Introduction
The Code of Conduct supports us in being uniform in our business approach and thereby ensuring that we maintain GNHUSA’ reputation as a company of high integrity and credibility.
GNHUSA operates across several cultures, traditions, local laws and practices on a daily basis, and our Code of Conduct presents a common set of principles, which provides guidance to what we consider good business practices and ethical behaviour.
Application
Our Code of Conduct applies to Management, the Board of Directors, team leaders and employees working for or associated with GNHUSA. We will ensure that business partners and stakeholders are informed of this Code of Conduct and its content in order for them to act accordingly.
During execution of orders, we may be operating under the Code of Conduct of a client. Should there be a discrepancy between GNHUSA Code of Conduct and that of the client, the highest set of standards should be applied.
As a minimum, GNHUSA shall comply with local legislation of the countries, in which we operate. Should local legislation and rules set another standard than GNHUSA Code of Conduct or other internal requirements, the highest set of standards should always be applied.
When in Doubt
The Code of Conduct seeks to provide guidance for employees on how to behave in different situations. There will be instances where employees will be in doubt how they ought to handle a situation.
When in doubt , how to conduct oneself correctly or about the legality of an actual act, employees should seek advice from the immediate manager. Management shall be involved in matters of principle or decisive cases as well as in respect of any actual uncertainties or inadequacies in this Code of Conduct.
GNHUSA will not accept any violation of this Code of Conduct. We do, however, accept that certain situations and dilemmas may present themselves, in which the choice of action may/should be discussed.
If an employee becomes aware of practices or behaviour, which seem unethical or improper, he/she is encourage to report this to a colleague who has the authority to handle the situation.
GNHUSA will not tolerate reprisals against any person reporting violation of the Code of Conduct whether the accusation is substantiated or not.
Our company
GNHUSA was founded in 2002 with an ambition to create a Global Pharmaceuticals Distributor which could provide patients, hospitals, Doctors with a better medicines in the fastest and quickest manner.
As a global company with roots in Charlotte, USA, GNHUSA focuses on being a constructive co-player in society and when conducting business. We express opinions, ask questions and contribute towards positive changes and improvements benefitting our surrounding environment.
Values and focus
Our values are fundamental for the way we do business and represent ourselves.
» We play as a team – and we play to win.
» The color of service is Orange – we work with passion to serve customers better, every day, everywhere.
» We keep our promises – because our business is built on trust.
» We believe in strong and long-lasting relations – enabling everyone to run a good business.
» Our responsibility reaches beyond our business – we take care of each other, our partners and society.
» We constantly question status quo – dedicated to improving our efficiency.
Best in Town
Together we create solutions is our purpose, and our direction is Best in Town.
Through close relationships with our clients, we add value and become our clients’ first choice because we act with credibility in our partnerships.
GNHUSA strives to be an attractive workplace, and just like in the world of sports, we aim to find and develop the best talents ,who together with the experienced players will make up the strongest team based on our unique GNHUSA team spirit.
Staff
All staff in GNHUSA are ambassadors and are expected to act in a way that supports our culture and values.
GNHUSA focusses on developing our management, leaders and employees in a way that supports our culture and values. Their most important goals are to create solutions for our clients, good results for the company and to develop GNHUSA as an attractive workplace.
Management And Leadership
GNHUSA supports the constant development of managers to ensure the future of the company, which will ultimately benefit clients as well as colleagues worldwide. Managers and leaders in GNHUSA have a responsibility to act as role models and do their utmost to include the principles of this Code of Conduct in their everyday work.
Also, it is expected that managers and leaders communicate professionally and clearly with the staff about processes, development within the company as well as goals for the future. Managers are responsible for the development of their employees and are expected to provide tools for employees to develop their skills.
Employees
In order to live up to our values, we have a set of expectations to our employees. They have a key role in maintaining GNHUSA positive image. Therefore, we always expect that all employees will:
» act loyally – both professionally and privately
» show pride in relation to the values of GNHUSA’s
» communicate respectfully both internally as well as externally.
The employees are the most important asset for GNHUSA and they act as ambassadors for the company wherever they go. Therefore, we expect that they will focus on representing GNHUSA in the best way possible at all times.
Being An Employee
Employees in GNHUSA are expected to be motivated to create the best solutions and provide the best service to our clients. Their motivation should also enable them to make an effort in creating a good workplace and work environment.
GNHUSA employees are expected to act proactively to create good internal relationships with colleagues as well as good external relationships with clients, business partners etc. The ultimate purpose of creating long-lasting relationships based on trust is to create added value to the clients.
The trust shown towards all GNHUSA employees is a direct source to the performance of the company and everyone is expected to live up to the trust shown to them in order to benefit both the company and our clients.
In return for our employees’ commitment, GNHUSA supports any employee should he/she need assistance to handle difficult situations related to family or other private issues. GNHUSA assists in many different ways depending on the situation of the employee.
We respect that there is a life outside the work life and acknowledge that a well-functioning private life positively influences the employees ability to thrive at All staff in GNHUSA are ambassadors and are expected to act in a way that supports our culture and values.
The employees are the most important asset for GNHUSA and they act as ambassadors for the company wherever they go 9 work. everyone must function in daily life on several fronts. Unwritten rules enable us to assist in many ways in any difficult situation that may arise for an individual employee.
A good employee will always:
» perform in the best way possible for GNHUSA.
» work determinedly and with dedication.
» ask a colleague when in doubt.
» be a team player contributing to solving challenges.
» develop competences to ensure GNHUSA future.
If anyone should ever find himself/herself in a situation where he/she is in doubt how to conduct himself/herself, we expect our colleague to ask himself/herself a series of questions as shown below:
1.Is this legal?
2.Does this comply with our Code of Conduct?
3.Will my action have a negative or positive effect on GNHUSA or on my colleagues?
If an employee is still in doubt after having answered above questions, he/she should contact the immediate manager.
Human rights
GNHUSA recognises global human rights and the responsibility to address any adverse impact caused by our operations.
GNHUSA acknowledge that our operations and services may cause adverse impact on human rights as well as on the responsibility to appropriately address such impact.
We recognise that adverse impact on human rights may include, but not be limited to, impact on the core labour rights such as child labour , forced labour , discrimination and collective bargaining. GNHUSA recognise that the responsibility to respect human rights may go above and beyond compliance with the law.
Non-discrimination
GNHUSA respects diversity and treats employees equally regardless of gender, race, colour, religion, political belief, sexual orientation, national origin, social origin, age or disability. No discrimination is practiced in respect of employment, dismissals, relocations, promotions, determination of salary and working conditions or competence development. We accept differences and share trust between one another to share an open dialogue.
“Out of respect for the individual GNHUSA encourages diversity in the work place and does not accept discrimination”.
Whistleblowing
We expect all employees to act within the framework of the law and encourage them to take action if they encounter any deviations.
What does a whistleblower mean?
A whistleblower is an employee, who for ethical reasons decides to uncover or inform about unacceptable conditions or direct illegality, at the workplace, that he/she knows about or somehow has been involved in.
The Whistleblower program serves to:
» uncover and control unethical and illegal conduct and practice within the GNHUSA organisation.
» ensure that all employees observe the current legislation and operate within the company’s moral and ethical framework.
Who can report information
All employees in the GNHUSA organisation have the right to use the Whistleblower programme.
Safety
GNHUSA is committed to a high standard for occupational health and safety and to ensure a safe working environment.
All employees have the right to a safe and secure workplace, at which no one is exposed to unmanaged or uncontrolled hazards. GNHUSA encourages a no-incidence approach and will ensure the health and safety of all employees by minimising risks at the workplace.
This is done by:
Providing and maintaining a safe working environment.
Providing facilities for health and safety.
Ensuring that all equipment is safe.
Ensuring that no one are exposed to unmanaged or uncontrolled hazards.
Developing and implementing emergency plans and evacuation procedures.
GNHUSA is committed to implementing and upholding a management system for occupational health and safety in order to ensure continual improvement.
Please refer to GNHUSA global policy for Health and Safety for further information.
Environment
GNHUSA is committed to minimize our environmental impact and takes active measures to live up to our environmental responsibility.
The consumption from citizens and corporations contributes to climate change. GNHUSA acknowledge that our operations and services impact the environment and we are aware about our responsibility to minimize this impact.
We will ensure minimal impact on the environment by:
» Focusing our efforts on minimizing environmental impact from day-to-day business.
» Encouraging and motivating clients and suppliers to give priority to environmentally friendly transport solutions.
» Being at the forefront of environmental initiatives within the business and building knowledge and competences to benefit our clients and their environmental image.
» Ensuring that existing legislation is observed.
» Emphasizing and determining significant environmental aspects and targeting the effort to prevent pollution.
GNHUSA is committed to implement and uphold an environmental management system in order to ensure continual improvement. Please refer to GNHUSA Global Environmental Policy for further information.
“In an effort of continual improvement GNHUSA actively strives to reduce the environmental impact from our operations and services”.
Business Ethics
We take pride in our trustworthy approach to the clients, the industry and the world we are a part of.
By adhering to transparent and trustworthy business practices, GNHUSA sees itself as contributing to countering corruption and ensuring a fair and level playing field. It is a top priority of GNHUSA to conduct its business in a proper and legal way, which is regarded as a matter of course throughout the whole organization. Honesty and a trust worthy behaviour in all aspects of our daily work comply with the company’s values and focus on being Best in Town.
Acceptable Accounting
Accuracy in financial aspects is expected at all times in order to comply with existing laws and our values of being competent and reliable. Acceptable accounting is a prerequisite for GNHUSA for developing our business, protecting our interests and providing transparency for our business partners. Falsification, lacking reporting or inaccurate financial reporting can damage GNHUSA credibility and are not accepted.
Money Laundering.
Money laundering is the process of disguising illegal funds or making such funds appear to derive from legal sources. GNHUSA does not tolerate any type of money laundering. We expect our employees to be alert to any irregularities to the way in which payments are effected and to report to Management if business partners are thought not to comply with proper business conduct.
Bribery and facilitation payments
Bribery is the unlawful giving or receiving of money or gifts with the intention of influencing a government official or business partner in order to obtain illegal advantages in a business transaction. It is the intention of the giving party rather than the value of what is given which determines whether something is a bribe. Under no circumstances may GNHUSA employees receive bribery of any kind, nor may any GNHUSA employee promise or offer bribes of any kind. This includes return commission for business transactions. The only exception is in case of a real and imminent threat to the health ,safety, personal security or welfare of any employee or a member of his or her family.
Facilitation payments
Facilitation payments are small cash payments intended to secure or accelerate an act of business, from authorities or public servants, which the payer is legally entitled to. Facilitation payments are forbidden in many countries and GNHUSA does not permit such payments. If an employee is asked for or offered a bribe or facilitation payment, his or her immediate manager must be informed instantly. The immediate manager will be handling the subsequent process.
Gifts and hospitality
GNHUSA does not allow giving luxury gifts or extravagant invitations to events to business partners as doing so may influence the business partner’s decision-making and hinder that business decisions are made objectively. If an employee is asked for or offered a bribe, offered luxury gifts or extravagant invitations to events, the immediate manager must be informed instantly. The manager shall either report to Management or handle the subsequent process himself/herself.
Donations and sponsorships
GNHUSA supports a variety of charity organizations and sponsors sports clubs. When supporting any cause, which is unrelated to our business, we do so whole-heartedly and encourage our employees to contribute actively. Under certain circumstances, a charitable donation may be perceived as a bribe. Therefore, it is imperative that donations and sponsorships are not given in return for business opportunities.
GNHUSA is not related to nor will the company make contributions of any kind to political parties, politicians or political organizations.
Conflicts of interest
A conflict of interest occurs when a person’s obligations and interests as a GNHUSA employee conflict with his or her private interests.
GNHUSA business partners need to know that the employees are oriented towards GNHUSA interests and not towards ones private interests.
Whenever an employee faces an actual or potential conflict of interest, this should always be discussed with the immediate manager before taking further action. A conflict of interest can take many forms, and some common cases are mentioned below.
Investments
Investments by GNHUSA employees, or their close relatives, in business partners or competitors of GNHUSA, may create conflicts of interest. In such cases, GNHUSA must be informed. Usually, ownership of less than one percent of the shares of a publicly quoted company is acceptable.
Relatives and friends
If an employee has close relatives or close friends working for a business partner or competitor, this might cause a conflict of interest as the relationship between the two parties may affect the relationship between their respective companies.
Hiring of close friends/family members In GNHUSA, we wish to minimize close family relations in our recruitment processes. An immediate superior cannot recruit close family or friends who will be reporting directly to him/her. The reason for this is our wish to protect our professional lines of reporting and minimize conflicts of interest between executive and secondary staff.
In case of doubt, we will take measures in the form of confidentiality declarations to protect the confidentiality at management level. Recruitment of family and friends, to whom the recruiting party will be second in lines of reporting, is subject to special approval from Management.
Working for other companies Board membership in other companies must be approved by GNHUSA Management and the Board of Directors. If a GNHUSA employee is also employed at one of GNHUSA business partners or competitors, the immidiate manager must be informed.
This is also the case if an employee provides consultancy services, to other companies, based on the knowledge and skills, which are the key to the employee’s job in GNHUSA.
Fair competition
GNHUSA is determined to run a competitive business ensuring that competition never results in legislation being disregarded.
Legislation differs from country to country, however, most commonly addresses the following illegal competition and antitrust law activities:
» Price fixing and bid rigging, such as agreements, with competitors, on prices to charge customers or potential customers.
» Agreements between competitors for excluding certain suppliers or customers.
» Agreements between competitors not to compete for certain customers or accounts or in certain geographic areas.
» Misrepresentations of the abilities of a competitor’s services.
Business secrets
All GNHUSA employees shall handle confidential data with care and abide by laws and regulations regarding the collection and use of market data relating to suppliers, business partners and clients.
Any information announced or obtained internally is to be regarded as GNHUSA property and employees shall protect this information. If an employee suspects that confidential information has been leaked, the employee must inform the immediate Manager.
External Communication
GNHUSA wishes for stakeholders to see it as a professional company.
Consistency in external communication is key to ensure this.
Communicating internal information outside the company is not allowed unless this has been clarified with the Head of Marketing and/or the Board of Directors.
Respectful and loyal communication also applies in digital environments such as social media platforms. GNHUSA has created internal guidelines, which all employees must follow.
Business Partners
We want to maintain a respectful relationship with all business partners. At the same time, we protect the values we stand for.
GNHUSA always builds and develops relations with our business partners, which share the same standards and values of strong customer focus and a high service level.
We expect the business ethics and methods of our suppliers to adhere to and in no way conflict with GNHUSA Code of Conduct. Should we become aware of adverse impacts caused by business partners, suppliers and contractors, we will use our leverage to address the specific concrete impacts. Many aspects described in this Code of Conduct are part of the supplier assessment that GNHUSA undertakes when selecting agents, suppliers and contractors.
