Social Responsibility
CODE OF ETHICS
QTL’s reputation is built upon the principles of fair dealing and ethical conduct. Preserving this reputation requires careful observance of all applicable laws and regulations, as well as scrupulous regard for the highest standards of conduct and personal integrity. Every employee has a role to play in preserving the trust of QTL’s customers, affiliates, donors, vendors as well as the confidence of business and community leaders.
QTL complies with all applicable laws and regulation and expects all employees to conduct business in accordance with all relevant laws and to refrain from any illegal, dishonest or unethical conduct. Employees are to acknowledge their responsibility to report suspected illegal, dishonest or immoral conduct to their supervisor or Human Resources. In general, the use of good judgment, based on high ethical principles, will guide employees to determine acceptable conduct.
All employees, volunteers, interns and anyone else associated with, or representing QTL, while on the job, or in the workplace, or on QTL properties are expected to behave in a responsible and professional manner. Compliance with this policy of business ethics and standards of conduct is the responsibility of every employee.
EQUAL EMPLOYMENT OPPORTUNITY
As an employer, QTL is committed to the preservation of human dignity and to the protection of our employees. Harassment, under this policy, includes verbal or physical conduct that denigrates or shows hostility or aversion towards individuals because of their race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, marital status, veteran status, citizenship or any other characteristic protected by law or that has the purpose or effect of creating an intimidating, hostile or offensive work environment; that has the purpose or effect of unreasonably interfering with work performance; or that otherwise adversely affects employment opportunities. Conduct prohibited by this policy is unacceptable in the workplace and in any work-related settings including QTL property and/or job sites or outside of the workplace setting where the employee represents QTL such as business meetings, business trips, seminars, training and/or business-related social events.
ANTI-HARRASSMENT
As an employer, QTL is committed to the preservation of human dignity and to the protection of our employees. Harassment, under this policy, includes verbal or physical conduct that denigrates or shows hostility or aversion towards individuals because of their race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, marital status, veteran status, citizenship or any other characteristic protected by law or that has the purpose or effect of creating an intimidating, hostile or offensive work environment; that has the purpose or effect of unreasonably interfering with work performance; or that otherwise adversely affects employment opportunities. Conduct prohibited by this policy is unacceptable in the workplace and in any work-related settings including QTL property and/or job sites or outside of the workplace setting where the employee represents QTL such as business meetings, business trips, seminars, training and/or business-related social events.
ANTI-SEXUAL HARRASSMENT
Harassment of any individual because of race, sex, national origin, or any other criteria prohibited by law will not be tolerated. First, such conduct is wrong and has a negative impact on morale and productivity. Second, such conduct is unlawful and exposes QTL as well as the individual harasser to liability. Although harassment for any of the reasons mentioned above is unlawful and contrary to QTL policy, sexual harassment is a problem that deserves particular attention. QTL has a detailed policy dealing with sexual harassment. Violations of this policy are addressed immediately and appropriately.
Sexual harassment includes unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when:
- Submission to or rejection of such advances, requests, or conduct is made explicitly or implicitly as a term or condition of employment.
- Submission to or rejection of such or conduct by an individual is used as the basis for employment decisions affecting such individual, or
- Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.
It should be clear from the above definition that sexual harassment not only includes touching or requests for sexual favors but may also involve conduct such as profanity, sexual innuendos, unwanted comments/compliments about one’s body, jokes, comments, pictures, horseplay or questions. Such activity is not and will not be permitted.
ANTI-WORKPLACE BULLYING
QTL is committed to providing a safe and healthy work environment for all employees. As such, the Company prohibits bullying of any kind and will deal with complaints accordingly. This policy applies to employees while working, at work functions and while traveling on business. Bullying is defined as unwelcome or unreasonable behavior that demeans, intimidates or humiliates an individual or a group of individuals. Bullying can be an isolated incident or persistent incidents, carried out by a group or an individual, either direct or indirect, and/or verbal or physical. Some examples of bullying include: abusive or offensive language, unwelcome behavior, unreasonable insults or criticism (especially in public), teasing and/or spreading rumors, trivializing of work or achievements, exclusion or isolation.
ANTI-SLAVERY & HUMAN TRAFFICKING
QTL Inc has a zero-tolerance approach to slavery, and we are committed to preventing acts of slavery and human trafficking from occurring in our business and supply chain. We require vendors, contractors and business partners commit to the same standards. QTL has reviewed our global business policy and is in the process of executing a procurement contract with specific prohibitions to slavery and human trafficking. We’ve also set up an anonymous digital form for employees or employees of vendors to seek advice or voice concerns for any violations of policies or misconduct in our supply chain.
Our goal is to identify and assess potential risk areas in our business and supply chain, reduce the risk of slavery and human trafficking occurring anywhere in our supply chain, and provide protection for whistleblowers. Through these measures we aim to ensure our business and supply chain remain free from contributing to the tragedies of slavery and human trafficking.
QTL EMPLOYEE HANDBOOK
QTL employees should refer to QTL’s Employee Handbook for a complete list of QTL policies, which can be found at www.ppienroll.com or requesting a copy from Human Resources. QTL reserves the right to update policies at any time.