Last updated: 1st December 2024
Netcall helps organisations transform their customer engagement activities, enabling effective and faster digital transformations, thereby improving customer experiences and operational efficiencies. We are committed to our customers and take pride in the work we carry out, with a focus and dedication on providing solutions that make a difference, whilst ensuring work is completed in a way that respects and values our customers, suppliers, partners and Netcall employees.
The purpose of this Code of Conduct is to set the standards and principles Netcall strives to achieve as a Company, whilst providing our employees with guidance on what is expected working at Netcall or conducting business on behalf of the Group.
These principles are in line with our core company values and are supported by more detailed policies to guide our customers, suppliers, partners and employees. Netcall has other policies in place that follow this Code of Conduct which are available at the end of this policy.
Our Code of Conduct applies to and includes the activities of all Netcall employees. Our Code additionally extends to other parties which include volunteers, agency workers, contractors, casual workers, consultants and other service providers on behalf of Netcall. The Code is applicable during employment, and is not limited to the normal place of work, but includes work-related functions that take place outside of normal working hours.
This policy is intended to be non-contractual and the Company retains its discretion to amend and update the Code as and when necessary.
Netcall will at all times uphold the human rights of every employee at Netcall. We promise to create an environment based on the principles of equality, dignity, fairness and respect, which is free from harassment and any form of unlawful discrimination as protected by law. Netcall understands its responsibility to be aware of human rights issues and to foster respect and equality for all through this Code of Conduct, but also our culture and our actions.
Netcall is committed to providing and creating an environment that supports and values diversity, equity, and inclusion and will avoid unlawful discrimination both in employment and against third parties. Netcall is dedicated to treating all employees equally regardless of their age, disability, gender reassignment, marital or civil partnership status, pregnancy or maternity, race, religion or belief, sex or sexual orientation (known as the ‘protected characteristics`).
At Netcall we value our employees and potential employees, the experience they bring to our Company and their qualifications. We will therefore avoid unlawful discrimination in all aspects of employment including recruitment, promotion, appraisals, training, opportunities for training, pay, flexible working and leave and benefits and conditions, disciplinary and grievance procedures and termination of employment.
We will not unlawfully discriminate in the selection of employees for recruitment or promotion. Recruitment, promotion, and other selection exercises such as redundancy selection will be conducted based on merit, against objective criteria that avoid discrimination. When recruiting or promoting, we will aim to take steps to improve the diversity of our workforce and provide equality of opportunity.
Netcall will monitor the composition of its existing workforce and its applicants for positions (including promotion) and will consider any appropriate action to address any inequality that may be identified as a result of the monitoring process, by using lawful methods.
We will not ask about health or disability before a job offer is made, except in the very limited circumstances allowed by law: for example, to check that the applicant could perform an intrinsic part of the job (taking account of any reasonable adjustments), or to see if any adjustments might be needed at interview because of a disability. Where necessary, job offers can be made conditional on a satisfactory medical check. Health or disability questions may be included in equal opportunities monitoring forms, which must not be used for selection or decision-making purposes.
Netcall will strive to ensure that the work environment is free of harassment by providing training in equal opportunities to all our employees involved in recruitment or other decision-making where equal opportunities arise.
Every employee is required to assist Netcall in meeting its commitment to provide a fair working environment and equal opportunity for all. Procedures are in place for any complaints or grievances that occur.
Modern slavery is a crime and a violation of fundamental human rights. It takes various forms, such as slavery, servitude, forced and compulsory labour and human trafficking, all of which have in common the deprivation of a person’s liberty by another to exploit them for personal or commercial gain.
Netcall has zero tolerance for modern slavery. We are committed to acting ethically and with integrity in all our business dealings and relationships, and to implementing and enforcing effective systems and controls to ensure modern slavery is not taking place anywhere in our own business or in any of our supply chains.
Netcall is also committed to ensuring there is transparency in our own business and in our approach to tackling modern slavery throughout our supply chains, which is consistent with our disclosure obligations under the Modern Slavery Act 2015. Netcall expects the same high standards from all of our contractors, suppliers and other business partners. As part of our contracting processes, we include specific prohibitions against the use of forced, compulsory or trafficked labour, or anyone held in slavery or servitude, whether adults or children, and we expect that our suppliers will hold their suppliers to the same high standards.
This policy, and others that support this Code of Conduct, are in place to ensure Netcall does not knowingly support or deal with any business involved in slavery or human trafficking. If you discover or suspect any infraction of this policy or any incident of slavery or human trafficking, whether by:
Please report this to HR@netcall.com where it will be dealt with expeditiously.
Netcall’s position is simple: we conduct our businesses to the highest legal and ethical standards. We will not be a party to corruption or bribery in any form. Such acts damage the Company’s reputation and expose us, and our employees, to the risk of fines and imprisonment. We take a zero-tolerance approach to bribery and corruption and we place the same standard on our employees and third-party representatives.
Common indicators of corruption include payments for abnormal amounts (e.g. commission), payments made unusually, or processes for approval and sign-off are bypassed.
Bribery may be more widespread in some countries, and business sectors, than others. In some cases, you may be told that unless the Company pays a bribe/ or bribes it will not win business or be able to complete contracts. Winning a contract of business does not matter, and we will not engage in any instances of bribery. We all have a responsibility to report any discoveries of bribery and corruption in relation to Netcall’s business or that of our suppliers.
It is essential that we keep full and accurate records of all financial dealings. Transparency is vital; false or misleading records would damage Netcall’s image. Under money laundering regulations, Netcall’s lawyers and accountants are obliged to report anything which appears to be irregular. Netcall cannot maintain its integrity unless we do this. Netcall will investigate all allegations of corruption immediately following the process set out in its Whistleblowing Policy if there is discovery or suspected corruption whether by:
Netcall will conduct its business in a manner that does not put nature at risk. In all operations and processes, environmental legislation and regulations shall be complied with. Our goal is to have quality products with the best environmental performance.
We shall strive to ensure our offices do not have an adverse environmental impact on the air, ground, or water. We shall use energy as efficiently as practically possible, thus demanding less from the environment.
All transport from suppliers and our sites, shall be organised to minimise the impact we have on the environment. We shall manage and minimise environmental risks identified in our business activities and support service activities performed at customers’ sites. We shall also minimise waste and seek to recover as much as is economically practical and ensure the remainder is disposed of responsibly.
Netcall’s suppliers shall be asked to join us in our work for a better environment. Their ability to do so shall be an important factor in our process of selecting suppliers.
Netcall recognises and accepts its responsibility as an employer to ensure the health and safety of our employees, visitors and those associated with Netcall. Our Health and Safety policy is underpinned by our Health and Safety Management System; a collection of policies and procedures that document how all Netcall employees and suppliers should act with regards to health and safety.
The Health and Safety Management System is subject to regular review to seek continual improvement in health and safety standards. Individual employees are encouraged and expected to take personal responsibility to ensure that appropriate practices are correctly implemented at all times.
Our principles are to:
Further information to support our Code of Conduct can be found here:
The Company takes this Policy very seriously. Any employee who breaches this policy will face disciplinary action, which could result in dismissal for misconduct or gross misconduct.
The Company’s reputation comes from the way it acts. Anyone who pays bribes on the Company’s behalf will be subject to disciplinary action. Equally, the Company will not penalise someone who loses business through not paying a bribe.
We may terminate our relationship with other individuals and organisations working on our behalf if they breach this policy.
Please report any breaches to the HR Director at hr@netcall.com.
This Code of Conduct will be reviewed at least every 12 months or when legislative changes occur so that it remains in line with the demands of the business.
Mandi Crusco
HR Director
