WorkMax Code of Conduct (“The Code”)
WorkMax Ethical Conduct
We hold ourselves to a very high level of ethical standards at WorkMax. We encourage passion and innovation at every level from our team as we work to bring all of the best that each of us has to share together in WorkMax. We are committed to achieve our greatest possible success together but insist that we do it ethically and with unwavering integrity. Thus we have enacted this Code of Conduct and Business Ethics (the “Code”) which you should refer to at any time you are unsure how to appropriately handle a given situation. Often, in business, we may be placed in situations where we need to make swift decisions, and our integrity can be “placed on the line.” We require that each WorkMax team member work to embrace both the spirit and the letter of the Code.
You Are a Part of WorkMax
The Code applies to all of our partners, directors, officers, employees and contractors. Following the Code includes the full acceptance of these aforementioned WorkMax values. We take the Code very seriously and require each WorkMax team member to do the same. Failure to do so can result in disciplinary action, including, but not limited to termination of employment.
Responsibilities to the Code
The Code is our minimum standard here at WorkMax. We fully expect that everyone here at WorkMax adhere to the Code. We also strongly encourage and expect complete adherence to the Code in all WorkMax related activities outside of the confines of the WorkMax offices.
As a WorkMax partner, director, officer, employee or contractor, you may have access to WorkMax’s confidential or proprietary information or the confidential or proprietary information of our customers, partners or other third parties, which makes it imperative that you protect the complete confidentiality of all such information, during and after your employment or engagement at WorkMax. At WorkMax, we are dealing with private information related, but not limited to integration, job costs, mobile device data, accounting, payroll, time and attendance, service tickets, assets, equipment, digital forms, and other collected proprietary information owned by our customers. If you witness or suspect a particular situation that leads you to believe that confidential information or property of WorkMax, our partners or customers has been compromised, immediately report this to your manager or the Legal Department. Confidential information includes proprietary information, trade secrets and know-how, data, software and product designs, sales information and pricing, revenue totals, software development plans, customers’ information and data, ticket contents, information marked as confidential and your user I.D. passwords and similar security tools that you use to access computers, data processing resources and facilities. Sometimes, as a WorkMax team member, you may be required to apply your best judgment to insure that you don’t disclose any of this aforementioned or any other type of confidential information. It can be challenging to determine what information may be confidential or proprietary, so when you are unsure, ask your manager or the Legal Department before sharing any data with third parties. All customer information related to our business and our customers business should be considered proprietary and confidential unless it has been publically released by those in authority to do so. Your obligations to maintain all confidentiality of information means that confidential information may not be shared outside of WorkMax without prior written, specific consent. WorkMax personnel should not share confidential information internally beyond those whose job responsibilities requires them to know such confidential information. We encourage and desire to have an open and transparent culture, and this is not intended to stifle ongoing conversation and collaboration. Rather, you should use your judgment to share what is appropriate within WorkMax. Disclosure of confidential information can seriously damage the WorkMax reputation with customers, business partners and the community, as well as expose WorkMax to liability and cause other harms to our business. You agreed to and signed a commitment to maintain confidentiality of all of our proprietary information. These obligations will continue even after you may leave WorkMax. Your commitment also requires you to abide by the requirements of confidentiality agreements between WorkMax and our third parties, and to safeguard the confidential information received by WorkMax from such third parties. We only want access to confidential information that we are rightfully entitled to have. If you find yourself in a situation that exposes you to any unlawfully or improperly obtained confidential information of third parties, including our competitors, immediately walk away and notify your manager or the WorkMax Legal Department.
Protect Our Customers
Data protection is an essential element in maintaining the trust that our customers have in WorkMax. Additionally, a variety of laws, regulations and numerous contracts with customers and other third parties require WorkMax to protect the security of certain kinds of information. As a WorkMax employee, you are expected to protect the privacy and security of all the confidential information you obtain while working at WorkMax, including our customers’ data. While WorkMax has implemented a variety of security measures to protect and secure customer data and other confidential information (including firewalls, password controls, encryption, physical security controls, etc.), the success of our data protection efforts includes a crucial human component. You must not leave confidential information unsecured in a workspace or while working remotely, you may not print confidential information, unless absolutely necessary, and such printed copies must be destroyed (e.g., by shredding) when no longer needed. You must always maintain secrecy of passwords and lock file cabinets and rooms where confidential information is kept. You should immediately report any actual or suspected unauthorized use of WorkMax systems, compromise of passwords or other system access control mechanisms, or unusual system behavior (such as missing files, misrouted messages or frequent system crashes).
We maintain detailed information security policies to provide for the protection of customer data.
Promoting Harmony within the Workplace
WorkMax is an equal opportunity employer and employment is based solely on individual qualifications and merit directly related to their professional level of capabilities to perform the work and duties of their position. We are fully committed to creating a harmonious work environment and each member of the WorkMax team is expected to assist in creating a workplace culture that is free of harassment, intimidation, bias and discrimination of any kind. WorkMax strictly prohibits discrimination or harassment of any kind on the basis of race, color, religion, veteran status, national origin, ancestry, pregnancy status, sex, gender identity or expression, age, marital status, mental or physical disability, medical condition, sexual orientation or any other characteristics protected by law.
Know Your Partner
Choosing appropriate partners and vendors is a very important part of building a successful business. When choosing or recommending a partner or a vendor, other than just financial considerations, we ask that you sincerely take into account a variety of factors that can affect WorkMax, such as product quality, reputation, practices, past behavior and values. In particular, please make sure that we conduct the full and proper due diligence on partners and vendors prior to engaging them in any activity with WorkMax.
Protect WorkMax and Yourself
At WorkMax we’re inventing new and interesting things every day and it’s in all of our interests to protect those assets. Intellectual property laws grant important legal rights to inventive (patents), creative (copyrights) commercially recognized (trademarks) or confidential/proprietary (trade secrets) aspects of your work. We encourage the creative process that leads to the creation of amazing products. Improper use of WorkMax property can result in serious consequences, such as loss of value, damage to our reputation, loss of competitive advantage, decrease in employee and customer satisfaction and other unpleasantness. In addition, theft, waste of, or carelessness in using any WorkMax assets or funds is harmful to our business operations. Each of us is responsible for protecting WorkMax’s interests by preserving its property. Additionally, each of us is responsible for ensuring that WorkMax assets are used for business purposes and in an efficient manner. We need to remain aware of our brand. Patents, copyrights, trademarks, trade secrets and other intellectual property rights of others must be respected and you are not permitted to use or incorporate the intellectual property of others on behalf of WorkMax without an appropriate license. Improper use of such resources may result in criminal, administrative and civil liability for WorkMax, as well as for you personally. If you become aware of any circumstances that pose or have the potential to become a threat to WorkMax’s property, immediately notify your manager or the Legal Department.
Avoid Compromise of Our Values and Conflicts of Interest
We understand and support you of you are passionate and involved in outside personal, professional and community activities. We expect you to ensure that these outside activities don’t negatively affect or interfere with the performance of your duties or your ability to act in WorkMax’s best interests. You are expected to use your good judgment to act in the best interests of WorkMax and our customers. A “conflict of interest” exists when the personal interests of a partner, director, officer, employee or contractor interfere, or appears to interfere, with the interests of WorkMax. For example, a conflict of interest may occur when an employee, contractor or his or her family member receives a personal benefit in connection with his or her position at WorkMax, or may arise from his or her personal relationship with a customer, vendor, competitor, partner, public servant or another employee or contractor. Ask yourself: Would this activity create an incentive for me or be perceived by others to create an incentive for me, to benefit myself, my friends or my family or an associated business at the additional expense of WorkMax?
Would this activity harm my reputation, negatively impact my ability to do my job or potentially harm WorkMax?
If the answer to any of these questions is “yes,” the relationship or situation is likely to create a conflict of interest and you should follow the rule of “abstain or disclose,” by notifying your manager or the Legal Department, which will consider the facts and circumstances of the situation and decide whether corrective or mitigating action is appropriate.
We all owe a duty to WorkMax to advance its legitimate interests when the opportunity to do so when a legal or ethical manner arises. We are all prohibited from taking for ourselves, our family members, any opportunities that we learn about through our work here at WorkMax. This means we cannot use WorkMax’s property, information or our positions here for personal gain or for the gain of our family members. It also means we cannot compete with WorkMax.
Put it In Writing
Keeping records might require some of your additional personal time, but is necessary to build a strong company with financial statements and operations that others can trust are accurate and transparent. This means that we need to keep complete documentation of our activities.
The general rules for record keeping are simple:
- Every business transaction needs to be documented.
- Documents may only be signed by an authorized person.
- To the extent that you are responsible for the negotiation of any contract with a vendor or other third party, make sure you are aware of the proper approvals required to make such payments.
Be Fair With Others
Operating in a fair and ethical manner with others is important to us. No employee, officer or director should take unfair advantage of anyone through manipulation, concealment, abuse of privileged information, misrepresentation, or any other unfair business practices.
Obey the Law
We take the laws of the land very seriously. Each WorkMax Team Member is expected to obey all applicable laws and consult with the Legal Department in case he or she is unsure about how to act in a given situation. As an international company, we must comply with the laws of the United States as well as the laws of other countries where we do business. While it is impossible to know and be familiar with all domestic and international laws, you should be aware and understand these following specific legal rules.
Loans by WorkMax
Loans from WorkMax to directors and executive officers are completely prohibited.
Most countries have laws—known as “antitrust,” “competition,” or “unfair competition” laws— designed to promote free and fair competition. These laws prohibit arrangements with competitors that restrain trade in some way, abuse intellectual property rights, and use market power to unfairly disadvantage competitors. Examples of prohibited conduct include:
- Agreeing with competitors about prices, bids; and
- Agreeing with competitors to boycott a supplier or customer.
- Sharing competitively sensitive information (e.g., prices, costs, market distribution, etc.) with competitors; and
- Entering into a business arrangement or pursuing a strategy with the sole purpose of harming a competitor.
We want to compete fairly. If you feel that any of our actions might violate the above or things just don’t seem right, immediately inform executive management.
Don’t bribe anybody, for any reason. Remember that giving or accepting anything of value that can improperly affect business decisions qualifies as a bribe.
We are committed to providing our shareholders with information about our financial condition and results of our operations. Officers and employees who are responsible for these reports and disclosures must use reasonable judgment and perform their responsibilities honestly, ethically and objectively in order to ensure that this disclosure policy is fulfilled.
All directors, officers, employees and contractors will be supplied with a copy of the Code upon the later of the adoption of the Code and beginning service at WorkMax. Updates of the Code will be provided from time to time. A copy of the Code is also available from the Legal Department.
Our management, with the oversight of its Board of Directors, will take reasonable steps from time to time to monitor compliance with the Code and impose and enforce appropriate disciplinary measures for violations of the Code. Disciplinary measures for violations of the Code may include, but are not limited to, counseling, oral or written reprimands, warnings, probation or suspension with or without pay, demotions, reductions in salary, re-assignment, termination of employment or service and restitution.
Reporting Issues or Concerns
You are encouraged to act proactively by asking questions, seeking guidance and reporting suspected violations of the Code and other policies and procedures of WorkMax, as well as any violation or suspected violation of applicable law, rule or regulation arising in the conduct of WorkMax’s business or occurring on our property. If you believe that actions have taken place, may be taking place, or may be about to take place that violate or would violate the Code or any law, rule or regulation applicable to WorkMax, you are obligated to bring the matter to our attention.
You are expected to cooperate with WorkMax in any investigation of a potential violation of the Code, any other company policy or procedure, or any applicable law, rule or regulation.
The best starting point for seeking advice on ethics-related issues or reporting potential violations of the Code will usually be your manager. However, if the conduct in question involves your manager, if you have reported the conduct in question to your manager and do not believe that he or she has dealt with it properly, or if you do not feel that you can discuss the matter with your manager, you may raise the matter with the Legal Department.
You may communicate with the Legal Department, or report potential violations of the Code, by any of the following methods:
Reporting Accounting and Similar Concerns
Any concerns or questions regarding any potential violations of any company policy or procedure or applicable law, rules or regulations that involves accounting, internal accounting controls, auditing or securities law matters should be communicated to executive management.
When reporting suspected violations of the Code, we prefer that officers and employees identify themselves to facilitate our ability to take appropriate steps to address the report, including conducting any appropriate investigation. However, we also recognize that some people may feel more comfortable reporting a suspected violation anonymously. If you wish to remain anonymous, you may do so, and WorkMax will use reasonable efforts to protect your confidentiality subject to applicable law, rule or regulation or to any applicable legal proceedings. In the event the report is made anonymously, however, we may not have sufficient information to look into or otherwise investigate or evaluate the allegations. Accordingly, persons who make reports anonymously should provide as much detail as is reasonably necessary to permit WorkMax to evaluate the matter(s) set forth in the anonymous report and, if appropriate, commence and conduct an appropriate investigation.
Help WorkMax Be the Best We Can Be
We strive to be the very best and maintain the highest level of integrity, simplicity, and general beauty. We trust your best judgement and hope that you, as a member if the team at WorkMax, will apply it, alongside with this Code of Ethics, in your everyday decisions, both personally and professionally. Sometimes you may see something that does not seem right. When that happens, remember that we are here to help you. Let us know how we can improve. Contact the Legal Department if you have questions that your manager cannot appropriately address.