Core Policies and Rules : Employee Code of Conduct

Introduction

IPE Global expects adherence to an ethical code of conduct and employee behaviour by staff members and consultants working with us full time or part time. At IPE, we are determined to provide a workplace that encourages ideas, thoughts and a vision for development.

Our Employee Standards

• Treat each employee with respect and give him or her opportunity for input on how to continually improve our service goals.
• Treat each employee fairly and with mutual respect. The Company does not tolerate discrimination of any kind and encourages all managers and supervisors to involve employees in problem solving and the creativity process. When problems arise, the facts should be analyzed to determine ways to avoid similar problems in the future.
• Provide the most effective and efficient corrective action, to resolve the project issues and ensure that the problem not be repeated in the future. In this way, we will take a leadership position in the industry.
• Foster an open door policy that encourages interaction, discussions and ideas to improve the work environment, thus increase our productivity.

Personnel Records

It is important that the personnel records of IPE be accurate at all times. In order to avoid issues or compromising benefit eligibility, IPE Global expects that employees will promptly notify appropriate personnel representative of any change in name, home address, telephone number, marital status, number of dependents, or any other pertinent information that may change.

Attendance

Employees are expected to arrive at work before they are scheduled to start and be at their workstation productively engaged in IPE Global business by the scheduled start time. All time off must be requested in advance and submitted in writing, as outlined in the appropriate categories; except sick leave. IPE Global views attendance as one of the most important facets of job performance review. All unapproved absences will be noted in the employee's personnel file. Excessive absences, including for Sick Leave, will result in disciplinary action, up to and including termination.

Use of Company Property

IPE Global facilitates employees with the necessary equipment to perform their job duties effectively. None of this equipment should be used for personal use, nor removed from the physical confines of IPE Global - unless it is approved and the job specifically requires use of company equipment outside the physical facility of IPE Global. Computer equipment, including laptops, may not be used for personal use - this includes word processing and computing functions. It is forbidden to install any other programs to a company computer without the written permission of the department head. These forbidden programs include, but are not limited to, games, online services, screen savers, etc.

The copying of programs installed on the company computers is not allowed unless they are directed/ permitted by the Line Manager in writing. The telephone lines at IPE Global must remain open for business calls and to service our customers. Any personal calls - incoming and outgoing - with the exception of emergency calls are discouraged. No long distance calls are to be made on company phones unless strictly business related.

Confidentiality

IPE Global requires all employees to sign a confidentiality agreement as a condition of employment, due to the possibility of being privy to information that is confidential and/or intended for the company use only. All employees are required to maintain such information in strict confidence. This policy benefits an employee, by protecting the interests of The Company in the safeguard of confidential, unique and valuable information from competitors or others. Should an occasion arise in which an employee is unsure of his/her obligations under this policy, the concerned should to consult with the respective reporting/ line manager. Failure to comply with this policy could result in disciplinary action, up to and including termination.

Equity and Diversity

All the Employees are considered equal on the grounds of age, gender, colour, race, religion/faith, ethnicity, language, caste, national origin, disability, sexual orientation, marital status, political opinion or any biases as prohibited by law. IPE Global prohibits employees from discriminating/ harassing any other employees for any reasons/ on any occasion for reasons not limited to the ones listed above. This policy applies to all terms and conditions of employment, including but not limited to recruitment, hiring, job assignment, compensation, promotion, discipline, termination, layoffs and access to benefits and training. IPE Global believes that inclusive growth is the key for balanced development and as such, IPE Global values diversity and considers individuals for employment or promotion according to their skills, abilities experience, performance and merit only.

Dress Code

As an employee of IPE Global, the concerned are to present a clean and professional appearance at all times when representing the company. Management, business development personnel and those employees who come in contact with our clients, are expected to dress in accepted corporate tradition. It is just as essential that the concerned act in a professional manner and extend the highest courtesy to co-workers, visitors, customers, consultants and clients. A cheerful and positive attitude is essential to our commitment to extraordinary client service and impeccable quality. We have a standard dress code of formals during weekdays and casuals on weekends.

Servicing Clients

The purpose of this Code of Conduct is to provide employees guidelines on servicing clients as per standards that reflect the company’s overall philosophy and policy of customer service.

Client Focus

Client needs are to be the primary focus of all company activities and as such employees must be responsive towards client needs at all times. Employees must strive towards delivering high quality services that meet client needs. Clients must be informed of what level of service they can expect and how they can expect to receive it. Employees must therefore establish expectations in relation to both quantitative (e.g. how long can the customer expect to wait) and qualitative (e.g. full explanation will be provided in respect of any adverse decision) aspects of service.

Employees must at all times strive to exceed the benchmarks established by the company with respect to client servicing. Managers must ensure that service standards, once established, must be monitored and actual performance as well as planned improvements are reported to concerned positions.

Temporary Employees

Temporary Employees would be associated with The Company after signing a Letter of Association (LoA) and no conditions or policies mentioned in this kit shall be applicable to such Contractual (project specific) consultants.

Representation of IPE Global

This policy is an attempt to ensure that all members in the IPE family should not tamper with the image of The Company under the pretext of ignorance/negligence or whatsoever. Till such time that the incumbent is deemed informed and trained; by the supervisor; as a good representative of IPE Global to the donors/clients or any outside agencies he shall work under the complete supervision of the seniors at IPE. This policy covers any written or oral communication that may be sent by the incumbent for whatever purposes.

Conflicts of Interest and Corporate Opportunities

IPE is supportive of the interests of its employees, especially where they benefit the community at large. Nonetheless, each individual has a responsibility to avoid situations where personal interests could conflict with those of the company. Employees of the company and must avoid external interests, whether business, financial or otherwise, which could have a negative impact on their work for the company. Attempting to influence decisions made about the Company for personal benefit is, without exception, entirely unacceptable. Opportunities properly belonging to the Company which are identified by its employees are not to be exploited for personal gain and must be shared with colleagues for the benefit of the company as a whole.

Whistle-Blowing

All individuals within the Company are responsible for ensuring not only their own compliance with the company’s policies, but the compliance of their colleagues as well. All breaches of company policy should be reported without delay to the supervisor. All reports will be treated seriously and confidentially, and will be investigated under the appropriate procedure.

Universal Participation

These principles, policies and procedures apply to each and every individual within the Company, without exception. IPE Global will not tolerate recriminations against individuals who have, in good faith, reported breaches of any of its policies.

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