Ethics Policy

The leadership of Fiberoptics Technology places its highest priority in executing ethical decision making at every step of our decision making process, whether those decisions involve maintaining quality standards, a safe work environment, or customer/vendor/employee interactions.

1. Always strive to conduct business ethically, considering the best interests of ALL stakeholders, without partiality to any one stakeholder.
2. Treat all stake holders with integrity, honesty, fairness, and respect; FTI encourages an inclusive workplace. We will not knowingly associate with any entity not in compliance with the United Nations Guiding Principles on Business and Human Rights, which is the global standard on business and human rights.
3. Safety and wellbeing of our employees is paramount.
4. Data and personal information is to be protected to the best of our ability.
5. Commit to compliance with all governing laws, at all government levels, all the time; we will never ask anyone to violate the law. Failure to knowingly maintain compliance with the law is a failure of leadership at the highest level.
6. Fulfill our customers’ written and implied expectations, which in turn, promotes trust in us.
7. Comply with all accepted and agreed terms and conditions.
8. Refrain from knowingly making a false allegation and always cooperate fully in an investigation.
9. Never retaliate against someone for reporting a violation or concern.
10. Always conduct a complete investigation of any violation. Anyone with a record of previous violation will never be asked to serve as an arbiter to investigate a violation.
11.  Communicate and update its ethics policies through appropriate sections of the Employee handbook.
12. Consider terminating employment of any employee, regardless of seniority, rank, or standing for any confirmed felony violation of the law.

FTI leadership expects all employees to:

1. Be loyal to our customers and our company as long as you accept compensation for employment; employees shall not engage materially or otherwise, direct or indirect, in any business competitive to Fiberoptics Technology while employed, or for any duration after employment if other agreements restricting such participation are in effect.
2. With one exception, refrain from accepting gratuities, gifts, or any other material form of renumeration from any customer or vendor for any reason. In so far as meals could be considered a gift or material form renumeration, FTI considers picking up the tab for a meal to be an acceptable gesture of appreciation, as long as the meal cost is less than the average current day meal cost a mid level restaurant, AND the entity paying for the meal is present at the meal.
3. Maintain confidentiality of information and process identified as such.
4. Execute ethical conduct and decision making in the course of their work, maintaining compliance with all relevant laws, regulations, and industry standards.
5. Respect all stakeholders as they themselves would prefer to be respected.
6. Exercise due diligence to prevent and detect unethical and criminal conduct.
7. Foster a culture of accountability; report ethics concerns or suspected violations of the law, this code, or other Company policies (anonymously or otherwise) to any member of management, outside law enforcement, or informed body, with protection of confidentiality and without fear of retaliation.Making Ethical decisions

Before you make a business decision consider the following:

1. Is your decision consistent with the law, our code and ‘Who we are’?
2. Would your family be proud of your decision?
3. Would you accept someone making a similar decision if it affected you?
4. Have you sought advice to minimize the chance of biases or pressures influencing you?
5. Could you successfully defend your decision if it became public or headline news?

Reporting Channel

If you have an ethical question or concern, our HR Manager is our defacto Ethics Liaison. This Manager knows the latest legal employee mandates, and so, should be well equipped to provide the guidance you are looking for. For civil and criminal matters, the HR Manager also has access to impartial professional legal resources to collect and disperse concise, accurate information.

In the absence of the HR Manager, a member of the senior Leadership Team will serve in the role of Ethics Liaison.

If neither resource is available or appropriate (you may have a concern about sharing information with the incumbents of these offices), we encourage you to seek any appropriate agency or resource (religious leader, lawyer, DOL, OSHA, etc to share your information and concerns.

Confidentiality

All questions, concerns, and eyewitness accounts will be handled confidentially. If you wish to keep your identity confidential from our Ethics Liaison, type or write your thoughts, put them in an unmarked envelope, and mail them, drop them in the company mail pouch, or use a surrogate.  No one will face retaliation for reporting in good faith.

Investigation and Resolution

Our process to investigate matters of ethical or lawful misconduct will be conducted by the Ethics Liaison in conjunction with affiliated resources (Law enforcement, HR Consultants, Investigators, and the like).

1. The Liaison will listen to your concerns, then take a statement and work with you to create a list of affected parties.
2. The Liaison will conduct interviews, initiate surveillance, review video; any action required to determine authenticity, scope, and severity.
3. A written report will be produced.
4. If the concern or compliant is found to have merit, Senior leadership and Ethics Liaison will convene to determine corrective actions required.
5. Offenders will follow the resulting guidance, or they will be terminated. In the case of criminal offense, law enforcement will be contacted, and the offender(s) will, in all likelihood, be terminated.
6. If the person bringing the complaint is known, they will be contacted by the Liaison to share the results and actions taken. This will be a confidential meeting containing confidential information. Meeting details cannot be shared with anyone other than those with knowledge of the investigation.Communication

This Code of Ethics and Expectations will be conspicuously published and maintained in the Handbook, as well as at all Time clocks and other central congregating locations.

All Employees at all levels will be held accountable for not complying with fiberoptics Technology’s Code of Ethics. Disciplinary actions will be tiered, depending on the severity and scope of infractions. For example,  an employee might receive a verbal warning after the first violation, a written warning, then face termination on the third violation, or, depending on severity, could be terminated without consideration of tiered discipline.