Prime Tower, Sheikh Zahid Rd, Business Bay, Dubai – UAE. 
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  • Policy Purpose:

Our Employee Code of Conduct company policy outlines our expectations regarding employee’s behaviour towards their colleagues, supervisors and overall organization.

We promote freedom of expression and open communication. But we expect all employees to follow our code of conduct. They should avoid offending, participating in serious disputes and disrupting at our workplace. We also expect them to foster a well-organized, respectful and collaborative environment.

  • Scope:

This policy applies to all our employees regardless of employment agreement or rank.

  • Policy elements:

Company employees are bound by their contract to follow our Employee Code of Conduct while performing their duties. We outline the components of our Code of Conduct below:

  • Compliance with law:

All employees must protect our company’s legality. They should comply with all environmental, safety and fair dealing laws. We expect employees to be ethical and responsible when dealing with our company’s finances, products, partnerships and public image.

  • Respect in the workplace

All employees should respect their colleagues. We won’t allow any kind of discriminatory behaviour, harassment or victimization. Employees should conform with our equal opportunity policy in all aspects of their work, from recruitment and performance evaluation to interpersonal relations.

  • Protection of Company Property:

All employees should treat our company’s property, whether material or intangible, with respect and care.

Employees:

  • Shouldn’t misuse company equipment or use it frivolously.
  • Should respect all kinds of incorporeal property. This includes trademarks, copyright and other property (information, reports etc.) Employees should use them only to complete their job duties.

Employees should protect company facilities and other material property (e.g. company car) from damage and vandalism, whenever possible.

  • Professionalism:

All employees must show integrity and professionalism in the workplace.

  • Personal appearance:

All employees must follow our dress code and personal appearance guidelines.

  • Corruption:

We discourage employees from accepting gifts from clients or partners. We prohibit briberies for the benefit of any external or internal party.

  • Job duties and authority:

All employees should fulfil their job duties with integrity and respect toward customers, stakeholders and the community. Supervisors and managers mustn’t abuse their authority. We expect them to delegate duties to their team members taking into account their competences and workload. Likewise, we expect team members to follow team leaders’ instructions and complete their duties with skill and in a timely manner.

We encourage mentoring throughout our company.

  • Absenteeism and tardiness

Employees should follow their schedules. We can make exceptions for occasions that prevent employees from standard working hours or days But, generally, we expect employees to be punctual when coming to and leaving from work.

  • Conflict of interest

We expect employees to avoid any personal, financial or other interests that might hinder their capability or willingness to perform their job duties.

  • Collaboration

Employees should be friendly and collaborative. They should try not to disrupt the workplace or present obstacles to their colleagues’ work.

  • Communication

All employees must be open for communication with their colleagues, supervisors or team members.

  • Benefits

We expect employees to not abuse their employment benefits. This can refer to time off, insurance, provident fund, gratuity facilities, or other benefits our company offers.

All employees should read and follow our company policies. If they have any questions, they should ask their managers or Human Resources (HR) department.

  • Disciplinary actions:

Our company may have to take disciplinary action against employees who repeatedly or intentionally fail to follow our code of conduct. Disciplinary actions will vary depending on the violation.

Possible consequences include:

  • Demotion.
  • Reprimand.
  • Suspension or termination for more serious offenses.
  • Detraction of benefits for a definite or indefinite time.
  • Termination

We may take legal action in cases of corruption, theft, embezzlement or other unlawful behaviour.

·         Dress code:

Our company’s official dress code is not specified but should be well manner However, an employee’s position may also inform how they should dress. If you frequently meet with clients or prospects, please conform to a more formal dress code. We expect you to be clean when coming to work and avoid wearing clothes that are unprofessional (e.g. workout clothes.)

As long as you conform with our guidelines above, we don’t have specific expectations about what types of clothes or accessories you should wear.

We also respect and permit grooming styles, clothing and accessories that are dictated by religious beliefs, ethnicity or disability.

·         Internet usage:

Our corporate internet connection for primarily for business but, you can occasionally use our connection for personal purposes as long as they don’t interfere with your job responsibilities. Also, we expect you to temporarily halt personal activities that slow down our internet connection (e.g. uploading photos, playing games) if you’re asked to.

You must not use our internet connection to:

  • Download or upload obscene, offensive or illegal material.
  • Send confidential information to unauthorized recipients.
  • Invade another person’s privacy and gain access to sensitive information.
  • Download or upload pirated movies, music, material or software.
  • Visit potentially dangerous websites that can compromise our network and computers’ safety.
  • Perform unauthorized or illegal actions, like hacking, fraud or buying/selling illegal goods.
  • Cell phone

We allow use of cell phones at work. But, we also want to ensure that your devices won’t distract you from your work or disrupt our workplace. We ask you to follow a few simple rules:

  • Use your cell phone in a manner that benefits your work (business calls, productivity apps, calendars.)
  • Keep personal calls brief and use an empty meeting room or common area in your free time or in lunch hours so as not to disturb your colleagues & your work too.
  • Avoid playing games on your phone or texting excessively.
  • Don’t use your phone for any reason while driving a company vehicle.
  • Don’t use your phone to record confidential information.
  • Don’t download or upload inappropriate, illegal or obscene material using our corporate internet connection.
  • Also, you must not use your phone in areas where cell phone use is explicitly prohibited (e.g. during meeting, director room.).

Corporate email:

Email is essential to our work. You should use your company email for work only and we don’t allow uses of your company email for personal reasons.

  • Work-related use. You can use your corporate email for work-related purposes without limitations. For example, you can sign up for newsletters and online services that will help you in your job or professional growth.

we expect you to avoid:

  • Signing up for illegal, unreliable, disreputable or suspect websites and services.
  • Sending unauthorized marketing content or emails.
  • Registering for a competitor’s services, unless authorized.
  • Sending insulting or discriminatory messages and content.
  • Spamming other people’s emails, including your co-workers.

In general, use strong passwords and be vigilant in catching emails that carry malware or phishing attempts. If you are not sure that an email you received is safe ignore it.

Social media:

We want to provide practical advice to prevent careless use of social media in our workplace. We address two types of social media uses: using personal social media at work and representing our company through social media.

·         Using personal social media at work:

You are permitted to access your personal accounts at work. But, we expect you to act responsibly, according to our policies and ensure that you stay productive. Specifically, we ask you to:

  • Discipline yourself. Avoid getting side-tracked by your social platforms.
  • Ensure others know that your personal account or statements don’t represent our company. For example, use a disclaimer such as “opinions are my own.”
  • Avoid sharing intellectual property (e.g. trademarks) or confidential information. Ask your manager or Management first before you share company news that’s not officially announced.
  • Avoid any defamatory, offensive or derogatory content. You may violate our company’s anti-harassment policy if you direct such content towards colleagues, clients or partners.

Representing our company through social media:

If you handle our social media accounts or speak on our company’s behalf, we expect you to protect our company’s image and reputation. Specifically, you should:

  • Be respectful, polite and patient.
  • Avoid speaking on matters outside your field of expertise when possible.
  • Follow our confidentiality and data protection policies and observe laws governing copyrights, trademarks, plagiarism and fair use.
  • Coordinate with our [Management/Marketing department] when you’re about to share any major-impact content.
  • Avoid deleting or ignoring comments for no reason.
  • Correct or remove any misleading or false content as quickly as possible.

Conflict of interest:

When you are experiencing a conflict of interest, your personal goals are no longer aligned with your responsibilities towards us. For example, owning stocks of one of our competitors is a conflict of interest.

In other cases, you may be faced with an ethical issue. For example, accepting a bribe may benefit you financially, but it is illegal and against our business code of ethics. If we become aware of such behaviour, you will lose your job and may face legal trouble.

For this reason, conflicts of interest are a serious issue for all of us. We expect you to be vigilant to spot circumstances that create conflicts of interest, either to yourself or for your direct reports. Follow our policies and always act in our company’s best interests. Whenever possible, do not let personal or financial interests get in the way of your job. If you are experiencing an ethical dilemma, talk to your manager or HR and we will try to help you to resolve it.

Employee relationships:

We want to ensure that relationships between employees are appropriate and harmonious. We outline our guidelines and we ask you to always behave professionally.

Fraternization:

Fraternization refers to dating or being friends with your colleagues. In this policy, “dating” equals consensual romantic relationships and sexual relations. Non-consensual relationships constitute sexual violence and we prohibit them explicitly.

Dating colleagues:

If you start dating a colleague, we expect you to maintain professionalism and keep personal discussions outside of our workplace.

You are also obliged to respect your colleagues who date each other. We won’t tolerate sexual jokes, malicious gossip and improper comments. If you witness this kind of behaviour, please report it to HR.

Dating managers:

To avoid accusations of favouritism, abuse of authority and sexual harassment, supervisors must not date their direct reports. This restriction extends to every manager above an employee.

Also, if you act as a hiring manager, you aren’t allowed to hire your partner to your team. You can refer them for employment to other teams or departments where you don’t have any managerial or hiring authority.

Friendships at work:

Employees who work together may naturally form friendships either in or outside of the workplace. We encourage this relationship between peers, as it can help you communicate and collaborate. But, we expect you to focus on your work and keep personal disputes outside of our workplace.

Employment of relatives

Everyone in our company should be hired, recognized or promoted because of their skills, character and work ethic. We would not like to see phenomena of nepotism, favouritism or conflicts of interest, so we will place some restrictions on hiring employees’ relatives.

To our company, a “relative” is someone who is related by blood or marriage within the third degree to an employee. This includes: parents, grandparents, in-laws, spouses or domestic partners, children, grandchildren, siblings, uncles, aunts, nieces, nephews, step-parents, step-children and adopted children.

As an employee, you can refer your relatives to work with our company. Here are our only restrictions:

  • You must not be involved in a supervisory/reporting relationship with a relative.
  • You cannot be transferred, promoted or hired inside a reporting relationship with a relative.
  • You cannot be part of a hiring committee, when your relative is interviewed for that position.
  • If you become related to a manager or direct report after you both become employed by our company, we may have to transfer one of you.

Workplace visitors:

If you want to invite a visitor to our offices, please ask for permission from our HR Manager/ Office Manager] first. Also, inform our [reception/ gate/ front-office] of your visitor’s arrival. Visitors should sign in and show identification. They will receive passes and will be asked to return them to [reception/ gate/ front-office] once their visit is complete.

When you have office visitors, you also have responsibilities. You should:

  • Always tend to your visitors (especially when they are underage.)
  • Keep your visitors away from areas where there are dangerous machines, chemicals, confidential records or sensitive equipment.
  • Prevent your visitors from proselytizing your colleagues, gathering donations or requesting participation in activities while on our premises.

Anyone who delivers orders, mail or packages for employees should remain at our building’s reception or gate. If you are expecting a delivery, [front office employees/ security guards] will notify you so you may collect it.

Solicitation and distribution:

Solicitation is any form of requesting money, support or participation for products, groups, organizations or causes which are unrelated to our company (e.g. religious proselytism, asking for petition signatures.) Distribution means disseminating literature or material for commercial or political purposes.

We don’t allow solicitation and distribution by non-employees in our workplace. As an employee, you may solicit from your colleagues only when you want to:

  • Ask colleagues to help organize events for another employee (e.g. adoption/birth of a child, promotion, retiring.)
  • Seek support for a cause, charity or fundraising event sponsored, funded, organized or authorized by our company.
  • Invite colleagues to employee activities for an authorized non-business purpose (e.g. recreation, volunteering.)
  • Ask colleagues to participate in employment-related activities or groups protected by law (e.g. trade unions.)

In all cases, we ask that you do not disturb or distract colleagues from their work.

Harassment Policy:

Our anti-harassment policy expresses our commitment to maintain a workplace that’s free of harassment, so our employees can feel safe and happy. We will not tolerate anyone intimidating, humiliating or sabotaging others in our workplace. We also prohibit wilful discrimination based on (age, sexual orientation, ethnicity, racial, religion or disability.)

Scope:

This workplace harassment policy applies to all employees, contractors, public visitors, customers and anyone else whom employees come into contact with at work.

Policy Elements:

Sexual harassment has many forms of variable seriousness. A person sexually harasses someone when they:

  • Insinuate, propose or demand sexual favours of any kind.
  • Invade another person’s personal space (e.g. inappropriate touching.)
  • Stalk, intimidate, coerce or threaten another person to get them to engage in sexual acts.
  • Send or display sexually explicit objects or messages.
  • Comment on someone’s looks, dress, sexuality or gender in a derogatory or objectifying manner or a manner that makes them uncomfortable.
  • Make obscene comments, jokes or gestures that humiliate or offend someone.
  • Pursue or flirt with another person persistently without the other person’s willing participation. Also, flirting with someone at an inappropriate time (e.g. in a team meeting) is considered sexual harassment, even when these advances would have been welcome in a different setting. This is because such actions can harm a person’s professional reputation and expose them to further harassment.

The most extreme form of sexual harassment is sexual assault. This is a serious crime and our company will support employees who want to press charges against offenders.

Our company’s rules on sexual harassment:

  • No one has the right to sexually harass our employees. Any person in our company who is found guilty of serious harassment will be terminated, whether they are VPs or assistants. Also, if representatives of our contractors or vendors sexually harass our employees, we will demand that the company they work for takes disciplinary action and/or refuse to work with this person in the future.
  • Sexual harassment is never too minor to be dealt with. Any kind of harassment can wear down employees and create a hostile workplace. We will hear every claim and punish offenders appropriately.
  • Sexual harassment is about how we make others feel. Many do not consider behaviours like flirting or sexual comments to be sexual harassment, thinking they are too innocent to be labelled that way. But, if something you do makes your colleagues uncomfortable, or makes them feel unsafe, you must stop.
  • We assume every sexual harassment claim is legitimate unless proven otherwise. We listen to victims of sexual harassment and always conduct our investigations properly. Occasional false reports do not undermine this principle.
  • We will not allow further victimization of harassed employees. We will fully support employees who were sexually harassed and will not take any adverse action against them. For example, we will not move them to positions with worse pay or benefits or allow others to retaliate against them.
  • Those who support or overlook sexual harassment are as much at fault as offenders. Managers and HR especially are obliged to prevent sexual harassment and act when they have suspicions or receive reports. Letting this behaviour go on or encouraging it will bring about disciplinary action. Anyone who witnesses an incident of sexual harassment or has other kinds of proof should report to HR.

How to report sexual harassment:

If you are being sexually harassed (or suspect another person is being harassed), please report it to (HR manager, HR generalist or your manager). In serious cases like sexual assault, please call the police and inform HR that you plan to press charges. We acknowledge it’s often hard to come forward about these issues, but we need your help to build a fair and safe workplace for you and your colleagues.

If you want to report sexual harassment within our company, there are two options:

  • Ask for an urgent meeting with your (HR manager or HR Management or supervisor). Once in the meeting, explain the situation in as much detail as possible. If you have any hard evidence (e.g. emails), forward it or bring it with you to the meeting.
  • Send your complaint via email. If you address it to your supervisor, please cc HR to the email and attach any evidence or information that can be used in the investigation. HR and your supervisor will discuss the issue and contact you as soon as possible.

If you report to the police, our company will provide any possible support until the matter is resolved. In any case, we will ensure you are not victimized and that you have access to relevant evidence admissible in court, like security video footage or emails (without revealing confidential information about other employees.)

Inadvertent harassment:

Sometimes, people who harass others do not realize that their behaviour is wrong. We understand this is possible, but that doesn’t make the perpetrator any less responsible for their actions.

If you suspect that someone doesn’t realize their behaviour is sexual harassment under the definition of this policy, let them know and ask them to stop. Do so preferably via email so you can have records. Please do not use this approach when:

  • Your manager, an upper manager, investor or customer is the perpetrator.
  • Sexual harassment goes beyond the boundaries of off-hand comments, flirting or jokes.

In the above cases, report to HR as soon as possible.

Disciplinary action and repeat offenders:

Employees who are found guilty of sexual assault will be terminated after the first complaint and investigation.

Employees who are found guilty of sexual harassment (but not assault) the first time may:

  • Be reprimanded and fined.
  • Get a “below expectations” performance review.
  • See expected promotions and/or salary increases freeze for (a year.)

We may also transfer harassers or take other appropriate action to protect their victims. We will terminate repeat offenders after the second claim against them if our investigation concludes they are indeed guilty.

We apply these disciplinary actions uniformly. Employees of any sexual orientation or other protected characteristics will be penalized the same way for the same offenses.

H / R responsibilities:

First and foremost, HR and managers should try to prevent sexual harassment by building a culture of respect and trust. But, when sexual harassment occurs and an employee makes a complaint, both HR and managers must act immediately.

Managers should talk to HR and explain our company’s procedures to their team member who made the complaint.

When HR receives a complaint that an employee harasses another employee, they will:

  • Ask for as many details and information as possible from the person or people making the complaint.
  • Keep copies of the report with dates, times and details of incidents and any possible evidence in a confidential file (separate from the personnel file.) HR should update this file with all future actions and conversations regarding this complaint.
  • Launch an investigation. If the matter is complex, the HR person can defer to a more senior manager.
  • Check if there have been similar reports on the same person. If there are, HR should contact the perpetrator’s manager to let them know that their team member may get fired when the investigation is over.
  • Inform the harassed employees of our company’s procedures and their options to take legal action if appropriate.
  • Take into account the wishes of the harassed employee. Some might want the matter to be resolved informally and discreetly, while others might expect more radical actions (e.g. transferring the perpetrator.) HR should consider the circumstances and decide on appropriate action.
  • Contact the harasser and set up a meeting to explain the complaint and explicitly ask for this behaviour to stop, or,
  • Arrange for mediation sessions with the two employees (harasser and perpetrator) to resolve the issue, if the harassed employee agrees or,
  • Launch a disciplinary process depending on the severity of the harassment. In cases of sexual assault or coercing someone to sexual favours under threats, we will terminate the harasser immediately. We will terminate employees who are found guilty in a court of law of sexually assaulting another employee, even if HR has not conducted its own investigation.

HR or managers must not, under any circumstances, blame the victim, conceal a report or discourage employees from reporting sexual harassment. If HR or a manager behaves that way, please send an email to HR management or company management explaining the situation.

Helping harassment victims:

Apart from investigating claims and punishing perpetrators, we want to support the victims of sexual harassment. If you experience trauma, stress or other symptoms because of harassment, consider:

  • Taking a few days of sick leave to restore your mental health.
  • Asking your insurance provider whether they cover mental health services.
  • Talking to our EAP (Employee Assistance Program) Officer to evaluate options.
  • Speaking to our designated counsellors.

Your job and benefits will not be jeopardized or altered if you choose any of those options or other means to recovery.

Speak up, we listen:

Sexual harassment can exhaust those who endure it. Speaking up about this issue is often tough for fear of not being heard, upsetting managers and challenging corporate culture.

Please don’t let these fears deter you. Our company will do everything possible to stop sexual harassment and any other kind of harassment from happening, while supporting harassed employees. We need to know what’s going on so we can act on it. And by raising your voice on this issue, you help our company create a happy workplace and thrive.

Third party harassment policy:

Our third-party harassment policy aims to address employee harassment coming from people outside of our company. We won’t tolerate this kind of behaviour, even if it means having awkward conversations with partners or losing business. Ensuring our employees are safe in our workplace is our first priority.

In this policy, we indicate how to recognize harassment and how to report incidents. We also explain how we investigate claims and protect victims.

Scope:

This policy applies to everyone outside our company including vendors, investors, customers, contractors, shareholders and any other people we are connected to or do business with.

We aim to protect every employee, intern or volunteer regardless of level, function, seniority, status or protected characteristics like race, gender and sexual orientation.

Policy elements:

Harassment is any kind of behaviour that humiliates, victimizes or threatens a person, like directing racial slurs and making sexual advances. Even seemingly harmless actions, like a customer calling an employee constantly outside work for non-emergencies and without prior agreement, can constitute harassment. Innuendos, veiled threats and inappropriate or offensive jokes are all included in our definition.

Harassment can happen in-person, over the phone, via email or through a messaging app. It can come from strangers or people you know. Anyone who objectifies, threatens or ridicules our employees is a harasser. We will describe our rules for dealing with these behaviours.

Harassment from customers:

Harassment coming from customers is often difficult to deal with. Employees might be reluctant to report customers, especially ones who are responsible for substantial revenue. This causes the customer’s behaviour to go unpunished and continue.

Please don’t hesitate to report a customer (or a customer’s employee) if they behave inappropriately and make your life difficult. Reporting them means that they won’t harass you anymore and that we will also have the chance to protect other employees who would come in contact with the harasser.

Report the customer to HR via email or in-person and inform your manager of your report. If you have emails or other evidence, please attach them or bring them to HR’s office.

HR will investigate your claim and contact the customer to ask them to change their behaviour. If the customer is a business, our HR will do the following:

  • Contact that business’ HR department and file a complaint against the person who harassed you.
  • Explicitly ask for that behaviour to stop.
  • Ask the customer-company to assign another person as your contact. We will push for this solution in three cases:
  • If the harassment from that person has happened before to you or your colleagues.
  • If the incident of harassment was severe (like a threat of violence or an explicit request for a sexual favour).

If you tell us you don’t feel comfortable working with this person anymore.

We will also discuss possible solutions on our end. For example, we may remove you from that person’s customer account and assign you to an account of equal worth. If you needed to interact with that person in specific cases, we may assign another employee to fill in for you at those times. We will not penalize you or retaliate against you in any way. Your working hours, salary/wage or other benefits won’t be affected.

If the customer-company ignores our report, or if the incident of harassment happens again and the customer seems unwilling to deal with the person responsible, we will dissolve our contract with that customer.

If the customer is an individual, we will refuse our products/services until they correct their behaviour.

Harassment from prospective customers:

Sales people and marketers interact with prospects every day. If any of these prospects harasses you:

  • Drop all interactions with them (like answering calls and sending emails) and report this to your manager. If somebody harassed you via email, forward those emails to your manager and our HR department for reference.
  • Leave immediately if someone harasses you at an on-site meeting. Please call your manager as soon as possible to let them know.

Your manager will make sure that your performance metrics won’t be affected due to a prospect’s inappropriate behaviour. For example, you don’t have to continue speaking to a harasser so that you hit your individual targets. If a prospect’s behaviour negatively affects your goals (like revenue targets), talk to your manager. They will do everything possible to resolve this issue like assigning you to other prospects or lowering your daily or weekly targets to account for the missed opportunity.

After speaking to your manager, please mark that prospect as unqualified (in our CRM system), so other employees won’t attempt to contact them later. This will help prevent other employees from being exposed to the prospect’s behaviour.

Harassment from vendors and contractors:

Our harassment and anti-violence policies apply to our vendors and contractors. We will communicate them in writing whenever we sign a contract with another business.

If an employee of vendor or contractor harasses you, please report directly to HR. Our HR will:

  • Report the person who harassed you to the vendor’s HR department.
  • Demand that either this person stops this inappropriate behaviour immediately or the vendor assigns a different employee to that position, depending on the severity of the harassment.

If harassment continues after our intervention or our vendor ignores our report, we will dissolve our contract with this vendor.

Involving the police:

Our company will involve the police if a stalk, assaults or verbally/ physically threatens an employee. This applies to all possible third-parties from customers to investors. When harassers seem dangerous (for example, if a harasser refuses to leave the premises and threatens you with physical violence), call the police before reporting to HR.

Manager’s responsibilities:

We have an open-door policy and we encourage our employees to share their concerns and thoughts with us. However, sometimes employees may not feel comfortable reporting on harassment, whether it has happened to them or a colleague. This is why we expect managers to always be alert and ready to spot harassment towards their team members.

If you suspect one of your team members is being harassed, talk to them to get more information. Assure them that they won’t be penalized for reporting harassment from any source and that our company is committed to protect them from harassment.

Inform HR of your conversation and act immediately to protect your team members (like assigning someone else to interact with the person who harassed them until HR’s investigation is complete).

Managers must also make sure their team members’ metrics won’t be affected. For example, if an outbound sales rep must do five calls per day to promote our company’s product and hangs up on a call because of the prospect’s inappropriate behaviour, that call should be marked as successful. Similarly, if an employee has won a contract of $5,000, but is unable to follow through because of the prospect’s behaviour, that amount will still count towards our employee’s individual targets.

Help us keep our workplace safe:

We all work best in environments where we feel safe and happy. We can’t control the behaviour of people outside of our organization, but we can act to stop it. Please let us know whenever you are being harassed or witness others being the victims of harassment, whether the perpetrator is a customer, an employee or a partner.

Open door policy:

Our open-door policy in business reflects our commitment to transparent and flexible communication between managers and team members.

Open Door Policy at work:

it’s simply the management practice of leaving your proverbial door open to all employees. This enhances communication across levels of the organization. It translates to better communication which in turn helps build a culture of trust.

We think this is the only way to achieve innovation and growth. Everyone has valuable thoughts to share and both our workplace and ways of working could always be improved.

We ask our employees, as the heart of our business, to be ready to provide positive or negative feedback, or share ideas that can help us thrive.

Scope:

We expect managers of all levels to keep their door open; and this refers to so much more than their office door. They should be ready to listen to their employees in person or over digital means we use at work (email or messaging apps). They should establish a culture of trust and communication in their team. This also applies to senior management who should remain approachable for everyone in the organization.

Team members are free to communicate their thoughts with upper management.

Of course, this policy extends to HR. If you have serious matters on your mind, ranging from concerns over your compensation to workplace harassment, feel free to come to us.

We already emphasized the importance of open communication when it comes to innovation and improvement of our company. More specifically, we hope that listening to employees will help us:

  • Address employee concerns in time.
  • Resolve disputes before tensions escalate.
  • Help employees who were victimized or harassed.
  • Seize opportunities to improve processes.
  • Foster a culture of mutual trust and collaboration.

Team member’s responsibilities:

Communication is important and is built on mutual trust. This means that just as you trust your manager to listen to you, your manager trusts you to help them digest information better.

So, we ask you to:

  • Ask for an appointment in advance, whenever possible, if you want to talk about a significant or delicate matter.
  • Communicate with your manager whenever possible instead of going to more senior manager first. You can bypass your manager in some cases: for example, if they’re out of office, if they’re involved in a harassment claim or they’ve consistently and wilfully violated our company open door policy (which you can report to HR).
  • Try to resolve minor disputes with your colleagues before reaching out to your manager. Trust and communication should work horizontally as well as vertically in our company.

In general, speak up when you have an opinion about something. Also, inform us when you notice harassment, victimization or any violation of our code of conduct. We need all of you to ensure the workplace is safe and nice to work in for everyone.