Code of Conduct

This Code of Conduct defines the standards of ethical and professional behavior expected of every employee, contractor, intern, and director of [Company]. It applies during all working hours, while representing the company off-site, and on company communication channels.

This policy is the umbrella under which all other HR policies operate. Violations may result in disciplinary action up to and including termination of employment.

Employees must be truthful in all business dealings — with customers, vendors, regulators, and each other. We do not tolerate falsification of records, misrepresentation, or theft of company property or intellectual property.

Every employee deserves to work in an environment free of harassment, intimidation, or discrimination. Personal differences will be addressed professionally; disagreements will not become personal attacks. See the Anti-Harassment & Anti-Discrimination Policy for specific protections.

Employees must avoid situations where personal interests could conflict with company interests. This includes outside employment with competitors, gift-giving or receiving above $50 in value, and financial relationships with vendors. Disclose potential conflicts to HR or your manager promptly.

Company computers, vehicles, supplies, and time are for company business. Limited personal use is acceptable when it does not impact productivity or violate other policies. Misappropriation will be treated as theft.

Employees are expected to comply with all applicable federal, state, and local laws. Where this Code conflicts with law, the law prevails. When in doubt, ask HR or Legal before acting.

Employees who suspect a violation should report it to their manager, HR, or via the confidential ethics hotline. Retaliation against good-faith reporters is itself a Code violation. See the Whistleblower Protection Policy.

Every employee is required to read and sign this Code at hire and annually thereafter. The signed acknowledgement is filed in the personnel record.