Code of ethics
1. General Provisions
1.1. KAMAZ Publicly Traded Company (hereinafter as Company) conducts its activity in fierce competition with global producers of truck equipment in all automotive equipment markets. This means that all Company managers and employees (hereinafter as Employees) must exhibit a high level of expertise, corporate solidarity, team spirit and mutual understanding.
1.2. The Company assumes that its Employees will work out their business relationships in the spirit of partnership, mutual respect, common goals and tasks, while working as a unified team. Whatever the conditions and circumstances, the activity and behavior of Company Employees must meet high professional standards and generally accepted moral values.
1.3. The Code of Corporate Ethics of KAMAZ PTC (hereinafter as Code) contains a set of Company standards and requirements concerning compliance with ethical and business principles and norms, and does not claim to be exhaustive. In those instances where existing legislation is applicable, the legislative guidelines will take precedence. The Code defines the rules governing the Company's dealings with stockholders, government authorities, natural persons and legal entities.
Employees must follow the Code's provisions not only during working hours but also during events outside working hours if they affect the Company's interests or if an Employee is perceived by third parties as a Company representative.
1.4. The Company will not compromise its values for the sake of profit. The Company considers these values as a link connecting all areas of activity and expects the same in its dealings with its business partners.
1.5. Adherence to ethical standards and principles helps the Company avoid unjustified risks and maintain long-term economic growth, facilitates consolidation of Russian and foreign market positions and appreciation of the Company's value.
1.6. The Company acknowledges the importance of corporate ethics in its activities and commits itself to follow the principles enshrined in this Code in its practices.
State-related person - a) a state; (b) a public official; (c) a public body; (d) a person who is an immediate and close relative of a public official or of a person listed in letters (e) and (f) of this paragraph; (e) an employee, manager, ultimate beneficiary (owning 20% and more) of a commercial organization that is directly or indirectly controlled by a state or public body, or (f) an employee, manager of a non-profit organization which was created and/or whose member includes a government and/or public body and/or public official; (g) a commercial organization whose ultimate beneficiary or manager (including members of the Board of Directors or another similar management body) is the person listed in letters (a), (b), (c), (d), (e) and (f), and owning 20% and more.
Public official- a person elected to a representative body of any level; a judge; a person who is permanently, temporarily or by special authority performing management and administrative functions in any public body, as well as nominees to the position of a public official.
Management functions, for example, include the management of a collective, staff recruitment and deployment, management of work or activity of subordinates, maintaining discipline, taking incentive measures and imposition of disciplinary penalties.
Administrative functions, in particular, can include the authority to manage and dispose of property and funds that are on the books and in bank accounts of organizations and institutions, military units and divisions, as well as the performance of other actions such as decision-making regarding payroll and bonus accounting, control over the movement of tangible assets, establishment of the procedure for storing these assets, etc.
Public bodies - (а) government authorities of the Russian Federation, government authorities of Russian Federation subjects and other government authorities created in accordance with the law of the Russian Federation and of Russian Federation subjects, including legislative, judicial and executive bodies (including law enforcement agencies, the Armed Forces of the Russian Federation, other forces, military units and bodies); (b) publicly elected bodies and/or bodies created by a municipal representative and/or executive body, which are given the authority to resolve matters of local significance; (c) government authorities of a foreign state, created and acknowledged as such in accordance with the law of the foreign state, including, but not limited to, legislative, executive, judicial and other bodies, as well as political parties and public organizations; (d) international public organizations; (e) political parties and public organizations, f) non-profit organizations where a state-related person is a participant.
International public organization - an association created by joint venture to protect common interests and to achieve statutory goals in the civilian, political, cultural, social and economic domain, and whose members include subjects fr om various countries.
3. Corporate values
3.1. Professionalism. This is top-notch expertise, professional skills, confidence in the Company's potential and one's own capabilities.
3.2. Loyalty to the Company. Company employees are always focused on the Company's achievement of its goals. They will not take part in actions that can discredit the Company, bring about a conflict of interest or cause any damage to the Company, its image and reputation. They will not tolerate lack of action in case other individuals and organizations do things that have similar negative objectives.
3.3. Honesty and decency. These qualities facilitate the creation of a favorable micro-climate in the workplace and ensure that external partners and clients will respond with openness and trust - one of the most important prerequisites of success in business.
3.4. Respect. The main principle that should guide each Employee is respect for other people. Respect for each other, the Company's traditions, its veterans, business partners and clients will translate to an open, fair and tolerant work atmosphere.
3.5. Constant improvement. This involves striving to be better in everything always and everywhere.
3.6. Initiative and proactive attitude. These qualities are considered important indicators of Employee interest in the Company's affairs, and their ability to find ways to express their professional creative potential and enthusiasm voluntarily and independently.
3.7. Discipline and responsibility – mandatory and indispensable qualities of Employees, characterizing their self-restraint, orderliness, readiness and habit of subordinating their own actions to the interest of harmonious and efficient work for the sake of Company success.
3.8. Obedience of the law. This involves absolute compliance with current law as well as the Company's policies, procedures and regulatory documents.
3.9. Unity in action. This is voluntary and well-intentioned teamwork and interaction with colleagues, officials and representatives of other organizations based on objectivity, fairness, honesty and mutual respect.
3.10. Mutual support and mutual assistance. An environment of mutual support and mutual assistance among Employees, helping young workers and specialists of the Company and respect for Company veterans - these are natural standards of behavior for Employees in and outside the Company.
4. Relationships within the Company
4.1. Corporate principles
The Company takes on the following obligations in relation to its Employees:
4.1.1. The hiring and promotion of Employees will be done in accordance with their expertise, abilities and work achievements without any form of discrimination in terms of gender, background, religious beliefs and other circumstances unrelated to the business qualities of Employees.
4.1.2. The Company values and encourages Employees whose performance contributes to its success, and expects fr om them high standards of business behavior and professional achievements.
4.1.3. The Company will facilitate skill development for Employees in order to ensure high work productivity and high-quality performance of duties.
4.1.4. The Company respects the rights of Employees to reasonable compensation.
4.1.5. The Company will respect the confidentiality of personal information of Employees. The Company will obtain and keep only that information which is needed by the Company to work efficiently and is required by law in the Company's area of activity.
4.1.6. The Company will give priority to safeguarding the life and health of Employees at work by constantly modernizing production, improving the work environment, reducing occupational risks, prevent production-related trauma and occupational illnesses.
4.1.7. The Company will fulfill its responsibilities towards Employees, and Employees will comply with their obligations to the Company and to each other.
4.1.8. All Company departments and organizations have open channels to each other that will allow them to consolidate their efforts to reach a common goal.
4.1.9. The Company will guarantee that no punitive measures will be taken against Employees who refuse to carry out an action that by law can be deemed as corrupt even if such a refusal does not result in the Company receiving additional tangible or intangible benefits and/or losses whose avoidance was possible only by breaching the law or this Code.
4.1.10. The Company is opposed to unlawful retaliatory measures taken within the Company against Employees who voluntarily report a potential act of corruption, and will strive to identify and preclude such measures.
4.2. General principles and rules of behavior of Employees within the Company
To ensure efficient work and stable growth for the Company, Employees must abide by the following principles and rules of behavior within the Company:
4.2.1. Comply with the terms of their employment agreement (contract).
4.2.2. Perform their duties in a professional manner (to an accomplished standard and on time), meeting the requirements of the law and Company policies and procedures. Accept their responsibility for the results of common work.
4.2.3. Maintain impartiality when preparing and making decisions, guided only by Company interests.
4.2.4. Use and manage Company property and financial resources competently, effectively and honestly, exclusively for business purposes.
4.2.5. Respect the system of seniority when resolving issues. Recommend decisions that have been worked out and weighed for examination by the direct supervisor. Meticulously execute decisions made. Non-execution of admittedly unlawful decisions absolves the Employee fr om any responsibility.
4.2.6. Support a healthy and efficient work environment in the Company that is conducive to creativity and change. When a conflict situation arises, act in accordance with their work duties and this Code.
4.2.7. Respect the skills, opinions and achievements of colleagues.
4.2.8. Monitor their own health, take preventive measures against illness in a timely manner, take advantage of annual leave in accordance with the vacation schedule. The Company welcomes a healthy lifestyle.
4.2.9. Strive to share their know-how and work experience in the Company.
4.2.10. Respect intergenerational continuity. Upon reaching retirement age, Employees who so wish can continue working in the Company, grooming their successor and sharing their experience and accumulated know-how with young workers. The recommended maximum age of seniority for upper-level/middle-level managers is 65.
4.2.11. Do not exhibit prejudice and discriminate (in words and deed) against anyone based on race, religion, nationality, gender, political affiliation, social class, property status, occupational position, language of communication and other circumstances.
4.2.12. Upon termination of employment, refrain from speaking out and making critical statements against Company management; undertake not to use information, developments and know-how which have become known to them during their performance of their functional responsibilities in the Company and are considered commercial secrets.
4.2.13. The Employee's activity and behavior outside the Company must not have a negative effect on the Company's reputation or its work.
4.2.14. The following actions are unacceptable for Company Employees:
· abuse of employment status; giving bribes; taking bribes; serving as an intermediary in bribery; abuse of power; commercial bribery; unlawful transfer, offer or promise of compensation on behalf and in the interest of the Company, or other unlawful use by the Company Employee of his or her position in violation of the Company's lawful interests for the purpose of obtaining gain in the form of money, valuables, services, paid entertainment, vacation, transportation expenses, other property or pecuniary services, other proprietary interests for oneself or third parties, or unlawful provision of such a gain to the said individual by other natural persons as well as committing these deeds in the name and interest of the Company;
· actions that can discredit the Company, bring about conflict of interest and cause damage to the Company or its image and reputation;
· using the Company's property and financial resources contrary to their purpose;
· deliberately causing damage to the Company;
· unauthorized duplication and transmission of information that is considered a commercial secret in any form (hard copy, audio, video, photograph, verbally, etc.) to third parties;
- physical violence;
- sexual harassment;
- smoking in places that are not especially equipped and set aside for smoking;
- being in a state of alcoholic or narcotic intoxication (while performing one's job);
- using obscenities.
4.3. Principles of execution of managerial functions
4.3.1. A manager of any rank must be an example of behavior and prevent improper behavior among his or her Employees. The manager will provide the necessary instructions and explanations on what type of behavior is acceptable in the Company, and will serve as mediator when conflict and disputes arise.
4.3.2. Apart from the principles discussed above, managers must also adhere to the following principles:
· objectivity, goodwill, thoughtfulness, impartiality and fairness in relations with subordinates and when evaluating their job performance;
· rational delegation of powers, building and maintaining within the collective a consistently favorable moral environment which ensures the open exchange of opinions that facilitates the efficient resolution of assignments and the realization by subordinates of their potential;
· selection and promotion of competent and promising Employees who contribute to the achievement by the Company of its strategic objectives and the creation of conditions wh ere Employees can receive training and upgrade their occupational skills.
4.4. Appearance and business style of a Company Employee
4.4.1. The introduction or rules and recommendations for Employee appearance is an important step in the creation of a business environment within the collective and in the maintenance of the Company's image. A presentable appearance, politeness and professional competence elicit the respect and interest of partners towards the Company.
4.4.2. Business clothing is recommended for Company managers and specialists. Business clothing is an austere, conservative and mature style. In a business suit preference is given to classic models of clothing with restrained color combinations.
A woman's business style primarily involves a skirt or pants combined with a blouse and vest. It is also recommended that women wear a tailored high-necked dress that can be supplemented with a jacket. A medium-length skirt or dress no higher than one hand above the knee will be suitable for office work. Clothing made of transparent fabric, jumpers as well as blouses and dresses with low necks and thin shoulder straps are unsuitable for the office.
A business suit, shirt and tie are key elements of clothing for male office workers. Short-sleeved shirts without a tie may be worn during hot weather.
What is important in business style is restraint in the details and the harmonious combination of accessories, clothes and shoes as well as makeup.
A casual style of clothing may be worn only on non-work days and holidays ("days without ties").
4.4.3. Company Employees wearing special uniforms must keep them clean and tidy.
4.4.4. Employees are not allowed to wear athletic, beach, leisure clothing and shoes (shorts, short-sleeved shirts, tee shirts, tank tops, leggings,flip-flops, etc.).
4.4.5. The appearance of Employees must meet the requirements of this Code. Managers will direct their subordinates to comply unconditionally with the requirements laid down by the Code.
4.5. Participation in corporate events
An invitation to a corporate event (to celebrate the Day of Mechanical Engineers, Victory Day, Children's Day, New Year's Eve, staff party, etc.) is a way of giving moral encouragement to Employees. Organizers need to be warned in advance if Employees do not intend to go to corporate events and anniversary parties.
5. Company relations with stockholders, external partners and other natural persons and legal entities
All Employees, especially managers, understand that they represent the Company, and their behavior in relation to the Company's external partners and third parties will affect the Company's reputation.
The Company ensures its stockholders that they will have enjoy the rights laid down by current Russian Federation law.
As a commercial organization aiming to earn profit as one of its main objectives, the Company strives to boost the profitability of its business activity within the framework of the tasks and limitations defined by stockholders and Russian Federation law.
The Company strives to minimize risk to investors acquiring Company securities or investing in the Company in another form by organizing and constantly improving the corporate management, risk management and internal control systems.
Acting in the interest of investors, the Company will ensure the timely disclosure of reliable information about its condition and activity to the extent established by Russian Federation law.
The Company will provide equal access to information about itself to all members of the investment community.
The Company builds its relationship with clients and business partners based on:
· Mutual trust and respect;
· Compliance with generally accepted standards of behavior and business ethics;
· The refusal to take part in deals that can damage the Company's reputation;
· The unacceptability of bribery and corruption;
· The faithful performance of contract obligations;
· The timely avoidance of conflict situations and the maximum use of constructive negotiations in order to reconcile contradictions;
· The refusal to carry out activities that can harm the interests of another party and damage respect and trust.
The Company strives to ensure the high quality, economic appeal and competitive ability of its products.
The Company builds relationships with contractors on a mutually beneficial basis and selects them mainly by means of tendering procedures.
The Company faithfully performs its obligations before contractors and expects the same from them.
The Company will not allow Employee actions designed for their personal gain when concluding and implementing agreements (contracts) with contractors.
5.5. Subsidiaries and affiliates
When making decisions in relation to its subsidiaries and affiliates, the Company will be guided by the interests of its shareholders, the Company, its subsidiaries and affiliates, while simultaneously taking account of the interests of other stockholders (participants) of these subsidiaries and affiliates, as well as the requirements of Russian Federation law, the articles of association and internal documents of the Company.
5.6. State-related persons
The Company will interact with state-related persons in accordance with the requirements of international, Russian and, when the Company conducts activities outside the Russian Federation, applicable foreign law.
5.7. Reconciliation of corporate disputes
The Company will make an effort to reduce the risk of appearance of corporate disputes.
The Company acknowledges the importance of mediation settlement of corporate disputes and strives to resolve all disputes through negotiation.
6. Principles of relations with the mass media
All contacts with the mass media are carried out or coordinated exclusively by personnel of the public relations department within the framework of their authority. These personnel will coordinate approval of the content of information on issues relating to Company activity with Company Employees in charge of these issues.
The public relations department may bring in other Company Employees to interact with the mass media.
Policies and procedures governing interaction with the mass media specify the group of Company officials/spokespersons who can have contact with the mass media, including give commentaries and make announcements on behalf of the Company or oneself personally as a Company Employee.
Company Employees, apart from spokespersons, are prohibited from giving commentaries and making announcements on behalf of the Company. If representatives of the mass media address any Company Employee, this Employee must immediately report this to the head of the public relations departments. All questions received from the mass media, including questions about the organization of a meeting with Company management, are sent to the public relations department.
When creating and placing presentation and advertising materials with the mass media, the values and principles established by this Code need to be respected.
7. Compliance with requirements of the law, standards and rules of business ethics
7.1. Compliance with requirements of the law
When interacting with partners, government and municipal authorities, other organizations and natural persons in Russia and abroad, Company Employees will not allow actions that violate Russian Federation law and the standards established by this Code as well as standards and regulations of those states wh ere the Company carries out activities.
The Company will comply strictly with anti-trust and anti-corruption legislation, will prevent unlawful actions infringing upon freedom of competition and will not tolerate bribery and any other corrupt activities on the part of Employees and business partners of the Company.To prevent similar actions the Company will work out and take measures to identify and eliminate shortcomings and boost the efficiency of internal control systems.
Company Employees must not take part or facilitate the participation of other individuals in actions that do not comply with provisions of the law applicable to the Company, internal policies, procedures and other regulations.
Respecting our partners' ethical principles and acknowledging that these principles are also characterized by cultural and other differences, the Company will give preference to those business partners who follow the standards and regulations of corporate ethics applied at our Company.
If the Company has information about noncompliance of business partners, including potential business partners, with the underlying principles of the protection of human rights and freedoms and the fight against corruption as set out by the standards of international and other applicable law, the Company is entitled to refuse working with such partners.
The Company uses only legal resources and avoids all unlawful actions to obtain information about competitors and partners.
7.2. Receiving and giving gifts and other material benefits
Gifts and other material and intangible benefits and representation allowances are given in accordance with local regulations. Gifts to Company Employees, clients, business partners and state-related persons must not in any way influence their ability to make unbiased and fair business decisions.
Company Employees may give gifts of reasonable value to clients and business partners or receive such gifts from them if the gift cannot be considered as an incentive to make a decision that favors the giver's interests.
All expenses on gifts must be correctly and accurately accounted for in expense reports and entered in the books of the Company.
The exchange of gifts and entertainment events are allowed in the Company only if they meet the following criteria:
· business breakfasts, lunches, dinners and entertainment events with a value not exceeding the Company-established limits for such expenses, provided that the goal of the meeting or attending the event is business-related;
· corporate gifts bearing the giver's logo (diaries, calendars, etc.) and gifts presented during annual, professional and other observable holidays (for example, New Year, Christmas, anniversary, etc.);
· advertising materials may be accepted if they are given voluntarily and do not influence the Employee's decision;
· gifts and awards for achievements or contributions to development from public, charitable or religious organizations within the cost established by Company regulations.
It must be remembered that:
· gifts must be related to the Company's lawful interests, in particular, must facilitate the fair promotion of Company products or must be related to generally accepted or occupational holidays;
· gifts must not be easily convertible to cash;
· the quantity and cost of gifts must be moderate and reasonable.
Gifts received by an Employee from business partners and state-related persons and known to cost more than 3,000 (three thousand) rubles are either returned (the business partner needs to be informed about the fact the Employee needs to comply with this Code) or handed over to the Company's Department of Administrative Services.
Gifts costing more than 3,000 (three thousand) rubles and given more than 4 times a year by one business partner (including its affiliated individuals) or a state-related person need to be approved by the direct supervisor at the upper management level and by the Internal Audit and Compliance Service.
Representation allowances of Company Employees may be paid by business partners and state-related persons to the extent established by local regulations for the given category of Employees. If the lim it is exceeded and if the allowances are paid by one business partner (including its affiliated persons) more than 4 times a year, the Employee must obtain the approval of the direct supervisor at the upper management level. Employees who fall under the upper management category, apart from the approval of the direct supervisor, must send an official notification to the Internal Audit and Compliance Service.
Employees may accept discounts and other perks offered by business partners only if these are provided to all Company Employees.
Company Employees who have not successfully undergone instruction in the appropriate local regulations are not allowed to give gifts and pay for representation allowances on behalf of third parties.
The Company may give state-related persons acquiring Company products and services for personal reasons only those discounts, bonuses, perks or other benefits that the Company usually provides other purchasers in the given market.
Payment for transportation expenses (food, lodging, entertainment) related to the reception of state-related persons or private third parties must be directly connected to the Company's activity and must follow Company-approved local policies and procedures and the applicable law.
It should be remembered that:
· the expenses must consistent with those spent by the Company on its Employees of a similar level in accordance with Company-approved policies and procedures;
· the costs must be paid directly to the service provider or reimbursed upon presentation of the appropriate documentation for the corresponding expenses.
The decision on the giving of gifts and other material assets is made in accordance with local regulations of the Company and the principles set out in this Code.
7.3. Conflict of interests
7.3.1 An Employee must abstain from possible conflicts of interest. When establishing if there is conflict of interest, an Employee will contemplate the possibility of a situation whereby the Employee's personal, social, property, financial or political interests or actions contradict the Company's interests or can potentially come into collision with them and hence influence or may influence the objectivity of the Employee's decisions or actions.
7.3.2. Conflict of interest may arise in the following circumstances:
a. An Employee or the Employee's close relatives constitute a party, beneficiary, intermediary or representative in a deal carried out with the Company's participation;
b. An Employee or the Employee's close relatives own or owned stocks (shares, equity interests) of an organization which is a party, beneficiary, intermediary or representative in a deal carried out with the Company's participation. An exemption is financial participation in the shareholders' equity of publicly listed enterprises on condition that the stake of the Employee and/or the Employee's close relative in the shareholders' equity does not exceed 2 percent (%);
c. An Employee or the Employee's close relatives hold management positions in an organization, are officials of an organization, which is a party, beneficiary, intermediary or representative in a deal carried out with the Company's participation;
d. An Employee or the Employee's close relatives work part-time in an organization which is a party, beneficiary, intermediary or representative in a deal carried out with the Company's participation;
e. The Employee's close relatives hold such positions in the Company, its subsidiaries and affiliates that may influence the execution of the Employee's work obligations or the evaluation of the Employee's performance;
f. An Employee or the Employee's close relatives work in or own stocks (shares, equity interests) of an organization competing with the Company.
7.3.3. If there is possible conflict of interest:
a) The Employee holding an upper management position must notify his or her direct supervisor, the Human Resources Department and the Compliance Division of the Internal Audit and Compliance Department about the possible conflict of interest. If there is significant risk of conflict of interest, the Compliance Division sends information about the possible conflict of interest to the CCC for evaluation;
b) The remaining managers, specialists and employees must notify their direct supervisor at the upper management level and the Human Resources Department about the possible conflict of interest. If there is significant risk of conflict of interest, the direct supervisor or the Human Resources Department sends information about the possible conflict of interest to the Internal Audit and Compliance Department for evaluation.
7.3.4. If there is significant risk of conflict of interest, members of management must immediately notify the Board of Directors.
7.3.5. When examining possible conflicts of interest and evaluating the level of risk of their appearance, consideration will be given to such circumstances as the availability of an independent control of prices, and quality of goods, work and services, which are acquired or sold by the Company; an independent control of results of the Employee's performance as well as other factors neutralizing the negative influence of the possible conflict of interest on the Company's activity and reputation. The Company is in favor of the practice of "labor dynasties".
7.3.6. Part-time employment must not lead to an Employee's conflict of interest with his or her work in the Company and reduce the productivity of the Employee's work in the Company. Company managers and specialists working on the basis of an employment agreement (contract) are entitled to work part-time in other organizations with the proviso that the terms of this agreement with the Company are adhered to.
7.4. Protection and use of property
The Company's property may be used exclusively for the Company's benefit. Employees need to take all the necessary measures to ensure the protection of the Company's property from possible destruction, theft or illegal use.
The Company's internal control system is designed to ensure control over compliance with and the effectiveness of internal procedures aimed at protecting property and preventing misuse when Company property is being used.
7.5. Information disclosure
Information provided by a Company Employee during the execution of his or her occupational duties both within the enterprise and to third parties must meet requirements of adequacy (must not be too brief or too excessive), authenticity (do not require any cross-check), and time.
Company Employees are entitled to disclose information which is considered a commercial secret and which became known to the Employee in connection with the execution of occupational duties as well as information concerning the private life and health of Company Employees or affecting their honor and dignity. Employees will strive to respect confidentiality during any exchange of information.
All Company Employees will undertake not to disclose information that is considered a commercial secret after the completion of employment in the Company and not to use this information for personal reasons. The unauthorized disclosure of information that is considered a commercial secret may serve as grounds for liability.
Employees will not allow the unlawful use of insider information. When receiving access to such information, the rules established by the Company's policies and procedures must be followed.
Employees will follow rules governing the use, access and security of Company software and databases.
Company information that is considered a commercial secret and insider information is disclosed in accordance with the procedure established by RF law, the articles of association and internal documents of the Company. Disclosed information considered a commercial secret and insider information must meet the requirements set by RF law, the articles of association, internal document of the Company and must not contain untruthful information.
The internal control system serves to ensure control over compliance with legislative and corporate standards in the area of data protection.
To ensure transparency and observance of the interests of stockholders, the Company discloses information in a timely and faithful manner in accordance with the requirements of securities market legislation, and regularly publishes a financial report, quarterly issuer reports, an annual report and other information materials.
8. Environmental protection
One of the priority tasks of the Company is environmental protection and compliance with current legislation and the Company's internal rules in this area.
The Company welcomes and supports actions of Employees that aim to foster a conscientious attitude towards the environment.
Consequently, the Company introduces new zero-emission and low-emission technologies for manufacturing products and production to the maximum possible extent, capable of reducing the level of negative impact on the environment and ensuring minimum consumption of material resources and raw materials.
9.1. Compliance by Company Employees of the provisions of this Code is an important element in the successful execution of the Company's strategic goals and in the objective evaluation of the Employee's personal and professional qualities.
9.2. Employees who fail to comply with this Code may undergo disciplinary action in accordance with Russian Federation labor legislation and the Company's local policies and procedures. If minor misconduct is discovered, recommendations on how to change behavior may be given in accordance with the principles established by this Code.
9.3. Please call the hotline at +7 (8552) 371-837 or send an email to email@example.com
if you wish to report violations of the anti-corruption provisions of the Code and of anti-corruption legislation. When processing incoming reports, the latter will be treated in strict confidence and, if the Employee who made the report wishes it, anonymously. You may also contact the hotline or send an email to the Company's email address if you wish to obtain clarification of the anti-corruption provisions of this Code or of anti-corruption legislation. Reports about the failure to comply with other provisions of the Code need to be sent to the Human Resources Department.
The Company expects that its Employees will treat their colleagues and the Company with all the necessary sense of responsibility and will provide information based on honesty, fairness and right-mindedness.
The specific nature of certain Company departments may require the development of more detailed rules of behavior than those listed in this Code. In this case, additional rules may be worked out for specific departments, specific areas and regions of activity, which do not contradict this Code.
Please contact your direct supervisor or your department's Human Resources Office concerning issues related to the application of this Code.
The Company is open to suggestions on how to improve production and corporate culture, and reserves the right to make amendments and additions to the provisions of this Code.
↑individuals related by direct (parents, children, grandchildren, full and half brothers and sisters, grandfathers, grandmothers) and collateral consanguinity (male and female cousins, aunts, uncles, nephews and nieces) or who are conjugally related (spouse, spouse of children, close relatives of spouse, adoptive parents, adoptees).