CFC Group Code of Conduct

CODE OF CONDUCT E-LEARNING COURSE

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INTRODUCTION

RIPPA Values

The CFC Group is a values driven company. That means that at work we all live and act our RIPPA values; Respect, Integrity, Persistence, Passion and Accountability. These values are the backbone of the Group. They guide our behaviour and underpin our corporate culture. We use them throughout our recruitment process and as part of evaluating employee performance to ensure integration into the Group.

 

What do the CFC Group RIPPA values stand for?

  • Realistic Integrity Passion Persistence Accountability
  • Respect Integrity Passion Persistence Accountability
  • Respect Integrity Profits Persistence Accountability
  • Realistic Integrity Passion Persistence Alertness

What is expected of me

As a condition of our employment, each one of us has an obligation to honour what is outlined in this Code and to assume personal responsibility for implementing them into our daily work lives. Unethical behaviour on the part of one person reflects on all of us.

Responsibilities of all employees

All employees are required to be familiar with the contents of the Code and have a detailed understanding of their obligations while carrying out their duties. This means you are required to;

Behave in a lawful manner and comply with any relevant legislative, industrial and administrative
requirements.

Conduct yourself in a professional and ethical manner at all times and not bring CFC Group into disrepute.

Be prepared to take personal responsibility and be accountable for your own conduct, actions and
omissions.

Report breaches of CFC Group policies and procedures.

All employees are required to be familiar with the contents of the Code and have a detailed understanding of their obligations while carrying out their duties.

  • True or False

Where to go for help

If you have any questions or concerns regarding the ethics or legality of an issue affecting you, a fellow employee or visitor, you should always first seek advice from your immediate Manager. If the issue concerns your Manager, or you are uncomfortable in bringing the matter to their attention, there are a
number of other avenues for raising a question or concern.

You can contact:
• The next level of management
• The Human Resources Department
• A member of the CFC leadership Group
• Employee Assistance Program (EAP) (PPC Worldwide).

These people are responsible for promptly responding to your questions and concerns regarding business conduct in line with this Code. Some situations may however require advice and input from additional sources such as the EAP, legal advisers and/or the police. All questions and concerns will be
treated seriously and confidentially.

The CFC Group will respect your privacy and confidentiality of information at all times, and employees or visitors who identify themselves when disclosing an issue or serious breach of the Code shall be protected from disciplinary action, reprisals, discrimination, harassment or victimisation arising from
the disclosure, provided that the disclosure is made in good faith and based on reasonable grounds. If the person making the disclosure is involved in any behaviour in breach of this Code then their good faith disclosure may be treated as a mitigating factor.

If you have any questions or concerns regarding the ethics or legality of an issue affecting you, a fellow employee or visitor, you can contact:

  • The next level of management
  • The Human Resources Department
  • A member of the CFC leadership Group
  • Employee Assistance Program (EAP) (PPC Worldwide).
  • Any of the above

SECTION 1: PROTECTING OUR SAFETY, HEALTH AND THE ENVIRONMENT

Think Safe Act Safe Management System

Nothing is more important to the CFC Group than safety. The CFC Group’s primary objective is zero harm. Zero harm to people, plant, facilities and the environment. We expect that our team, our clients, our suppliers and everyone that we interact with will go home to their families without injury, every day.

The CFC Group’s strong safety culture is built around our Think Safe Act Safe Management System. This system is based on strong leadership, positive behaviours, robust systems and shared accountability.

The ultimate goal is to have a team culture that delivers Zero Harm.

The ultimate goal is to have a team culture that delivers

  • 100% harm
  • Zero harm
  • Some harm

Responsibilities

Unacceptable behaviour includes but is not limited to:

  • Any activity or work that might be hazardous to yourself or others.
  • Threatening, intimidating or acting violently towards anyone at work or in the communities where we
  • operate.
  • Smoking in CFC buildings and vehicles.
  • Consuming alcohol while on duty or in the workplace.
  • Using or possessing illegal drugs on CFC premises, in our vehicles or at corporate events.
  • Incorrect use of mobile phones and other devices whilst operating motor vehicles or company machinery/equipment .

Is this statement acceptable behaviour or unacceptable behaviour:  Threatening, intimidating or acting violently towards anyone at work or in the communities where we operate.

  • Acceptable behaviour
  • Unacceptable behaviour

SECTION TWO: OUR PEOPLE

Treating each other fairly and with respect

The CFC Group recognises the dignity of the individual, respects and trusts each employee, and promotes self-development through training that broadens work-related skills. Every employee has a unique role in making the

CFC Group a more inspiring and rewarding place to work. Respect is one of our core values. As CFC Group employees, we have an obligation to deal with each other fairly and to treat each other with dignity and respect.

It is your responsibility to:

  • Know what is expected of you in your role
  • Demand you receive assistance to perform your duties
  • Lie about yourself or a a colleague
  • Contribute to a workplace that values and encourages different constructive opinions, perspectives and cultures.

SECTION THREE: OUR BUSINESS PARTNERS

Relationships with clients

The CFC Group competes for business in a highly competitive market. We compete vigorously and fairly and only obtain competitive information through acceptable means. When we design, test and supply products or services for our customers we do not compromise CFC Group’s reputation for integrity
and consistently high quality, reliability and on time delivery of products and services.

Customers are the lifeblood of our business. While we compete for business vigorously, there are important limitations in the way we solicit and conduct business or the manner in which we obtain competitive information. Fair dealings, compliance with the law, and the profitable operation of our business must all be compatible objectives.

It is your responsibility to:

  • Not give, solicit or accept bribes, kickbacks, or any other form of improper payment, direct or indirect, to or from any representative of a customer, employee representative group or the government in order to obtain a contract.
  • Intentionally disclosing future prices to competitors through customers or other means.
  • Disparage or misrepresent a competitor or any competitor’s products or services.

Relationships with suppliers

We hold our suppliers to the same standards of integrity to which we hold ourselves. While building long-term relationships with suppliers is beneficial for both parties, we will always be objective in awarding or conducting business and will not solicit or be influenced by actions that could compromise, or be seen to compromise, our decision-making. We award business to our suppliers based on their ability to meet our needs and commitments, their reputation for service, their high standards for quality and delivery, and their price structures – in short, for the very same reasons our
customers award business to us.

Unacceptable behaviour includes but is not limited to:

  • Disclosing competitive information concerning bid prices, tender or contract information that does, or could favour or disadvantage a supplier.
  • Receiving any personal or financial benefit from a supplier that is, or is seeking to do business with us.
  • Allowing your business decisions be influenced, or appear to be influenced, by personal or family interests or friendships that are not in the best interests of the CFC Group.

True or False

  • You should allow your business decisions to be influence by personal or family interests or friendships that are not in the best interests of the CFC Group.
  • Unacceptable behaviour includes disclosing competitive information concerning bid prices, tender or contract information that does, or could favour or disadvantage a supplier

SECTION FOUR: PROTECTING OUR ASSETS AND FINANCIAL INTEGRITY

Safeguarding company property

During our employment, you may be entrusted with company funds, property, equipment, information or other resources. We have a responsibility to protect these and safeguard them against unauthorised or improper use.

Safeguarding company property

  • Not use or authorise the use of company funds, property, equipment or other resources for personal benefit, unless permitted according to company policy.
    My responsibility
  • Using our property for personal gain or for the personal benefit of people outside the CFC Group other than in the course of the CFC Group’s normal business operations.
    Unacceptable behaviour
  • Take every precaution to prevent theft, damage or misuse of company property or resources under your responsibility including locking up cabinets, storage areas and laptop computers when not in use.
    My responsibility
  • Loading unlicensed software on to a CFC computer without approval of your Manager
    Unacceptable behaviour

Emails, phones and internet

Our information technology systems are a key component of our business operation and are provided for authorised business purposes. Incidental and occasional personal use of these facilities is permitted but employees must refer to the conditions of usage outlined in the CFC Group’s Internet and e-mail usage policy. The CFC Group reserves the right to monitor, record, disclose, audit, and delete without prior notice the nature and content of an employee’s activity using our company’s email, phones, voicemail, internet and other systems.

Email, phone and internet

  • The CFC Group reserves the right to monitor, record, disclose, audit, and delete without prior notice the nature and content of an employee’s activity using our company’s email, phones, voicemail, internet and other systems

Preventing fraud

PREVENTING FRAUD
You commit fraud when in the course of your employment you intentionally
for your own personal benefit or the personal benefit of others:
  • conceal, alter, falsify or omit information,
  • act dishonestly or unethically,
  • accept bribes for access to the company’s business; or
  • misuse company funds or resources

Preventing Fraud

  • You commit fraud when in the course of your employment you intentionally for your own personal benefit or the personal benefit of others conceal, alter, falsify or omit information,

SECTION FIVE: EXTERNAL COMMUNICATIONS

Making public statements

If you are contacted and asked to discuss company business with any external party such as the press or market analysts, do not provide any information. Instead, you should politely advise the outside party that you are not authorised to discuss the subject, and refer them to the Marketing Department.

Similarly, when using social media you should be clear that you do not speak on behalf of the company.

It is your responsibility to: 

  • State that the materials and opinions you are posting are yours and not the company’s.
  • Take every possible precaution to ensure that you are not disclosing any confidential information about the CFC Group.
  • Refrain from using any CFC or third party logos or trademarks without express permission.

Unacceptable behaviour includes but is not limited to:

  • Posting photos, images, videos or audio clips of our facilities, without permission.
  • Giving the impression that your views are the views of our company.
  • Causing disadvantage, embarrassment or offence to others in the workplace when using social media

If you are contacted and asked to discuss company business with any external party such as the press or market analysts, you should refer the outside party to:

  • The IT department
  • Finance
  • The Marketing department
  • Human Resources

SECTION SIX: COMPLIANCE

Compliance

All employees must be aware that breaches of the Code may lead to disciplinary action. In cases of serious breach, this may lead to termination of employment. The Police will be involved, as required, in all breaches involving criminal behaviour and the CFC Group will cooperate with prosecution to the
full extent of the law. The CFC Group will also always act to recover costs from employees if their actions result in personal financial gain or burden the company with additional costs.

If you encounter what you think is unethical behaviour you should report these concerns to your Manager or Human Resources Department.

Types of non-compliance code

  • Violation of the Code
  • Concealing violation of the Code
  • Failure to reasonably prevent violation of the Code within your area of responsibility e.g. not undertaking management responsibilities with due diligence and care
  • Failure by a Manager, who is aware of a violation, to act on a violation of the Code.

Examples of improper behaviour may include:

  • Inaccuracy of financial records
  • Accounting and auditing irregularities
  • Bribery, corruption or illegal payments
  • Criminal conduct and violations of the law
  • Discrimination and harassment
  • Product quality issues
  • Safety and environmental hazards
  • Conflicts of interest
  • Theft or fraud
  • Workplace violence

All employees must be aware that breaches of the Code may lead to

  • A promotion
  • Disciplinary action
  • A pay rise