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USA Operations Centers Anti-Bribery May 2017
As this policy is reviewed, please note the following State/Area for which exceptions exist:
Not Applicable
Acts of bribery or corruption are designed to influence, obtain or retain an unethical business advantage. It is Joyner's policy that supplies, materials, and services must be selected objectively, free from personal biases or self-serving motives.
Joyner prohibits employees from offering, giving, soliciting, or accepting any bribe. This includes to or from any person or company in order to gain any commercial, contractual, or regulatory advantage for Joyner, whether the other party is an official, a private party, or a private or public company.
BRIBERY: Offering, promising, giving, demanding or accepting an advantage as an inducement for an action which is illegal, unethical or a breach of trust.
CORRUPTION: Misuse of public office or power for private gain; or misuse of private power in relation to business outside the government.
Employees are expected to use good judgment and exercise the highest degree of integrity in conducting Joyner’s business.
Employees must:
Refuse or return any item offered as a bribe, as well as any item over nominal intrinsic value offered gesture of goodwill or appreciation.
Discuss any uncertain situations with their supervisor.
Employees must not:
Give any cash, cash equivalent or any item of value in exchange for influencing offerings or decisions in handling orders or requests.
Participate in activities that conflict with the interests of Joyner.
Use their position or knowledge of Joyner’s decisions or considerations in any manner that conflicts with or otherwise prejudices Joyner’s interests.
The supervisor should be knowledgeable about the Code of Conduct and the market area and/or department policies (if applicable) relating to Anti-Bribery and set expectations with employees.
Management is responsible for making the Market Area or Department Leadership and Human Resources & Employee Care (HREC) aware of any violations of, or actual or potential conflicts with, the Code of Conduct, or with department policies (if applicable) relating to Anti-Bribery.
Human Resources employees should be knowledgeable about the Code of Conduct and the market area and/or department policies (if applicable) relating to Anti-Bribery.
HR should address with the Market Area or Department Leaderership any situations that involve violations of, or possible conflicts with, the Code of Conduct or of this policy.