H2B Group Ethics Charter
This Ethics Charter applies to all H2B Group activities and employees. It is governed by the Group’s Corporate Social Responsibility (CSR) Policy.
Integrity, transparency, and adherence to common rules are the foundations of trust within the H2B Group.
Compliance with Laws and Regulations
All Group employees must comply with applicable international, national and local laws and regulations, as well as the professional standards governing their activities, particularly those established by accreditation bodies. They must also adhere to H2B’s CSR Policy and this Ethics Charter.
Acting with Integrity
Integrity must guide all business and interpersonal relationships. The Group has zero tolerance for favouritism, corruption, harassment, discrimination or discussions about prices with competitors.
Reporting Misconduct
A compliance officer is appointed and trained to receive reports and provide advice anonymously: sophie.françois@h2bservices.com
The head of each business unit within the H2B Group promotes this charter and ensures it is followed in practice, while remaining attentive to early warning signs.
This charter is governed by the Group’s CSR policy, under the responsibility of the President of H2B.
Correct and Prevent
Reports are first discussed with the immediate supervisor of the individuals concerned or accused and may be escalated at the discretion of the ethics officer, including to the Group’s shareholders if necessary.
An “RPS (Psychosocial Risks)” investigation may be initiated in cases of suspected harassment or burnout. It adheres to the principle of due process and involves employee representatives to the greatest extent possible.
Protecting Whistleblowers
H2B encourages the reporting, in good faith and without personal gain, of breaches of integrity, and no whistleblower will be subject to disciplinary action in such circumstances.
Make Progress
This charter focuses on the essentials. It is reviewed annually during the first quarter of the following year as part of the CSR policy. It is revised and expanded as needed.
1 This is considered favoritism or corruption, for example, if an employee alters the price, terms, or content of services (such as the results of an assessment) because of a personal or financial relationship with the client.
2 This is considered harassment in cases of repeated behavior that is degrading to the victim, such as: vexatious behavior; threats, insults, or obscenities; malicious phone calls, text messages, or emails…
This is considered workplace bullying, even in the absence of a hierarchical relationship, for example, in cases of regular insults, repeated destabilizing messages, or a recurring intent to cause harm…
V1.0 October 6, 2022