Etalon’s management is responsible for setting goals and taking measures to constantly
improve quality, internal work environment and customer satisfaction.
All Etalon’s employees must participate and contribute to the continuous improvement of our internal
and external quality in the form of, for example, dialogue meetings, proactive and reactive idea work,
project follow-up and analysis as well as by receiving training.
It is the responsibility of every manager to ensure and quality-assure the work. The company’s board
has a special responsibility to monitor that the existing quality policy is operated and developed
in a good way.
Etalon does not tolerate any form or expression of corruption.
Employees may not give, promise, offer, request or receive compensation or benefits that are contrary to applicable legislation, good business practice or that may affect, or be perceived to affect, the objectivity of decisions. All handling of gifts, representation and other benefits must be characterized by openness, moderation and responsibility. An employee may receive a gift from an external party, such as a customer or supplier/partner, which is of a one-time nature and does not exceed SEK 450 [recommended amount limit for bribes]. An employee may never accept money or any form of commission or kick-back, regardless of the amount.
There can also be a risk of corruption when other people or companies act on Etalon’s behalf. Employees must therefore take special control and precautionary measures before and during cooperation with subcontractors and partners.
Employees must present Etalon’s products and services in an accurate and fair manner. All marketing must be designed in a responsible, relevant and truthful manner and take place in accordance with applicable rules, good marketing practice and legislation, not least rules relating to personal and data protection (mainly GDPR).
Employees must avoid contexts where their own interests, those of relatives or friends may risk being in conflict with what is best for Etalon. Private interests and external activities must not influence or be perceived to influence an employee’s judgment or actions when performing their work for Etalon.
When a risk of conflict of interest exists, or can be suspected, the immediate manager must be informed and responsible for appropriate measures being taken. If it is a management person and/or owner, the company’s chairman of the board must be consulted. If a conflict of interest is suspected, the employee concerned may not be involved in or make decisions in the matter on behalf of Etalon.
Etalon must comply with applicable laws and regulations regarding tax and anti-money laundering measures. Employees must not accept, support or facilitate tax violations and money laundering.
Circumstances that should be seen as warning signals are if the counterparty proposes that payments should be made in cash or with the use of unusual currency, if the proposal for a business settlement appears unjustified or excessively complex, or if requests are made to involve countries that have no connection to the deal. In all cases where there is doubt or if the other party does not want to hand over complete information, the company’s board must always be consulted for decisions or to be able to take measures.
If any kind of doubt arises in connection with a business or an assignment that may be suspected of affecting or threatening Etalon’s business ethics, the precautionary principle must be applied and the company’s management and/or board consulted. An employee, regardless of position, who acts on his own in case of doubt may become personally liable for negligence.
It is the responsibility of every manager to ensure and quality-assure the work. The company’s board has a special responsibility to monitor that Etalon’s business ethics maintain a high and consistent level and that it is adhered to and developed in a good way.