Code of Conduct – ITN Nigeria

ITN Code of Conduct and working ethic

1. Integrity and Ethical Behavior
Employees and members of the organization must act with honesty, integrity, and transparency in all professional interactions committed into their hands. Fraud, deceit, or dishonesty will not be tolerated.

All co partners and founding members must exercise in practice of being honest, consistent, and principled, even when no one is watching. It involves:
Always providing truthful information and being transparent in one’s actions.
avoid misleading others or concealing the truth.
Acting in accordance with one’s stated values, regardless of external pressures or incentives to deviate from them. You must not compromise the principles for convenience or personal gain.
Accepting responsibility for your actions and decisions. This means owning up to mistakes and making amends when necessary.

Demonstrating dependability by following through on promises and commitments, you must be trusted and consistently do what you say you will do.

Treating everyone with dignity, fairness, and consideration. Ethical behavior requires that you.respects the rights and views of others, even when they differ.

Ensuring that all actions and decisions are made without favoritism, bias, or injustice. treat others equitably and refrain from discriminatory practices. Maintaining the privacy of sensitive information. Ethical behavior demands that individuals do not misuse privileged knowledge for personal advantage or to harm others or this organization

adherence to legal standards, as well as internal policies and guidelines. This includes avoiding illegal practices, such as fraud, bribery, or corruption.

2. Respect for Others
All individuals must treat colleagues, clients, and stakeholders with dignity and respect. Discrimination, harassment, or any form of abusive behavior based on race, gender, sexual orientation, religion, disability, or any other characteristic will not be permitted if anyone found guilty of this it his wages or reward in ITN will be forfeited without and compensation.

Demonstrating dependability by following through on promises and commitments, you must be trusted and consistently do what you say you will do.

Treating everyone with dignity, fairness, and consideration. Ethical behavior requires that you.respects the rights and views of others, even when they differ.

adherence to legal standards, as well as internal policies and guidelines. This includes avoiding illegal practices, such as fraud, bribery, or corruption.

3. Confidentiality
Confidential information must be protected. Employees or founding members should not disclose proprietary or sensitive information without proper authorization and should avoid discussing confidential matters in public or unsecured locations.

Confidentiality

Employees, contractors, and affiliates of the organization are entrusted with confidential and proprietary information. This information may include, but is not limited to, the following:

1. Client Information on ITN data base Any data or details about clients, including personal information, business strategies, and other private matters must be treated confidential way

2. Company Proprietary Data*: This includes trade secrets, financial data, internal reports, strategic plans, intellectual property, and any other non-public business information.

3. Employee Information*: Personal information of fellow employees, such as addresses, salaries, performance reviews, and other confidential HR data.

Key Expectations:

– Non-disclosure*: Employees are prohibited from sharing, disclosing, or using confidential information for any purpose outside the scope of their job responsibilities. This includes conversations in public spaces, emails, or sharing with unauthorized parties.

– Data Protection: Individuals are expected to employ appropriate measures to protect confidential information, including using encryption, secure storage, and following organizational security protocols.

– Compliance with Laws: The organization expects strict compliance with all data protection laws, including international regulations like GDPR (General Data Protection Regulation) or any other relevant jurisdictional standards.

– Post-employment Obligations: The duty of confidentiality extends beyond the termination of employment or engagement with the organization. Employees are expected to continue safeguarding the organization’s information indefinitely, unless explicitly released from this obligation in writing.

Breach of Confidentiality:

– Any breach of confidentiality, whether intentional or through negligence, may result in disciplinary action, including termination of employment or legal action. Employees are encouraged to report any potential risks to confidentiality they may observe in the course of their duties.
4. Compliance with Laws and Regulations
All founding members must adhere to local, national, and international laws, as well as telecommunication industry regulations. Violations of the law will be subject to disciplinary action, including potential termination and legal consequences.

Compliance with Laws and Regulations*
ITN company commits to following all applicable local, national, and international laws.
– Employees are expected to understand and comply with relevant laws and regulations.
– Regular training and updates are provided to ensure awareness of legal obligations.

Ethical Business Practices
– The company conducts business with integrity and avoids any corrupt practices.
– There is a clear prohibition against bribery, fraud, and other illegal activities.
– Transparency in all business dealings is emphasized.

Internal Reporting
– Employees are encouraged to report any violations of laws or regulations without fear of retaliation.
– Whistleblower protections are in place to ensure the safety of individuals who raise concerns.

Anti-Bribery and Anti-Corruption
– The company has a zero-tolerance policy for bribery and corruption.
– There are strict guidelines for dealing with government officials and external stakeholders to prevent illegal payments.

Fair Competition
– The company respects antitrust and competition laws, ensuring fair and honest competition in the marketplace.
– Employees must avoid practices that could result in unfair competitive advantages.

Data Privacy and Security
– Compliance with data protection regulations such as GDPR or other relevant standards is required.
– Proper handling of personal and confidential data is essential to avoid legal breaches.

Environmental Laws
– The company adheres to environmental protection laws and regulations.
– Sustainable business practices are encouraged to reduce environmental impact.

Health and Safety
– The company ensures compliance with health and safety regulations to protect employees, customers, and the public.
– Regular assessments and safety measures are implemented to prevent workplace injuries.

Audits and Monitoring
– Regular audits are conducted to ensure compliance with laws and internal policies.
– Any deviations from legal or regulatory requirements will be promptly addressed.

5. Professionalism
Found members are expected to maintain professionalism in all business-related matters, including appearance, language, and behavior, whether interacting with colleagues, clients, or external stakeholders.

Integrity and Ethics
Founding members,Employees must act with honesty and transparency in all dealings.
– Avoid conflicts of interest and maintain confidentiality.

2. Respect and Courtesy
– Treat all colleagues, customers, and stakeholders with respect.
– Embrace diversity and avoid any form of discrimination or harassment.

Communication
– Communicate clearly and professionally, both verbally and in writing.
– Be mindful of tone in all communications, including emails and social media.

Punctuality and Reliability
– Arrive on time and meet deadlines consistently.
– Be reliable in completing tasks and attending meetings.

Dress Code and Appearance
– Adhere to the company’s dress code, which may be formal, business casual, or otherwise specified.
– Maintain a clean and professional appearance.

Accountability and Responsibility
– Take responsibility for actions and decisions.
– Be proactive in identifying solutions to challenges.

Confidentiality and Data Security
– Protect sensitive company and client information.
– Follow all policies on data privacy and cybersecurity.

Use of Company Resources
– Use company equipment and resources responsibly and only for business purposes.
– Avoid misuse or personal use of company property without permission.

Health and Safety
– Comply with health and safety regulations.
– Report any hazards or unsafe conditions to supervisors.

Teamwork and Collaboration
– Work collaboratively and supportively with colleagues.
– Share knowledge and help foster a positive work environment.

6. Conflict of Interest
Founding members must avoid situations where personal interests conflict with those of the organization. Any potential conflicts should be disclosed immediately to zonal rep or relevant authorities.

ITN company’s *conflict of interest* policy is a key element of its code of conduct. It sets clear guidelines to ensure that employees act in the best interests of the organization and avoid situations where personal interests might conflict with professional responsibilities. Below are common elements included in such policies:

Definition of Conflict of Interest
– A conflict of interest arises when personal, financial, or other interests interfere with an employee’s ability to make unbiased decisions in the interest of the company.

Types of Conflicts
– Financial Interests: Employees should not have financial relationships with suppliers, customers, or competitors that could influence their decisions.

Outside Employment: Employees should avoid working for a competitor or engaging in business activities that conflict with their job duties.
– Family and Personal Relationships: Employees must disclose if they have close personal or family relationships with individuals in companies doing business with their employer.
– Gifts and Entertainment: Accepting gifts, entertainment, or other benefits from third parties may be seen as an attempt to influence business decisions.

Disclosure Requirements
– Employees are required to disclose any potential conflicts of interest to their supervisors or the human resources department.
– All conflicts, whether actual or potential, should be reported as soon as they are identified.

Prohibited Actions
– Employees must not exploit their position within the company for personal gain.
– Engaging in decision-making or influencing processes where a conflict exists is strictly prohibited.

Procedures for Addressing Conflicts
– The company will investigate any disclosed or suspected conflicts of interest.
– If a conflict is identified, steps will be taken to eliminate or mitigate its effects, which may include recusal from certain decisions or termination of a business relationship.

Consequences of Violations
– Failure to comply with the conflict of interest policy may lead to disciplinary actions, up to and including termination of employment

7. Health and Safety
All all founding members are responsible for maintaining a safe and healthy work environment by following safety guidelines, reporting hazards, and participating in safety training when necessary

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Company Health and Safety Code of Conduct

1. General Responsibilities
– Employer Responsibility: The company commits to providing a safe working environment by identifying potential hazards, providing proper training, and ensuring compliance with all safety regulations.
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– Employee Responsibility: All employees must adhere to safety guidelines, report hazards, and participate in safety training.

2. Compliance with Safety Laws and Regulations
– The company and its employees shall comply with all applicable occupational health and safety laws, regulations, and industry standards.

3. Risk Assessment and Management
– Regular assessments of workplace risks will be conducted to identify and mitigate hazards.
– Employees are expected to participate in these assessments and follow guidelines to minimize risks.

4. Personal Protective Equipment (PPE)
– Employees must wear appropriate PPE for specific tasks as outlined by the company.
– PPE will be provided by the company at no cost, and employees are required to maintain it properly.

5. Incident Reporting and Investigation
– All incidents, including near-misses, must be reported immediately.
– The company will investigate incidents to determine causes and prevent future occurrences.

6. Emergency Procedures
– Clear emergency procedures for evacuation, first aid, and fire safety will be in place and must be followed by all employees.
– Regular emergency drills will be conducted to ensure preparedness.

7. Health and Well-being
– The company is committed to promoting the physical and mental well-being of all employees.
– Employees are encouraged to speak up if they feel unsafe or unwell in their work environment.

8. Prohibited Conduct
– Unsafe practices such as tampering with safety equipment, failing to report hazards, or working under the influence of drugs or alcohol are strictly prohibited.

9. Disciplinary Action
– Failure to comply with the health and safety code of conduct may result in disciplinary action, up to and including termination of employment.

10. Continuous Improvement
– The company is dedicated to continuous improvement in safety practices through regular reviews, training, and feedback from employees.
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8. Protection and Use of Company Assets
Founding members must responsibly use the organization’s resources, including materials, funds, equipment, and intellectual property. Misuse or misappropriation of these resources will result in disciplinary action.

Proper Use of Company Assets
Founding members/Employees must use company property, such as equipment, facilities, and financial resources, only for authorized and legitimate business purposes.
– Personal use of company assets should be limited and must not interfere with job performance or the business.

2. Confidentiality and Information Security
– Employees are responsible for protecting confidential company information, including intellectual property, trade secrets, and any sensitive financial data.
– Unauthorized disclosure or misuse of company information can lead to disciplinary action and potential legal consequences.

3. Asset Care and Maintenance
– Employees are expected to take care of company assets to prevent damage or loss. This includes maintaining equipment and reporting any damages or malfunctions promptly.
– Negligent or deliberate misuse of company property can result in penalties.

4. Use of Technology and Digital Resources
– Company-owned technology, such as computers, email, and internet access, should be used primarily for business purposes. Personal use should be kept to a minimum and must comply with company policies.
– Employees must not download unauthorized software, visit inappropriate websites, or engage in any activities that could expose the company to security risks.

5. Fraud and Misuse
– Any fraudulent activity or misuse of company assets is strictly prohibited. Employees should immediately report any suspicion of fraud or misappropriation to the relevant authorities within the company.

6. Monitoring and Reporting
– The company may monitor the use of its assets, including email and internet usage, to ensure compliance with its policies.
– Employees are encouraged to report any observed violations of asset protection policies.

7. Penalties for Non-Compliance
– Violations of the company’s asset use policy can result in disciplinary action, including termination of employment and legal proceedings if necessary.

9. Accountability
Everyone in the organization is accountable for their actions and decisions. If mistakes are made, individuals should acknowledge them and take steps to rectify the situation promptly.

Ethical Business Practices
Companies are expected to conduct their business with integrity, ensuring that all dealings are legal, ethical, and fair. This includes avoiding fraud, corruption, and any form of exploitation.

2. Transparency and Disclosure
ITN Company will provide accurate and timely information about their financial performance, operations, and decision-making processes to stakeholders, including investors, customers, and the public.

Environmental Responsibility
Companies are held accountable for their environmental footprint, meaning they should strive to reduce waste, pollution, and the depletion of natural resources. Regular reporting on environmental impact is often required.

4. Social Responsibility
This includes respecting human rights, ensuring fair labor practices, providing safe working conditions, and avoiding child or forced labor. ITN will also support local communities and contribute to social welfare.

5. Compliance with Laws and Regulations
Itn are responsible for complying with all relevant laws, including labor laws, environmental regulations, and financial reporting standards. Regular audits and compliance checks are often part of this process.

6. Whistleblower Protections
Employees and stakeholders should feel safe reporting unethical or illegal behavior within the company without fear of retaliation. Clear procedures for reporting and addressing misconduct should be in place.

7. Stakeholder Engagement
Itn is actively engage with their stakeholders, including customers, employees, suppliers, and communities, to understand and address their concerns in a responsible and timely manner.

8. Accountability for Misconduct
When violations of the code occur, there should be clear consequences for individuals and corrective actions for the company. This may include internal investigations, fines, and changes in policy or leadership.

10. Commitment to Quality

Both Employees and founding members should strive to perform their duties with excellence, continuously improving their skills and delivering high-quality results to clients, partners, and stakeholders.

Company Code of Conduct: Commitment to Quality

1. Customer Focus
– Our primary goal is to meet or exceed customer expectations by delivering high-quality products and services.
– We actively listen to customer feedback through our customer care line,and make improvements to align our offerings with their needs.

2. Ethical Standards
– All employees must uphold the highest ethical standards in every aspect of product or service development.
– We ensure transparency in communication about the quality and reliability of our products, without making false claims.

3. Continuous Improvement
– We are committed to a culture of continuous improvement by regularly evaluating our processes and technologies.
– Employees are encouraged to contribute ideas for innovation and enhancements that improve quality.

4. Compliance with Standards
– Our products and services will meet all relevant safety, regulatory, and quality standards, both nationally and internationally.
– We stay updated on industry regulations to ensure our processes remain compliant.

5. Quality Control
– We have established strict quality control procedures that cover every stage, from product design to final delivery.
– Any defects or issues discovered will be swiftly addressed, with corrective actions implemented to prevent recurrence.

6. Employee Responsibility
– Each employee is responsible for maintaining the integrity of the quality of our products and services.
– We provide training to ensure that every team member is equipped with the knowledge and tools necessary to perform their role effectively.

7. Supplier Relationships
– We hold our suppliers to the same high-quality standards that we apply to ourselves.
– Regular audits and assessments are conducted to ensure that our supply chain contributes to the overall quality of our offerings.

8. Environmental Responsibility
– We are committed to minimizing the environmental impact of our products and services by adhering to sustainable practices without compromising quality.

9. Accountability and Transparency
– Quality is a shared responsibility across all departments, with clear accountability measures in place.
– We are open about our performance, regularly reviewing and reporting our quality metrics to stakeholders.

11. Reporting Violations
Employees are encouraged to report any violations of this Code of Conduct or unethical behavior. Reports should be made to a designated officer, and all reports will be treated confidentially.

1. Duty to Report Violations
Employees are often required to report suspected violations of laws, company policies, or ethical standards. This can include:
– Fraud
– Corruption
– Discrimination or harassment
– Financial misconduct
– Environmental and safety violations

2. Confidentiality and Anonymity
– Companies often provide mechanisms (e.g., hotlines or online portals) to allow employees to report violations anonymously.
– The company must ensure that all reports are treated with confidentiality to protect the identity of the reporter and the integrity of the investigation.

3. No Retaliation Policy
– A critical element of most codes is a no retaliation policy. Employees who report violations in good faith should not face retaliation, such as demotion, termination, or harassment.
– The company must commit to protecting whistleblowers from any form of punitive action.

4. Procedure for Reporting
-Designated Reporting Channels: The code typically specifies who violations should be reported to (e.g., HR, Compliance Officers, or Ethics Committees).
– Step-by-Step Process: Employees are usually informed of the steps involved in submitting a report, including documentation of the violation and timing for reporting.

5. Investigation Process
– Upon receiving a report, companies often outline the procedures for conducting a fair and objective investigation. This includes gathering evidence, interviewing relevant parties, and determining corrective action.
– Timely action is essential, and updates may be provided to the reporting employee.

6. Corrective Action
– Once a violation is confirmed, companies will outline what kind of corrective actions may follow, including disciplinary actions, policy changes, or external reporting to authorities.

7. Training and Awareness
– Companies may require employees to undergo regular training on how to recognize and report violations, ensuring that everyone understands the process.

12. Consequences for Violations
Failure to comply with this Code of Conduct may result in disciplinary action, including warnings, suspension, termination, or legal action, depending on the severity of the violation.
1. Verbal Warning
– For minor infractions, a supervisor may give a verbal warning, indicating that the behavior or action is inappropriate and needs correction.

Alternative phrasing: “In case of minor infractions, the employee may receive an oral reminder to correct the behavior.”

2. Written Warning
– If the violation is more serious or if a previous verbal warning was disregarded, a formal written warning is issued, detailing the nature of the violation and the expected corrective actions.

Alternative phrasing: “For repeat or moderate violations, the employee will be issued a written notification that further outlines the misconduct and necessary improvements.”

3. Probation
– The employee may be placed on probation for a set period, during which their behavior and performance are closely monitored. Failure to improve could result in further disciplinary actions.

Alternative phrasing: “If conduct does not improve, the employee might be subject to a probationary period, with closer oversight.”

4. Suspension
– For more severe violations, an employee might be suspended from their duties without pay as an immediate consequence. The length of suspension varies depending on the gravity of the violation.

Alternative phrasing: “In the case of serious infractions, the employee may be temporarily removed from work, possibly without compensation, pending further investigation or corrective measures.”

5. Demotion
– In cases where a violation indicates a lack of competence or leadership, the employee could be demoted to a lower position with reduced responsibilities and compensation.

Alternative phrasing: “For breaches that suggest a need for decreased responsibility, the employee may be reassigned to a lesser role with accompanying adjustments in pay.”

6. Termination
– For the most serious violations, such as gross misconduct, fraud, or breaches of legal obligations, the company may decide to terminate the employee’s contract.

Alternative phrasing: “Severe offenses, such as significant misconduct or legal violations, may result in immediate dismissal from the organization.”

7. Legal Action
– If the violation involves illegal activities such as theft, harassment, or fraud, the company may pursue legal actions, including reporting the violation to authorities.

Alternative phrasing: “If an infraction involves illegal behavior, the company reserves the right to take legal measures, potentially involving law enforcement.