Code of Conduct
1. CODE OF ETHICS & BUSINESS CONDUCT AND LEGAL RESPONSIBILITIES
- Our code of ethics
- We maintain high standards of ethics and honesty
- We demonstrate a commitment to integrity and respect
- We committed to success
- We show pride is our business
- We make people feel valued and appreciated
5-1 Code Of Ethics & Business Conduct
To create a progressive and learning environment, by turning challenges into goals and achievements through a transparent and customized solution.
- Skill, care and diligence
- Management and control
- Financial prudence
- Market conduct
- Customers’ interests
- Communications with Customers
- Conflicts of interest
- Customers: relationships of trust
- Customers’ assets
- Relations with regulators
- Committed in delivering results as per requirements and regulations
- We serve clients as our business alliance/partners
- Meeting timelines - quotations, contract letters, payment of salaries and payment of advances especially for travel even in a matter of few hours.
- Integrity, Loyalty & dignity – We build strong and long term relationships with our customers, stakeholders and associates in an environment with a sense of honesty and mutual respect for others.
- Creativity and Innovation – we value the cultural and ethnic diversity of our employees and encourage new and diverse ideas into our organization.
- The only constant that we truly respect is “CHANGE” – and look to evolve and improve ourselves.
- Extensive detailed reporting related to - employees, insurance, travel and other areas of CWF services
- To take Human Resource Outsourcing professionally by facilitating our customers at every step of the way, and on a constant look out for passionate employees for our employers.
- Build Trust and Credibility
- Success of Alpha’s business is dependent on the trust and confidence of our employees and customers. Credibility is gain by holding our commitments, displaying honesty and integrity. Ultimately, Alpha will be judged on what Alpha do.
- Respect for the Individual
- Every employee deserves to work in an environment where she/he is treated with dignity and respect. Alpha is committed to creating such an environment because it brings out the full potential in each employee, which, in turn, contributes directly to our business success.
- Alpha is an equal employment employer and is committed to providing a workplace that is free of discrimination of all types from abusive, offensive or harassing behavior. Any employee who feels harassed or discriminated against should report the incident to his/her supervisor or human resources.
- Alpha is committed to ethical, fair and enthusiastic competition. Alpha offers services based on their merit, superior quality, functionality and competitive pricing. Alpha will not improperly cooperate or coordinate activities with competitors.
- Corporate Recordkeeping
- Alpha creates, retains and disposes of company records as part of our normal course of business in compliance with all its policies and procedures, as well as all regulatory and legal requirements.
- All corporate records are true, accurate and complete, and data is promptly and accurately entered in our books/records in accordance with Alpha’s and other applicable accounting principles.
- Alpha do not improperly influence, manipulate or mislead any unauthorized audit, nor interfere with any auditor engaged to perform an internal independent audit of company’s books, records, processes or internal controls.
- Alpha’s each and every employee is responsible for knowing and adhering to the values and standards set forth in this Code and for raising questions if they are uncertain about company policy. If any employee is concerned whether the standards are being met or are aware of violations of the Code, she/he must contact the HR department.
- Alpha takes seriously the standards set forth in the Code, and violations are cause for disciplinary action up to and including termination of employment.
- Be Loyal
- Confidential and Proprietary Information
- Integral to Alpha’s business success is our protection of confidential company information, as well as nonpublic information entrusted to us by employees, customers and other business partners. Confidential and proprietary information includes such things as pricing and financial data, customer names/addresses or nonpublic information about other companies, including current or potential supplier and vendors. We will not disclose confidential and nonpublic information without a valid business purpose and proper authorization.
- Use of Company Resources
- Alpha’s resources, including time, material, equipment and information, are provided for company business use. Nonetheless, occasional personal use is permissible as long as it does not affect job performance or cause a disruption to the workplace. Employees and those who represent [Company Name] are trusted to behave responsibly and use good judgment to conserve company resources. Managers are responsible for the resources assigned to their departments and are empowered to resolve issues concerning their proper use.
- Any employee will not use company equipment such as computers, copiers and fax machines in the conduct of an outside business or in support of any religious, political or other outside daily activity, except for company-requested support to nonprofit organizations.
- Do the Right Thing
- Several key questions can help identify situations that may be unethical, inappropriate or illegal. Emvry employee should ask her/himself:
- Does what I am doing comply with the Alpha’s guiding principles, Code of Conduct and company policies?
- Have I been asked to misrepresent information or deviate from normal procedure?
- Would I feel comfortable describing my decision at a staff meeting?
- How would it look if it made the headlines?
- Am I being loyal to my family, my company and myself?
- What would I tell my child to do?
- Is this the right thing to do?
- Avoid Conflicts of Interest
- Employees must avoid any relationship or activity that might weaken, or even appear to impair, ability to make objective and fair decisions when performing jobs. Sometimes employee take business actions on behalf of company, may conflict with employee’s own personal or family interests because of the course of action that is best for any employee personally may not also be the best course of action for company. Employees must never use Alpha’s property or information for personal gain.
- Gifts, Gratuities and Business Courtesies
- Alpha is committed to competing solely on a merit of services. Employees should avoid any actions that create a perception that favorable treatment of outside entities. Alpha will neither give nor accept business courtesies that constitute, or could reasonably be perceived as constituting, unfair business inducements that would violate law, policies and procedures of Alpha or customers, or would cause embarrassment or reflect negatively on Alpha’s reputation.
- Meals, Refreshments and Entertainment
- Employees may accept occasional meals, refreshments, entertainment and similar business courtesies that are shared with the person who has offered to pay for the meal or entertainment, provided that:
- They are not inappropriately lavish or excessive.
- The courtesies are not frequent and do not reflect a pattern of frequent acceptance of courtesies from the same person or entity.
- The courtesy does not create the appearance of an attempt to influence business decisions, such as accepting courtesies or entertainment from a supplier whose contract is expiring in the near future.
- The employee accepting the business courtesy would not feel uncomfortable discussing the courtesy with his or her manager or co-worker or having the courtesies known by the public.
- Employees may accept unsolicited gifts, other than money, that conform to the reasonable ethical practices of the marketplace, including:
- Flowers, fruit baskets and other modest presents that commemorate a special occasion.
- Gifts of nominal value, such as calendars, pens, mugs, caps and t-shirts (or other novelty, advertising or promotional items).
- Offering Business Courtesies
- Any employee who offers a business courtesy must assure that it cannot reasonably be interpreted as an attempt to gain an unfair business advantage or otherwise reflect negatively upon [Company Name]. An employee may never use personal funds or resources to do something that cannot be done with [Company Name] resources. Accounting for business courtesies must be done in accordance with approved company procedures.
- Other than to our government customers, for whom special rules apply, we may provide nonmonetary gifts (i.e., company logo apparel or similar promotional items) to our customers. Further, management may approve other courtesies, including meals, refreshments or entertainment of reasonable value, provided that:
- The practice does not violate any law or regulation or the standards of conduct of the recipient’s organization.
- The business courtesy is consistent with industry practice, is infrequent in nature and is not lavish.
- The business courtesy is properly reflected on the books and records of [Company Name].
- Work Performance
- Insubordination, including disobedience, or failure or refusal to carry out assignments or instructions.
- Loafing, loitering, sleeping or engaging in unauthorized personal business.
- Unauthorized disclosure of confidential information or records.
- Falsifying records or giving false information to other state agencies or to employees responsible for record keeping.
- Failure to provide accurate and complete information whenever such information is required by an authorized person.
- Failure to comply with health, safety and sanitation requirements, rules and regulations.
- Negligence in performance of assigned duties.
- Attendance and Punctuality
- Failure to report promptly at the starting time of a shift or leaving before the scheduled quitting time of a shift without the specific approval of the supervisor.
- Unexcused or excessive absenteeism.
- Failure to observe the time limits and scheduling of lunch, rest or wash-up periods.
- Failure to notify the supervisor promptly of unanticipated absence or tardiness.
- Use of Property
- Unauthorized or improper use of company’s property or equipment, including vehicles, telephone or mail service.
- Unauthorized possession or removal of company’s or another person's private property.
- Unauthorized posting or removal of notices or signs from bulletin boards.
- Unauthorized use, lending, borrowing or duplicating of company’s keys.
- Unauthorized entry to property, including unauthorized entry outside of Assigned hours of work or entry to restricted areas.
- Personal Actions and Appearance
- Threatening, attempting, or doing bodily harm to another person.
- Threatening, intimidating, interfering with, or using abusive language towards others.
- Unauthorized possession of weapons.
- Making false or cruel statements concerning other employees or management of Alpha
- Reporting for work or use of alcoholic beverages or illegal drugs during working hours.
- Inappropriate dress or lack of personal hygiene that adversely affects proper performance of duties or constitutes a health or safety hazard.
- Unauthorized or improper use or possession of uniforms, identification cards, badges, or permits.
- Failure to exercise good judgment, or being discourteous, in dealing with fellow employees and management
- The following are considered acts of misconduct and the employees will face disciplinary action if found indulging in any of the following:
- Willful in subordination or disobedience, whether alone or in combination with others to any of the lawful and reasonable order or orders of the superiors.
- Theft, fraud or misappropriation of company's funds dishonesty in connection with the employer's business or property.
- Theft of property of another workman / employee within the premises of the company.
- Willful damage to or loss of Alpha’s goods or property.
- Taking or giving of any illegal gratifications.
- Habitual late attendance or late attendance on more than 3 occasions in a month.
- Habitual breach of any order or rules and regulations or instructions for maintenance and running of any department or the maintenance of cleanliness of any portion of the company.
- Misbehavior towards customers and visitors.
- Riotous or disorderly behavior towards superiors, co-workers during working hours in the premises of business of the company or outside or any act subversive of discipline in connection with work of Alpha
- Habitual absence from work without sanction of leave or absence without sanction of leave for more than 8 working days.
- Habitual negligence or neglect of work.
- Striking work singly or in combination with others or inciting others to strike work in contravention of the provisions of any law or rule having the forces of law/or any contract including the implied contract of appointment to attend and to work.
- Tempering with any records, evidence, threatening the witnesses, falsifying or refusing to give testimony when incidents in the undertaking or other matters are being investigated or being considered.
- False statements made or particulars given in his application form for appointment or when called upon by the management to make true statements of any fact in connection with any matter connected with the work or business of the company.
- Sleeping while on duty.
- Absenting from work spot without proper authority and/ or permission during duty hours or idling away.
- Adopting, participation, instigating, encouraging abetting go slow tactics.
- Carrying lethal weapons, fighting or attempting bodily injury to other workman.
- Drunkenness or conduct which violates common decency and morality.
- Assaulting, abusing, threatening or intimidating, besieging any superior or any other workman / employee of the company, whether inside or outside the Alpha in connection with the work / business of the company.
- Besiege or wrongful confinement or coercion of staff / employee.
- Playing cards and gambling within the premises.
- Smoking and / or spitting within the premises of the company other than at the place where permitted.
- Refusing to sign a statement or declaration given by himself or to receive or sign notices, warnings, memo etc., issued or given by any superior or the manager.
- Conviction for any offence by a court of law, involving moral turpitude.
- Obtaining leave on being sick and during the same period working elsewhere or attempting to obtain work elsewhere or obtain leave on false pretext.
- Obstructing, preventing or intimidating any person from attending his or their normal work or from seeking employment.
- Engaging in activities or giving false statement before any person or authority with the intention to cheat the company.
- Refusal to submit for search or search on suspicion of theft of company's property.
- Collection of any money within the premises for purpose not sanctioned by the management.
- Handling any machinery apparatus not entrusted to his charge.
- Refusal to work overtime due to exigencies of work.
- Unauthorized disclosure, to any person, of any information with regard to the process of the company, which may come in the possession of workman in the course of his work.
- Canvassing for union membership or for the collection of union dues inside the premises of the Alpha company during the working hours of the company.
- Holding meeting or shouting slogans or leading processions or demonstrations inside the premises of the company or distributing or accepting inside the premises hand bills, notices or pasting posters, abusing any superiors in the company.
- Engaging in private work or trade within the premises of the company.
- Refusal to submit for medical examination when directed to do so by the manager.
- Failure to observe safety instructions notified by the employer or interference with any safety device installed within the company.
- While in employment, working for any other employer for any consideration or otherwise.
- Failure to furnish the management with the certificate of fitness.
- Logging attendance of any other workman / employee or to falsify the records in any manner in respect of attendance or Payment of Wages.
- Habitually remaining in toilets for unreasonably long periods of time.
- Falsifying and tampering with any official records.
5-2 Legal Responsibilities
Alpha’s commitment to integrity begins with complying with laws, rules and regulations where we do business. Further, each of us must have an understanding of the company policies, laws, rules and regulations that apply to our specific roles. If we are unsure of whether a contemplated action is permitted by law or [Company Name] policy, we should seek the advice from the resource expert. We are responsible for preventing violations of law and for speaking up if we see possible violations.
Because of the nature of our business, some legal requirements warrant specific mention here.
5-3 Prohibited Harassment
Any form of discrimination that occurs when verbal or physical conduct based on an individual’s protected status unreasonably interferes with that individual’s work or performance or creates a hostile work or office environment for that individual, including affecting his/her personal safety or participation in business related activities.
- Harassment is any type of behaviour that:
- the other person does not want and does not return
- offends, embarrasses, or scares them, and may be either sexual or non sexual in nature
- targets them because of their race, sex, pregnancy, or other protected attribute under the law
- constitutes a form of bullying
- harassment does not have to be a series of incidents or an ongoing pattern of behaviour. Neither does harassment need to be intentional to attract disciplinary action. Harassment can occur in any work related context including:
- Social functions
- Office social gatherings
- Business trips
- Harassment and discrimination form part of a continuum of unacceptable behaviour that can include sexual assault, stalking and harassing phone calls, some of which are also against criminal law, which means the police may prosecute anyone who commits such acts.
- Fair discipline, performance counselling or workplace control practices based only on performance issues do not, in themselves, constitute harassment.
5-3-1 Hostile Environment Harassment
Unwelcome conduct by an individual(s) against another individual based upon protected status that is sufficiently severe or pervasive that it alters the conditions of education or employment and creates an environment that a reasonable person would find intimidating, hostile, or offensive.
The determination of whether an environment is hostile must be based on all of the circumstances. These circumstances could include the severity of the conduct, the frequency of the conduct, and whether it is threatening or offensive. An isolated incident unless extremely severe will usually not amount to hostile environment harassment.
Because sexual harassment has been more thoroughly defined in the law than harassment based upon other protected categories, the following definition of sexual harassment is included in this Policy
5-3-2 Sexual Harassment
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct when:
- Submission to such conduct is made, explicitly or implicitly, a term or condition of any employee’s career, employment, or participation in a business activity
- Submission to, or rejection of, such conduct by an individual is used as the basis for decisions affecting that employee’s career standing, employment status, or participation in company activity (this is commonly referred to as “Quid Pro Quo” Harassment); or
- Such conduct unreasonably affects or interferes with any employee’s career or work performance or creates an intimidating, hostile, or offensive environment.
5-4 Ethics Training
The top, middle management and HR office develops and provides ethics training upon request and availability.
The above guidelines and code of conduct are to be followed by each Alpha employee irrespective of his / her level and department. These guidelines, policies and code of conduct are designed to make sure that Alpha and its employees carry out their responsibilities, ethically and honestly. All employees must follow these throughout their tenure.
Alpha lays great emphasis on this code of conduct guidelines and believes that these are critical in ensuring a constructive and positive work environment, along with portraying a good image of Alpha to outside world. Hence, company will not tolerate any violations and appropriate disciplinary action will be taken against any employee found to be violating these. Alpha’s management will decide on the nature of such disciplinary action on a case to case to basis depending on the severity of the violation.
Alpha will investigate all reported instances of questionable or unethical behavior. In every instance where improper behavior is found to have occurred, the company will take appropriate action. We will not tolerate
Information and Resources
Director of Human Resources