Ethical business practice is one of the guiding principles of the Harrison Construction. The Board of TKHG is committed to ethical business conduct and expects the highest standards of integrity to be followed by all employees in each of its businesses wherever work is undertaken globally. This Business Ethics Policy (“this Policy”) specifies the standard of behavior the Group expects from its employees, and others acting on its behalf, when conducting business on behalf of the Group. As our aim is to be one of the most highly respected companies in the industry, this goal is heavily dependent upon how all employees conduct themselves. Our core values demand us to be open and honest, committed and safe. By fully complying with this Policy and by living our core values, we see our vision being realized. It applies in addition to the other policies, procedures, codes and statements that have been issued by the Group and/or its operating companies.
1. Business ethics and legal compliance
HC requires all employees to conduct business with honesty and integrity. It is the HC’s policy to comply with this requirement in all aspects of its business, and to ensure compliance by its employees and agents with all applicable legal and ethical standards of each country, state, province or local jurisdiction in which the HC’s business is conducted.
2. Duty to report non-compliance
If employees have knowledge of any activities which they have reason to believe may violate this Policy, they must report such activities immediately. HC relies on its employees’ vigilance to notify it when something isn’t quite right. Employees are able to raise their concerns with their project managers or business unit director
3. Conflicts of interest
The integrity of all employees must stand up to scrutiny at all times. While Harrison Construction respects the right of employees to privacy in their personal activities and financial affairs, employees must not have personal interests which conflict, or could conflict, with those of HC.
4. Gifts and hospitality
Employees may not offer or accept any gift or invitation to hospitality which is lavish or extravagant or which otherwise breaches HC’s policy on gifts and hospitality.
5. Improper payments
Employees may not offer, pay, promise or authorize the payment of money or anything of value to any other person where (s)he knows or believes that the money or thing of value will be improperly given or promised in order to obtain, retain, facilitate or expedite business for Harrison Construction.. No payments may be made for the purpose of improperly influencing the action or decision of the recipient, inducing the recipient to do or refrain from doing any act in breach of his or her lawful duty, or inducing the recipient to exert influence on any foreign government or its department or agency. Harrison Construction has a zero tolerance policy to bribery and corruption
6. Compliance with laws prohibiting anti-competitive activity
Harrison Construction complies with all aspects of competition law, globally. Harrison Construction policy and procedure to ensure no anti-competitive contact takes place is available to all employees and rigorous training is undertaken throughout the business. Potentially anti-competitive contact is reported.
7. Political contributions and activities
Harrison Construction makes no political contributions and is not affiliated to any political party.
8. Supplier relations
Our relationships with the people and organizations that supply goods or services to Harrison Construction are of paramount importance. Suppliers are selected impartially, on the basis of price, quality, performance and suitability of product or services.
9. Health, safety and environmental protection
Employees are responsible for conducting Harrison Construction’s business in a manner that protects the health and safety of HC’s employees and the public, as well as the environment. They should act at all times in a manner that ensures Harrison Construction complies with all applicable health, safety and environmental requirements.
10. Equality, diversity and inclusion
HC values the diversity provided by gender, race, colour, ethnic or national origin, sexual orientation, religion, or marital status. The principles and practices of equal employment opportunity and workforce diversity contribute to the achievement of Harrison Construction’s business objectives. HC expects its employees to maintain a workplace that is free from any form of discrimination, harassment or bullying.
11. Human rights
HC business activities are pursued with respect for human rights. As such, it needs to ensure and to demonstrate that it treats all employees and contractors fairly, legally, with respect and with dignity. HC endeavours to operate in a manner consistent with the principles of the United Nations Universal Declaration of Human Rights and the core International Labour Organisation Convention areas (freedom of association, collective bargaining, non-discrimination, prohibition of child labour and of forced labour).We will not participate in, contribute to or obtain information from any blacklisted or other similar service which undermines these principles and as part of this obligation, we will ensure that compliance with our Equality and Diversity Policy, as well as this Business Ethics Policy, will form part of the selection process for appointing subcontractors and other members of our supply chain.
During the course of employment, employees may acquire information not generally known to the public, including knowledge of a commercially sensitive nature, business plans or outlook, marketing or sales programmes, customer lists, significant new services or price changes, mergers and acquisitions, offering or redemption of shares, changes in management and other proprietary and confidential information. Employees must not disclose, during or after their employment by Harrison Construction, any non-public information regarding Harrison Construction’s business or operations to any outsider unless disclosure is authorized in writing by Senior Management. Whenever possible, authorized third party recipients of the Group’s confidential information should be required in advance to execute agreements acknowledging their confidentiality obligations to Harrison Construction. The terms and conditions of employment for all employees make it clear that all information which becomes available as a direct result of their employment is confidential to Harrison Construction and should not be disclosed except as required in order to achieve the Group’s business objectives. The Group undertakes to protect the personal data of all persons with whom it holds a record published annually in its Annual Report & Accounts, which is also available on the Kier Group plc website.
13. Personal conduct outside the work place
Harrison Construction’s reputation as a group depends largely upon its people and how they interact with stakeholders within and outside the organization as well as how they behave in the public domain outside their place of work.
14. Communications – government inquiries, investigations, consultations and lobbying
From time to time, Harrison Construction may be obliged to permit various government agencies to review certain of its policies and practices. It is Harrison Construction’s policy to ensure that inquiries from government agencies are properly handled to minimize Harrison Construction’s exposure and liability. In the event that copies of specific HC procedures or practices are requested by representatives of government agencies or interviews with Harrison Construction staff are requested, such requests should be handled in a manner consistent with such procedures or practices. For non-routine requests by government representatives, Harrison Construction requires that any such request be referred immediately to the Managing Director without any further discussions with such contact. From time to time Harrison Construction may present its position on a particular topic to government, or other official bodies, whether during a review of policies/legislation, part of a consultation process or because of its expertise in a particular area. Consultation of this type may also occur through any of the trade organizations to which it is a party. On other occasions, Harrison Construction may lobby on a particular issue to ensure that the policy makers understand the issues fully and are therefore able to develop appropriate policies. In any of these circumstances, Harrison Construction and its employees will:
- Ensure that views put forward are fair, true and accurate and free from any personal bias and that they represent the Company’s views;
- Not bring the Company into disrepute;
- Comply with the wider requirements of this Business Ethics Policy to report any conflicts of interest and to act with honesty and integrity.
15. Communications - News media relations
It is important that inquiries from the news media are properly handled in order to maintain effective public relations and to protect Harrison Construction’s competitive position and proprietary information. Employees must not discuss Harrison Construction’s business with any member of the news media, even on an informal basis. This will minimize news stories based on rumour or unofficial “tips” which can be damaging to Harrison Construction’s best interest. All requests for information from the news media (including, in particular, those relating to financial or commercial matters) must be referred to Harrison Construction’s Managing director.
16. Communications – email, internet and social media
Employees are required to follow the provisions detailed in Harrison Construction’s Use of Business Systems Policy (and related guidelines), as well as Harrison Construction Social Media Usage Policy (and related guidelines), when using email and the internet.
Management has responsibility on a day to day basis for ensuring that access to the business systems is used prudently. Managers must ensure that contract or temporary staff are informed and familiar with these policies and that they agree to be bound by the terms listed. Key issues with regard to the use of these IT facilities are:
- Misuse of email, internet or social media for personal communications;
- Risk of defamation by an individual or organization;
- Bringing into the workplace via email, the internet or social media material of a racist, pornographic, sexist, obscene, abusive, defamatory or other inappropriate nature or material that may be in breach of copyright;
- Unwittingly creating a binding contract with a supplier, client etc;
- Knowingly introducing a virus to company equipment or forwarding a virus.