & Conduct
5 Page 4. Introduction.
6 IAG Code of Ethics & Conduct
7 Our framework for ethics and conduct 1. We make our customers worlds safer 4. We act with honesty and integrity Our Purpose: We make your world a safer place 2. We make our communities safer 5. We comply with laws and regulations 3. We make our workplace safer 6. We speak up and report breaches Who is required to follow the Code? Our Code applies to all IAG people in every part of our business across Australia, New Zealand and Asia. This includes all permanent, part-time, contract and temporary employees of IAG and subsidiary companies, as well as officers and directors of IAG and our subsidiaries. We are all accountable for adhering to this Code so it is important you read and understand what it means. This Code applies to you whenever you are identified as a representative of IAG. In some circumstances, this will include situations outside of your regular workplace or work hours. For example at an external event representing IAG, or at an IAG funded work event out of hours, or if you volunteer on behalf of the organisation. Breaching this Code is a serious matter and all breaches will be investigated. If you are found to be in breach of the Code, this could result in disciplinary action up to or including termination of your employment. Furthermore, if you breach the laws referred to in this Code you may be subject to legal or regulatory consequences. As part of doing business with IAG, we expect and encourage all our contractors and their people to act in a way that is consistent with our Code. A breach of this Code may result in IAG limiting our business with contractors, or ending our relationship with them. This Code sets out how we expect our external partners 1 to behave. We also encourage our joint ventures and their people to act in a way that is consistent with our Code. What do I do if I see someone breach this Code? If you see someone breaching this Code, you have an obligation to speak up and report your concerns. There are a number of different ways in which you can raise a concern or enquiry. Firstly, you should speak to your manager or another leader in your area. Or you can report the matter to someone from People & Culture (People Connect if you are located in Australia, People Advice if you are located in New Zealand or your local Human Resources contact if you are located in Asia) or your Risk Partner. You can anonymously report a breach by calling in Australia and Asia or in New Zealand or by ing To help you make this decision please refer to section 6 of this Code (We Speak up and Report Breaches) for more information about who to report the breach to. What if I am not sure it is a breach? We cannot set out every situation in this Code. When faced with a situation that is not covered by the Code you should begin by asking yourself the following questions: do the intended actions comply with relevant laws and regulations? do the intended actions reflect the IAG purpose and spirit? are the intended actions in the interest of our customers, shareholders, community and our people? do the intended actions follow the ethical principles in the IAG Code of Ethics & Conduct and IAG policies? if reported in the media, would the intended actions be viewed positively? would I be happy if the intended actions were done to me or a loved one? would I and those I respect be proud of the intended actions both now and in the future? If you answer not sure or no to any of these questions, then you should speak to your manager or another people leader in your area about the situation and your intended actions. You should then be able to make a decision with their help. If you feel uncomfortable about raising the situation with your leaders, then you should contact People & Culture or your Risk Partner. Again refer to section 6 (We Speak Up and Report Breaches) for who to talk to about additional support. 1. External partners include authorised representatives, service providers and any other entity engaging with our customers on our behalf. Page 6. Section Introduction. 6.
8 1. We make our customers worlds safer. IAG Code of Ethics & Conduct
9 1. We make our customers worlds safer Here at IAG we believe in conducting our business fairly and openly, ensuring that we do the right thing by our customers. We do this by respecting not only who they are, but by understanding their individual circumstances, allowing us to make their world safer. As an organisation we achieve this through designing products and services to: help our customers be fully accessible provide value. We are committed to ensuring that our products and services respond to specific needs of the community such as low income earners, young people and students, rural and regional customers and non English speaking customers. As an insurance organisation, risk management is an integral part of the way in which we do business. Good risk management plays a vital role in ensuring we re here for the long term for our customers, our people, shareholders and communities. We communicate with our customers openly and present our products and services in simple, accessible language, recognising that disability and cultural differences should not be barriers to receiving clear information. We should always speak to the customer, not to the policy. We are accountable for the promises we make in our advertising and marketing. We are accountable for our actions and will always follow up if we commit to do something. We treat the confidentiality of our customers information with the utmost care and adhere to all relevant privacy laws in all markets within which we operate. We respect our customers rights to privacy at all times, doing everything within our power to protect the security of any personal information we handle. We welcome feedback from our customers and believe that it helps us to remain open and responsive to their needs and expectations. We are committed to responding to our customers in a respectful and empathetic way regardless of the issue or manner of feedback. Customers can provide feedback by contacting the relevant brand using the contact details at for Australia and Asia, and for New Zealand. We support the principles of fair and open trading and believe in competing for business in a fair and ethical manner. Our expectations are: if you think we have a policy document that does not reflect the needs of specific members of our community talk to your manager if you think there is a situation where our marketing campaigns do not reflect what we are offering our customers talk to your manager if you see a customer s information being shared talk to your manager you will not use personal information about customers other than in the course of your employment. Compliancewith the local Privacy legislation is mandatory. Page 8. Section 1.
10 2. We make our communities safer. IAG Code of Ethics & Conduct
11 2. We make our communities safer We will work with and contribute to the communities in which we operate. At a global, national and local level, we work with communities to create positive social outcomes and we are proud to collaborate with people and organisations who are equally committed to creating safer, stronger and more confident communities. We do this by adopting a shared value approach, where we seek to create value for both the community and IAG by identifying and addressing social problems that intersect with our business. Through our responsible business approach, we commit to act ethically and safely, and minimise any negative impact we have on society and the environment. We achieve this through: helping communities understand risk and insurance we work with communities to better understand how to manage and reduce risk and to build resilience upholding the United Nations Universal Declaration of Human Rights and understanding how best to implement the UN Guiding Principles on Business and Human Rights our commitment to maintaining honest, open and cooperative relationships with governments and regulatory officials. We believe in remaining impartial in relation to party politics acknowledging that our people have the right to take part in political activities as individuals but not as representatives of IAG corporate-governance/political-donations incorporating environmental, social and governance considerations into our underwriting and investment approaches, delivering on commitments we have made as a signatory to the UN Principles for Sustainable Insurance and UN Principles for Responsible Investment acting ethically, safely and in a manner that minimises our impact on society and the environment, as outlined in our Social & Environmental Policy and our public policy position on climate change. Our expectations are: if you have questions about IAG s approach to community contributions, sponsorship, donations or opportunities to improve our social or environmental performance talk to IAG s shared value team if you think we have a policy or commitment that does not reflect the needs of specific members of our community talk to your manager if you think that the culture or actions of a community partner do not align to IAG s expectations as outlined in this Code talk to your manager if you are aware of a situation where a customer or a partner is being bullied or harassed talk to your manager. If you do not feel comfortable to talk to your manager, then contact People Connect if you are located in Australia; People Advice if you are located in New Zealand; or your local Human Resources contact if you are located in Asia if you think there is something in your workplace that breaches our Social & Environmental Policy talk to your manager. Page 10. Section 2.
12 3. We make our workplace safer. IAG Code of Ethics & Conduct
13 3. We make our workplace safer We are committed to creating a workforce and culture where we respect and value the different experiences of our people, and harness the opportunity and business benefits that diverse ideas and perspectives bring to our organisation. We believe that a safe and sustainable workplace is crucial to achieving long term success. We will strive to provide a working environment that is based on the principles of high performance, productivity and flexibility. We are recognised as an organisation that attracts and retains high quality people; that supports, recognises and rewards high performance; and that lives the IAG Spirit. Here at IAG we achieve this through our commitment to: Diversity, Inclusion and Belonging we believe in a workplace that values differences and provides a flexible and inclusive environment that supports all of our people in achieving their potential. Human Rights we do not tolerate unlawful discrimination, sexual harassment, harassment and bullying and endeavour to provide a workplace free of these factors. We acknowledge freedom of association and recognise the right to collective bargaining, the elimination of forced or compulsory labour and the abolition of child labour. Wellbeing we provide a healthy and safe workplace that strives for a proactive safety culture. Equality we provide opportunities to our employees fairly and on an equal basis regardless of age, gender, disability, sexual orientation, gender identity, race or religion. you will not consume alcohol in the workplace until after 4pm after which time you will consume responsibly and in accordance with this Code. If you see any of the following happening, you are required to speak up: sexual harassment, bullying or intimidation discrimination in any form including based on gender, age, gender identity, sexual orientation, race or religion the use of drugs in an IAG workplace alcohol in IAG workplaces before 4pm. The scenarios above are all examples of potential breaches of the IAG Code of Ethics & Conduct. If you are ever unsure, take the time to talk to your manager about your concerns. Our people, contractors and consultants must be fit to perform their duties at all times, unimpaired by drugs, alcohol or other substances. We do not commence work, or return to work whilst under the influence of alcohol or prohibited drugs. Events occurring on IAG premises prior to 4pm are alcohol free. We do not tolerate the use, sale, possession or distribution of any type of prohibited drug on IAG premises. Our expectations are: you feel that your differences are respected. You feel able to bring your whole self to work without fear of discrimination you are provided with a workplace that is free from harassment, bullying or discrimination you are empowered to speak up confidently about issues, incidents or concerns that might impact the safety or wellness of our workplace or our people Page 12. Section 3.
14 4. We act with honesty and integrity. IAG Code of Ethics & Conduct
15 4. We act with honesty and integrity Acting with honesty and integrity is critical to the success of IAG. This success is based on the trust of our customers and our people. We can only achieve this if we are always open, honest and ethical in all our dealings. It is important to remember your honesty and integrity can be called into question, if you don t do something. For example, if you see something you know to be a breach of our Code and not reporting it. Here at IAG we do not tolerate behaviour that is dishonest, illegal, fraudulent, corrupt or unethical. You must immediately report any activity of this nature including theft of company property, breach of any legal, regulatory or organisational requirement, or inappropriate practices or behaviour to your manager, People & Culture (People Connect if you are located in Australia; People Advice if you are located in New Zealand; or your local Human Resources contact if you are located in Asia) or the Fraud Hotline in Australia, or the IAG Actionline by calling in Australia and Asia or in New Zealand or ing The following outlines some of the situations which may require you to act honestly and with integrity: Bribery and corruption we do not tolerate bribery or corruption in any form and it should not play any part in our business dealings, including influencing a business relationship or decision. Conflicts of interest a conflict of interest is a situation where an IAG employee, contractor or consultant s personal or professional interests may conflict or could be seen to conflict with their position and their obligations and responsibilities towards IAG, our customers and our shareholders. Examples of where a conflict of interest may arise include: a manager signing off their own business related expenses one of our people, contractors or consultants processing and/or influencing any transactions for themselves, you, their family members or their close associates one of our people, contractors or consultants using their position to influence an outcome of a personal claim or in conducting business within IAG one of our people, contractors or consultants accessing their own insurance policy or a family member s, friend s or colleague s insurance policy having a personal or family relationship with an immediate colleague in IAG. We all must make every effort to avoid conflicts of interest. Whenever an actual, perceived or potential conflict of interest does arise, it s important to manage it in accordance with our policies, guidelines and procedures. Protecting confidential information we understand the importance of the personal and confidential information we deal with at IAG whether it relates to our company, our people, customers, shareholders, partners, suppliers or other third parties. We all have a responsibility and must do everything we can to protect the confidentiality and security of the information handled in the course of working with IAG, and to only use that information for IAG business purposes. Gifts and hospitality we believe that gifts, hospitality and other benefits can compromise our ability to make objective and fair business decisions and should only be accepted where they cannot be perceived to unfairly or illegally influence a business relationship or decision and are within reasonable limits. Any gift, favour or other benefit valued at more than A$ or NZ$ must be formally recorded on the IAG Gift Register. Please visit: Australia and Asia: workplace-services/managing-risk/reporting-risksincidents/pages/gift-registry.aspx New Zealand: Dealing in securities insider trading is illegal and can result in substantial penalties, including imprisonment. Such illegal conduct by an employee will lead to disciplinary action which may include termination of employment. Our people, contractors and consultants should never trade in securities if they have inside information that may affect the price of the security where that information is not publicly known or generally available. Employment outside IAG employment undertaken outside of work hours is not permitted, unless you have the written authorisation of your manager and that employment does not pose a conflict of interest. The use of IAG s equipment, information or property is prohibited for work done outside of IAG. IAG business under no circumstances should one of our people view, handle or process any form of IAG s business, such as insurance policies or claims, for themselves, their family, friends, colleagues or associates. This includes amending or creating policies, authorising payments or changing personal details. Purchase of goods and services the purchase of goods and services for personal use, from a trade contact or supplier, or the purchase of salvage or property associated with a claim, is permitted only with the prior written approval of your manager. This excludes suppliers who are listed on the IAG Intranet as providing an IAG employee discount. Page 14. Section 4.
16 4. We act with honesty and integrity Political donations we maintain honest, open and cooperative relationships with governments and regulatory officials. We remain impartial in relation to party politics, while acknowledging that our people have the right to take part in political activities as individuals but not as representatives of IAG about-us/corporate-governance/political-donations. Media and public comment you are not to make statements to the media relating to IAG unless you have been given approval by Corporate Affairs. If you are approached by the media, you should politely refer the enquiry to the Corporate Affairs team. Social media the lines between professional and personal communication interactions can be blurry, particularly on social media. Our people need to follow the same principles, ethical standards and confidentiality requirements in all their communications, regardless of the medium. Our social media policy can be found here: Documents/Employee_Social_Media_Guidelines. pdf for Australia, or The-Library/PandCKnowledgeLibraryMirror/ IAGSocialMediaGuidelines.pdf for New Zealand. Our expectations are: you will not accept bribes, kickbacks or any other form of improper payment if you see something that you know to be a conflict of interest such as one of your team updating a family member s policy report this immediately if you see someone sharing or talking about a customer s private information report this immediately if you hear or see someone sharing confidential or commercially sensitive information report this immediately if you or one of your colleagues performs work for a competitor whilst employed by IAG report this immediately if you overhear someone providing a comment to the media about IAG contact Corporate Affairs immediately if you see negative sentiment or comments about IAG on a colleague s social media page report this to your manager immediately if you see an employee or partner engaging in political activity whilst representing IAG talk to your manager. The scenarios above are all examples of potential breaches of the IAG Code of Ethics & Conduct. If you are ever unsure, take the time to talk to your manager about your concerns. IAG Code of Ethics & Conduct
17 Page 16. Section 4.
18 5. We comply with laws and regulations. IAG Code of Ethics & Conduct
19 5. We comply with laws and regulations IAG is required to comply with a number of laws, regulations, industry codes and organisational policies and practices that regulate the conduct of our businesses. If we fail to meet these obligations, it can have serious consequences for our business and our customers. We support standards and codes that improve the performance of the industry and we will be held accountable for our performance in relation to those standards and codes that we endorse. Through this Code and IAG s policies, procedures and practices, we hold all our people accountable for ensuring decisions and actions meet our compliance obligations as well as our ethical values. Our expectations are: you will be responsible for understanding and complying with all relevant laws and regulations in the location(s) in which you work or which apply to the work you re doing you will complete ongoing training and education programs relevant to your role to build and maintain awareness of relevant laws, policies, procedures and practices you will ensure any compliance breaches are reported and managed in an open and timely manner you will consult your manager or Risk Partner whenever you are unsure about a particular law, obligation, policy or procedure. Page 18. Section 5.
20 6. We speak up and report breaches. IAG Code of Ethics & Conduct
21 6. We speak up and report breaches There is always someone at IAG who can help you if and when you need assistance with ethical concerns, breaches of this Code or other difficult situations. You can use the resources below for help, information or guidance about an ethical matter or to report a suspected incident. Your concerns will be taken seriously and addressed in a thorough and professional manner, regardless of the method you choose. When potential misconduct is reported, we will investigate and take appropriate action. You can speak up to: Your manager In most cases your manager is the best person to speak to. If you are unsure about the most appropriate course of action to take in any situation, you can ask for advice by consulting your manager. Your next level manager In cases where you feel that it is inappropriate to consult your direct manager, you can consult your manager s manager for advice or to report ethical concerns. People & Culture/Risk Partner Our People & Culture and Risk Partners teams are available to discuss any ethical or conduct matters or dilemmas you might have, as well as concerns involving grievances, performance and equality of opportunity, or harassment complaints. Their contact details are: People & Culture People Connect if you are located in Australia; People Advice if you are located in New Zealand; or your local Human Resources contact if you are located in Asia Risk Partner Speak to you division s Risk Partner. Anonymous reporting services If you suspect serious inappropriate behaviour and feel uncomfortable using the above channels, you can contact our anonymous Whistleblower reporting service Actionline, which is independently maintained by Deloitte. You can contact the IAG Actionline by calling in Australia and Asia or in New Zealand or by ing Fraud Hotline You can also report suspected cases of dishonest or fraudulent behaviour by contacting the Fraud Hotline in Australia on or in New Zealand. IAG will not tolerate any retaliation in any form against people who, in good faith, report suspected ethical or legal misconduct or policy violations. Page 20. Section 6.
24 Australia New Zealand Asia Not 100 per cent owned by IAG. See for full ownership details.
The way we work Contents 3 Introduction 5 Our values 6 Safety 7 Teamwork 8 Respect 9 Integrity 10 Excellence 13 Our code of conduct 14 Safety and health 15 Employment and inclusion 16 Human rights 17 Data
Our Commitments Living our vision and values CEO Message Our vision is to excel at securing and enhancing the financial wellbeing of people, businesses and communities. It recognises the important role
Code of Conduct Integral Diagnostics Limited ACN 130 832 816 Date: 1 October 2015 Code of Conduct Part A Scope and application 1 Purpose of the Code The Company is committed to a high level of integrity
Code of Conduct & Ethics Interfor Code of Conduct & Ethics Contents Page 1 CEO Message A Message from our CEO 2 Our Code of 2 Conduct & Ethics Our Code of Conduct & Ethics 3 3 Guiding Principles Guiding
Computershare Group Code of Conduct A Message from the President & CEO Underpinning everything we do as a business are our three core values: Certainty: to deliver our services and solutions right first
Inter IKEA Group code of conduct Inter IKEA Group code of conduct overview Good business with common sense Business integrity Human rights and working environment Environmental sustainability Protection
CODE OF CONDUCT THE WAY WE WORK HERE The NZ Transport Agency s Code of conduct is designed to help you navigate your way through situations you may encounter on the job. It defines what the Transport Agency
Code of Conduct Group Policy: v5.0 Category: Purpose: Scope of Application: Approver: Policy Statement: Legislative or Regulatory Requirements: Application: Further Information: Workforce The Suncorp Group
SKF is a leading global supplier of products, solutions and services in the area comprising bearings, seals, mechatronics, services and lubrication systems. SKF s offer includes technical support, maintenance
Every st бg s w h бha ng eþic ly OUR CODE OF BUSINESS ETHICS CONTENTS 1 INTRODUCTION... 02 2 CLARKS & BUSINESS ETHICS...04 3 OUR WORKPLACE RESPONSIBILITIES...07 4 OUR BUSINESS OPERATIONS...10 5 OUR COMMITMENTS
Code of Conduct V1 2015 Why our Code of Conduct is important: - It guides our thinking, actions and conduct and forms the basis of how we work together everyday. - It explains the required standards of
code of conduct + ethics 1 Home Code of Conduct and Ethics Contents A culture of integrity Our values 3 3 Aurecon s is the focal point of our policy on ethical business and promotes acting with integrity
Updated July 2016 Group Code of Ethics Introduction Eurofins' mission, vision and values set out the conditions for our long-term success and are a core part of the way we expect employees of the companies
Bodycote s Core Values are Honesty and Transparency, Respect and Responsibility and Creating Value and are summarised as follows: Honesty and Transparency We are honest and act with integrity. Trust stems
KPMG N.V. Code of Conduct kpmg.nl Contents 01 02 06 08 10 12 12 Leadership message Introduction The KPMG Values Commitments Responsibilities Where to get help Compliance with the Code Leadership message
Code of Conduct 1 INTRODUCTION 1.1 Purpose and scope of this document Finnair is an iconic national airline and a respected member of the international aviation community with a solid reputation in safety,
Securitas Values and Ethics 1 Message from the CEO Every day, everywhere where we operate, everyone at Securitas can help build our reputation and brand and promote long-term sustainability and growth.
Securitas Values and Ethics 1 2 Message from the CEO Every day, everywhere where we operate, everyone at Securitas can help build our reputation and brand and promote long-term sustainability and growth.
MYOB Group Limited Code of Conduct December 2016 MYOB Group Limited Code of Conduct 1 MYOB GROUP LIMITED (THE COMPANY) 1. INTRODUCTION 1.1 Background The MYOB group ( MYOB ) is committed to maintaining
STAFF CODE OF CONDUCT 1. INTRODUCTION Our College will only succeed in achieving our objectives where we have the respect of our stakeholders, (including our students, parents and colleagues) and the communities
ASSOCIATED BANC-CORP CODE OF BUSINESS CONDUCT AND ETHICS Introduction This Code of Business Conduct and Ethics covers a wide range of business practices and procedures. It does not cover every issue that
Code of Conduct Toyota Material Handling UK Code of Conduct Page 2. 3. 4. 5. 6. 7-8. 9 10. 11-13. 14. 15. Contents Table of contents and definitions The Toyota mission Our core values How to use the code
CODE OF CONDUCT THE WBHO WAY.. If you are reading this, you are probably already part of the success that is WBHO. You will know that a big part of what makes our organisation special is that we have retained
CODE OF CONDUCT Document Management This document is available in multiple languages and may be updated from time to time. For the avoidance of doubt, it is therefore explicitly mentioned that the English
Networking Culture Ltd seeks to be a good corporate citizen in everything that it does. The principles encompassed in this policy cover all areas of the company s operations and have been developed and
LIBERTY HOLDINGS LIMITED CODE OF ETHICS 2 Our Liberty Holdings Limited and all its group and associate companies and subsidiaries (the company) are committed to maintaining the highest standards of ethical
Supplier Code of Conduct Contents 1.0 Introduction 4 2.0 Definitions 4 3.0 Our Code of Conduct at a Glance 5 4.0 The Code 5 4.1 Living the LSEG Values 5 4.2 Environmental Management 6 4.3 Human and Social
Ethics SouthernStyle CODE OF ETHICS E t h i c a l B e h a v i o r i s o u r S t a n d a r d Our Code of Ethics advises us on proper business conduct. It links our values Southern Style to the company s
OUR CODE OF BUSINESS CONDUCT AND ETHICS Introduction This Code of Business Conduct and Ethics covers a wide range of business practices and procedures. It does not cover every issue that may arise, but
October 2011 CONTENTS Page 1. INTRODUCTION A. About this Code 2 B. Who is the Code for? 2 C. Observing the Code 3 D. Interpreting this Code 3 2. OUR VALUES AND PRINCIPLES 3 3. OUR RELATIONSHIPS WITH STAKEHOLDERS
Message from the CEO It is vital that each of us understands our obligations under the Code. The Code of Conduct is an important document for all CS Energy employees and contractors. It clearly defines
BUSINESS ETHICS AND CODE OF CONDUCT The Countryside Group of Companies (the Group) is committed to the highest standards of business ethics and professional conduct. Maintaining a culture of honesty, trust
Date: June 2017 Ethics Code (incorporating the Business Code of Conduct and the Managing Company Property Policy) Policy owner/ issued by Group CEO Approved by Group Executive Team on behalf of the Board
CODE OF ETHICS AND CONDUCT PREFACE Green Mountain Power s Code of Ethics and Conduct is about doing the right thing acting honorably, treating each other with respect, and following the law. It s built
Code of Ethics Our Code of Ethics It guides behavior and makes Our Values come to life every day. These ethical guidelines apply to all of us, and remind us that how we do our jobs is just as important
MAIN PRINCIPLES Purpose of the Code of Conduct The aim of the Code of Conduct (Code) is to outline the standards of behaviour expected of all employees, volunteers, and contractors engaged by the PMSA.
Code of Conduct Enhancing Life and Liveability 2 Table of contents 1 About our Code of Conduct 1.1 Introduction 1.2 Our Code of Conduct 1.3 Who has to comply with the Code? 1.4 When does the Code apply?
Wallenius Wilhelmsen Logistics Code of Conduct Wallenius Wilhelmsen Logistics Code of Conduct 1 Our core asset is the people in our organisation 2 Wallenius Wilhelmsen Logistics Code of Conduct Dear Fellow
Business ethics and corporate social responsibility are issues that are extremely important to the ongoing success of any company. International Forest Products Limited s goal is to be a company that conducts
Deutsche Bank Code of Business Conduct and Ethics for Deutsche Bank Group Table of contents Our vision 1 Our Values and Beliefs 2 Safeguarding our Values and Beliefs 9 Adherence to this Code 10 Our vision
Code of Ethics CONTENTS 03 Introduction 04 The Code -Ensuring we do not act corruptly -Hospitality and gifts -Respecting international trade rules -Conflicts of interest -Buying and selling shares insider
OPG Supplier Code of Conduct Safety Integrity Excellence People and Citizenship Ontario Power Generation is an Ontario-based electricity generation company whose principal business is the generation and
Code of Conduct Our vision A company where the best people want to work. The world leader in chemical distribution, providing unparalleled connectivity between customers and suppliers. 2 Univar s guiding
Code of Conduct Code of Conduct SG Fleet Group Limited ABN 40 167 554 574 Adopted by the Board on 17 August 2015 1 17 August 2015 Dear Colleague The success of SG Fleet Group Limited and its subsidiaries
CODE OF CONDUCT AUSTRALIA CODE OF CONDUCT CONTENTS ENSURING INTEGRITY 1 Dishonest and Fraudulent Behaviour 1 Conflicts of Interest 2 Employment Outside the Group 2 Staff Business 2 Purchase of Goods and
THICAL PRINCIPLES OF THE MAERO GROUP The value of people TABLE OF CONTENTS MESSAGE FROM THE MANAGEMENT 2 OBJECTIVE AND SCOPE OF APPLICATION 3 HUMAN CAPITAL 4 OUR ORGANISATION 6 PRINCIPALS OF ACTION 7 COMPLIANCE,
Securitas Values and Ethics Code 1. General Principles Abiding by laws, maintaining high ethical standards and upholding our shared values play a prominent role in all of Securitas operations and provide
Ethical code statement A guide to how we conduct our business responsibly Our ethical code statement Our ethical code Our corporate values, ethical code statement and group policies are the guiding principles
Code of Conduct 02 Code of Conduct 1. DS Smith s Commitment, Principles & Values 1.1 DS Smith Plc ( DS Smith ) and its subsidiaries (the Group ) are committed to the highest ethical standards in the way
Code of Ethics and Conduct Policy Policy statement Transpower s purpose is to connect New Zealanders to their power system, through safe, smart solutions for today and tomorrow. In working to achieve our
A Message from Mike Metcalfe THE CODE OF CONDUCT Contents A Message from Mike Metcalfe A Message from Mike Metcalfe 3 What is our Code? 4 Values 5 Roles and responsibilities 6 Putting our Code into Practice
Code of Conduct Ratos is an investment company that acquires, develops and divests mainly unlisted Nordic companies. Over time, Ratos is to generate the highest possible return by actively exercising its
1 WHY THIS CODE OF CONDUCT? At Betafence we believe our success depends on relations based on trust and professionalism. This Code of Conduct guides us in building and maintaining these relationships with
Verisk Analytics, Inc. Code of Business Conduct and Ethics As Amended June 5, 2018 1. Introduction This Code of Business Conduct and Ethics ( Code ) has been adopted by our Board of Directors and summarizes
GENTING MALAYSIA BERHAD (58019-U) CODE OF CONDUCT AND ETHICS All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means,
Code of Business Conduct and Ethics Table of Contents Purpose... 1 Scope... 1 Policy... 2 Responsibilities... 8 Enforcement... 8 Review and Revision... 8 PURPOSE Pursuant to the Sarbanes-Oxley Act of 2002
CODE OF SUPPLIER RESPONSIBILITY The way we do business is based on our values Version 2.0 published May 2015 Code of Supplier Responsibility The way we do business is based on our values Code of Supplier
Communication on Progress Report 2016 Communication on Progress Report Communication on Progress Report in respect of Aspen s application of the United Nations Global Compact s 10 Principles for 2016 Group
SKL International Code of Conduct I. Introduction SKL International s Code of Conduct provides a framework to guide ethical conduct in a way that upholds the integrity and reputation of SKL International
April 2017 Supplier Code of Conduct 1. Introduction Canada Post Corporation (Canada Post), a federal Crown corporation, aims to maintain the confidence of all its stakeholders by minimizing legal, financial
Code of Conduct Collective guidance for everyone at SEMIKRON. Our principles of conduct. 11 28 63 10 01/2014 Our Code of Conduct is not a declaration of intent; it is a general guideline for good business
COMMUNICATION ON PROGRESS REPORT 2017 1 Aspen Pharmacare Holdings Limited Communication on Progress report Communication on Progress report in respect of Aspen s application of the United Nations Global
CODE OF CONDUCT FOR DOING BUSINESS WITH LINKEDIN TABLE OF CONTENTS INTRODUCTION 1 Expectations LINKEDIN VALUES 2 MAINTAINING BUSINESS INTEGRITY 3 Anti-Corruption Competition Laws PROMOTING TRANSPARENCY
Because we care. Code of Business Ethics and Conduct HOLDING OUR STANDARDS HIGH ALL TEAMMATES Teammates, For over 100 years, Midmark has built its position as a leader on integrity and trust. We strive
Supplier Code of Conduct Supplier Code of Conduct In everything we do, Workday is committed to the highest standards of social responsibility, environmental responsibility, and ethical conduct. We expect
The Gunnebo Code of Conduct 2 CEO s Introduction Gunnebo s vision is to become the leading global provider of a safer future. Realising that vision means becoming a world leader in every aspect of what
(as of January 28, 2013) Introduction This sets forth the guiding principles by which we operate Computer Programs and Systems, Inc. (the Company ) and conduct our daily business with our stockholders,
Dragon Oil Code of Conduct Leadership Message Dragon Oil has an ever-increasing multicultural workforce and asset portfolio across a number of countries. This rapid growth, together with an evolving regulatory
Code of Conduct Igniting Right Who are we? This is a vital question for every organization in today s fast moving world. And MTG s answer is clear we are a global digital entertainer and we believe that
For internal use only Code of Business Conduct & Ethics Date Author Senior Management Policy Owner Human Resources Policy Sponsor Chief Executive Officer Issuing Department Human Resources Initially Approved
Kier Group plc Business Ethics Policy Subject: Kier Group plc Business Ethics Policy Author: Compliance Document type: Policy Authorised by: Kier General Counsel & Company Secretary Version 3 Effective
CHARTER OF ETHICS GROUPE AUCHAN 1 2 MESSAGE FROM THE CEO Since the opening of its first hypermarket in 1961, Groupe Auchan has built its business around a core set of beliefs and deep-rooted values, including
CODE OF ETHICAL CONDUCT COMPLIANCE WITH LAWS BorgWarner's over-riding policy is to conduct all of its business and operations in complete compliance with all applicable laws and regulations. You are expected
Our Code of CONDUCT CONTENTS 1 Message from the Managing Director 2 The Code of Conduct 4 Our Vision 5 Our Values 6 Our Behaviours 7 The Principles of our Code of Conduct 10 Principle: We act in an ethical
URAC Code of Conduct December 10, 2015 Table of Contents I. Introduction... 3 II. URAC Values and Business Ethics... 3 Values... 3 Business Ethics... 3 III. Compliance with Laws and Regulations... 4 IV.
Workplace Health & Safety Policy Labour Solutions Australia is one of Australia s leading workforce management and labour hire companies. Labour Solutions Australia is committed to providing a safe work
Code of Conduct SAAB CODE OF CONDUCT ContEntS Saab a responsible company what does that mean?... 1 1. Introduction... 2 2. The Regulatory Framework... 3 3. Our workplaces... 4 4. Business ethics is the
Code of Ethical Conduct for the Sanlam Group Ian Kirk Group Chief Executive Officer The Sanlam Group has evolved into a diversified financial services group operating in an everchanging environment. However,
Code of Business Conduct Page 1 of 9 Our Mission 3 Our Core Value 3 The culture we want to build 4 The DSM : Three Dimensions 5 People: the human dimension 6 Planet: the environmental dimension 7 Profit:
SUPPLIER CODE OF CONDUCT At The Star Entertainment Group, we are committed to ensuring that everything we do minimises the impact on the environment and the communities in which we operate. In order to
CORE VALUES AND CODE OF CONDUCT CORE VALUES AND CODE OF CONDUCT Colorado Access, its subsidiaries and affiliated entities, are dedicated to providing access to high quality healthcare services to members
This document articulates ethical and behavioral guidance for all NGA Human Resources companies, employees, and business partners (such as suppliers, agents, vendors and sub-contractors). To help guide