Anti-korruptionspolitik

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Summary

Blue Line A/S do not accept any form of corruption. This Anti-Corruption Policy and its Code of Conduct are applicable to all staff at Blue Line. Its purpose is to ensure and support behavior and work ethics characterized by the highest standards of personal and organizational integrity, both internally and externally with our different partners.
 

What is Corruption?

Corruption is defined as dishonest or fraudulent conduct by anyone in Blue Line to gain personal (directly or indirectly) benefits (gifts, money or other assets).
 

Scope

This Anti-corruption Policy applies for all Blue Line staff. 
 

Statement 

At Blue Line we will not accept corruption in any form, including bribery. This involves for example bribery such as gifts, money, promises or initiatives that provide unjustified advantage for the giver. 

Blue Line staff has to understand the meaning and motivation behind a giver’s hospitalities or gifts.

An awareness to gifts can be given with an expectation to return benefits, special or exclusive treatment. 

At Blue Line we understand gifts broadly, but not limited to below: 

  • Money of any form 
  • Supplier & customer gifts, e.g. for receptions, Christmas etc.
  • Lunch, dinner, tickets, events etc.
  • Benefits, including discounts 

Staff is not to request any gifts or benefits from e.g. suppliers or customers.

Staff can under special circumstances both give and accept gifts from suppliers or customers. These special circumstances are the following:

  • Gifts given directly and personally in connection with e.g. a reception, celebration of an anniversary, birthday or similar can be accepted if the values received have a maximum value of DKK 500.
  • Gifts that are received or given individually or joint for a department may be accepted if the values are maximum DKK 500. To the intent possible the gift will be shared among Blue Line company e.g. by lottery. 
  • If a gift is received increasing the value of DKK 500 the employee must report this to management team of Blue Line for them to evaluate proper actions to ensure compliance with the intention of this anti-corruption policy. 

In the purpose of doing business, Blue Line staff is allowed to accept invitation for lunch or dinner. This kind of hospitality is considered not in conflict with the anti-corruption policy if this relates to business purposes – meetings, visits, or specific academics purpose and additional is not extravagant.

Tickets/invitations for events, courses etc. can be accepted if this is approved by immediate manager. Typically, these kind of gifts need to be relevant to business and professional content. 

Blue Line staff is allowed to invite business partners, suppliers or customers for lunch, dinner or share a gift if she or he in advance have the approval from immediate manager. 

In some cases, an employee can discover a conflict of interest between his/her private interests and the professional work at Blue Line. This must be avoided so no conflict occurs between their personal interests and Blue Line interests. 

Personal interests relate to benefit for the employee themselves, relatives, friends, or family. 

There should be no interest conflict between the employee’s professional work at Blue Line and the employee themselves, relatives, friends, or family.

In case of any potential conflict of interest the employee is obligated to align this agreement with immediate manager before any agreement is made.
 

Communication & reporting  

In case of any corruption by Blue Line and/or its staff, this must be communicated and reported as soon as possible. This reporting can be done verbally or in writing directly to anyone in the Blue Line management team or immediate manager.

The corruption cases will be managed by Blue Line management team to take immediate actions and report all cases to the board of directors.

Non-compliance with this Anti-corruption policy could lead to consequences in terms of employment conditions or liability for involved parties. 

This non-compliance may have consequences for the employee directly in terms of his/her employment conditions.