Credo Software values our customer and community relationships and responsibilities given. As Credo desires to deliver value added solutions, it is important that ethical business practices be upheld by all representatives of the company.
- We believe that all people are created in the image of God and should be treated with respect no matter race, religion, culture, or background.
- We believe that we are called to create and cultivate with kindness.
- We believe that adaptability and sustainability are at the core of our innovations.
- We believe collaborative solutions are crafted to improve outcomes for our clients.
- We believe in leaving a place better than we found it.
3.1 Professional Conduct
CREDO employees are to adhere to a high standard of professional conduct and quality service. Innovating with excellence requires that employees comply with all laws and regulations. Employees wages paid shall always meet at least the legal or industry minimum standards. Therefore, employees should conduct themselves as positive representatives of Credo and not use client engagement to promote self-interest. Employees must refuse any gifts or incentives that might be perceived as a bribe. They must also not accept favors or exhort clients for any extra compensation for work performed. Employees are prohibited from seeking new ventures or employment from Credo clients that might directly or indirectly hurtfully impact the company’s business.
3.2 Digital Use Policy
Employees are encouraged to hold each other accountable to responsible behavior. This ensures that the work environment is safe, comfortable and productive. Employee must receive permission from a supervisor before installing any new software on a company or client computers. Files or programs stored on company or client computers may not be copied for personal use.
Credo respects employees freedom of speech. Social media can bring significant benefits to Credo, particularly for building relationships with current and potential customers. However, it’s important that employees who use social media within the company do so in a way that enhances the company’s prospects. A misjudged status update can generate complaints or damage the company’s reputation.
Employees are forbidden from viewing or downloading any pornographic material of any kind on client or company computers. Employees are not permitted to download any “pirated” software, files or programs. Credo encourages employees to promptly report any possible misconduct or violation of these policies. Violations of these policies will result in disciplinary action and/or termination. Legal action will be taken for any illegal online activity.
3.3 Communication Sharing Policy
Employees are expected to exemplify integrity, kindness, and loyalty in all activities in which they represent Credo. This is especially important as employees collaborate with our valued clients. Employees should be respectful and courteous. Honest communication and cooperation between clients, co-workers and supervisors is a must. Employees should respond in a timely manner. Gossiping about clients or fellow co-workers is not to be tolerated. Individuals who act in such an unprofessional manner may be subject to disciplinary action.
Sharing company or client information or trade secrets without written permission is forbidden by the companies non-compete and non-disclosure policy. Further, employees who share client confidential information which might put the company in breach of trust will face suspension or possible termination.
3.4 Dress Code and Safety Policy
Remote work allows for a somewhat relaxed dress code. That being said, an employee’s personal appearance and hygiene is a reflection on the company’s character. Employees are expected to dress modestly and appropriately for their individual work responsibilities and position.
Also safety protections, as shown in annual safety videos, such as steel toe shoes or hair-nets, or other safety dress requirements must be met, especially as required by clients. When in doubt, consult your supervisor.
3.5 Non-Harassment Policy / Non-Discrimination Policy
This company prohibits discrimination or harassment based on race, color, religion, creed, sex, national origin, age, disability, marital status, veteran status or any other status protected by applicable law. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and is free from discriminatory practices, including without limitation harassment. Consistent with its workplace policy of equal employment opportunity, the company prohibits and will not tolerate harassment on the basis of race, color, religion, creed, sex, national origin, age, disability, marital status, veteran status or any other status protected by applicable law.
Violations of this policy will not be tolerated. Discrimination includes, but is not limited to: making any employment decision or employment related action on the basis of race, color, religion, creed, age, sex, disability, national origin, marital or veteran status, or any other status protected by applicable law.
Harassment is generally defined as unwelcome verbal or non-verbal conduct, based upon a person’s protected characteristic, that denigrates or shows hostility or aversion toward the person because of the characteristic, and which affects the person’s employment opportunities or benefits, has the purpose or effect of unreasonably interfering with the person’s work performance, or has the purpose or effect of creating an intimidating, hostile or offensive working environment.
Harassing conduct includes, but is not limited to: epithets; slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes and display or circulation in the workplace of written or graphic material that denigrates or shows hostility or aversion toward an individual or group based on their protected characteristic.
Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors and other verbal, visual or physical conduct of a sexual nature, when: 1. submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; 2. submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or 3. such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.
Examples of sexual harassment include: unwelcome or unsolicited sexual advances; displaying sexually suggestive material; unwelcome sexual flirtations, advances or propositions; suggestive comments; verbal abuse of a sexual nature; sexually oriented jokes; crude or vulgar language or gestures; graphic or verbal commentaries about an individual’s body; display or distribution of obscene materials; physical contact such as patting, pinching or brushing against someone’s body; or physical assault of a sexual nature.
Reporting: Any company employee who feels that they have been harassed or discriminated against, or has witnessed or become aware of discrimination or harassment in violation of these policies, should bring the matter to the immediate attention of their supervisor. Credo will promptly investigate all allegations of discrimination and harassment, and take action as appropriate based on the outcome of the investigation. An investigation and its results will be treated as confidential to the extent feasible, and the company will take appropriate action based on the outcome of the investigation. No employee will be retaliated against for making a complaint in good faith regarding a violation of these policies, or for participating in good faith in an investigation pursuant to these policies. If an employee feels he/she has been retaliated against, the employee should file a complaint using the procedures set forth above.
3.6 Drug-Free / Alcohol-Free Environment
Employees are prohibited from unlawfully consuming, distributing, possessing, selling, or using controlled substances while on duty. In addition, Employees are required to sign a drug free workplace contract. Employees may not be under the influence of any controlled substance, such as drugs or alcohol, while at work, on company premises or engaged in company business. Prescription drugs or over-the-counter medications, taken as prescribed, are an exception to this policy. Anyone violating this policy may be subject to disciplinary action, up to and including termination.
NOTE: Employees may be subject to random drug tests. Background checks will also be run if requested by clients or if past involvement in illegal drug activity is suspected. Illegal activity will be reported to local authorities.
3.7 Open Door Policy
CREDO has an open door policy and takes employee concerns and problems seriously. The company values each employee and strives to provide a positive work experience. Employees are encouraged to bring any “workplace” concerns or problems they might have or know about to their supervisor or HR management.
Credo also respect the right of employees to form associations and to join trade unions of their choice for the purpose of collective bargaining. No discrimination should be directed against the representatives of the personnel.
3.8 Prohibition of Child labour
CREDO nor those employed by the company shall not engage in or use child labour or employ anyone below the legal age of employment. This means that no person may be employed who is younger than the age for completing compulsory education or younger than 15 or any higher age as imposed by local law. The minimum age for hazardous work is 18 years. All new hire information will be submitted to an online e-verification to ensure that this policy is followed.
3.9 Prohibition of Forced and Compulsory Labor
CREDO or those employed by the company shall not engage in or support the use of any form of forced or involuntary labor. Employees shall not be required to work involuntarily, under threat of penalty or other, nor under the obligation to deposit (money or original documents such as passports or education certificates) prior to commencing employment with the company. Further, employees are to report any suspicion or appearance of someone working under duress or being forced to work unsuitable or unsafe conditions at any client or potential client facility.
3.10 Remote Work and Attendance Policy
Credo remote work policy allows for greater flexibility for family, religious observance, and/or community engagement. This also provides an environmentally friendly measure as Credo does not require a corporate brick and mortar reducing our carbon footprint.
Customer relationships are at the core of our business. Due to the collaborative nature of the company work, employees must arrive to client meetings on time or provide adequate notice of postponement or cancellation. This applies for both virtual and onsite meetings. Employees should allow additional time at client sites to ensure that they appear ahead of schedule.
This Code of Conduct follows the International references found:
United Nations Global Compact (GC 1—10) https://www.unglobalcompact.org/what-is-gc/mission/principles
