At Dr Logic, we are committed to upholding the highest standards of professional behaviour and ethical conduct across all levels of the Company. We expect all employees, directors, and representatives to share this commitment and act with integrity, accountability, and respect in all business dealings. By adhering to these principles, we aim to foster a culture of trust, transparency, and excellence that reflects our core values and enhances our reputation among clients, partners, and the broader community.
Scope
This policy applies to all employees, directors, contractors, consultants and third-party partners acting on behalf of Dr Logic, regardless of location or seniority.
Core Principles
Legal and Regulatory Compliance
All personnel must comply with applicable laws, including but not limited to:
- The Bribery Act 2010
- The Equality Act 2010
- The Data Protection Act 2018 and UK GDPR
- The Modern Slavery Act 2015
- The Companies Act 2006
Compliance with industry-specific regulations and professional standards is also mandatory.
Ethical Conduct
All personnel are expected to:
- Act with honesty, integrity, and fairness.
- Avoid conflicts of interest and disclose any potential conflicts promptly.
- Treat colleagues, clients and stakeholders with respect and dignity.
- Protect confidential and proprietary information.
Anti-Bribery and Corruption
Dr Logic maintains a zero-tolerance approach to bribery, extortion and corruption.
The following behaviours are strictly prohibited:
- Offering or Accepting Bribes: Providing, promising, or accepting bribes, kickbacks, or facilitation payments to or from any individual or organisation to gain an unethical commercial, contractual, or regulatory advantage for Dr Logic, or to secure personal benefits for oneself or associates.
- Improper Gifts and Hospitality: Giving or receiving gifts, entertainment, or hospitality intended to improperly influence business decisions or gain undue advantage. All such exchanges must be reasonable, transparent, and recorded with HR. If in any doubt, please speak to your manager.
- Political or Charitable Contributions for Advantage: Making political donations or charitable contributions with the intention of securing business advantages or influencing decisions in favour of Dr Logic.
- Engaging in Corrupt Practices: Participating in any form of corruption, extortion, embezzlement, or fraudulent activity that results in personal gain or influences others to act contrary to the best interests of Dr Logic or their respective organisations.
- Extortion and Blackmail: Making unwarranted demands with threats (menaces) to gain a financial or other advantage, or to cause loss to another. This includes coercive actions that compel individuals to act against their will or better judgment, as defined under Section 21 of the Theft Act 1968.
- Failure to Report: Neglecting to report known or suspected instances of bribery, corruption, or related misconduct.
Any violations to the above may result in disciplinary action, up to and including termination of employment.
Modern Slavery and Human Trafficking
Dr Logic upholds a zero-tolerance approach to modern slavery and human trafficking. We are committed to ensuring that slavery and human trafficking are not taking place in any part of our own operations or in our supply chains.
To this end, we implement and enforce effective systems and controls, including due diligence procedures and contractual obligations, to mitigate the risk of modern slavery.
Confidentiality and Responsible Use of IT Systems
All personnel of Dr Logic are expected to uphold the highest standards of confidentiality. This includes safeguarding all sensitive information pertaining to Dr Logic, its clients and partners, in accordance with applicable data protection laws and company policies.
Access to confidential information should be limited to authorised personnel and used solely for legitimate business purposes.
Employees must not disclose, share, or misuse confidential data, whether intentionally or inadvertently.
Furthermore, the use of Dr Logic and client IT systems must be conducted responsibly and ethically. Unauthorised access, misuse, or exploitation of these systems, including but not limited to unauthorised browsing, sharing of login credentials, or using systems for personal gain, is strictly prohibited and may result in disciplinary action, up to and including termination of employment.
All users are required to adhere to company protocols, including password security measures, and to report any suspected breaches or misuse of information systems promptly.
Conflicts of Interest
All employees, directors, contractors, and third-party associates of Dr Logic are expected to avoid situations where personal interests could conflict, or appear to conflict, with their professional responsibilities. A conflict of interest may arise when personal, financial, or other considerations have the potential to compromise or bias professional judgment and objectivity. Disclosure of any actual or potential conflicts should be made to managers or HR promptly.
Equal Opportunity and Non-Discrimination
Dr Logic is committed to creating an inclusive workplace free from discrimination, harassment, and victimisation. Employment decisions are based on merit, qualifications, and business needs. Further information can be found in our Equality, Diversity and Inclusion Policy and our Anti-Bullying and Sexual Harassment Policy (contact moc.cigolrd@olleh for information on these policies).
Health, Safety, and Environment
Employees must adhere to health and safety regulations and report hazards or incidents promptly. Further information is detailed in our Health and Safety Policy.
We strive to minimise our environmental impact and comply with environmental laws. Please see our Sustainability Policy for more information.
Roles and Responsibilities
It is expected that:
- Employees: Understand and comply with this policy; report violations or concerns.
- Managers: Lead by example; ensure team compliance; address misconduct.
- Leadership Team: Oversee policy implementation; provide guidance; investigate reports.
Any violations to any aspect of this policy may result in disciplinary action, including termination of employment or contracts and may be reported to relevant authorities. Legal action may also be taken where appropriate.
Reporting Concerns
Any concerns or suspicions of unethical conduct should be reported immediately, through the appropriate channels, such as managers or HR. Reports will be handled confidentially and investigated promptly.
Please also see our Whistleblowing Policy for more information.
Training and Communication
All employees will receive training on this policy during onboarding and at regular intervals. The policy will be readily accessible at all times.
Governance and Monitoring
Responsibility for this policy lies with the leadership team, with oversight from the CEO. We review this policy annually and adjust as needed to reflect changes in laws, regulation, and best practice.