Forsys code of Conduct
Forsys’s Code of Conduct outlines the general ethical standards that all of our employees are expected to live by. While this Code does not address all ethical concerns that you may face during your employment, we hope it will provide adequate guidance while you make ethical decisions in your day-to-day work environment. And, we encourage you to feel comfortable asking for any further guidance whenever you need.
his FORSYS Code of Conduct (“Code”) guides all employees. Forsys is committed to quality business and reputation that values integrity, respect, and truthfulness, and a strong commitment to the highest ethical standards. These principles apply to employee interactions with coworkers, clients, vendors, government and regulatory agencies, and the Senior Management. This Code applies to Forsys, its Board of Directors, collectively referred to as “employees”. Forsys employees must be familiar with this Code and adhere to its guidelines.
This Code is not a comprehensive guide of all ethical issues that employees may face but highlights specific illustrations. In dealing with ethical concerns not detailed in this Code, employees are expected to use sense and their best moral judgment judiciously. If an employee has an ethical question/dilemma, he/she may please contact the concerned HR/Manager. This policy may be modified or updated at any time. Forsys welcomes employee suggestions of any changes in this Code.
The Company is committed to the highest ethical standards and to comply with all applicable laws and regulations. It is the obligation of our employees to:
- Conduct themselves honestly and ethically at all times
- Avoid conflicts of interest, and disclose to their immediate superiors any relationship that appears to constitute a conflict of interest; and
- Comply with applicable governmental laws, rules, and regulations.
III. Report Violations
Employees are responsible for reporting in good faith to the Company, any circumstances that the employee believes may constitute a violation of this Code. Employees should report suspected/perceived violations to the immediate Supervisor/Manager, or Unit/Functional Head, or Head of Human Resources, who will investigate these matters. Employee shall be fully protected under the Code for reporting of suspected policy violations in good faith; however, if found that allegations/violations are not reported in good faith, may attract possible disciplinary action.
IV. Ethical Business Practices
The Company follows the Vision and Mission - To become a trusted advisor for the customers; solve critical problems with technology, solutions & human intelligence. Our deep domain knowledge and experience combined with solutions to accelerate customers' time to market their products & services. Forsys Core values Include the following:
Forsys Core values Include the following:
Committed to Customers: We always put our customers’ needs first.
Deliver Results: We meet targets with a 100% focus on customer success.
Passion for Innovation: We are driven by innovation to make our customers' vision actionable.
Uncompromised Quality and Transparency: We make sure the quality of our services and solutions is never compromised.
Corporate Governance: We ensure fairness for all our stakeholders. Respect: We build, manage and promote workplace diversity.
Respect: We build, manage and promote workplace diversity.
Examples of certain prohibited activities are set forth below. These examples are intended to highlight some prohibited practices for guidance and are nor exhaustive.
- Bribery: Forsys employees and its associates, vendors and contractors working for Forsys must avoid directly or indirectly, offer or receive any illegal benefits that are intended or perceived to obtain undue favours for the conduct of our business in an ethical manner. Use of company funds or property for illegal purposes is prohibited.
- Gifts and Entertainment:Employees and members of their family must not solicit nor accept loans, fees, services, or monetary gifts of any kind from suppliers, customers, or others dealing with the Company. They may accept unsolicited non-monetary gifts or entertainment which conform to customary business practices and are not of significant value. Should they accept such gifts or entertainment, they must not give the person or entity offering such gifts or entertainment any preferential treatment.
V. Conflict of Interest
Employees shall avoid having a personal, business, financial, or other interest, activity or relationship, outside Forsys that has or may be in conflict with Forsys or its employees. When in doubt or dilemma regarding any material transaction or relationship, that may give rise to an actual or perceived conflict of interest, it should be prior discussed with Senior Management/HR.
Conflicts of interest may include, but not limited to, the following situations:
Outside Employment - employees should not perform work or render direct consulting or managerial services for an organization that competes or does business with Forsys without appropriate approval from management.
- Having a personal, social, or romantic relationship with an employee or prospective employee.
- Managers/Supervisors may not engage in sexual, romantic, or dating conversations or have any relationship with subordinates/peers or other employees.
- No Employee shall accept or give loans, gifts of entertainment, food, or tickets/coupons of any sporting/musical or other events or cash of $50 or more from employees, subordinate employees, regulatory authorities or any outside concern entities that does or seeks to do business with or is a competitor to Forsys. However, gifts as customary / festivals or local sentiments may be given or accepted upto a value not exceeding $50 / INR 1000.
- Obtaining a personal financial benefit in any sale or loan of company assets or service. ● Using or disclosing any confidential information gained during employment for an employee’s personal benefit or the benefit of others.
VI. Protecting the Environment and Employee Health and Safety
- It is the Company's policy to protect the environment and safeguard the health and safety of employees. The Company conducts its operations so as to avoid or minimize any possible adverse impacts on the environment or employees and expects all employees to adhere to those laws that are designed to protect the environment and the health and safety of employees.
- All employees are expected to notify their Supervisor/Manager, Unit/Functional Head, Head of Human Resources if they observe conduct that violates, or is likely to violate environmental, health, or safety requirements.
- The Company is committed to protecting the integrity and privacy of personal data and other private information related to individuals in the possession of it or its' employees.
- All employees are expected to comply with privacy requirements appropriately. In addition, each designated employee is responsible for developing procedures governing the proper collection, storage, and use of personal data.
All Company supplied computer systems/Laptops, including computer hardware and software programs, Company related proprietary, confidential, or privileged information, are the property of the Company and not the employees. These systems, including the Internet and Email, should be used for Company business only and should not be used to transmit unsecured Company-related proprietary, confidential, or privileged information outside the Company, without proper business purpose and appropriate security measures. If employees have any questions concerning the sensitivity, confidential classification, and/or protection of Company information, they should first speak to their Supervisor/Manager / IT In-charge before transmitting information outside the Company. The Company has the right to monitor any employee's Email and Internet usage.
IX. Discrimination and Harassment
- Forsys prohibits discrimination and harassment of employees whether or not the incidents occur on Forsys premises and whether or not the incidents occur during business hours.
- Forsys follows federal, state, and local law to ensure equal recruitment, employment, compensation, development, and advancement opportunity for all qualified individuals, and prohibits deliberate harassment based on federally protected categories of race, color, religion, sex, national origin, age, or disability.
Sexual and Other Unlawful Harassment
The Company is committed to providing a professional work environment that is free from discrimination or unlawful harassment and will not, under any circumstances, condone or tolerate conduct that may constitute unlawful harassment. Actions, words, jokes, comments based on an individual’s sex, sexual orientation, race, ethnicity, age, religion, handicap, disability, national origin, marital status, veteran status, and any other characteristic protected by law will not be tolerated. Sexual harassment on the job is unlawful whether it involves coworker harassment, or harassment by persons doing business with or for the Company, such as employees of clients/ customers or vendors.
Sexual harassment will be considered as a form of employee misconduct that is demeaning to another person, undermining the integrity of the employment relationship and thus, will not be tolerated. Any uncalled-for hints/offers/advances made to any employee that sexual favors will affect any term or condition of employment with the Company will not be tolerated. It is the policy of the Company that any harassment, including acts creating a hostile work environment or any other discriminatory acts directed against employees, will attract disciplinary action.
The following list contains examples of prohibited conduct. They include, but are not limited to:
- Unwanted sexual advances;
- Offering employment benefits in exchange for sexual favors;
- Making or threatening reprisals after a negative response to sexual advances;
- Visual conduct such as leering, making sexual gestures, or displaying sexually suggestive objects, pictures, cartoons, or posters;
- Verbal conduct such as making or using derogatory comments, epithets, slurs, sexually explicit jokes, or comments about any employee’s body or dress;
- Verbal abuse of a sexual nature, graphic verbal commentary about an individual’s body, sexually degrading words to describe an individual, or suggestive or obscene letters, notes, or invitations;
- Physical conduct such as touching, assault, or impeding and/or blocking movements;
- Retaliation for reporting harassment or threatening to report harassment.
- Visual conduct such as derogatory posters, photographs, cartoons, drawings, or gestures;
- Physical conduct such as assault, unwanted touching, or blocking normal
It is against Company policy and unlawful to retaliate in any way against anyone who has lodged a harassment complaint and has expressed concern about harassment, including sexual harassment, or has cooperated in a harassment investigation. Therefore, the initiation of a complaint, in good faith will be encouraged and the employee shall be protected. However, individuals who make complaints that are demonstrated to be intentionally false may be subject to disciplinary action, up to and including termination.
All managers and supervisors are responsible for:
- Implementing the Company policy on harassment, which includes, but is not limited to, sexual harassment and retaliation;
- Ensuring that all employees they supervise have knowledge of and understanding of the Company policy;
- Taking and/or assisting in prompt and appropriate corrective action when necessary to ensure compliance with the policy; and;
- Conducting themselves in a manner consistent with the policy.
Complaint Reporting and Resolution Procedure
The Company’s complaint reporting and resolution procedure provides for an acknowledgment to the complainant followed by an immediate, thorough, and objective investigation of the claim/complaint of unlawful or prohibited harassment. Employees who believe they have been subjected to prohibited harassment or who have witnessed sexual harassment should report such incidents to their Supervisor/Managers, Unit/Functional Head, or Head of Human Resources. If an employee is uncomfortable reporting the incident to designated authorities, he/she should contact any colleague in the Company, who shall appropriately communicate the same to the designated authorities. However, employees are not required to report any prohibited conduct to a supervisor who may be hostile, who has engaged in such conduct, who is a close associate of the person who has engaged in the conduct in question, or with whom the employee is uncomfortable discussing such matters. Complaints regarding harassment or retaliation may be oral or in writing. Any individual who makes a complaint that is demonstrated to be intentionally false may be subject to disciplinary action, up to and including termination.
A claim of harassment may exist even if the victim has not lost a job or some economic benefit.
The Company recognizes that actions that were not intended to be offensive may be taken as such. An employee who believes that he/she has been subjected to sexual harassment is encouraged to promptly tell the person that the conduct is unwelcome and ask the person to immediately stop the conduct. A person who receives such a request must summarily comply with it and must not retaliate against the employee for rejecting the conduct. The Company encourages but does not require, individuals, to take this step before utilizing the above Complaint Procedure.
The Company will thoroughly investigate all such claims with due regard for the privacy of the individuals involved. Any employee who knowingly retaliates against an employee who has reported workplace harassment or discrimination shall be subject to immediate disciplinary action including discharge.
When the investigation is complete, a determination regarding the reported harassment will be made and communicated to the employee who complained and to the accused. During the investigation, confidentiality will be preserved to the fullest extent possible without compromising the Company’s ability to conduct a good faith and thorough investigation.
After establishing that the harassment has occurred, appropriate disciplinary action shall be taken against the one found to have engaged in prohibited harassment, and appropriate remedies provided for any victim of harassment. Appropriate action will also be taken to deter any future harassment.
X. Prohibition of Workplace Violence
Forsys does not tolerate workplace violence including threats, threatening behavior, intimidation, assaults, or similar conduct affecting Employee dignity and respect.
XI. Prohibition of Weapons
Forsys employees are prohibited to carry firearms or other weapons on Forsys facilities without obtaining prior permission.
XII. Prohibition of Illegal Drugs and Alcohol
Forsys employees must not distribute, possess or use illegal or unauthorized drugs or alcohol on Forsys property, or in connection with Forsys business.
XIII. Prohibited Substances
Forsys management desires to provide a substance abuse-free, healthy working environment to all its employees. In order to achieve this, you are required to report to work in appropriate mental and physical condition to perform your work in a satisfactory manner. The Company will take any observation of drug, tobacco, or alcohol abuse very seriously. No employee is allowed to consume or possess any alcoholic beverage within the Company’s premises or in any vehicle owned or leased by the Company. Smoking within the office premises is also strictly prohibited. Employees who report for duty while impaired by the use of alcoholic beverages or drugs will not be allowed to enter the office. Employees who violate the Anti-Substance Abuse Policy will be subject to disciplinary action such as temporary suspension or termination from the Company’s service.
XIV. Cooperating with Government Authorities
It is the policy of the Company to cooperate with governmental investigations or inquiries. Accordingly, if employees reasonably believe that a government investigation or inquiry is in progress, they should communicate that information immediately to the concerned authorities.
They should never:
- Destroy or alter any Company documents in anticipation of a request for those documents from any government agency or judicial authority.
- Make any false or misleading statements to any governmental investigator during an investigation.
- Attempt to cause any other Company employee or any other person to fail to provide information to a government investigator, or to provide false or misleading information.
XV. Dress Code
As a representative of Forsys, every employee is expected to present an impeccably clean and professional appearance and adhere to a formal dress code policy. Management and employees in direct contact with Clients are expected to dress in accepted corporate tradition. However, employees may be attired in casual clothes on Fridays. In addition to maintaining dressing norms, it is essential that each employee conducts himself/herself in a professional manner and extends the highest courtesy to co-workers, visitors, customers, vendors, and clients. A cheerful and positive attitude is essential to our commitment to extraordinary customer service and quality.
XVI. Healthy and Safety Rules
Forsys provides a clean, hazard-free, healthy, and safe environment for all its employees. Individual employees are expected to take an active part in maintaining it by observing safety norms, adhering to safety instructions, and using safety equipment where required.
While all employees are made aware of all safety requirements/systems, it is the employee’s responsibility to learn about the location of all safety and emergency equipment, assembly point, as well as the Emergency Response Team(ERT) names and contact phone numbers. All safety equipment will be provided by the Company, and employees will be responsible for the reasonable upkeep of this equipment. Any problems with, or defects in, equipment should be reported immediately to the HR Department.
Employees should also report accidents or injuries - including any breaches of safety and any unsafe equipment to the HR Department.
XVII. Use of Company Resources
For a comprehensive description of Forsys policy on usage of company resources, please refer to related policy guidelines
- Equipment and Supplies: All equipment and supplies purchased by Forsys remain Forsys’s property, including but not limited to office supplies, office furniture, fax machines, computers, Laptops, software, hardware, supplies, and equipment, and may not be used by Forsys employees for personal reasons.
- Political Activity: Employees may not use Forsys’s resources, reputation, or assets to support a political party or candidate.
- Non-Work Related Interests: Forsys employees may not use Forsys facilities/resources to promote non Forsys or non-work-related interests of the employee or of third parties without the prior consent of the designated authority.
- Proper Use of Organizational Assets: Forsys employees may only use, transfer, or dispose of funds or assets for lawful and legitimate business purposes which were approved by Senior Management for those specific purposes.
XVIII. Privacy, Confidentiality and Non-Disclosure
- onfidential Information: Forsys employees must exercise care to avoid disclosing non-public, internal, secret, or proprietary information related to Forsys or its employees to unauthorized persons, either within or outside Forsys during employment or afterward, except when such disclosure is legally mandated or approved by Forsys.
- Client Information: Forsys employees must exercise care to avoid disclosing Company’s project/client-related, non-public, internal, secret, or proprietary information related to Client or its client to unauthorized persons, either within or outside Forsys during employment or afterward, except as such disclosure is legally mandated or approved by Forsys.
- Employee Access to Confidential Information: Only Forsys employees that truly need to know confidential information to conduct their business have access to confidential information and must take necessary steps to keep this information private and confidential.
- Confidential Information Of Employees: Employment, personal and medical records of Forsys employees are confidential and private. Medical Records may only be disclosed if the employee provides a written release or required by applicable law.
- Financial information of Current and former employees must be protected as required by privacy laws and regulations.
The protection of confidential business information and trade secrets is vital to the interests of the company, which shall be protected by every employee. Such confidential information includes, but is not limited to, examples viz., Compensation data, Financial information, Marketing strategies, Pending projects and proposals, Proprietary production processes, Personnel/Payroll records, and Conversations between any persons associated with the company and any other information related to Company/customer which is considered confidential.
All employees are required to sign a Non-Disclosure Agreement(NDA) as a condition/corollary to their employment with the company.
Employees who improperly use or disclose trade secrets or confidential business information will be subject to disciplinary action, including termination of employment and legal action, even if they do not actually benefit from the disclosed information.
If any employee commits a breach of any of the conditions as laid by the company or guilty of misconduct or conduct themselves in a manner which would bring the Company or its employees into disrepute or if they borrow money from any of the customers of the Company or from anyone trading with the Company, they will be discharged immediately without notice or salary in lieu thereof and in such cases, they will have no claim on the Company whatsoever.
XIX. Immigration Law Compliance
Forsys is a multi-location/Geography company and its employees may be required to travel abroad on Company assignments or to attend training programs. In view of this, Immigration Law Compliance is important for all employees of the Company.
There are several procedures involved in the Immigration Law Compliance check and not limited to:
- Police Verification: Immigration procedures of several countries, as well as some clients, require checking of antecedents of individuals which is beyond the scope of the Company’s jurisdiction. Consequently, all employees are required to undergo the Police Verification Procedures to complete these formalities.
- Filing of Documents: All personal information of employees selected for immigration is required to be filed with embassies as per law. Employees slated for travel abroad need to provide all documents supporting their qualifications and work experience. A marriage certificate has to be provided by a married employee. Other documents required are a valid passport, recent bank statements, income-tax returns, proof of fixed assets owned by the employee and any other documents as may be required for the visa purposes.
XX. Rules of Code and Progressive Disciplinary Procedures:
There are reasonable rules of conduct that must be followed in any organization to help a group of people work together effectively. The company expects each employee to present himself or herself in a professional appearance and manner. If an employee is not considerate of others and does not observe reasonable work rules, disciplinary action will be taken.
Depending on the severity or frequency of the misconducts/violations with the code, disciplinary actions such as, a verbal or written reprimand, suspension without pay, an extension of probation, or discharge may be taken against erring employees. It is within the company’s sole discretion to select the appropriate disciplinary action to be taken. Notwithstanding the availability of the various disciplinary options, the company reserves the right to discharge an employee at its discretion, with or without notice.
The following is not a complete list of offenses for which an employee may be subject to discipline, but it is illustrative of those offenses that may result in immediate discipline, up to and including dismissal, for a single offense:
- Excessive absenteeism or tardiness.
- Dishonesty, including falsification of Company-related documents, or misrepresentation of any fact.
- Fighting, disorderly conduct, horseplay, or any other behavior which is dangerous or disruptive.
- Possession of, consumption of, or being under the influence of alcoholic beverages while on Company or customer premises or on Company business.
- Illegal manufacture, distribution, dispensation, sale, possession, or use of illegal drugs or un-prescribed controlled substances.
- Reporting for work with possession of illegal drugs or un-prescribed controlled substances.
- Possession of weapons, firearms, ammunition, explosives, or fireworks on Company or customer premises.
- Willful neglect of safety practices, rules, and policies.
- Commission of a crime, or other conduct which may damage the reputation of the Company.
- Use of profane language while on Company business.
- Stealing, misappropriating, or intentionally damaging property belonging to the Company or its customers or employees.
- Unauthorized use of the Company’s or its client’s name, logo, funds, equipment, vehicles, or property.
- Insubordination, including failure to comply with any work assignments or instructions given by any Company Supervisor/Manager with the authority to do so.
- Violation of the Company’s Equal Employment Opportunity Policy or its Harassment Policy and other Company policies governing employee conduct
- Interference with the work performance of other employees.
- Failure to cooperate with an internal investigation, including, but not limited to, investigations of violations of these work rules.
- Failure to maintain the confidentiality of trade secrets or other confidential information belonging to the Company or its customers.
- Failure to comply with the personnel policies and rules of the Company.
XXI. Compliance with the Code
All Forsys employees must know this Code and adhere to its guidelines. For any questions/clarifications, please contact the respective HR/Manager. Supervisors/Managers must take reasonable care to ensure that subordinate employees are complying with these guidelines. If the Supervisor/Manager orders misconduct or ratifies the conduct, even by inaction, then Supervisors/Managers will be held responsible as the Supervisor/Manager has direct authority and knows of the conduct but fails to act appropriately, or should have known with reasonable diligence that the actions occurred.
XXII. Reporting Actual or Perceived Violations of the code
The requirement to Report Actual or Perceived Violations of the Code: Employees must report any actual or Perceived violations of this Code to the Head HR. Failure to report any actual or Perceived violations of the Code is in itself a violation of this Code.
on-Retaliation Policy: Employees will not be retaliated against or subject to any form of reprisal for raising a good-faith concern under this policy or participating in an investigation into any such concerns. Retaliation is a serious violation of this Code and should be reported immediately.
Investigation of Alleged Violations of the Code: All inquiries, complaints, and reports will be promptly investigated. Employees are expected to cooperate in the investigation. Reasonable measures will be taken to preserve the confidentiality of the claim and the identity of anyone who reports a suspected violation or participated in the investigation. If you are unsure whether a violation has occurred, Forsys encourages you to seek advice from your immediate supervisor/manager/HR Head, before acting.
XXIII. Zero-Tolerance Towards Violation of the code
Forsys takes a zero-tolerance approach to violations of this Code, failure to report actual or perceived violations of the Code, or retaliation against whistleblowers. Employees that are found to have violated this Code or retaliated against whistleblowers will have their employment terminated with Forsys.