Company code of conduct policy

Introduction
We at Tungsten SIA UK Ltd. recognize that customers come first because without there support nothing else is possible. To be worthy of the high esteem, we must give real value and outstanding quality of service. To this end, we have set strict quality standards to focus the attention of everybody in TSIA on the requirement for quality, within an environment of stimulation and enjoyment.

Duty
It is the duty of each employee to act ethically, fairly, fairly and responsibly with everybody with whom they have dealings, to ensure that a positive and reputable image is portrayed. It is the responsibility of all Directors, Managers and Head door supervisors to encourage their staff to conduct themselves professionally and with Integrity.

Honesty
Employees must at all times act honestly and ensure that TSIA customers and others are not misled e.g. any documents placed before a customer, which are completed by an employee, should not be amended after signature except with the express permission of the customer who must confirm his/her agreement to such changes by letter/initialing agreed changes.

Conflict of Interest
Information about TSIA business, its employees and its customers is strictly confidential. It must never be disclosed to a third party. This includes details of prospective customer’s requirements, sales leads and new products or services.

Customers
It is the responsibility of all employees, through their personal dealings with customers, to strive to affect the quality of relationship and service that they would wish to receive for themselves.

Employees must only seek to obtain business in such a way that both their personal reputation and integrity and that of TSIA are enhanced.

Employees must not make false or misleading claims about TSIA services and have a personal responsibility to ensure that the service delivered matches the customer’s needs.
The customer must be made aware of the terms and conditions attaching to any agreement used by TSIA.

Staff
All staff in TSIA will be treated in an even handed way during their employment and be given a fair opportunity to gain advancement without prejudice or preference. All staff is encouraged to contribute and contributions given should be welcomed and received without threat or ridicule.

It is the duty of all Managers and Head door supervisors to ensure that no member of staff misinterprets encouragement to improve performance as undue pressure that conflicts with code of conflict. The Company Grievance Procedure can be exercised, without fear of reprisal, should anyone believe they are being asked or encouraged to act in a manner that contravenes the spirit of this Code of Conduct.

Dignity at Work
It is the policy of TSIA that we treat each other and anyone that we come into contact with at work with proper courtesy. Our Managers and Head door supervisors are committed to creating and maintaining a climate of respect amongst everybody at work.

You can help by making sure that your conduct that does not cause offence. You are responsible for you’re your own behavior and must take care that you do not in any way offend the dignity of your colleagues. This also applies to dealings with customers and anyone else that you have contact with during the course of the working day.

Any Conduct of a verbal, physical (including bullying) or visual nature relating to your own sex, sexuality, race, religion or disability, which causes you offence and is unwanted by you, is considered to be harassment. Such behavior can have damaging effects on those involved and on business in general, and may be unlawful.

The Company does not tolerate harassments, and will treat it as a disciplinary matter that may lead to dismissal.

If you consider that you are being harasses at work you can, as the first step, ask the person responsible to stop. If you do not wish to confront the person directly or if, having done so, the harassment continues, you should talk to your line manager or director asking for their help and advice in confidence and you can also consider making a formal complaint. Management will treat any complaint seriously and will investigate as thoroughly and promptly as we can.

If your complaint is upheld, we will take steps to end the harassment. This may indicate disciplinary action against the person concerned. You will not be criticized or penalized in any way for making the complaint, unless it is made without foundation.

Ethical Behavior
Honesty, Integrity and proactive communication are the fundamental rules of contact between clients and us. Whatever their level, individuals have a responsibility to ensure that honesty, integrity and proactive communication is the norm in all their internal and external communications.

Good and bad news must be reviewed openly and professional without threat or ridicule to those concerned. Improved performance and added value are a constant goal from which recognition and reward is to be shared.

Remember
Any breach of this Code of Conduct Policy will be subject to the company’s Disciplinary Procedure in a positive endeavor to meet these necessary high standards. Employees should be aware that certain breaches of this code might render them reliable to summery dismissal. Examples of misconduct include:-

• Accepting or offering bribes.
• Falsification or misrepresentation of records such as customer records and legal records.
• Conduct bringing either the employee or TSIA into disrepute.
• Any act of race, sex, disability or other unlawful discrimination.
• Bullying or harassment.
• Behaving unethically.
• Abuse of the Company’s business systems for the unlawful/unacceptable transmission/receipt of information.
• Any major breach or continual minor breaches of our general code of conduct.
• The use of unreasonable force in line with our guidance notes.

 

Glen Dunnett
Nigel Austin
Managing Directors