Code of Ethics Concorde Group indicates the main guidelines
of conduct that should be applied in our day-to-day relationships.
Likewise, it serves as a guide to develop the sense of
responsibility and staff involvement.
The norms established in the Code of Ethics are not exhaustive and,
combined with the sense of responsibility, they establish the
basic rules of behavior and ethics applicable to the personnel of
the organization. In no case, these rules replace the laws and
current regulations, nor the principles and norms derived from others
internal policies and procedures.
With this code Concorde Group undertakes to respect and promote
the values and principles extracted from international texts or conventions
concerning the Rights of Man, labor standards and
environmental.
The Code of Ethics will be delivered to the members of the group, likewise
will be published and can be consulted on the Intranet.
IN RESPECT OF APPLICABLE LAWS AND RULES
Concorde Group and its employees must respect all laws and
rules applicable to the organization.
CHILD LABOR PROHIBITION
Concorde Group complies with national laws and regulations regarding
child labor In any case, it is prohibited to make children work
under 16 years old and the ILO provisions regarding
The health and safety of infants.
ELIMINATION OF ALL FORMS OF FORCED WORK
Concorde Group undertakes to eliminate any form of
forced and compulsory labor.
RESPECT FOR THE ENVIRONMENT AND ITS PROTECTION
Concorde Group undertakes to carry out actions that have
Its objective is to respect the environment and improve its protection. In the
exercising their activities, the Concorde Group workers are
responsible for environmental protection, whose main
actions are reflected in:
- Reduce waste and polluting products, preserve
natural resources.
- Limit energy consumption.
Concorde Group establishes policies and methods of active prevention of
the risks that may affect the health and safety of your
collaborators, as well as to regularly monitor their correct
application.
Concorde Group undertakes to raise awareness and hold its members accountable
collaborators of health conservation and prevention of
work accidents. In addition, all staff are expected
outsourced that works in the facilities apply these policies
of health and safety.
FREEDOM OF EXPRESSION
Concorde Group invites its staff to express themselves freely to
Improve your work environment. The quality of communication between each
employee is the central element for the improvement of the environment.
EQUALITY OF TREATMENT
Concorde Group undertakes not to practice any type of
discrimination in their contracting actions, such as linked management
particularly to: Age, sex, skin color, nationality,
religion, health or disability status, sexual orientation,
political, philosophical opinions, etc.
Every employee has the right to work in a healthy environment, free from
any form of hostility or harassment classified as illegal,
Concorde Group prohibits, mainly, any misconduct
that involves sexual or moral harassment, even when there is no
hierarchical or subordinate relationship.
TRAINING DEVELOPMENT
Concorde Group is committed to promoting the professional training of
young people to promote:
- Access to professional practices in the company.
- Promote the continuity of studies of operational personnel.
Concorde Group will strive to allow each of its
employees, whatever their age, sex or function, access, during
his entire career, to the necessary training for the correct exercise of
its activity.
USE OF ASSETS, SERVICES AND / OR FUNDS
The use of assets, funds and / or services of Concorde Group with
improper or illegal intentions is strictly prohibited. No
individual or company can get preferential treatment, nor anyone
another particular undue or illegal advantage, on behalf of Concorde Group
by paying or delivering bribes or any other benefit, in
Money or kind.
OBSEQUIOS
The Concorde Group policy prohibits the acceptance of any
customer or supplier gratification whatever its form with a
value equal to or greater than the equivalent of fifty dollars annually. Whether
receive gifts or bonuses, must be returned immediately
to its author. If the rejection of the gift or its return can
considered a discourtesy, the beneficiary has the obligation to
Inform Human Resources who will decide on the
provisions to be taken with respect to the aforementioned gift, in accordance with
This Code.
Offering or agreeing to any bonus is strictly prohibited.
in cash, in kind in order to get a contract or other advantage
commercial or financial.
SUPPLIERS AND SERVICES
A supplier must be selected based on quality,
Need, profitability and cost. Each employee has the
responsibility to privilege the interests of Concorde Group
respecting the law and obtaining the best opportunities and
conditions, refraining from any favoritism based on friendship
or in discriminatory criteria. Collaborators cannot take advantage
your status to benefit from personal purchases you make to
a supplier or a customer of Concorde Group.
CONFIDENTIALITY
Concorde Group and its employees respect the laws that regulate the
protection, use and confidentiality of personal data. The
private life of workers, data regarding evaluations
of performance, promotions and remuneration must
Maintain your confidentiality. Access to this kind of information
is reserved for duly authorized persons.
Therefore, Concorde Group employees:
- They should not gather information about the private life of others
employees, except the one necessary for resource management
human or for other legitimate professional reasons.
- They must guarantee the right of access, verification and
rectification of personal data about workers, in accordance with laws or regulations
valid and should not communicate personal data to third parties,
except in exceptional cases authorized by law or
current regulations.
HERITAGE SECURITY
The files, goods, technical data and confidential information
diverse relative to the company, constitute important assets that
they can prove critical to preserve the results of the
organization.
The following elements are confidential in nature:
Information regarding the existence, terms and conditions of
Concorde Group business projects and agreements; the data
financial and technical and any other sensitive information, such as
relating to turnover, intellectual property rights, to
the technologies, programs or computer equipment used in the
exercise of the activity.
It is prohibited to all employees of the organization, disclose
these elements to third parties without prior authorization and to other employees
of Concorde Group not authorized to handle this information.
Any use for personal, direct or indirect purposes of the
information obtained within the framework of professional activity is
strictly prohibited. Any violation of this rule may be
subject to legal proceedings under the provisions
applicable labor, civil or criminal law.
Concorde Group employees are responsible for the correct
use of the Group's assets and resources, including those related to
intellectual property, technology, material and supports
IT, programs, real estate, equipment,
machinery and tools, to components, raw materials and to
the liquid resources of the company.
To do this, employees must:
- Use the assets in accordance with the rules and procedures and
take necessary measures to prevent unauthorized use
of assets by third parties.
- Protect all passwords and codes in order to prevent
any unauthorized access to computer data
- Refrain from reproducing the programs without authorization,
procedures, codes, manuals, presentations, training and
other programs, unless authorization has been obtained or a
express mandate of the General Directorate
CONFLICT OF INTEREST
There is a conflict of interest when an employee can take out
personal benefit of a transaction made on behalf of a
company, with customers or suppliers. The same happens if an employee
try to select, or make select, especially as a supplier, to
a company in which he or a close relative own, directly
or indirectly, an interest. In case of doubt, the worker must
refer to your superiors to determine if the transaction
projected creates or not a conflict of interest.
ALERT FOR VIOLATION OF THE CODE OF ETHICS
Any collaborator of the Concorde Group who had knowledge of a
violation of the rules defined in this code may
communicate it to Human Resources or to the Company Management.
No collaborator can be sanctioned, dismissed or subjected to
a discriminatory measure for having testified, in good faith, or for
have reported the actions that violate the Code of Ethics.
- The behavior that goes against this code can be
subject of an investigation only on the sole initiative of
Human Resources.
- Any violation of this code, regardless of how it has been
detected, can be sanctioned. Such penalties may include,
among others, a warning issued to the worker or his dismissal from
according to the seriousness of the violation and the laws and rules
applicable.
ALERT PROCEDURE
The collaborator can refer the alert to his superior or the
Human resources manager. The referral can be verbal or written.
According to the nature and importance of the facts invoked,
complementary investigations may be undertaken, fill out a
investigation or an internal audit procedure. Therefore,
the accused person must be informed about the procedure
respective. If necessary take precautionary measures.
The collaborator may report it through:
Complaint System: comite.etica@concorde.com.mx
Human Resources With Lic. Viviana Gutiérrez:viviana.gutierrez@concorde.com.mx
You can also download the PDF
here
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