CODE OF CONDUCT
Inotech Global Solutions is dedicated to upholding the highest legal and ethical standards in all our operations. We expect all employees, regardless of their position within the company, to strictly adhere to these obligations. Our commitment to integrity and fairness is only achievable when our employees acknowledge their responsibility to treat everyone with honesty and respect. Any employee failing to meet these responsibilities may face disciplinary action, which could include immediate termination.
All employees at Inotech Global Solutions are responsible for ensuring and monitoring compliance with this commitment. If any employee becomes aware of a violation of legal or ethical obligations, or witnesses any unfair treatment of personnel related to the company, they are required to report it immediately to the Human Resources Department. This enables us to promptly investigate and address any potential violations, ensuring that corrective measures are taken when necessary. By entrusting all employees with the responsibility to uphold our ethical standards, we maintain our reputation and integrity within the community.
Employees should report any information regarding this policy without fear of reprisal or retaliation. Reports can be made to the Human Resources Department in confidence, and Inotech Global Solutions will handle such information with confidentiality to the extent possible while fulfilling its obligations. Employees who prefer to remain anonymous can report information without revealing their identity.
CONFLICTS OF INTEREST
a) Inotech Global Solutions is engaged in a variety of activities aimed at promoting the best interests of our clients. As a company operating in various locations worldwide, we often work in conjunction with external programs and contracts. The reputation and relationships of Inotech Global Solutions with external organizations, individuals, and its employees are paramount. These relationships are often the result of long-term efforts and significant investments by the company.
b) Therefore, Inotech Global Solutions has a vested interest in all its business ventures and activities, necessitating policies that protect its financial interests and the employees who rely on the company’s continued success for their livelihoods. Employees are required to comply with this conflict of interest policy, recognizing the company’s right to demand their undivided loyalty.
c) Every employee of Inotech Global Solutions has a legal and ethical duty to prioritize the company’s best interests. Employees must avoid any actions or behaviors that conflict with the company’s interests or disrupt its relationships with customers, potential customers, or any external entities.
d) Employees must agree that, during and after their employment with Inotech Global Solutions, they will not interfere with the company’s relationships with any employee, consultant, representative, or external organization.
e) Protecting confidential information and trade secrets is crucial to Inotech Global Solutions, its clients, and the future security of its employees. Employees are prohibited from disclosing any trade secrets or confidential information. If exposed to sensitive or proprietary information, employees may be required to sign a Confidentiality Agreement. Improper disclosure of such information, whether or not an agreement is in place, may result in disciplinary action, including termination.
f) Inotech Global Solutions expects full-time employees to commit fully to their roles. Employees should not engage in outside activities or employment that interfere with their duties or create actual or perceived conflicts of interest. Employees uncertain about the impact of outside activities on their roles should consult with the Human Resources Department before proceeding.
g) Inotech Global Solutions reserves the right to address relationships not explicitly covered by this policy if they present actual or potential conflicts of interest. The company may take appropriate action, including reassignments, transfers, or disciplinary measures, to avoid such conflicts.
REPRESENTATION OF THE COMPANY
Being employed by Inotech Global Solutions does not automatically grant the right to represent the company publicly. This includes making statements to the press or issuing reference letters on behalf of the company. Only authorized personnel may act as representatives of Inotech Global Solutions.
TRADE SECRETS AND CONFIDENTIALITY AGREEMENT
Inotech Global Solutions demands the undivided loyalty of all its employees. Employees must avoid any actions that could create a conflict of interest or even the appearance of such a conflict. Protecting confidential, sensitive, and proprietary information is critical for the company, its workforce, and its clients. Employees must not use or disclose any confidential information without authorization or in a way that could harm the company’s interests.
ACCEPTANCE OF GIFTS
Employees are not permitted to accept personal gifts or benefits from customers or suppliers without prior approval from management.
ABSENTEEISM AND TARDINESS
a) Employees are expected to report to work on time every day, except in cases of illness or approved leave. Absenteeism and tardiness disrupt proper work scheduling and impose additional burdens on colleagues.
b) Employees should notify their immediate supervisor in advance of any absence. In unforeseen circumstances, efforts should be made to inform the supervisor as early as possible.
c) Unauthorized leave will result in disciplinary action. The company reserves the right to terminate the employment contract if an employee is absent without approval for two consecutive days.
STANDARD OF PERSONAL AND PROFESSIONAL CONDUCT
Inotech Global Solutions requires that all business activities be conducted with the highest legal and ethical standards. This policy outlines the basic principles and guidelines employees must follow in conducting business and representing the company.
Employees are expected to:
Promote the company’s positive image, both on and off company premises.
Avoid conflicts of interest and any actions that could be perceived as improper.
Uphold the integrity and reputation of the company in all dealings.
Avoid any conduct that could bring embarrassment or disrepute to the company.
Examples of impermissible conduct that may result in disciplinary action, including termination, include:
Dishonesty, such as falsifying records.
Disclosure of confidential information or trade secrets.
Working for a competitor or establishing a competing business.
Engaging in harassment or violence.
Insubordination or refusal to perform assigned tasks.
Theft or misuse of company property.
Possessing firearms or dangerous weapons on company property.
Using illegal substances on company property or reporting to work under the influence.
Violating safety regulations.
Excessive absenteeism or tardiness.
Unsatisfactory performance.