CHAPTER 2

Respect for Others

Our success requires us to utilize everyone’s skills and knowledge to the fullest, without unlawful discrimination or harassment. Consistent with our Values, we are committed to providing a respectful workplace where all are treated with dignity, respect, honesty and sensitivity. The company appreciates the value of diversity. To deny someone’s contribution to the company because of unlawful discrimination or harassment would be an injustice not only to the individual, but to the company as well, and will not be tolerated.

In some countries where we operate, local law establishes specific requirements for policies that prohibit discrimination and harassment. Contact your local human resources leader with any questions regarding specific policies that apply to you.

"For businesses to make the greatest contribution to society, we must treat others with honesty, dignity, respect and sensitivity, and appreciate the value of diversity. Giving honest feedback is critical, because not giving it usually leads to a bad outcome for the individual, thus failing the test of respect. Unlawful and illegitimate discrimination and harassment are violations of all these requirements and will not be tolerated."

—Charles Koch

Non-discrimination

Consistent with our Values, it is good business and sound philosophy to recognize and treat employees with honesty, dignity, respect and sensitivity. We will grant equal opportunity in all aspects of employment to all persons without unlawful discrimination.

Unlawful discrimination will not be tolerated.

The company prohibits unlawful discrimination on any protected basis under applicable law, including, but not limited to: color, race, religion, gender or gender identity, sexual orientation, national origin, citizenship, ethnicity, age, disability, pregnancy, veteran status, genetic information, or other legally protected factors.

If you believe you have been discriminated against, have observed unlawful discrimination, have knowledge or someone confides in you that a coworker believes that he or she has been discriminated against, you must contact any of the following:

your immediate supervisor,
any member of management,
any local or corporate human resources leader,
any member of Compliance and Ethics,
any lawyer in Legal
or the GuideLine.

Prohibited Harassment

Unlawful harassment will not be tolerated.

The company is committed to providing a work environment free of unlawful harassment. Company policy prohibits harassment based on color, race, religion, gender or gender identity, sexual orientation, national origin, citizenship, ethnicity, age, disability, pregnancy, veteran status, genetic information, or other legally protected factors. Harassment includes any verbal or other conduct that is offensive, bullying, intimidating or disparaging to any individual or group and is based on that individual’s inclusion in a legally protected group. The company also prohibits unlawful harassment based on the perception that an individual is a member of such a group, or is associated with an individual who is or is perceived to be a member of a protected group. All such harassment is unlawful. The company’s policy prohibiting harassment applies to all persons involved in the operation of the company and prohibits unlawful harassment, whether directed to employees, applicants for employment, or other people we do business with, such as outside vendors, contractors or customers.

Conduct that is prohibited includes, but is not limited to, the following behaviors:

Verbal conduct such as epithets; slurs; derogatory and/or sexually-oriented jokes or comments; discussion or inquiries about one’s own or someone else’s sexual activities; or unwelcome sexual advances, propositions, flirtations, invitations or comments.
Visual displays such as derogatory and/or sexually-oriented posters, photographs, pornographic displays, cartoons, drawings or symbols.
Dissemination of derogatory and/or sexually-oriented voice mail, email, graphics, downloaded material or websites.
Unwelcome touching of a sexual nature, gestures, intentional blocking of normal movement or interfering with work, or other conduct directed toward a person due to their gender, race or any other protected basis.
Threats or demands to submit to sexual requests as a condition of continued employment or to avoid some other loss, and offers of employment benefits in return for sexual favors.

The use of any media, including phones, email, instant messaging or the Internet, for the purpose of unlawful harassment, will not be tolerated.

Expectations of Employees

Every employee is required to abide by our policy against unlawful discrimination and prohibited harassment and to bring to the company’s attention any action that does not comply with that policy or our commitment to equal employment opportunity. Supervisors and managers must be watchful for any signs that our policy is not being followed and must report any possible violations even if there has been no complaint. The company will investigate and respond to all reports of unlawful discrimination or prohibited harassment.

If you believe you have been subjected to discriminatory or harassing behavior, you observe such conduct, have knowledge or someone confides in you that he or she believes they have been subjected to such behavior, you must contact any of the following: your immediate supervisor, any member of management, any local or corporate human resources leader, any compliance and ethics resource, any lawyer in Legal or the GuideLine. Retaliation against anyone for reporting unlawful discrimination or prohibited harassment in good faith is against company policy and is prohibited.

FAQs

One of my coworkers has a habit of telling jokes that offend me and others. Another coworker is sending inappropriate email. How can I get this to stop?

The company promotes a respectful workplace. Our Value of Respect, states that all company employees are to treat others with honesty, dignity, respect and sensitivity.

If a coworker is engaging in conduct that may be offensive or causes others discomfort, you should approach the employee directly and ask him or her to stop. If you do not feel comfortable addressing this issue with the particular individual, you must report this behavior using one of the many options available to you.

Thank you, your feedback has been sent!

I have noticed some offensive graffiti in my work area and sometimes overhear some of my coworkers using racial slurs. Their conduct is not directed at me, but I feel like I should say something. I’m afraid they will take it out on me if I say anything. What should I do?

You are obligated under our Non-discrimination and Prohibited Harassment policy to report what you have seen and heard, even if you are not the target or victim. If you are uncomfortable speaking to anyone locally, contact one of the many options available to you.

Thank you, your feedback has been sent!

A supervisor at my location tends to criticize her employee’s performance in public settings. Her behavior often includes yelling at or belittling the employee in front of others. I find it offensive and it seems my coworker is quite embarrassed, but what business is it of mine?

Our Value of Respect, states that all company employees are to treat others with honesty, dignity, respect and sensitivity. No employee should be subjected to disrespectful or belittling behavior such as yelling, screaming or using profanity. While this may not be illegal or unlawful, this behavior is inconsistent with our Values. If an employee is engaging in conduct that is disrespectful or belittling you should approach the employee directly, if you feel comfortable doing so, and ask him or her to stop. If you do not feel comfortable addressing the issue directly with the individual, you must report this behavior using one of the many options available to you.

Thank you, your feedback has been sent!

Commitment to Lawful Employment Practices

Our companies strive to make people’s lives better through the products we make, support for the communities in which we live and work, maintaining quality work environments, and sourcing responsibly. We are committed to adhering to applicable employment and labor laws everywhere we operate. This includes observing those laws that pertain to child labor, forced labor, human trafficking, wages and work hours and freedom of association. In addition to other expectations contained in this Code, our commitment to social responsibility specifically includes the following:

Child Labor

The company will not employ underage individuals as defined by applicable child labor laws. Employees will not be permitted to work in a position where they are younger than the minimum legal age for employment in that job.

Forced Labor

The company does not support the use of forced labor or involuntary prison labor. Recruiting and selection activities are conducted in compliance with applicable law and any applicable collective bargaining obligations.

Freedom of Association

The company complies with applicable laws related to an employee’s choice to join, or refrain from joining, any legally sanctioned association or organization.

Wages and Work Hours

The company is committed to meeting all minimum wage obligations and collective bargaining agreements regarding maximum hours, minimum wage, overtime work and the payment of overtime compensation.

The company:

Recognizes an employee’s right to breaks and meal periods required by applicable law or collective bargaining agreement and the company will pay for those breaks wherever required by law.
Will provide to employees all periods of leave to which they are entitled under applicable law.
Will provide employees with all benefits to which they are entitled under applicable law.

Prohibited Substances

We are committed to providing a safe workplace that is free from the use of prohibited substances, including drugs and alcohol. The abuse of alcohol, the use of illegal drugs or the misuse of prescription drugs or other controlled substances has the potential to affect our safety, attendance, productivity, attitude, reliability and much more.

We strictly enforce, consistent with local law and collective bargaining agreement provisions, the following:

You may not be under the influence of alcohol, illegal drugs or misuse prescription drugs while performing your work responsibilities.
You may not unlawfully manufacture, distribute, sell or possess alcohol, drugs or other controlled substances while performing your work responsibilities.
If you are employed in a safety-sensitive role or are required to operate machinery or a motorized vehicle (including a rental car) in the course of your employment, you must notify the company of an alcohol or drug conviction no later than five days after conviction. In some locations where we operate, such reporting may be prohibited by local law. Contact your local human resources leader if you have any questions regarding the applicability of this provision at your location.
Alcohol may not be consumed on property owned, leased or occupied by the company. Exceptions may be appropriate in limited circumstances and are permitted only when the pre-approval requirements of your Koch company have been met.

The company will exercise appropriate steps to ensure compliance with this policy, including testing of applicants and employees as allowed by applicable law and collective bargaining agreement provisions.

FAQs

Is it acceptable to consume alcoholic beverages when on company business, such as entertaining a customer at a business dinner or participating in a company-sponsored event?

Use good judgment and obey all relevant laws. These laws include not driving while under the influence and not serving alcohol to minors. Please consider, however, that if you consume alcoholic beverages and return to your workplace and the company has reasonable suspicion that you are under the influence of alcohol, you may be asked to submit to testing and may be subject to disciplinary action, up to and including termination.

Thank you, your feedback has been sent!

Workplace Non-violence

We are committed to an environment free from violence, intimidation and other disruptive behavior. Bullying, violence, threats, harassment, intimidation and other disruptive behavior will not be tolerated. Such behavior can include oral or written statements, gestures or expressions that communicate a direct or indirect threat of physical harm.

Your cooperation is essential to effectively maintain this policy and to help maintain a safe working environment. Do not ignore violent, threatening, harassing, intimidating or other disruptive behavior.

All reports of such incidents are taken seriously, assessed and dealt with appropriately. If you observe or experience such behavior by anyone — whether an employee, contractor, customer or visitor — on premises owned, leased or occupied by the company, report it immediately to one of the many resources available to you.

Threats or assaults requiring immediate attention should be reported to your supervisor, human resources or security contact or to the police.

Prohibition of Weapons

The company prohibits employees from bringing any firearm or other weapon, to include, but not limited to ammunition and explosives, on any property owned, leased or occupied by the company. You are also prohibited from personally carrying or transporting any weapon in your own vehicle while on company business or when using company paid transportation, such as company-owned or leased vehicles.

Exceptions to this policy will be permitted only with the prior written approval of your business leader and compliance and ethics resource or as allowed by applicable laws. Authorized weapons must be appropriately secured from theft, misuse and accidental discharge, and must be handled in compliance with applicable laws.

This policy does not apply to law enforcement officers, government or military authorities or their agents acting in their official capacities. Instruments such as knives or other cutting instruments required, approved, or provided by the company in accordance with job assignments do not apply to this policy.

FAQs

Are mace and pepper spray considered weapons?

Mace and pepper spray are primarily defensive devices and are not prohibited by the company. If you feel unsafe at the workplace, you are obligated to raise the concern through one of the many options available to you.

Thank you, your feedback has been sent!

Searches

The company maintains the right, to the extent allowed by local law, to carry out searches and examine persons or their property when on property owned, leased or occupied by the company. Such searches may be performed without notice. This right includes, but is not limited to, the right to search and examine all equipment, offices, furniture, computers, lockers, personal items, vehicles, containers, briefcases, backpacks, purses and pockets. Any illegal, unauthorized, misappropriated or prohibited items may be seized by the company, if allowed by applicable law and/or reported to the proper authorities.

Privacy and Data Protection

The company is committed to compliance with all applicable privacy and data protection laws in all countries in which we operate. This commitment reflects the importance we place on earning and keeping the trust of our employees, customers, suppliers, consumers and other individuals when we are in the possession of their personal data.

The definition of personal data varies by jurisdiction. Information or a combination of data that identifies a unique individual, such as name, personnel number, address, date of birth or other identifiers may be personal data. Personal data must be safeguarded from loss or theft and inappropriate use or collection. If you manage personal data as a part of your role for the company, make sure you take steps to appropriately secure it and limit access to such information only to those who have a legitimate business need.

Your Koch company’s Privacy Policy and Employee Privacy Notice provide further information regarding our practices to protect personal data, such as notice, use, access, retention, choice, collection, transfer, security and data integrity of personal data. If you suspect that personal data has been used, altered or disclosed inappropriately, or that a breach of personal data may have occurred, you must report your concern to one of the many options available to you.

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