Doing things right is one of our most important values at OL Munkaidő Kft. We work hard every day to provide services that enhance the lives of people in our community, our country, and all over the world.
We are clear about what we mean when we talk about doing things right. Not only does it mean that we provide services that are well made, fairly priced and of exceptional quality, but it also means that every step we take in making those services is taken with ethics and integrity in mind. We source material only from suppliers who have impeccable human rights records, ensure our supply chain is of high integrity and monitor our entire operation for compliance with our code of conduct.
Doing things right is not an option at OL Munkaidő Kft. Working here means making a commitment to uphold our company values and following the code of conduct outlined in this document. Thank you for upholding our values and helping us to be the best product supplier we can be.
Download the Code of Conduct.
Employees of OL Munkaidő Kft., or any of its affiliates or subsidiaries (“we,” “our,” “us,” “the Company,” or “OL Munkaidő Kft.”), and others performing work for the Company or on its behalf, collectively referred to in this Code as “OL Munkaidő Kft. Personnel”, are expected to act lawfully, honestly, ethically, and in the best interests of the Company while performing duties on behalf of the Company. This Code provides some guidelines for business conduct required of OL Munkaidő Kft. Personnel. Persons who are unsure whether their conduct or the conduct of other OL Munkaidő Kft. Personnel complies with this Code should contact their manager or the CEO.
Moreover, while the Code is specifically written for the employees, we expect members of our extended workforce (temps, vendors, and independent contractors) and others who may be temporarily assigned to perform work or services for the Company to follow the Code in connection with their work for us. Failure of a member of our extended workforce or other covered service provider to follow the Code can result in termination of their relationship with the Company.
If any part of this Code conflicts with local laws or regulations, only the sections of this Code permitted by applicable laws and regulations will apply. Any policies that are specifically applicable to your jurisdiction will take precedence to the extent they conflict with this Code.
The company encourages all employees to ask questions and raise issues without fear of retaliation and is committed to treating reports seriously and investigating them thoroughly.
Employees must report suspected unethical, illegal or suspicious behavior immediately to their manager or Human Resources. The company does not tolerate retaliation against anyone who makes a good faith report of suspected misconduct or otherwise assists with an investigation or audit.
All complaints will be properly investigated. In all instances, confidentiality will be maintained to the extent possible
Employees who report a concern in good faith cannot be subjected to any adverse employment action including:
Treat all fellow employees, customers, business partners and other stakeholders with dignity and respect at all times.
Any type of harassment, including physical, sexual, verbal or other, is prohibited and can result in disciplinary action up to, and including, termination.
Harassment can include actions, language, written words or objects that create an intimidating or hostile work environment, such as:
We are committed to ensuring that our employees, our contractors and our customers work in safe and respectful environment that is free of bullying. Bullying can include:
A conflict of interest can occur when an employee’s personal activities, investments or associations compromises their judgment or ability to act in the company’s best interests. Employees should avoid the types of situations that can give rise to conflicts of interest.
It’s important for employees to disclose any relationships, associations or activities that could create actual, potential, or even perceived, conflict of interest to their manager or the CEO.
The company and its employees maintain the confidentiality of all proprietary information. Proprietary information includes all non-public information that might be harmful to the company and its customers and business partners if disclosed.
Confidential information may include but not limited to:
The company complies with the requirements of the country’s and international privacy laws. All employees sign an agreement that contains provisions for information confidentiality and non-disclosure.
The company and its employees do not disclose any private, personal information of:
Employees store all personal information securely, mark it as confidential and store it only for as long as it is needed for the purpose for which is was collected.
When providing personal information, employees limit access to only those with a clear business need for the information.
Employees are required to report any breaches of privacy, including the loss, theft of or unauthorized access to personal information, to their manager.
While the company competes aggressively for new business, relationships with business partners are built upon trust and mutual benefits and compliant with competition/antitrust laws.
Employees are required to:
The Company will not attempt to influence the judgement or behavior of a person in a position of trust by paying a bribe or kickback. This applies to persons in government and in private business.
The company does not permit facilitation (or “grease”) payments to government officials or private business in order to secure or speed up routine actions.
Employees are to:
While gifts and entertainment among business associates can be appropriate ways to strengthen ties and build goodwill, they also have the potential to create the perception that business decisions are influenced by them. The company is committed to winning business only on the merits of its products, services and people and complies with all legal requirements for giving and receiving gifts and entertainment.
Employees are to:
Employees may accept occasional unsolicited personal gifts of nominal value such as promotional items and may provide the same to customers and business partners.
When in doubt, employees should check with the ethics and compliance officer before giving or receiving anything of value.
All documents, databases, voice messages, mobile device messages, computer documents, files and photos are records.
Employees are required to:
Employees should never destroy documents in response to, or in anticipation of, an investigation or audit.
The company requires all employees to protect its assets. All assets should be used for legitimate purposes, efficiently, and for company business only.
Assets include facilities, equipment, computers and information systems, telephones, employee time, confidential and proprietary information, corporate opportunities and company funds.
Suspected incidents of fraud, theft, negligence, and waste should be reported to the CEO.
The company complies with anti-money laundering laws. Money laundering is the process of concealing illicit funds by moving them through legitimate businesses to hide their criminal origin.
Employees must never knowingly facilitate money laundering or terrorist financing, and must take steps to prevent inadvertent use of the company’s business activities for these purposes. Employees are required to immediately report any unusual or suspicious activities or transactions such as:
Employees may learn information about the company, associates, clients, business partners or other companies that is not publicly available. It is illegal for any individual to use information obtained in this way for personal gain or to share it with others.
Employees are prohibited from:
These kinds of violence is investigated and treated by the force of law, if the information selling or giving is done towards any competitor companies or their representatives. Employees are required to report suspected insider trading immediately to the ethics and compliance department.
The company conducts business in accordance with applicable health and safety requirements and strives for continuous improvement in its health and safety policies and procedures.
All employees are expected to perform their work in compliance with applicable health and safety laws, regulations, policies and procedures and apply safe work practices at all times in all locations.
Applicable safety and health requirements must be communicated to visitors, customers or contractors at any company location.
Employees using company or own cars for the company’s interest, must keep all health and safety requirements, defined in the traffic rules.
Employees are required to immediately report workplace injuries, illnesses or unsafe conditions, including “near-misses.”
The company is committed to operating in an environmentally responsible manner, from the provision of products and services, to the operation of its offices and facilities, selection of suppliers and other business activities.
The company complies with all applicable environmental laws and regulations as well as self-directed commitments to sustainable practices and environmental protection.
The company expects its employees to help it safeguard all computer equipment and data against intentional malicious acts by individuals inside or outside the company. Cyber-security training is provided to all employees to ensure compliance with computer security policies.
The company safeguards against inappropriate access by individuals or groups untrained in correct company policies or procedures
The company does not use software for which it does not have a license.
The company understands that occasional personal use of the internet during work hours is a reasonable request and allows this, within reason. Employees can ask for clarification from their managers if in doubt.
However, the company does not allow internet use to support a personal business, political venture, or embarrass the company and its customers.
The company respects the right of employees to use social media for personal and professional purposes. Employees are responsible for complying with company policies and procedures when communicating on social media. Employees are accountable for any information they publish online.
Employees are required to:
Employees must not:
The company understands that corporate social responsibility extends to our entire supply chain. This encompasses not only the products and services supplied but also the human rights, ethics and social practices of our company and its suppliers.
One goal of the corporate social responsibility procurement program is to build partnerships with like-minded organizations by actively seeking out business partners who are the most environmentally and workforce friendly.
Forced Labor: The company and its suppliers shall employ all employees under their own free will with no one being subjected to bonded or forced labor. This policy applies to not only the supplier’s business operations but also those of their supplier network with which the company conducts its business.
Child Labor: The company and its suppliers shall not employ any people under the minimum legal working age of the country in which they work.
Responsible Environmental Impact: The company and its suppliers shall produce measurable environmental impact reports and conduct ongoing efforts to reduce environmental pollution while increasing sustainability.
The company encourages and supports involvement in the community that has supported it. This includes supporting local business and talent by, for example, sourcing local products and services, where appropriate, and showcasing the work of local artists in the company’s public spaces.
Charitable involvement is important to the company and a charity committee meets ones a month to discuss and execute potential and ongoing charitable projects.
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