Vertic Code of Conduct Policy
This Code of Ethics and Business Conduct (“Code”) has been approved by the Vertic Directors for use within the company and other managed entities.
The principles in this Code are to serve you as a guide to help in ensuring that sound, ethical decisions are made that are in the best interests of Vertic. However, you should recognise that the Code does not provide a set of rules to cover every situation or challenge you may face. You should understand the principles laid out in this document, and use them to guide your individual behaviour, and in doing so set an example for others to follow.
The principles of the Code are taken very seriously by management and any departure from it is unacceptable. As an employee of Vertic, you must, therefore, strive to maintain the high standards of business ethics and personal integrity that the Code requires. You are expected to become familiar with the Code and to apply these principles in the daily performance of your job responsibilities.
1.1 Code of Ethics
As a Vertic employee, you must ensure you have the conviction to embrace the highest standard of honesty, integrity and ethical behaviour. You must promise only what you can reasonably expect to deliver. You must strive to keep your commitments. You must not engage in activities that create, or even appear to create, conflict between personal interests and the interests of Vertic. You must always tell the truth.
High standards of personal integrity, must guide your conduct. Your fellow employees, Vertic’s owners, customers, and those with whom Vertic does business, must be able to trust what you say and to believe that you will always keep your word.
1.2 Code of Conduct - Employees
1.2.1 Respect for Individuals
Vertic seeks to promote a working environment free of unlawful intimidation and harassment. As an employee, you should speak out if you observe conduct that runs contrary to this principle. You are also expected to be sensitive and respectful of the legitimate concerns, values and preferences of others.
1.2.2 Respect for Diversity
Vertic pride ourselves on our successful delivery of diversity and equality within our organisation and to our clients. We believe diversity in Consulting is critical to learning and delivering global good practices for our clients.
Diversity is the variety of unique skills, abilities, experiences and cultural backgrounds that enables people to achieve superior business and personal results. In accordance with its legal obligations:
Vertic is committed to recognising the talents and job performance of its employees and values the contributions that come from people with different backgrounds and perspectives.
Vertic recognises that this diversity brings many benefits, for instance, ways of thinking and approaches to decision-making that can strengthen Vertic and make us more successful.
Vertic values highly the differences among individuals, and welcomes diversity within the workforce.
Vertic supports and obeys laws that prohibit discrimination everywhere that Vertic does business.
Vertic has policies and planning efforts that are designed to help Vertic implement its equal employment opportunity objectives. All levels of supervision are responsible for monitoring and complying with Vertic’s policies and procedures for handling employee complaints concerning unlawful harassment, bullying or discrimination.
Vertic is committed to ensuring opportunities for all employees to develop their abilities and contribute to Vertic’s success.
Further to this, Vertic have a People framework FAIR that ensures that all staff regardless of gender, nationality, age, health etc are considered for roles to ensure that Vertic always hire/promote the best person on basis of their ability to add value to our organisation, without prejudice. This includes creating a working environment that:
F - Free from discrimination
A- Avoids personal bias
I – Inspires each of us to be the best we can be
R – Rejects and reacts swiftly to any violation of these company’s values
1.2.2.1 Discrimination
Discrimination can be done directly or indirectly. In many locations, it is against the law for someone to discriminate against you because of a personal characteristic that you have, or someone assumes that you have. These personal characteristics are things like age, race, disability, physical features and political beliefs.
It is also against the law to sexually harass or victimise someone, or to vilify someone because of their race or religion.
For avoidance of doubt discrimination will not be tolerated in Vertic, which includes prejudice from:
disability (including physical, sensory and intellectual disability, work related injury, medical conditions, and mental, psychological and learning disabilities)
gender identity, lawful sexual activity and sexual orientation
race (including colour, nationality, ethnicity and ethnic origin)
sexual orientation
personal association with someone who has, or is assumed to have, one of these personal characteristics.
1.2.2.2 Sexual Harassment
Sexual harassment is against the law and some types of sexual harassment can also be a criminal offence. These include indecent exposure, stalking and sexual assault, as well as obscene or threatening phone calls, letters, emails, text messages and posts on social networking sites.
Sexual harassment is unwelcome sexual behaviour, which could be expected to make a person feel offended, humiliated or intimidated. Sexual harassment can be physical, verbal or written
For avoidance of doubt, sexual harassment of any nature will not be tolerated in Vertic, which includes:
comments about a person’s private life or the way they look
sexually suggestive behaviour, such as leering or staring
brushing up against someone, touching, fondling or hugging
sexually suggestive comments or jokes
displaying offensive screen savers, photos, calendars or objects
repeated requests to go out
requests for sex
sexually explicit emails, text messages or posts on social networking sites.
A single incident is enough to constitute sexual harassment – it doesn’t have to be repeated.
1.2.3 Job Performance
Employees are selected and placed based on their personal qualifications, attributes and skills for the job. J&M expects all employees to give their best efforts, learn from their successes and setbacks, and pursue opportunities to improve their performance on their own initiative, as well as through learning programs offered by Vertic.
Vertic encourages self-development and will assist employees in mastering their current jobs and improving their job skills. Vertic rewards employees based on the quality of the work they do and the contributions they make to the Vertic Group and the work environment.
1.2.4 Employee Health and Safety
In accordance with legal obligations, Vertic actively promotes the health and safety of employees with policies and practical programs that help individuals safeguard themselves and their co-workers. Vertic believes a safe working environment is paramount and that a healthy, productive workforce contributes significantly to Vertic’s performance and success. All employees have a responsibility to ensure that Vertic’s products, services and operations, meet applicable government health and safety standards, and Vertic standards.
Vertic expects employees to make themselves aware of and comply with all client related OH&S policies.
1.2.5 Dealing with Third Parties
Vertic’s strength and longevity are the result of the ability to sustain long-lasting, mutually rewarding relationships with customers, suppliers, investors, and others with whom Vertic does business. Vertic will continuously work to strengthen these relationships, to listen, learn, and innovate, through conscientious, trustworthy behaviour and constant attention to the results and quality of work.
It is expected that Vertic employees, always, behave honestly free of deception or fraudulent conduct.
1.2.6 Customer Relationships
Vertic has built its reputation by listening to customers, understanding their needs, and delivering products and services that help them succeed. The customers of Vertic expect the best and all employees must ensure that individual decisions and actions contribute to a positive perception of Vertic, enhance customers’ satisfaction, and promote their loyalty. All employees must aim to deliver the highest possible value in the products and services offered to Vertic’s customers. Vertic’s commitment to continuous improvement makes that possible.
1.2.7 Investor Relationships
Vertic grows by constantly promoting the long-term interests of owners and shareholders. Vertic strives to do this through sustained growth, profitability and protection of assets. Vertic keeps investors, clients, employees informed on a timely basis through release of relevant information about Vertic. Information should only be released by authorised employees after approval has been received by the Vertic Board or that Board’s delegated representatives. In releasing information about Vertic, employees must make every effort to ensure that full disclosure is made to everyone without preference or favouritism to any individual or group.
1.2.8 Supplier and Other Relationships
Vertic works with many other companies and organisations. Vertic seeks strong, mutually rewarding business relationships with those who can enhance the quality of Vertic’s products and services. Vertic looks for suppliers and business allies who demonstrate strong values and ethical principles and who support the commitment to quality. Vertic avoids those who violate the law or fail to comply with sound business practices.
No supplier is required to buy Vertic products in order to compete for business or to continue as a supplier. Vertic encourages fair competition amongst potential suppliers, contractors, and other vendors.
1.2.9 World Wide Business Practices
Vertic acknowledge the wide diversity that exists among the social customs and cultural traditions of the countries in which Vertic may operate. Vertic respects such differences, and to the extent that Vertic can do so in keeping with the principles of this Code, it will maintain the flexibility to adapt business practices to social and cultural differences. Vertic will leverage the global experiences of others to achieve the best results for Vertic.
1.2.10 Environmental Responsibility
Vertic strive to contribute toward a global environment in which all people live healthy, productive lives, now and in the future. Vertic understands that products and services must support sustainable development of global resources and that they are expected to conform to applicable regulations and standards wherever they are sold. At all times, Vertic endeavours to maintain environmentally sound policies and practices for all activities and strives to provide customers with products and services that are both safe and environmentally friendly. All employees are required to be alert to these environmental policies and must be familiar with environmental laws, applicable to their areas of business. Where appropriate Vertic has implemented environmental reporting systems to ensure that the activities of Vertic’s businesses are conducted in compliance with relevant environmental legislation and regulations. Employees are required to ensure that the proper reporting systems are followed and that all possible steps are taken to adhere to the environmental laws and requirements.
Vertic will educate and encourage customers to use and enjoy products and services in environmentally responsible ways.
1.2.11 Vertic and the Community
As individuals and Vertic, we contribute significant time and resources to promoting the health, welfare, and economic stability of the communities in which Vertic operates. Vertic and its employees support selected charities and community organisations.
1.2.12 Ownership and Investment
J&M investments must be compatible with social and economic priorities, local laws, customs, and the traditions where Vertic operates. In all cases, conduct should promote acceptance and respect for Vertic. Vertic also expects that any country in which they do business will recognise the need for stability, growth, and business success, and that they will honour their agreements, including those relating to rights and properties of citizens of other nations.
1.2.13 Competitive Conduct
In accordance with its legal obligations, Vertic believes that fair competition is fundamental to free enterprise. In relationships with competitors, suppliers and customers, employees must avoid arrangements that restrict Vertic’s ability to compete with others. There must be no arrangements or understandings with competitors affecting prices, terms upon which products are sold, or the number and type of products offered or sold.
Vertic supports laws that prohibit restraint of trade, unfair practices, corruption, or abuse of economic power, and all employees must abide by them. Vertic trusts that governments will make and apply such laws clearly and uniformly.
1.2.14 Whistleblowing
Vertic is committed to supporting employees who make a genuine complaint about non-compliant, suspicious or unethical conduct by other employees of Vertic, regardless of seniority of those involved in the alleged conduct. Vertic’s commitment includes the promise to protect the confidentiality and position of employees wishing to raise serious matters that affect the integrity of Vertic.
However, it is also of the utmost importance that complaints are made frankly, honestly and without any ulterior motive. If a complaint is untruthful, malicious or has an ulterior motive, then this may be grounds for disciplinary action.
1.2.15 Conflict of Interest
Vertic recognises and respects the rights of employees to maintain financial interests in outside investments, businesses or other activities so long as those activities are legal and do not impair, interfere or conflict with the conscientious performance of duties and do not involve damage or misuse of Vertic’s name, trademarks, or reputation. In all business relationships with outside persons or organisations, and in all personal business undertakings, employees of Vertic are required to avoid personal transactions, situations or involvements in which personal interests actually conflict with, or may have the appearance of conflicting with, those of Vertic.
1.2.16 Safeguarding Assets
To remain competitive and to serve the interests of the owners, Vertic goes to great lengths to preserve, protect, and use responsibly all assets. This includes tangible as well as intangible assets, such as brands, trade secrets, technology, business information, and intellectual property. Vertic employees have a personal responsibility to safeguard Vertic’s assets from loss, theft, or misuse, and to use every available means, electronic, technical, physical, procedural, and legal, to protect these assets at all times.
Employees are required to protect Vertic’s intellectual assets, such as trade secrets, confidential financial information, new product development plans, and other sensitive corporate and personal information, through careful attention to interpersonal communication, the secure use of all communications media and, where appropriate, legally enforceable agreements.
Employees must not make unauthorised disclosure of trade secrets, confidential or sensitive information belonging to Vertic, customers, or suppliers, either during employment by Vertic or thereafter. In a similar manner while Vertic may hire individuals who have knowledge and experience in various technical areas, Vertic does not employ people as a means of gaining access to trade secrets and sensitive information of others and employees will not be asked to reveal confidences.
1.2.17 Improper Payments
In dealing with public officials, other corporations, and private citizens, all Vertic employees must adhere to ethical business practices. No Vertic employee must be influenced by, or seek to influence others, either directly or indirectly, by paying or receiving bribes or kickbacks, or by any other measure that is unethical or will tarnish Vertic’s reputation for honesty and integrity. Even the appearance of such conduct must be avoided.
Employees must avoid payment of gratuities or “tips” to public officials to expedite or obtain routine governmental actions, except where such practices are lawful and customary. In such cases, payments must be limited to customary amounts.
Employees must also not accept gifts, favours, or entertainment that obligate or appear to obligate employees or Vertic to act in any way contrary to the law or Vertic’s ethical business practices
1.2.18 Financial Reports and Accounting Records
The owners and others have a legitimate interest in Vertic financial and accounting information. The integrity of the Vertic financial reporting and accounting records is based on validity, accuracy, and completeness of information supporting entries to Vertic’s books of account. Vertic will ensure every accounting or financial entry accurately reflects that which is described by the supporting information. Vertic expects employees involved in creating, processing, or recording such information to be personally responsible for its integrity. Employees have a responsibility to ensure that false or intentionally misleading entries are not made. The same standards of integrity that apply to external financial reporting also apply to the financial statements that are used as internal management tools.
1.2.19 Inside Information
Any employee who has undisclosed information about Vertic must not use it for personal gain or provide it to others. Such information which may include, certain financial data, technical materials, and future plans, may have significant value to others and therefore must always be kept confidential. In addition, an employee who has undisclosed information about a supplier, customer, or competitor should not trade in that company’s shares. We expect all employees, their families, and others whose relationships with Vertic give them access to such information to comply with these principles.
1.2.20 Political Contributions and Participation
Vertic encourages employees to participate in public matters and political processes according to their individual beliefs. However, no political contribution shall be made by or on behalf of Vertic by any employee without the direct approval of the Vertic Chairman.
1.2.21 Public Communication
The public’s acceptance of Vertic’s conduct is just as important as customers’ acceptance of Vertic’s products and services. Therefore it imperative that Vertic responds to public inquiries from the media, governments, and others, with prompt, courteous, honest answers through members of the executive team and/or employees who are authorised to speak publicly on behalf of Vertic.
1.2.22 Computer & COMMUNICATIONS
Computer and communications usage is covered in a separate policy.
1.2.23 Computer Surveillance
Employee use of Vertic’s computers, information technology resources (including computer related software) and computer network may be monitored, either in real time or through the collection and storage of data and information on the individual computers and/or the network. This includes all internet and email usage. Most commonly, this data and information is recorded through normal computer operations (including the storage of temporary files, cache memory and usage logs) but may also include other forms of software installed by Vertic (or on Vertic’s behalf) from time to time.
When using a Vertic computer, information technology resources and the computer network, all employees should at all times assume that usage is being monitored and/or recorded and that such data and information may be reviewed by Vertic.
Vertic also reserves the right to block access to internet sites which it regards as inappropriate.
1.2.24 Other matters
This Code is not a term of any contract, including any contract of employment. This Code may be varied by Vertic from time to time, in its absolute discretion.
1.3 Failure to comply
1.3.1 Disciplinary Action
Any breach of this Policy or failure to act within the spirit of this Policy will be viewed seriously and will be subject to disciplinary action which may include termination of employment with Vertic.
1.3.2 INCIDENT REPORTING AND MANAGEMENT
Where a staff member becomes aware of a breach, actual or perceived, they are to complete an Incident form located on Sharepoint. Every incident reported will be immediately be investigated thoroughly, with the findings advised to the Board of Directors for a course of action.