Employee Code of Conduct

Introduction
Our Employee Code of Conduct gives you an ethical and legal framework for our daily activities and decisions – and provides guidance about how to deal with challenging situations.
Ethics is basically about what actions we perceive to be “right” and what we should do – or not do – in various situations. Acting correctly and appropriately requires us to understand what would be the right thing to do. We have therefore summarised the principles that govern Give Steel’s business ethics into a common Code of Conduct.

Purpose
Our Code of Conduct is based on our values, i.e. a series of attitudes that govern our actions. Because responsibility is our core value … we have maximum focus on ethical conduct and conduct business in a responsible and sustainable way.

Our Code of Conduct exists to protect the employee and to ensure that we never put Give Steel’s reputation at risk. These guidelines reflect our desire to promote responsible behaviour.

Legislation
Give Steel has a legal obligation to comply with all applicable laws.

Abuse
Your employment at Give Steel means that you agree to abide by our Code of Conduct. Failure to comply with Give Steel’s Code of Conduct may have consequences in the form of a warning, termination or similar.

Advice and guidance
If you have any questions about the interpretation or application of this Code of Conduct, you can seek advice and guidance from your immediate manager and from HR/CSR.

Whistle-blower scheme
To prevent illegalities or violations of Give Steel’s internal regulations we have set up a Whistle-blower scheme. This means that employees who notice suspicious activities/conditions or lawbreaking can report them in a safe, effective and anonymous manner.
(link to reporting form)

The employee can choose whether to report anonymously or not.

GDPR
Data protection is all about protecting personal integrity when we process personal data. We respect the individual’s right to protection of their own personal data, and we protect the personal data of our employees. We therefore ensure that any use of personal data; including collection, registration, co-ordination, storage and deletion, takes place in accordance with applicable legislation and regulations. More operational

Only persons who have a specific need for personal data in order to perform their job responsibly are able to access this personal data.

Compliance with the law
In addition to this Code of Conduct, we expect our employees to comply with all applicable international, national and local legislation as well as various regulations.

Human rights
We respect, support and encourage all fundamental human rights. We have a responsibility to respect these rights.

Physical working environment
Give Steel works consciously towards a good working environment, both physically and psychosocially. The overall goal is to establish a safe and healthy workplace that is conducive to the development of our employees and our company alike.

Discrimination
No employee of Give Steel may be discriminated against on the basis of race, colour, gender, language, religion, political or other convictions, national or social origin, financial status, trade union membership, sexual orientation, health status, age and disability or other special characteristics. Employment, pay, benefits, education, promotion, job termination, pension and any other employment-related decisions must be made on the basis of relevant, legitimate and objective criteria.

We all have a duty to intervene or report to our immediate manager if we experience any form of discrimination.

Violence, abuse, harassment and threats
Give Steel has a duty to protect its employees against all forms of physical, verbal, sexual or psychological harassment, abuse or threats in the workplace, whether committed by managers or colleagues.

We all have a duty to intervene or report to the immediate manager if we experience bullying, harassment or any other form of abusive behaviour.

Stress
We must all be aware of stress indicators and other forms of failure to thrive mentally, whether due to workplace factors or circumstances external to Give Steel.

Physical working environment
Safety is everyone’s responsibility and we do not tolerate negligent behaviour that could put our own or others’ safety at risk. We must all help to identify and prevent errors and accidents at work, and we all have a duty and a right to stop or report activities that compromise safety or are outright dangerous.

Terms of employment
The terms of employment, including pay and working hours that we offer to our employees must at least meet the minimum requirements of national law and collective agreements. All employees must have written employment contracts and be informed of the terms of their employment. Wages, working hours and terms must be fair and reasonable.

Absence
As required by current legislation and the various agreements to which we are signatories, Give Steel must grant employees time off during periods of illness as well as parental leave for employees who have to take care of a newborn or newly adopted child. Parents who take maternity leave must not be given notice or threatened with the termination of their employment and must be able to return to their previous position of employment with the same pay and benefits.

Freedom of association
Give Steel respects employees’ rights to form and join trade unions or other associations of their choice and to negotiate collectively in accordance with the law.

Communication and information
Give Steel works to maintain transparent, open and proactive communication and respects its employees’ right to express themselves and have their own opinions, provided that they do not disclose confidential or sensitive information that may have an adverse impact on the company.

Employees have a duty of loyalty to put Give Steel’s interests before their own. This applies in all contexts and not only during working hours, but also outside the workplace, e.g. when an employee acting as a private individual posts things on social media in accordance with current guidelines.

When an employee represents the company in public contexts with or without the presence of the press, or where there are stakeholders who are of strategic importance to Give Steel, the employee’s role in that specific context must be clarified in advance with Torben Larsen. It is the employee’s responsibility to clarify this with management before the activity takes place.

Personnel handbook
In addition to Give Steel’s rules of good conduct as set out in this Code of Conduct, we expect all employees to keep up to date with the personnel handbook, including the policies and guidelines described herein.