Confrere strives to create long-term relationships and maintain good business ethics. We want to create value for employees, customers, partners, and shareholders while contributing to sustainable societal development. We work actively to improve the environment and our products also help our customers to reduce their environmental impact in a secure way.
The code of conduct guides us by describing the demands we place on our employees and partners as well as our values.
Confrere's core values form the basis of the code of conduct and guide us in everything we do. We have signed the UN Global Compact and the code of conduct is based, among other things, on its 10 principles.
We care about our employees’ health and job satisfaction. We work systematically and long-term to improve and develop the work environment, promote employees' health, and prevent injuries or illness. Everyone must be involved, take responsibility, and contribute to a better working environment by following guidelines and rules. We will equip our workplaces with adequate equipment and procure expertise when needed to protect both people and property.
Diversity and gender equality are a matter of the heart for us, and we are constantly working on this in all parts of the business. At Confrere, everyone is subject to the same rights and opportunities, regardless of gender, ethnicity, disability, age, sexual orientation, or religion.
Confrere has zero tolerance for all forms of bullying, harassment, and abusive discrimination. All employees and partners are obliged to report whether this occurs or is suspected to occur in the workplace. Confrere has a responsibility to work actively to prevent this and act quickly if it occurs.
In accordance with the first article of the UN Convention on the Rights of the Child, persons under the age of 18 are counted as children. All forms of exploitation, coercion or violence against children are unacceptable. Workers under the age of 18 must be protected from dangerous tasks that pose a risk to health and safety.
We encourage freedom of association and collective bargaining. All employees have the right to exercise these rights without hindrance or risk of reprisals based on this.
We comply with national and local laws and do not accept terms of employment that violate these or the ILO's core conventions. Working hours and minimum wage must comply with national laws in the country where the work is performed. Signed collective agreements must be followed and respected.
Personal gain must never be of interest in business relationships. We do not tolerate any form of bribery, extortion or corruption and strongly dissociate ourselves from this. Situations that may create or give the impression of creating conflicts of interest should be avoided. If a conflict of interest cannot be avoided, this must be reported openly to the immediate manager or other manager in the business. If staff within Confrere conduct business outside the company, this must be approved by the CEO. We adapt to business partners' rules on gifts, entertainment, etc. but we do not accept or give gifts / services with a value that exceeds our established levels. We never break current laws about giving or receiving bribes.
Confrere does not accept anti-competitive measures such as market abuse, price collusion or cartel formation. We operate in accordance with current competition law and act for healthy competition in purchasing, procurement and tenders.
Economic crime leads to instability, reduced resources, and distorted competition. We distance ourselves and work actively against undeclared work and for correct registers of financial transactions.
We comply with the regulations and laws that apply in the markets where we operate, and we demand that our business partners act in a similar way.
We want to be a sustainable provider of digital services that also help our customers reduce their environmental impact. Confrere contributes to sustainable development and works to minimize our impact and prevent environmental risks. Our employees must have relevant competence in the area and comply with laws and requirements. The environmental work is well integrated into the business and takes place systematically.
It is a natural part of activities to continuously follow up the principles of the Code of Conduct. Management and managers have a particularly great responsibility to lead by example. If an employee feels insecure about the application in the daily work, the immediate manager can be helpful with guidance. Employees at Confrere are obliged to report suspected violations to the immediate manager or HR. If this is not appropriate, there is an option to report anonymously via the Confrere Whistleblower Service; whistleblower@compodium.com.
If an employee does not act in accordance with the Code of Conduct, action will be taken. If a business partner repeatedly or seriously violates the Code of Conduct, the partnership will be terminated.
We know this was long.
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