Code of Conduct Policy

New Policy: 06/02/2024

Review Date : 06/02/2027

Introduction :

The Code of Conduct outlines our expectations regarding employee behaviour towards colleagues, managers, and the organisation as a whole.  At HDS, we foster an environment of freedom of expression and open communication while expecting all employees to uphold our standards of conduct, promoting respect, collaboration, and a harmonious workplace. 

General Standards :

Employees are expected to uphold the following general standards:

• Arrive punctually and prepared to fulfil their duties.

• Dedicate their time, attention, and abilities during working hours.

• Perform their roles to the best of their ability.

• Treat company property with care and avoid wastage.  

• Demonstrate politeness and courtesy to colleagues, customers, and others at all times. 

Personal Presentation

Employees must maintain a professional appearance both within the workplace and when representing HDS. This includes adhering to dress code guidelines, avoiding attire such as clothing with offensive slogans, and ensuring cleanliness, neatness, and tidiness at all times.  

Workwear

Employees required to wear workwear must do so during working hours. Workwear must be clean and worn in a presentable manner.

Other Work

Employees must inform the Line Manager if they engage in work for any other company while employed by HDS. They are prohibited from conducting competing business, working for HDS competitors, or employing HDS employees in non-competing businesses without prior written permission of the Director.

Relationships at Work

While personal relationships among employees may exist, it is essential that these relationships are managed professionally to avoid any conflict of interest.

Employees should declare any personal relationship that could impact workplace objectivity to their Line Manager or a senior manager.

Decisions related to recruitment, promotion, and treatment of staff must always be based on merit.

Where a personal relationship exists between an employee and a colleague over whom they have management responsibility, the Company may make alternative arrangements for decision-making or supervision to ensure impartiality and fairness. 

Support and Queries

For clarification on any part of this policy, employees should speak with their Line Manager. Where appropriate, the Company may seek advice from an external HR advisor to ensure fair and consistent application of this policy.

Non-Compliance

Failure to comply with this Code of Conduct may result in disciplinary action, in accordance with the Company’s Disciplinary Procedure.

This policy will be reviewed every three years, sooner if necessary.

Joe Charlesworth

Director - Highway Data Systems Ltd