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The success of our business is dependent on the trust we earn from our employees, clients, stakeholders, and our community. We gain credibility by adhering to our commitments, displaying honesty and integrity, and reaching company goals solely through honorable conduct.
Our Code of Conduct provides the foundation for our long-term success as a company. It guides every aspect of our daily lives and applies to all Med Communications staff and third parties acting on behalf of Med Communications.
Each of us is responsible for knowing and adhering to the values and standards set forth in this Code of Conduct and for raising concerns if we are uncertain about company policy.
If you are unsure whether these standards are being met, or if you are aware of violations of the code, contact the Human Resources department. Med Communications takes seriously the standards set forth in this Code; violations are cause for disciplinary action up to and including termination of employment.
At Med Communications, everyone should feel comfortable to speak his or her mind, particularly with respect to ethics concerns. In every instance where improper behavior is found to have occurred, the company will take appropriate action.
To ensure all Med Communications, Inc. and Med Communications International staff understand and comply with our Code of Conduct. The success of our business is dependent on the trust and confidence we earn from our employees, clients, and stakeholders.
This SOP is applicable to all employees and independent contractors of Med Communications, Inc. and Med Communications International.
All Med Communications and Med Communications International staff and contractors must comply with the code of conduct.
Commitment to Employees
We all deserve to work in an environment where we are treated with dignity and respect. Med Communications is committed to creating such an environment because it brings out the full potential in each of us, which in turn contributes directly to our business success.
We cannot afford to let anyone’s talents go to waste. We treat all Med Communications staff fairly, equally, and respectfully. We expect all Med Communications staff to demonstrate respect toward each other, and we do not tolerate any form of harassment or discrimination.
Med Communications is an equal opportunity employer, and is committed to providing a workplace that is free of discrimination of all types from abusive, offensive, or harassing behavior. Any Med Communications staff member who feels harassed or discriminated against should report the incident to his or her Area Manager or to Human Resources.
Med Communications seeks to create an inclusive work environment where our employees, regardless of their background, can contribute fully.
When in doubt, ask yourself…
Several key questions can help identify situations that may be unethical, inappropriate or illegal.
- Does what I am doing comply with the Med Communications Code of Conduct and company policies?
- Have I been asked to misrepresent information or deviate from normal procedure?
- Am I being loyal to my family, my company, and myself?
- Have I thought about the impact on those who will be affected by conduct?
- Would I be comfortable if someone treated me the same way?
- Would I be comfortable if my conduct appeared in the media?
- Is this the right thing to do?
Commitment to Clients
Med Communications strives for the highest client satisfaction. We listen to our clients and create services that add value and create mutual benefit. Our commitment to maintaining integrity begins with complying with all laws and regulations in the countries where we do business.
Med Communications is committed to developing, marketing, and selling our services in full compliance with all applicable laws and regulations. We will not work with clients or enter into business relationships with third parties who do not live up to our standards for integrity and ethical conduct. We expect all clients, vendors and third-party relations to adhere to all applicable wage and benefit laws, including not employing underage individuals in violation of any applicable child labor laws and providing a work environment that is safe and healthy. We expect all clients, vendors and third-party relations to adhere to ethical business practices.
Med Communications has zero tolerance for corruption of any form by any party. We do not accept or offer bribes or participate in corrupt business practices.
We are dedicated to ethical and fair competition. We sell services based on their merit, superior quality, functionality and competitive pricing. We will not breach competition laws and regulations. We will not offer or solicit improper payments or gratuities in connection with the purchase of goods or services for Med Communications. We are committed to ensuring that our marketing and sales practices are in line with high ethical standards.
Integral to Med Communications’s business success is our protection of confidential company information, as well as nonpublic information entrusted to us by employees, clients, and other stakeholders. Med Communications staff, Area Managers, and vendors must maintain the confidentiality of information entrusted to them in their capacity with Med Communications. We will not disclose confidential and nonpublic information without a valid business purpose and proper authorization. Confidential and proprietary information includes such things as pricing and financial data, customer names and addresses, and nonpublic information about other companies, including current or potential suppliers and vendors. Unauthorized disclosure of any confidential information is prohibited. All Med Communications staff and vendors should take appropriate precautions to ensure that confidential or sensitive business information, whether it is proprietary to the company or another company, is protected.
Commitment to Stakeholders
Med Communications is dedicated to high standards of performance, integrity, and transparency. Med Communications will make certain that all financial reports and public documents are full, fair, accurate, timely, and understandable. This obligation applies to anyone with any responsibility for the preparation for such reports, including drafting, reviewing, signing, or certifying the information. No business goal of any kind is ever an excuse for misrepresenting facts or falsifying records. All Med Communications staff and contractors should inform Human Resources and senior leadership if they learn that information in any filing or public communication was untrue or misleading.
We create, retain, and dispose of our company records as part of our normal course of business in compliance with all Med Communications policies and guidelines, as well as all regulatory and legal requirements. All corporate records must be true, accurate, and complete, and company data must be promptly and accurately entered into our books in accordance with Med Communications and other applicable accounting principles. We must not improperly influence, manipulate, or mislead any authorized audit, nor interfere with any auditor engaged to perform an internal independent audit of Med Communications books, records processes, or internal controls.
Personal interests must not influence our business judgement or decision making. We must avoid any relationship or activity that might impair, or even appear to impair, our ability to make objective and fair decisions when performing our jobs.
Med Communications is concerned with conflicts of interest that create actual or potential job related concerns, especially in the areas of confidentiality, customer relations, safety, security, and morale.
We must never use Med Communications property or information for personal gain or personally take for ourselves any opportunity that is discovered through our position with Med Communications.
Med Communications staff, Area Managers, and vendors must act in the best interest of the company. It is your responsibility to disclose any transaction or relationship that reasonably could be expected to give rise to a conflict of interest. Such conflicts include:
- Ownership by associate or by a member of their family of a significant interest in any outside enterprise which does or seeks to do business with or is a competitor of Med Communications.
- Serving as a director, officer, partner, consultant, or in a managerial or technical capacity with an outside enterprise that does or is seeking to do business with Med Communications.
- Acting as a broker, finder, go-between, or similar for the benefit of a third party in transactions involving or potentially involving Med Communications, Med Communications International, or its interests.
- Any other arrangements or circumstances, including family or other personal relationships, which might dissuade the associate from acting in the best interest of the Med Communications.
Med Communications staff may accept unsolicited gifts that conform to the reasonable ethical practices of the marketplace, including:
- Flowers, fruit baskets, and other modest presents that commemorate a special occasion.
- Gifts of nominal value, such as calendars, pens, mugs, caps, t-shirts or other novelty advertising or promotional items.
Generally, Med Communications staff may not accept compensation, honoraria, or money of any amount from entities with whom Med Communications does or may do business without senior leadership approval. Tangible gifts that have a market value greater than $100 may not be accepted unless approved by leadership.
Employees with questions about accepting business courtesies should consult their Area Managers or the Human Resources department.
Commitment to the Community
Med Communications committed to being a good corporate citizen and serve our community to the best of our ability. We strive to contribute solutions to problems impacting our city, country and our world. We are committed to fostering a work environment where employees are proud to be part of.
Reporting Ethical Concerns
Each of us is responsible for knowing and adhering to the values and standards set forth in this Code and for raising questions if we are uncertain about our company standards for ethical conduct. If we are concerned whether the standards are being met or are aware of violations of the code, we must contact our Area Manager or Human Resources. If you are unsure of whether or contemplated action is permitted by law or Med Communications policy, please seek the advice of either your Area Manager or Human Resources. We are all responsible for preventing violations of law and for speaking up when we see possible violations.
From time to time, employees may be approached by reporters or other members of the media. In order to ensure that we speak with one voice and provide accurate information about the company, direct all media inquiries to Human Resources. No one may issue a press release without first consulting with Human Resources or senior leadership.
Last Updated: 16 August 2019