Doing things right and honorably is one of our most important values at Attributy.
We work hard every day to achieve our purpose: to provide services that are well designed, with ethics and integrity in mind. Each day we come together to make this happen. Whether we are working with Attributy people, corporate affiliates, or contingent workers, we are dependent on each other to be mindful of and respect our ethical responsibility.
We only work with partners and associates who have impeccable human rights records and high integrity and monitor our entire operation to comply with our Code of Conduct.
All Attributy partners – direct and indirect – make an important impact in shaping the reputation and maintaining open, transparent company culture. It is expected that all Attributy partners commit to and abide by the legal, ethical, and business standards outlined in this document.
Many thanks for upholding our values and helping us be the best service provider we can be.
Andreas Eisermann, President & CEO
The trust that our customers, communities, and people place in Attributy and our high standards of ethical behavior are fundamental to everything we do. It is important that we have a frame of reference for decisions we make every day. Our Code of Conduct can guide us, no matter where we are or what we do. It is how we do business.
The Code of Conduct reinforces the importance of conducting business within the framework of professional standards, laws, and regulations, together with our policies, values, and standards. It outlines the values and behaviors that define how we do business. It holds us accountable to be open-minded and responsive and to give our best.
What we achieve at Attributy is entirely dependent on how we all individually put our purpose and our values in the center of everything we do – every day, in every action. Let us encourage collaboration, cultivate curiosity and innovation, act with integrity, and continually foster a sense of care.
When making a decision, ask yourself the following:
The company encourages all employees to ask questions and raise issues without fear of retaliation. We are committed to treating reports seriously and investigating them thoroughly.
Employees must report suspected unethical, illegal, or suspicious behavior immediately. The company does not tolerate retaliation against anyone who makes a good faith report of suspected misconduct or otherwise assists with an investigation or audit.
To report a concern:
Employees who report a concern in good faith cannot be subjected to any adverse employment action, including:
Attributy is a fair quality workplace built on diversity and equal opportunity. We will not tolerate discrimination based on gender, race, color, nationality, ethnic or national origin, ancestry, citizenship, religion, age, physical or mental disability, medical condition, sexual orientation, veteran status, marital status, genetic information, or any other category protected under applicable federal, state, or local law.
We do not tolerate harassment, discrimination, or any mistreatment by or of Attributy workers (including individual contributors, managers, and contingent workers), guests, clients, or agency partners in the workplace or a work-related situation. Treat all fellow employees, customers, business partners, and other stakeholders with dignity and respect at all times.
Any type of harassment, including physical, sexual, verbal, or other, is prohibited and can result in disciplinary action up to and including termination. If you suspect harassment, discrimination, or bullying has occurred, you are encouraged - and managers are required - to immediately provide a written or oral complaint to our Human Resources Department.
Harassment can include actions, language, written words, or objects that create an intimidating or hostile work environment, such as:
We are committed to ensuring that our employees, our contractors and our customers work in safe and respectful environment that is free of bullying. Bullying can include:
A conflict of interest can occur when an employee's personal activities, investments, or associations compromise their judgment or ability to act in the company's best interests. Employees should avoid the types of situations that can give rise to conflicts of interest.
Employees need to disclose any relationships, associations, or activities that could create actual, potential, or even perceived conflict of interest to their manager or the Human Resources Department.
Only the President and the CEO are authorized to represent the company to media and/or legal authorities. Employees should refer all requests for information or interviews to the Executive Board.
Attributy's confidential, proprietary information is a valuable asset all Attributy Personnel are expected to protect. Attributy Personnel is required to use confidential information of Attributy for business purposes only and must always keep such information in strict confidence. This responsibility extends to confidential information of third parties that we have received under non-disclosure agreements.
Your obligation to maintain the confidentiality of this non-public information means you are not permitted to share any such information outside of Attributy unless Attributy has appropriate non-disclosure agreements in place. For help in establishing such an agreement, or if you have questions about provisions of a non-disclosure agreement currently in place, please contact your direct supervisor.
Attributy Personnel should use proper judgment in deciding what is appropriate to share internally in furtherance and/or direct impact of one's position. Please always remember that improper use or disclosure of confidential business information could seriously damage Attributy's reputation with users, business partners, and our community, exposing us to liabilities and potential company harm or damages.
Confidential information may include:
The company complies with the requirements of the country and international privacy laws. All employees sign an agreement that contains provisions for information confidentiality and non-disclosure.
The company and its employees do not disclose any private, personal information of:
Employees store all personal information securely, mark it as confidential and store it only for as long as it is needed for the purpose for which was collected.
When providing personal information, employees limit access to only those with a clear business need for the information.
Employees are required to report any breaches of privacy, including the loss, theft of or unauthorized access to personal information, to their manager.
While the company competes aggressively for new business, relationships with business partners are built upon trust and mutual benefits and compliant with competition/antitrust laws.
Employees are required to:
The company will not attempt to influence the judgement or behavior of a person in a position of trust by paying a bribe or kickback. This applies to persons in government and in private business.
The company does not permit facilitation (or “grease”) payments to government officials or private business in order to secure or speed up routine actions.
Employees are to:
While gifts and entertainment among business associates can be appropriate ways to strengthen ties and build goodwill, they also have the potential to create the perception that business decisions are influenced by them. The company is committed to winning business only on the merits of its products, services and people and complies with all legal requirements for giving and receiving gifts and entertainment.
Employees are to:
Employees may accept occasional unsolicited personal gifts of nominal value such as promotional items and provide the same to customers and business partners.
Employees should check with the ethics and compliance officer before giving or receiving anything of value when in doubt.
The company does not make political contributions.
Employees are free to support any political party or entity on a personal level. However, this must be kept separate from company business.
The company may make charitable contributions to causes and organizations that are not politically affiliated.
Employees should check with the VP Operations, President, or CEO before making any charitable contributions on behalf of the company.
All documents, databases, voice messages, mobile device messages, computer documents, files and photos are records.
Employees are required to:
Employees should never destroy documents in response to, or in anticipation of, an investigation or audit.
The company requires all employees to protect its assets. All assets should be used for legitimate purposes, efficiently, and for company business only.
Assets include facilities, equipment, computers and information systems, telephones, employee time, confidential and proprietary information, corporate opportunities and company funds.
Suspected incidents of fraud, theft, negligence, and waste should be reported to the CEO.
The company complies with anti-money laundering laws. Money laundering is the process of concealing illicit funds by moving them through legitimate businesses to hide their criminal origin.
Employees must never knowingly facilitate money laundering or terrorist financing and must take steps to prevent inadvertent use of the company's business activities for these purposes. Employees are required to immediately report any unusual or suspicious activities or transactions such as:
Employees may learn information about the company, associates, clients, business partners or other companies that is not publicly available. It is illegal for any individual to use information obtained in this way for personal gain or to share it with others.
Employees are prohibited from:
Employees are required to report suspected insider trading immediately to the ethics and compliance department.
The company conducts business in accordance with applicable health and safety requirements and strives for continuous improvement in its health and safety policies and procedures.
All employees are expected to perform their work in compliance with applicable health and safety laws, regulations, policies and procedures and apply safe work practices at all times in all locations.
Applicable safety and health requirements must be communicated to visitors, customers or contractors at any company location.
Employees are required to immediately report workplace injuries, illnesses or unsafe conditions, including “near-misses.”
The company is committed to operating in an environmentally responsible manner, from the provision of products and services, to the operation of its offices and facilities, selection of suppliers and other business activities.
The company complies with all applicable environmental laws and regulations as well as self-directed commitments to sustainable practices and environmental protection.
The company expects its employees to help it safeguard all computer equipment and data against intentional malicious acts by individuals inside or outside the company. Cyber-security training is provided to all employees to ensure compliance with computer security policies.
The company safeguards against inappropriate access by individuals or groups untrained in correct company policies or procedures
The company does not use software for which it does not have a license.
The company understands that occasional personal use of the internet during work hours is a reasonable request and allows this, within reason. Employees can ask for clarification from their managers if in doubt.
However, the company does not allow internet use to support a personal business, political venture, or embarrass the company and its customers.
The company respects the right of employees to use social media for personal and professional purposes.
Employees are responsible for complying with company policies and procedures when communicating on social media. Employees are accountable for any information they publish online.
Employees are required to:
Employees must not:
By certifying to the company Code of Conduct, you acknowledge that: