Code of Ethics Intertek

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    Our Code of Ethics

    What Intertekexpects of you

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    Our Code of Ethics

    Our relationship with our employees and our environment

    02 Equal Opportunity02 Human Rights

    02 Health & Safety

    03 Bullying, Harassment, Discrimination and Misconduct

    03 Environmental & Corporate Social Responsibility

    Our commitment to integrity

    05 Integrity

    07 Bribery and Corruption

    08 Conicts of Interest

    09 Gifts and Hospitality11 Political and Charitable Contributions

    11 Insider Dealing

    Our relationship with customers, partners and the marketplace

    14 Working with our Customers

    14 Partners, Contractors, Agents, Intermediaries and Suppliers

    15 Fair Marketing and Anti-Trust Competition

    15 Export, Import and Trade Controls

    Our obligation to protect our assets, condential information, shareholders and reputation

    17 Protecting our Assets and Resources17 Condentiality

    17 Our Shareholders

    17 Public and External Communications

    Seeking guidance and reporting concerns or breaches of the Intertek Code of Ethics

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    Our Mission and Values statement clearly declares that we act with integrity, honesty and respect. We mustalways ensure that we live out those values every day.

    One of our primary business objectives is to help our customers meet quality standards for virtually

    any market in the world and protect them against risk by ensuring compliance with local, national andinternational laws. The accuracy and validity of reports and certicates that we provide and maintainingthe trust and condence of our customers, their customers and others impacted by our work, are thereforeimportant factors which contribute to our success.

    Our reputation is built on the integrity and know-how of our people, so we do not tolerate unethicalbehaviour by our employees, contractors, agents or anyone acting on our behalf.

    To protect our business and our employees, this Code of Ethics sets out the principles and rules that governour business conduct. It helps anyone representing the Company to understand what is expected of themand ensures that we always act responsibly and with integrity.

    The global business environment has become increasingly complex in recent years. The Code of Ethicsoutlines what you must do to comply with local laws and regulations and incorporates the InternationalFederation of Inspection Agencies (IFIA) principles of Integrity, Condentiality, Conicts of Interest, Anti-

    Bribery and Fair Marketing.All those working for or on behalf of Intertek are required to sign our Code of Ethics upon joining theCompany or before commencing work on our behalf. It is the responsibility of each Intertek employee orperson acting on Intertek’s behalf to understand and apply the Intertek Code of Ethics in their own job role,their part of the business and location.

    Failure to comply with the Code of Ethics may expose Intertek, its employees, customers or others to seriousharm and may also damage the business and reputation we have all worked hard to earn. We could also beexposed to nancial penalties and even imprisonment of individuals in serious cases of misconduct.

    Intertek is committed to maintaining a culture where issues of integrity and professional ethics can be raisedand discussed openly. This is why we provide hotline facilities for all employees, contractors and othersrepresenting Intertek, to enable condential reporting of suspected misconduct or breaches of the Code.

    This guide should answer any questions or concerns you may have about our Code of Ethics. However, if youshould need further guidance, please contact your line manager or Regional Compliance Ofcer for furtherinformation.

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    Equal Opportunity

    We believe that all Intertek employees should haveequal opportunity of employment, fair rewardand career advancement on the basis of ability,performance, necessary qualications and conduct.We recognise and harness the value that individualsof different backgrounds and capabilities bring toour business. Our diverse workforce helps us tounderstand, communicate and trade with our vastclient base through their understanding of localissues and cultures.

    Intertek’s employment policies and practices operatewithin a framework which reects a culture ofmerit where decisions are based on the individual’s

    ability to perform in relation to the needs of thebusiness. These policies complement and conformto local and national laws, regulations and codes ofpractice. We act to apply all employment policiesand practices, including recruitment, promotion,reward, working conditions and performancemanagement, in a way that is informed, fair andobjective. Our Inclusion & Diversity Policy acts toeliminate discrimination so that all our employeesare treated fairly and feel respected and included inour workplaces.

    Human Rights

    Intertek is committed to respecting the UnitedNation’s (UN) convention on Human Rights andthe International Labour Organisation’s (ILO) eight

    core conventions on fundamental human rights;those being: non-discrimination; forced labour;child labour; freedom of association and collectivebargaining; harassment; working hours; benetsand wages; leave; and employee contracts andletters.

    Health & Safety

    Intertek considers the health, safety and welfare ofits employees, clients and third parties connectedwith its business to be of paramount importance.We aim to provide a safe and healthy workingenvironment and ensure that our employees havethe information and resources to perform theirduties safely. We are committed to maintaininghigh standards and complying with relevant locallegislation and guidelines in any area in which weoperate.

    We continually seek to minimise risk to ouremployees, clients and others who may beaffected by our operations and our proceduresare regularly monitored by our compliance teamto ensure that they are being properly appliedin practice. Our internal policies require quality,health, safety and environmental (QHSE) incidentsto be recorded, reported and investigated, withQHSE representatives being responsible for theinvestigation of incidents and implementingcorrective actions. Employees are encouraged toreport incidents and offer suggestions for QHSEimprovements.

    Our relationship with our employees and ourenvironment

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    Treat your colleagues and your neighbours with courtesy, dignity and respect.Work in a safe and responsible manner.Never be under the inuence of alcohol or illegal drugs at work.Respect your environment and use materials and energy efciently and safely.

    Report any breaches of the above to your line manager, your Regional Compliance Ofcer or viathe Intertek Global Hotline.

    Our employees and our environment -what Intertek expects of you

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    Bullying, Harassment, Discrimination andMisconduct

    Intertek requires its employees to respect everyonethey work with and does not tolerate abuse,bullying or harassment in any form. Inappropriatesexual advances and unw elcome physical contactis wholly unacceptable. Discrimination based ongender, age, ethnicity, religion, nationality, disability,sexual orientation, social origins and associations,political afliations and union membership, will notbe tolerated by Intertek. Recruitment, promotionand employment-related decisions will be based onperformance and merit as well as other job-relatedfactors.

    If you are found to have abused, bullied, harassedor discriminated against a fellow employee you willbe liable to disciplinary action, including dismissal.Any employee engaging in work related criminalactivity will be dismissed, and may be reported tothe appropriate authorities. Any cost of defence willbe borne by the employee.

    Intertek does not tolerate working under theinuence of alcohol or illegal drugs while atwork. Use of alcohol or drugs or being in any wayintoxicated whilst in the workplace could leadto health and safety risks, as well as affect your

    ability to perform your job. Employees found to beintoxicated or using alcohol or drugs whilst workingwill face disciplinary action, including dismissal.

    Environmental & Corporate SocialResponsibility

    The nature of the work that Intertek does for itsclients has a direct benet in reducing harm tothe environment and tackling climate change.In our own operations, we are committed tominimising our impact on the environment throughreducing energy consumption at our sites, utilisingrenewable energy sources, implementing ‘green’waste management practices, minimising travel,undertaking carbon offsetting and operating qualitymanagement systems. Our Environmental Policy isimplemented by country managers at a nationallevel in compliance with local guidelines andregulations.

    Supporting the communities in which we operate isimportant to Intertek. We expect our employees torespect the communities in which they live and workand we support and encourage their involvement incharitable and community activities.

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    05intertek.comOur commitment to integrity

    Our responsibility is to conduct all business accordingto the highest professional and ethical standards andpractices. Intertek’s work shall be carried out in anindependent and impartial manner, using appropriatemethods and procedures and in accordance withlocal and international laws.

    Intertek does not tolerate corruption and bribery. Itis important that Intertek’s employees, contractors,agents, joint venture partners and distributors aswell as those third parties conducting business withIntertek, fully understand Intertek’s zero tolerance ofcorruption.

    Intertek’s Anti-Bribery Guidance, including Gifts,Hospitality and Entertaining policy, is available fromyour line manager or at Intertek.com/investors/ governance.

    IntegrityIntertek expects all its employees, sub-contractors,agents and intermediaries to carry out any workfor and on behalf of Intertek in accordance withand respecting all countries’ laws and internalIntertek Policies. Criminal violations committedin the course of undertaking Intertek business isunacceptable, and will result in the termination of theemployees’ employment or sub-contractors, agentsor intermediaries’ contracts with Intertek. Criminalviolations committed by employees outside of theiremployment will be taken very seriously by Intertekand may lead to consequences such as disciplinarysanctions and even dismissal in serious circumstances.

    Intertek prides itself on the integrity and high qualityof its services and all employees must carry outtheir work to those standards. Customers value ourintegrity and expect us to remain impartial. Data,test results and other material facts shall be reportedby Intertek in good faith, will not be improperly

    changed and shall correctly present the actualndings, professional opinions or results obtained.The falsifying or manipulation of evaluations, testingprocesses, quality assurance surveys and reports, willnot be tolerated and will lead to disciplinary actionincluding dismissal.

    Intertek also expects all employees and sub-contractors, agents and intermediaries to be properlyqualied to carry out their work for the Company.Falsication or misrepresentation of qualications byemployees will result in disciplinary action, includingdismissal; sub-contractors, agents and intermediariesmay have their contracts with Intertek terminated.

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    ExamplePaying a public ofcial a small amount of money to process your VISA application more quickly could amount to a bribe.

    ExampleEmploying a contractor or agent to provide money, gifts or hospitality to third parties or public ofcials to win theirbusiness would amount to bribery.

    Bribery and CorruptionIntertek does not tolerate or engage in bribery or corruption inany form, in any of the countries in which it operates.

    Bribery is the offering, giving, receiving or requesting of anyitem(s) of value to another person, directly or indirectly, toinduce that person to act improperly or to reward them forimproper performance. Improper performance is performancethat breaches expectations of good faith, impartiality orobligations of trust.

    In a business context, a bribe can be an inducement or rewardoffered, promised, given or received to obtain or retain a

    business advantage. It applies to both private corruption (i.e.bribery of persons working in other commercial organisations)and public corruption (i.e. bribery of domestic or foreigngovernment ofcials).

    Please be aware that government ofcials in some countriescould include employees of some companies if those entitiesare owned or partially owned by a government. They canalso include doctors and other medical professionals in manycountries. Particular care must be taken when dealing withgovernment ofcials and their family and close associates, andyou should ensure that your conduct does not amount to, or isperceived to amount to, a bribe.

    A bribe also includes ‘facilitation’ or ‘grease’ paymentswhich are payments to expedite or secure performanceof a routine governmental action. Alternatively, think ofit as paying a public ofcial extra for simply doing their

    job. Such payments are not acceptable, and are illegal inmany countries. The only exception to this rule is if yourhealth, safety, or life is in imminent danger. In such an

    emergency, you must comply with Intertek’s Anti-BriberyPolicy and try to speak to either your line manager, or yourRegional Compliance Ofcer to get approval before makingthe payment. If you cannot, because of the immediatepressure you are under, then you must immediately reportthe payment to your line manager or Regional ComplianceOfcer as soon as you are in a position to do so.

    These rules do not just apply to Intertek employees, butalso to contractors, agents or anyone else acting on behalfof Intertek. They must not offer, make or receive any bribesduring the course of doing business in order to gain a

    business advantage or favourable treatment.

    Using third parties to indirectly pay bribes would also beunlawful and lead to liability for you and Intertek.

    ExampleOffering or paying money to a client who is tendering for business or to a public ofcial as part of a publicprocurement process to win a contract could amount to a bribe.

    You might be told that making certain types of payments orgifts “is how business is done” in a certain country but it isnevertheless against our Code of Ethics. If anybody withinor outside Intertek asks you to pay or receive a bribe, youmust refuse and immediately report such conduct to your linemanager or your Regional Compliance Ofcer.

    If you are involved in bribery or corruption in any form youwill be subject to disciplinary action and dismissal, and youcould well face legal and criminal proceedings and evenimprisonment. Please note that your actions may also resultin both civil and criminal liability for Intertek.

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    Conicts of InterestA conict of interest arises when an employee’s personal relationships, external interestsor activities could interfere with their judgment, objectivity, independence or loyalty toIntertek. We require employees to avoid conicts of interest, or the appearance of one,at all times, to ensure the quality of our business decisions and the integrity of the personand Company.

    Conicts of interest can arise in many ways. Examples of unacceptable conduct include:Committing Intertek to conduct any company business with a member of their directfamily or relationship partner without higher approval. Where any Intertek employeewishes to commit Intertek to conduct such business, then a request must be madefor approval by the relevant Executive Vice President (EVP) or Group functional head.Any such request must clearly state the reasons for the proposal to award work to arelated party. Existing arrangements will be allowed to continue, and are covered bythe requirement to declare related party transactions for EVP approval at year end(see below);

    Directly or through relatives, friends or intermediaries, acquire an interest in asupplier, a client or a competitor of Intertek, except for the acquisition of sharesof a client, supplier or competitor on a public stock exchange, unless limited toan extent which does not grant signicant inuence over the affairs of the client,supplier or competitor and which does not make the employee unduly dependenton its nancial fortunes or be subject to any potential undue inuence of the client,supplier or competitor;

    Hold any position (such as an employee, ofcer, director, trustee or advisor) with acompetitor or client;

    Authorise or take any part in the recruitment process of members of their directfamily or relationship partner. This applies to new hires only. In the case of existingfamily members already working for Intertek, and in the case of any staff joiningIntertek through acquisition, then this clause does not apply; and

    Trade in Intertek shares in violation of any laws, regulations or Intertek policiesgoverning the purchase or sale of such shares. Employees must declare their interestto Intertek’s Group Company Secretary as soon as they become aware that theirpersonal interests conict with those of Intertek. Protecting the interest of relatives orfriends may potentially conict with the interests of Intertek. You must abstain froma decision-making process if you have a conict of interest or you might be perceivedto have one, unless you obtain the prior consent of your line manager and RegionalCompliance Ofcer.

    Where Intertek employees wish to participate in political activities for the benet ofsociety, such as taking on a role in public ofce, then prior approval will be requiredfrom their line manager or Regional Compliance Ofcer, if there is a conict of interestbetween that role and their employment with Intertek.

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    Gifts and HospitalityAnything of value such as gifts, hospitality, loans,fees and charitable or political donations, canamount to a bribe. This can include paying schoolfees, travel and accommodation expenses andproviding credit to third parties to win or retainbusiness.

    Gifts and hospitality should never be used to induceor inuence improper behaviour. Particular caution

    should be taken when dealing with governmentofcials. It is Intertek’s policy that no offer of giftsand/or hospitality should be made to a governmentofcial or their partner, family or close associateswithout the express approval of Intertek’s GroupHead of Legal.

    ExampleTaking a client or public ofcial out to lunch during a competitive tender process could be perceived tobe or could amount to a bribe.

    Providing a public ofcial with free travel and accommodation in order to win or retain business couldamount to a bribe.

    Reasonable and proportionate hospitality andpromotional, or other business expenditure whichseeks to improve the image of Intertek, or topresent its products and services, or establishcordial relations, is recognised as an establishedpart of doing business and would not amountto a bribe. Gifts and hospitality with commercial

    (private) business partners are acceptable, providedyou comply with Intertek’s Gifts, Hospitality andEntertaining policy (as contained in Intertek’sAnti-Bribery Policy), which explains the limitson spending, approval processes and other

    requirements. All gifts and entertainment expensesmust be properly documented.

    Intertek’s business decisions must never beinuenced by gifts or hospitality. Intertek employeesmay not accept gifts in connection with theiremployment or Intertek business unless permission

    is received from their line manager and RegionalCompliance Ofcer in accordance with the Gifts,Hospitality and Entertaining policy as contained inIntertek’s Anti-Bribery Policy, and documented.

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    Productsafety fromexcellence

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    Political and Charitable Contributions

    As an organisation we seek to maintain politicalneutrality and do not fund political or religiousprocesses, individuals or organisations. This principleapplies also to our employees, intermediaries andagents in the course of their employment withIntertek.

    We require that any charitable contributions orsponsorships are given appropriately and do notcreate, or might be perceived to create, an improperadvantage for Intertek, conicts of interest orindirectly support political or religious processes.Charitable contributions require the prior approvalof management in accordance with the followinglimits:

    EVP approval for individual donations of up to£5,000, and maximum cumulative value of upto £25,000 per annum;

    Group CEO approval for individual donationsof between £5,001 to £10,000, and maximumcumulative value of up to £50,000 per annumfor the Group; and

    Group Board approval for donations over£10,001.

    Once individual donations are over £10,001, or

    cumulative donations have reached over £50,001,such contributions are subject to additional duediligence by Regional Compliance Ofcers.

    No contributions are permitted that may be usedto create an improper advantage for Intertek oramount to, or be perceived to, amount to a bribe.

    Insider Dealing

    Insider dealing is where any condential, price-sensitive knowledge and data is used to provide anunfair advantage when buying and selling shares ofa publicly traded company (which includes Intertek).Some Intertek employees will have access to insideinformation which could be used for inappropriatepersonal gain; for example, purchasing sharesbased on non-public information. Intertek is rmlycommitted to supporting fair and open trading ofsecurities and Intertek employees are prohibitedfrom dealing in shares based on inside information.

    It is a criminal offence to deal in Intertek shares(or other company shares) on the basis of insideinformation or to help somebody else to doso. Insider dealing is unlawful and will lead todisciplinary action, including dismissal, and couldultimately result in legal or criminal proceedingsincluding imprisonment. Intertek’s position isreinforced by clear internal guidelines on sharedealing.

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    Carry out all work in an independent and impartialmanner, in accordance with local and internationallaws.

    Never falsify or misrepresent your own qualications,or manipulate reports or test results in the course ofconducting Intertek business.

    Do not offer money, gifts or hospitality indirectly ordirectly to inuence (or which may appear to inuence)a business decision.

    Do not offer payments, gifts or hospitality togovernment ofcials without the express approval of

    Intertek’s Group Head of Legal.Ensure any gift or hospitality complies with Intertek’sGifts, Hospitality and Entertaining policy, never exceedsthe prescribed value limit and is properly documented.

    Do not use third parties to pay bribes to win business.

    You should not be involved in business decisions whereyou have (or might be perceived to have) a conict ofinterest.

    You should not be involved in decisions involvingthe recruiting, managing or appraising of a friend orrelative without prior approval from your line manageror Regional Compliance Ofcer.

    You should not, on behalf of Intertek, contract withbusinesses in which your friends or family are involved,without obtaining the prior approval of your linemanager and Regional Compliance Ofcer.

    Do not spread rumours or false information aboutcompanies, mislead the nancial market or seek tomanipulate share prices in any way.

    Do not make a donation to a political or religiousorganisation on behalf of Intertek.

    Always seek the necessary approvals as set out in thisCode before making a charitable contribution.

    Do not make a charitable contribution because you areseeking to win or retain business.

    You should not use condential information you haveobtained through your employment with Intertek forpersonal gain.

    Do not buy or sell shares in Intertek or in any othercompany if you have non-public or condentialinformation about those shares.

    Report any breaches of the above to your line manager,your Regional Compliance Ofcer or via the IntertekGlobal Hotline.

    Our commitment to integrity -what Intertek expects of you

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    Working with our Customers

    We are committed to supporting the needs of ourcustomers and helping to add value to their business.At all times we ensure that we work together in a fairand honest manner and in a way that upholds Intertek’scommitment to good ethics.

    We avoid dealing with customers which we knowto be involved in bribery and conduct due diligencewhen evaluating major prospective customers. Theappropriateness and extent of due diligence shall bedetermined by risk analysis, in accordance with Intertek’sdue diligence policy when dealing with intermediaries (ascontained within Intertek’s Anti-Bribery Policy). Wherepossible, our agreements with customers allow us to

    terminate the agreement should it create a breach of ourCode of Ethics.

    We make our Code of Ethics available to all customersso that they understand the principles with which weoperate, and are transparent and responsive to ourcustomers’ requests for information to verify Intertek’scorporate, ethical and social responsibility credentials.

    Partners, Contractors, Agents, Intermediaries andSuppliers

    We reinforce our Code of Ethics with our partners whoinclude contractors, sub-contractors, correspondents,agents, intermediaries and suppliers. We conductdue diligence on prospective partners, in accordancewith Intertek’s due diligence policy when dealing withintermediaries, so that we appoint on merit, do not dealwith those known to be involved in bribery and ensurethat our relationship with them follows the principles ofour Code of Ethics. All our business partners have accessto our Code of Ethics. Certain business partners, such as

    Our relationship with customers,partners and the marketplace

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    Our relationship with customers, partners and themarketplace - what Intertek expects of you

    Do not reach agreements either formally or informally with competitors over matters such as pricing orelements of pricing (such as discounts or rebates), bid processes, whether to compete in certain marketsor pitch for certain customers’ business.Do not discuss condential or commercially sensitive information with competitors.Do not use condential information obtained from your previous employment for the benet of Intertek.Be aware of, and comply with, all applicable export/import and customs laws.Be aware of boycotts or sanctions concerning countries where we operate.Report any breaches of the above to your line manager, your Regional Compliance Ofcer or via theIntertek Global Hotline.

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    agents and sub-contractors, are given a copy of our Code ofEthics and are required to commit to those principles. Ourcontractual terms allow us to terminate our relationshipswith those partners who breach our Code of Ethics.

    We conduct thorough independent investigations ofintermediaries before engaging with them and haveprocesses in place to ensure that improper paymentsare not channelled through intermediaries. We provideall intermediaries with a copy of our Code of Ethics andrequire them to commit to those principles.

    Where appropriate, we provide training for agents,intermediaries and sub-contractors on our ethicalrequirements and will monitor their compliance with our

    Code of Ethics.

    Fair Marketing and Anti-Trust Competition

    Across the many countries Intertek operates in, we arecommitted to acting and competing in a fair and openmanner in the marketplace. As such, we strive to presentthe Company accurately and avoid marketing our services ina way that is misleading.

    In accordance with fair market practices, we do not engagein discussions regarding pricing, contractual terms, marketallocations, division of territories or customers, or discusscompetitive bid processes with competitors. Intertek

    does not engage in any understanding or agreementswith competitors with the effect of biasing or improperlyinuencing the markets in which it operates. Anti-competitive practices are unacceptable. Intertek and itsemployees will not agree to x price, or any elements ofprice, with its competitors.

    Price-xing and bid-rigging are illegal. Involvement in suchconduct will lead to disciplinary action including dismissal,and could lead to legal or criminal proceedings, includingimprisonment. It may also impose liability on Intertekleading to signicant nancial penalties.

    Export, Import and Trade Controls

    Intertek will comply with all applicable laws concerningimports, exports and customs.

    You must carefully consider and understand whether youare complying with applicable import, export or customslaws before transferring goods, technology, software orservices across international borders. If you are in doubt asto whether you are acting in compliance with the law, youmust ask a Regional Compliance Ofcer of Intertek or theGroup Head of Legal for advice.

    Intertek will provide accurate and truthful information tocustoms authorities.

    You must be aware of boycotts or sanctions concerningcountries where we operate or might operate. A boycottis where one country refuses to do business with anotherand prohibits others from doing so. Sanctions are coercivemeasures adopted by a country or group of countries, suchas the United Nations or European Union, taken againstanother state or individual(s) in order to produce a changein their behaviour. If you become aware of sanctions orboycotts involving countries or individuals with whom youdo business, you must immediately seek legal advice from aRegional Compliance Ofcer or the Group Head of Legal.

    Failure to comply with export, import or trade controlscould lead to civil and criminal sanctions for you and the

    Company, including substantial nes. You could also facedisciplinary proceedings including dismissal, and potentialimprisonment if criminal proceedings are brought againstyou.

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    Our obligation to protectour assets, condentialinformation, shareholders andreputation - what Intertekexpects of you

    Do not speak to the media, nancial community or thepublic on behalf of Intertek unless you have permissionto do so.Any authorised communications made on behalf ofIntertek must be true, accurate and not misleading.Do not misuse somebody else’s personal or condentialinformation or intellectual property.Protect Intertek’s condential or sensitive information,and assets and resources.Do comply with local data protection and privacy laws.Report any breaches of the above to your line manager,your Regional Compliance Ofcer or via the IntertekGlobal Hotline.

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    Protecting our Assets and Resources

    We recognise the value of the ideas, services,business processes and strategies that Intertekgenerates. These help to differentiate us in themarketplace. Therefore, we strive to protect ourown intellectual property and respect the intellectualproperty of others.

    Employees must not disclose, copy or use Intertek’sintellectual property except for its intended purpose,and must apply the same degree of care when beingexposed to our customers’ intellectual property.

    Employees must use and protect Company assetsand resources under their control and may not usethese for personal benet or to perform work for anexternal party.

    Intertek respects third party intellectual property.Using unlicensed software, using or reproducingcopyrighted materials without authorisation orknowingly breaching a valid patent is prohibited.It could lead to civil proceedings being broughtagainst Intertek. If you infringe third party intellectualproperty rights you could face disciplinary action,including dismissal.

    Condentiality

    Our employees are required to maintain thecondentiality of Intertek and customer informationand the personal data of colleagues.

    Sensitive and condential information includes, butis not limited to, information that is not publiclyavailable, is used, controlled or owned by Intertekand concerns Intertek’s technology, business,products, services and nances. Condentialinformation also includes, but is not limited to,information that is not publicly available aboutIntertek’s staff, customers, suppliers, distributors,agents, joint venture partners and shareholders.

    Intertek complies with data protection and privacylaws in the countries in which it operates andhas a Global Data Protection Policy with which allemployees must comply.

    The disclosure of Intertek’s condential information,except for its intended purpose, could damage theCompany’s reputation and affect its share price andthus cause harm to our shareholders.

    Employees remain bound by these condentialityobligations after leaving Intertek’s employment.We seek to protect the condentiality of Company,employee and customer information.

    Our Shareholders

    We manage our relationships with our shareholdersin accordance with best corporate governancestandards. We have established channels with ourshareholders through which we have open dialogueand actively seek their feedback on our objectives,strategy and performance throughout the year.

    Intertek Group plc is listed on the LondonStock Exchange and is bound by disclosureobligations to the market. We seek to make all ourcommunications precise, accurate and transparentto our shareholders, investors, the market and otherstakeholders.

    Public and External Communications

    Employees are not permitted to speak on behalfof Intertek or disclose any information regardingIntertek to the media, nancial community or publicon behalf of the Company without specic authorityto do so. Our employees are required not to discloseor discuss any sensitive or condential informationrelating to Intertek’s nancial performance orbusiness outside of work. Insider dealing, asexplained on page 11, is not tolerated by Intertek.

    Because Intertek Group plc is a publicly listedcompany on the London Stock Exchange, it is legallyobliged to make certain public disclosures aboutits nancial performance and business. Externalcommunications by employees need to followIntertek’s corporate guidelines and can only bemade by authorised personnel. If you are authorisedto make public disclosures about Intertek, youmust ensure such information is true, accurateand not misleading. Inaccurate or misleadinginformation made public could seriously damageIntertek’s reputation and business, and may resultin civil, criminal or regulatory sanctions against theCompany and yourself as well as disciplinary action,including dismissal.

    Personal opinions, with regard to religion, politics orobjectionable content, cannot be expressed in anymanner where it could appear to be attributable toIntertek. We have clear guidelines for employees onthe use of social media and external forums and thepossible disciplinary consequences.

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    Seeking guidance and reporting concerns orbreaches of the Intertek Code of Ethics

    If you have any doubts about the meaning of Intertek’s Code of Ethics, are concernedabout whether somebody has contravened it, or you become aware of, or suspect aviolation of the Code, you are encouraged to contact either your line manager or yourRegional Compliance Ofcer.

    If you are uncomfortable raising any concerns or queries, or reporting breaches orpossible breaches of the Code to your line manager or Regional Compliance ofcer, youcan instead contact the Intertek Global Hotline which is operated by an independentthird party contractor. Details of the regional Hotline phone numbers can be foundon the Group intranet and on the Company website and displayed in all Intertekofce locations. For on-line direct reporting of a compliance breach, go to www.intertekhotline.com. Employees should note that this Code of Ethics and the approvaland reporting procedures referred to throughout are not a substitute for but should befollowed in tandem with the formal Human Resources procedures when dealing withemployment issues as available from HR and set out on the intranet.

    Customers, agents, contractors, or third parties who are aware of or suspect anybreaches of the Code, or have any questions about it, should contact Intertek’s GroupHead of Legal at either of the following:

    Telephone : +44(0) 20 7396 3400

    Post: Intertek Group plc 25 Savile Row London, W1S 2ES UK

    We encourage you to report your concerns before a possible breach of the Code occursand you should never cover up wrong-doing or ignore those concerns. Turning a blindeye to a problem can makes things worse.

    Whilst all information you provide will be kept condential, you may prefer to makecontact initially on an anonymous basis. In such a case, we would then need to workwith you to develop a means of communication that enables us to provide you withfeedback and/or to ask further questions about your query or concern, if required.However, Intertek would discourage you from voicing your concerns anonymously, asthis would make it more difcult to investigate or answer any query; and there would

    be less chance of you being able to avail yourself of certain protections provided by lawif needed.

    Any allegations concerning breaches of the Code will be investigated quickly and fairlyby the Company. Details of the investigation will be kept condential and only sharedon a strict need-to-know basis, unless we are legally obliged to provide details as part ofa criminal or regulatory investigation or civil proceedings.

    Intertek appreciates that reporting concerns or wrong-doing is not an easy decision.But please rest assured, you will not face any repercussions for raising concerns orwrong-doing that you believe are in the best interests of the Company to know about.We guarantee that you will be provided with the full protection and support of theCompany for acting correctly, and in the event that anyone harasses or treats youunfairly because of your actions, those individuals will face disciplinary action, includingdismissal.

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    When Intertek expects you to speak out

    If you witness or are aware of unsafe working practices.If you witness or are aware of inefcient provisions of services and products that maydamage the environment.If you believe a work colleague is under the inuence of alcohol or illegal drugs atwork.If you suspect, witness or are aware of a work colleague being intimidated, harassed,discriminated against or subject to other inappropriate treatment in breach of thisCode.If you become aware that Intertek is using child labour or is complicit in any humanrights violations.If you are unsure about any aspect of Intertek’s Anti-Bribery Policy or the anti-briberylaws where you are doing business.If you suspect or become aware of corruption or bribery as a result of any aspect ofyour work.

    If you suspect or are aware that Intertek or anybody associated with Intertek is actingunlawfully.If you are unsure about any aspect of Intertek’s Anti-Bribery Policy in relation to giftsand hospitality.If you are concerned that your conduct or somebody else’s conduct might beperceived as a breach of this Code.If you suspect or become aware of corruption or bribery as a result of any aspect ofyour work.If you feel any matter might result in a conict of interests that might inuence or beperceived to inuence your decisions at Intertek.If you suspect or become aware that an Intertek employee has or may be perceived tohave a conict of interests.If you suspect or become aware that an Intertek employee has been involved in insiderdealing or has misused condential information.

    If you suspect or become aware of the fact that an Intertek employee has made adonation to a political or religious organisation on behalf of Intertek.If you suspect or become aware of the fact that an Intertek employee has made acharitable donation on behalf of Intertek without the necessary prior approvals.If you believe Intertek is involved in or might be involved in anti-competitive practicesor are unsure whether Intertek is engaged in such behaviour.If you believe an Intertek employee is (mis)using condential information belonging toa competitor.If you become aware of Intertek’s condential or sensitive information being misusedby or disclosed to third parties (outside a legitimate purpose), or personal informationis being misused.If you suspect or become aware of unauthorised, inappropriate or unlawfulcommunications.If you suspect or become aware of behaviour that might harm the Company’sreputation or nancially.Before entering into any business relationship with businesses in which your friendsand/or relatives are involved and you should seek approval, in any event before doingso from your line manager or Regional Compliance Ofcer.Report any breaches of the above to your line manager, your Regional ComplianceOfcer or via the Intertek Global Hotline.

    We guarantee that you will be provided with the full protection and support of theCompany for acting correctly.

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    Documents referenced in the Intertek Code of Ethics:

    Anti-Bribery Policy

    Environmental Policy

    Guide to Social Media Use

    Health & Safety Policy

    Inclusion & Diversity Policy

    Labour & Human Rights Policy

    The above can be obtained from the Intertek Group intranet and are availableupon request.

    Telephone : +44(0) 20 7396 3400

    Post: Intertek Group plc 25 Savile Row London, W1S 2ES UK

    Website: www.Intertek.com