Unikie and its personnel shall not in any form or way bribe any personnel of Unikie Clients, including without limitation:
Unikie personnel shall reject any solicitation for bribes during daily business cooperation and make a complaint to the Business Control department of Clients. Also, any form of extortion shall not be accepted as a means to obtain benefits for the Company or for personal gain. Complaint Channel
Unikies employees and clients must avoid all potential conflicts of interest while engaged with Unikie and notify Unikie of any potential conflicts of interest that cannot be avoided.
Unikie or Unikie personnel shall not set up a company together with Client’s personnel or Their relatives or let Client personnel or his/her relatives take share of Unikie, for Client’s personnel or his/her relatives to get any unfair benefits.
Unkie’s intellectual property is one of its most valuable assets, which shall be protected. At the same time, Unikie shall respect the intellectual property rights of others.
Unikie and Unikie personnel shall ensure all documents, information, data, statements and oral representations provided to Clients to be true and correct. Unikie shall be strictly bonded by all of its covenants, commitments, promises, contracts, agreements and memorandums between the parties hereto, and shall punctually supply goods and services with the guaranteed quality and quantity, prevent itself from any commercial fraud, and avoid any dubious activity.
Unikie shall protect all confidential information provided by Unikie’s clients or other parties and comply fully with data security legislation including the GDPR 2016/679 (General Data Protection Regulation 2016/679). Unikie shall respect the confidential information of companies and individuals and treat all confidential information with due care. Unikie will only use confidential information for legitimate business purposes.
Unikie shall compete in a fair manner in compliance with applicable anti-trust laws and regulations on anti-money laundering, privacy rules and applicable economic and trade sanctions. To prevent all unethical business practices, Unikie has the necessary processes and guidelines in place, implemented and trained for all parties acting on its behalf.
Suppliers must comply with export control regulations applicable to their business and provide accurate and truthful information about it to customs and other authorities when required.
Unikie manages its financial matters carefully, transparently and in compliance with all applicable governmental laws, rules and regulations. Financial information is recorded and reported accurately and honestly. Records are retained and disposed of in accordance with all applicable laws and regulations. Internal controls and segregation of duties are implemented to minimize the risk of financial mismanagement and fraud.
Unikie and Unikie personnel acknowledge that any commercial or pricing commitment from Client side or any other commitment from Client side which will eventually affect commercial cost or prices of Client side is not valid unless such commitment is confirmed and signed by Client’s authorized representative who is authorized to sign cooperation contract.
Unikie discloses information about its business activities, financial situation and performance truthfully and in accordance with applicable laws and regulations. Confidential information shall be recognized, and appropriate actions shall be taken to protect it from misuse and unauthorized disclosure.
Unikie is an equal employment opportunity employer. Employment decisions are based on merit and business needs, and not on race, colour, citizenship status, national origin, ancestry, gender, sexual orientation, age, religion, creed, physical or mental disability, medical conditions, pregnancy, marital status, veteran status, political affiliation, or any other factor protected by law. Unikie complies with the law regarding reasonable accommodation for handicapped and disabled employees.
As a recruiter Unikie strives to be an ethical recruiter and encourages its customers and subcontractors to do the same and resign from any kind of discrimination during and after the recruiting process.
The Company encourages any employee who feels discriminated against to immediately report the incident to Their manager without fear of retaliation.
If the complaint involves the manager, the employee should approach the next level of management. An investigation will be conducted, if appropriate, and the appropriate action will be taken. Any employee, including managers, involved in discriminatory practices will be subject to termination.
Unikie complies with the basic human rights principles in the workplace such as Child Labour Avoidance and Freely Chosen Appointment. Unikie also adheres to the requirements of UN Guiding Principles on Business and Human Rights, the OECD Guidelines on Multinational Enterprises, and the International Labour Organisation’s (ILO).
Relating to women’s and minorities rights Unikie complies within the legal framework that has been set by the country’s authorities. This legal framework ensures equal pay, equal opportunities for everybody and protection of the employment in case for example pregnancies.
As a responsible employer Unikie complies with applicable laws and regulations on working hours, minimum wages, overtime, breaks, rest time, sick leave, annual holidays, parental leave, and mandatory benefits. Unikie will also appropriately record these metrics. In addition, Unikie ensures that employees can claim social benefits in accordance with applicable law (e.g. continued payment of wages in the event of illness). Unikie also makes contributions to existing statutory social insurance schemes in full and on time.
Unikie is committed to creating a healthy and safe work environment that prevents occupational injuries and illnesses, and where appropriate emergency procedures and equipment are provided. Unikie provides safety training to their employees, where appropriate, and recognise that their employees have the right to stop unsafe work. Unikie records health and safety incidents and preventive measures should be used.
Unikie is committed to providing a work environment that is free from discrimination or harassment. In keeping with this commitment, the Company maintains a strict policy of prohibiting harassment. Harassment of any sort ‐ verbal, physical, and visual ‐ will not be tolerated, particularly against employees in protected classes. These classes include, but are not necessarily limited to race, colour, religion, sex, age, sexual orientation, national origin or ancestry, disability, medical condition, marital status, veteran status, or any other protected status defined by law.
Unikie is especially aware of and respects the rights of indigenous people, vulnerable groups, including, but not limited to migrant workers, women, children, and disabled people, as well as local communities in connection with the Unikie’s activities and operations.
Workplace harassment can take many forms. It may be, but is not limited to, words, signs, offensive jokes, cartoons, pictures, posters, e‐mail jokes or statements, pranks, intimidation, physical assaults or contact, or violence. Harassment is not necessarily sexual in nature. It may also take the form of other vocal activity including derogatory statements not directed to the targeted individual but taking place within their hearing. Other prohibited conduct includes written material such as notes, photographs, cartoons, emails, IM’s, articles of a harassing or offensive nature, blatant favouritism leading to a hostile work environment, and taking retaliatory action against an employee for discussing or making a harassment complaint.
All Unikie employees, and particularly managers, have a responsibility for keeping our work environment free of harassment. Any employee, who becomes aware of an incident of harassment, whether by witnessing the incident or being told of it, must report it to the People Team or the designated management representative with whom they feel comfortable.
Unikie is concerned about the use of alcohol, illegal drugs, or controlled substances as it affects the workplace. Use of these substances, whether on or off the job can detract from an employee’s work efficiency, safety, and health, and therefore seriously impair employees ability to perform the tasks appointed to them. In addition, the use or possession of these substances on the job constitutes a potential danger to the welfare and safety of other employees and exposes the Company to the risks of property loss or damage, or injury to other persons.
Furthermore, the use of prescription drugs and/or over‐the‐counter drugs also may affect an employee’s job performance and may seriously impair the employee’s value to the Company.
The following rules and standards of conduct apply to all employees either on Company property or during the workday (including meals and rest periods). Behaviour that violates Company policy includes:
Violation of these rules and standards of conduct will not be tolerated. Unikie also may bring the matter to the attention of appropriate law enforcement authorities.
An employee’s conviction on a charge of illegal sale or possession of any controlled substance while off Company property will not be tolerated because such conduct, even though off duty, reflects adversely on Unikie. In addition, the Company must keep people who sell or possess controlled substances off Company premises in order to keep the controlled substances themselves off the premises.
Any employee who is using prescription or over‐the‐counter drugs that may impair the employee’s ability to safely perform the job, or affect the safety or well-being of others, must notify a manager of such use immediately before starting or resuming work.
Unikie will encourage and reasonably accommodate employees with alcohol or drug dependencies to seek treatment and/or rehabilitation. Employees desiring such assistance should request a treatment or rehabilitation leave. The Company is not obligated, however, to continue to employ any person whose performance of essential job duties is impaired because of drug or alcohol use, nor is the Company obligated to re‐employ any person who has participated in treatment and/or rehabilitation if that person’s job performance remains impaired as a result of dependency. Additionally, employees who are given the opportunity to seek treatment and/or rehabilitation, but fail to successfully overcome their dependency or problem, will not automatically be given a second opportunity to seek treatment and/or rehabilitation. This policy on treatment and rehabilitation is not intended to affect the Company’s treatment of employees who violate the regulations described previously. Rather, rehabilitation is an option for an employee who acknowledges a chemical dependency and voluntarily seeks treatment to end that dependency.
Unikie shall as applicable to identify, measure, and monitor their environmental impacts and risks relevant to their industry, which include but are not limited to greenhouse gas emissions and energy consumption; pollution prevention and waste reduction; hazardous substances; water consumption; air and water emissions and reduction; resources use; and, biodiversity and nature protection.
Unikie is aware of the environmental impact and environmental risks of their activities and strive to minimise the adverse effects of their activities. Unikie implements a precautionary approach towards their relevant environmental impacts and issues, and implement remediation, mitigation, and management activities for them.
Unikie is committed to the Paris Agreement (COP 21) in its own operations, and expects its subcontractors to also commit to the agreement in their own operations. Unikie aims to reduce the carbon dioxide emissions from their own activities by increasing the carbon neutrality of their energy sources and other purchases and by improving energy efficiency.
Unikie will, to the highest extent possible, strive to reduce waste, and reuse and recycle resources.
Unikie shall identify, monitor, control and manage emissions to air, water and soil as well as waste generated from its operations. Chemical and other materials posing a hazard if released to the environment are to be identified and managed to ensure their safe handling, movement, storage, recycling or reuse and disposal.
Any violation of Unikie policies, procedures, or practices, or any improper behaviour or conduct may warrant disciplinary action. When followed, the progressive discipline system is intended to give employees advance notice, whenever possible, of problems with their conduct or performance in order to provide them an opportunity to correct any problems. Normally, progressive discipline involves verbal counselling, followed by a written warning upon a repeated occurrence. Any or all of the above may be utilized, depending upon individual circumstances and the nature of the infraction.
Unikie manages its financial matters carefully, transparently and in compliance with all applicable governmental laws, rules and regulations. Financial information is recorded and reported accurately and honestly. All records fully and accurately represent the transaction or event being documented and the records do not contain any false or misleading entries. Records are retained and disposed of in accordance with all applicable laws and regulations. Internal controls and segregation of duties are implemented to minimize the risk of financial mismanagement and fraud.
Unikie discloses information about its business activities, financial situation and performance truthfully and in accordance with applicable laws and regulations. Confidential information shall be recognized and appropriate actions shall be taken to protect it from misuse and unauthorized disclosure.
It is of utmost importance that we report our concerns whenever we see any behaviour within Unikie that violates our Code of Conduct. Employees and subcontractors should primarily report their suspicions to their manager or their responsible contact person at Unikie. If for some reason the information cannot be delivered to the persons in charge at Unikie, our own whistleblowing channel should be used. All information is handled confidentially. It is also possible to leave anonymous reports.
Employees can report their concerns through our reporting channel. Through this notification channel, Unikie’s employees, suppliers, customers or persons belonging to other stakeholder groups can report their findings concerning Unikie on possible misconduct and criminal suspicions or activities that violate Unikie’s Code of Conduct. Employees and other whistleblowers are free to raise concerns and speak up without fear of retaliation.