Talema Code of Conduct

Ethical and Legal Business Practices

The “Company” expects the highest standard of ethical conduct and fair dealing from all of its employees. Our reputation built on quality products and professional behavior during the 35 years the Company has been in business is a valuable asset, and we must continually earn the trust, confidence, and respect of our suppliers, our customers, and our community.

This policy provides general guidance on the ethical principles that we all must follow, but no guideline can anticipate all situations. All employees should also be guided by honesty, good judgment, and sensitivity to others’ perceptions and interpretations.

Employees who have questions about this policy should consult their supervisor or manager. All employees are expected to promptly disclose to the management anything that may violate this policy. We will not tolerate retaliation or retribution against anyone who brings violations to management’s attention.

Conflict of Interest

Employees must avoid any interest, influence, or relationship which might conflict or appear to conflict with the best interests of the “Company”. Employees must avoid any situation in which their loyalty may be divided, and employees must promptly disclose any situation where an actual or potential conflict may exist.

Examples of potential conflict situations include:

  • Having a financial interest in any business transaction with the “Company” or owning or having a significant financial interest in, or other relationship with, a “Company” competitor, customer, or supplier
  • Accepting gifts, entertainment, or other benefit of more than a nominal value from a “Company’s” competitor, customer, or supplier.

If employees have or encounter a conflict of interest, they must disclose it to management and remove themselves from negotiations involving the conflict.

Complying With Laws and Regulations

All “Company” activities are to be conducted in compliance with the letter and spirit of all laws and regulations. Employees are charged with the responsibility of understanding the applicable laws, recognizing potential dangers, and knowing when to seek legal advice.

Giving and Receiving Gifts 

Employees may not give or receive money or any gift to or from a supplier, government official, or other organization. Exceptions may be made for gifts that are customary and lawful, are of nominal value, and are authorized in advance.

Employees may accept meals and refreshments if they are infrequent, of nominal value, and in connection with business discussions.

If an employee receives a gift or other benefit of more than nominal value, it must be promptly reported to the General Manager or Human Resources manager.

Employee Privacy and Other Confidential Information

The “Company” collects personal information about employees only if it relates to their employment. Only people with a business-related need to know are given access to this information and the general manager or Human Resources manager must authorize any release of the information to others.

If an employee has access to any confidential information, including private employee information, they are responsible for acting with integrity. Unauthorized disclosure or use of confidential information will not be tolerated.

Accounting and Financial Reports

The “Company’s” financial statements, and all books and records on which they are based, must accurately reflect the “Company’s” transactions. All disbursements and receipts must be properly authorized and recorded.

Employees must record and report financial information accurately. Reimbursable business expenses must be reasonable, accurately reported, and supported by receipts.

Those responsible for handling or disbursing funds must assure that all transactions are executed as authorized and recorded to permit financial statements in accord with generally accepted accounting principles.

Account and Customer Information

Employees are prohibited from distributing account, client, and/or customer information to anyone, in any form, except the named account holder, client, or customer.

Competitive Intelligence

The “Company” collects competitive information through proper public or other lawful channels but do not use information obtained illegally or improperly by others, including through misrepresentation, invasion of property, invasion of privacy, or coercion.


Failure to comply with this policy will result in appropriate disciplinary action, which may include a demand for reimbursement of any losses or damages, termination of employment, and referral for criminal prosecution. Action appropriate to the circumstances will also be taken against supervisors or others who fail to report a violation or withhold relevant information concerning a violation of this policy.

Conduct, Standards, and Progressive Corrective Action

The “Company” expects the adherence to the highest standards of job performance and of personal conduct, including individual involvement with “Company” personnel and outside business contacts.

The “Company” reserves the right to issue progressive corrective action or discharge any employee for violating any company policy, practice, or rule of conduct. Oral and written warnings and progressive corrective action, up to and including termination, may be administered as appropriate under the circumstances.

The following list is intended to give notice of the “Company’s” expectations and standards. However, it does not include every type of unacceptable behavior that can or will result in progressive corrective action.

Please be aware that the “Company” reserves the right to determine the nature and extent of any progressive corrective action based upon individual circumstance. Furthermore, the “Company” may terminate any employee whose conduct merits immediate dismissal without resorting to any aspect of the progressive corrective action process.

Appropriate disciplinary action shall be initiated for poor job performance, including, but not limited to, the following:

  • Unsatisfactory quality or quantity of work
  • Repeated unexcused absences or lateness
  • Failing to follow instructions or “Company” procedures
  • Failing to follow established safety regulations

Employees may also receive progressive corrective action or face disciplinary action up to and including termination for misconduct, including, but not limited to, the following:

  • Unsatisfactory quality or quantity of work
  • Repeated unexcused absences or lateness
  • Failing to follow instructions or “Company” procedures
  • Failing to follow established safety regulations
  • Falsifying an employment application or any other “Company” records or documents
  • Failing to record working time accurately or recording a co-worker’s timesheet
  • Insubordination or other refusal to perform
  • Using vulgar, profane, or obscene language, including any communication or action that violates our policy against harassment and other unlawful forms of discrimination.
  • Disorderly conduct, fighting, or other acts of violence
  • Misusing, destroying, or stealing “Company” property or another person’s property
  • Possessing, entering with, or using weapons on “Company” property
  • Possessing, selling, using, or reporting to work with alcohol, controlled    substances, or illegal drugs present in the employee’s system, on “Company” property, or on “Company” time
  • Violating conflict of interest rules
  • Disclosing or using confidential or proprietary information without authorization
  • Violating the “Company’s” computer or software use policies
  • Being convicted of a crime that indicates unfitness for a job or presents a threat to the “Company” or its employees in any way.