Code of Conduct
Wildlife is committed to ensuring our employees’ are working in compliance with our values and have the highest standards of ethical conduct.
The Wildlife Code of Conduct is one of the ways we put our values into practice. Everything we do will and must reflect in the Code to ensure:
- Honest and ethical conduct;
- Respect towards each other in every interaction;
- Responsibility to fully, fairly, accurately, and timely report events of violations to this Code;
- Compliance with applicable laws and regulations;
- Promote accountability among fellow Wildlife employees for adherence to this Code.
Everyone is responsible and expected to adhere to the Code, incorporating it into their work, workplace, and behavior.
Following the Code
This Code aims to provide the highest standards of integrity and help guide your conduct in and outside Wildlife. Ultimately, you are always representing the company regardless of the setting. We expect every Wildlife employee to dedicate themselves to complying with this Code, company policies and procedures, and applicable laws and regulations. Failure to comply may result in disciplinary action, including termination of employment or contract.
If you see any questionable behavior that violates the Code or a Wildlife policy, or if you have any doubts regarding the Code, you have several reporting options:
- Discuss the issue with your manager;
- Discuss the issue with another manager or leader;
- Discuss the issue with HR
- Report the issue anonymously through the integrity hotline
- Contact the Conduct Committee or Legal Department.
All reports (formal or informal) made to a Wildlife manager, leader, or executive should be immediately escalated by the listener to the Conduct Committee. They will then review the report promptly and thoroughly to determine the appropriate action to be taken and if an investigation is warranted.
Wildlife prohibits retaliation against any employee or contractor who in good faith reports or participates in an investigation of a possible violation of our Code, policies, or the law. Retaliation against anyone who provides information or assists in an investigation or proceeding will be treated as a violation of this Code. If you believe you are being retaliated against, don’t hesitate to contact the Conduct Committee or any of the channels above..
Supporting Each Other
We believe in an environment of trust, safety, support, and collaboration where Wildlife employees have the opportunity to reach their full potential. Every Wildlife employee is responsible to participate in and ensure our culture is one of acceptance and respect, and never represented by harassment, bullying, discrimination, bias, or violence.
Harassment and Bullying
Every Wildlife employee or contractor has the right to work in an environment free of harassment and bullying in any form – verbal, physical, or visual – regardless of whether the harasser or bully is a co-worker, manager, executive, contractor, or visitor.
If you believe you’ve been harassed or bullied by anyone from or at a Wildlife event, or within Wildlife’s perimeters, we strongly encourage you to immediately report the incident to your manager, the Conduct Committee, or both. Similarly, managers who learn of any such incident must immediately report it to the Conduct Committee. In case you witness any harassing or bullying behavior, you have the responsibility to report it immediately. The Conduct Committee will promptly and thoroughly investigate any complaints and take the appropriate action.
If you aren’t sure which behaviors are considered harassment, don’t hesitate to contact the Conduct Committee.
A diverse workforce and environment – expressed in skills, abilities, experiences, or perspectives – are essential to Wildlife’s success. All else equal, we are committed to the principles of equal opportunity and creating an environment that accommodates diversity.
We do not tolerate to any extent discrimination against anyone on the basis of race, color, religion, nationality, age, disability, sexual orientation, gender identity or marital status. All suspected discrimination must be reported immediately to the manager, the Conduct Committee, or both. Never retaliate against anyone who in good faith believes that unlawful discrimination has occurred.
Drugs and Alcohol
Illegal drugs in any company setting are strictly banned. The consumption of alcohol is not banned at the office during company events, but use good judgment and never drink in a way that impairs your performance or judgment, leads to inappropriate behavior, or puts others at risk.
If you have a reasonable suspicion to believe that an employee’s use of drugs or alcohol may adversely affect the employee’s job performance or the safety of others in the workplace, directly contact the Conduct Committee. Reasonable suspicion may be based on objective symptoms such as variations to the employee’s appearance, behavior, or speech.
We are committed to an environment free of violence and abuse – verbal, physical, and emotional. We do not tolerate any level of violence or threat of violence at Wildlife or company events. The presence of any weapon must be immediately reported to the Conduct Committee.
Avoiding Conflicts of Interest
Accepting Gifts, Entertainment, and Other Business Courtesies
Receiving gifts, favors, entertainment, and other business courtesies from Wildlife’s current or future business partners or competitors can potentially create a conflict of interest, especially if the value of the item is significant.
If you receive any gifts, favors, entertainment, or other business courtesy from any company worth more than US$100, seek guidance from the Legal Department. If the items or favors are worth less than US$100, forward the items to Wildlife employees who don’t have any influence over the fair judgment of the gift-giving person or company.
As a rule, unless you have supervisory and Legal approval, you should not provide any gift, apps credits, or entertainment to customers, suppliers, or others from whom you wouldn’t be able to accept gifts.
Hiring Family Members or Significant Others
We believe in equal employment opportunities for all applicants, thus, in advancing candidates through the recruiting process based on their skills and merit.
Due to the possible actual or perceived conflict of interest throughout the recruiting process or of the job position to which the candidate is applying, Wildlife may not hire or consider applications or referrals of relatives or significant others of current Wildlife employees.
The Recruiting Team will solely proceed with the recruiting process if:
- The candidate won’t work directly with the Wildlife employee in the same project or team;
- The candidate won’t be reporting to or supervising the Wildlife employee;
- The candidate’s work nature doesn’t give access to confidential information about the Wildlife employee;
- The candidate and Wildlife employee aren’t involved in decision-making processes that can benefit one or both.
This policy applies to future and current employees.
Although we believe everyone has the freedom to choose their partner, romantic relationships between coworkers can create a conflict of interest depending on their work roles and positions.
If you are in doubt rather a romantic relationship can lead to a conflict of interest, actual or perceived, consider if:
- The involved employees work directly with each other in the same project or team;
- One of the involved employees work in the nature of supervising the other;
- One of the involved employees have access to confidential information about the significant other;
- One or both employees are involved in decision-making processes that can benefit the significant other.
Any actual or perceived conflict of interest resulting from a romantic relationship between coworkers may lead to changes in the work arrangement or termination of either or both employees.
Use of Wildlife Products and Services
To avoid potential conflicts of interest, do not use Wildlife products, internal tools, or data in a way that inappropriately benefits you or someone you know, or makes it seem like you have an unjust preference for users outside of Wildlife.
For instance, you should never give access to Wildlife products, data, or credits for yourself, friends, or family members. Likewise, you should never use Wildlife tools, information, or access for personal ends or to financially benefit yourself or others.
In the event that you are subject to a conflict of interest in regards to the use of Wildlife products, accounts, tools, or data, immediately reach out to the Conduct Committee and the Legal Department.
Protecting Wildlife’s Assets
Wildlife cultivates radical transparency with our products and information. This practice depends on how well we preserve our resources and protect assets and information.
Wildlife’s intellectual property rights are among our most valuable assets. Intellectual properties are creations by the human mind that are protected by different national laws and international treaties. Our (and of our licensors’, where applicable) intellectual property includes name, logo, product, expertise, and other immaterial industrial or commercial property. Improper and unauthorized use of any of them can lead to their loss or significant loss of value. Always consult the Legal Department before using Wildlife’s and its products’ protected property or information for business purposes.
In the same way, respect third parties’ intellectual property rights. We should never infringe upon others’ intellectual property rights and must appropriately attribute credits when needed. Failure to do so may lead to legal claims against Wildlife as well as hinder our reputation and community.
Report any suspected improper use of our intellectual property to our Legal Department.
Wildlife provides us with all the necessary tools and equipment that helps us do our jobs effectively, and trusts us to use them responsibly and not wastefully. Tools and equipment along with our supplies, inventory, and cash must always be used and treated with great care as if they were your own.
If you are unsure whether the use of certain company equipment is permitted, reach out to your manager or the Conduct Committee.
With the abundance of food we have and offer, it is quite easy to inadvertently regard them as infinite or not valuable. Wildlife is happy to see us well-nourished, but not to see us being reckless with food. Be mindful of the amount of snacks you grab or meals you order to avoid being wasteful.
If you witness Wildlife employees infringing this policy, feel free to send a nudge to make them aware of their wastefulness.
Proper Use of Electronic Media
Electronic communications and resources are part of our daily routine. Hence, it is important to use them considering the company’s reputation and in a cost-effective manner.
Furthermore, be mindful when showing or mentioning Wildlife, our resources, and information on social media. The messages sent or posted on tools like blogs, Facebook, Twitter, Instagram, or wikis are permanent and easily transferable and can influence Wildlife’s reputation and relationships. If you are unsure what can be posted or not, ask your manager or the Conduct Committee.
In accordance with our deep care about our people, we want every Wildlife employee to be in the best state and feel it so. If you are not feeling physically or psychologically well, follow the protocol below:
- Whenever possible and using your best discernment, go to the doctor’s office to ensure you are fit to work.
- If, by the doctor’s judgment, you are not fit to work, get the doctor’s note, follow the doctor’s orientations, and send the doctor’s note to the Payroll Team on the same day. And of course, don’t work (not even from home).
- If, by the doctor’s judgment, you are fit to work, but you believe working from home is the best solution until you feel better (due to contamination or comfort), talk to your manager. Take into consideration that doing home office depends on the nature of your work and isn’t suitable for all teams.
Ensure Financial Integrity and Responsibility
Financial integrity and responsibility must be core characteristics to every corporation. More than reporting our financials accurately and in a timely manner, it is essential to remember that the money we spend on behalf of Wildlife belongs to Wildlife, not us. Every Wildlife employee has the responsibility to ensure Wildlife money is being properly used and allocated, and that the financial records are accurate, complete, and sent to the Finance Operations Team.
If you have any doubts on the following topics or Finance processes, reach out to the Finance Operations or Conduct Committee.
Spending Wildlife’s Money
Be respectful of the money you spend on Wildlife’s behalf or spend for company reimbursement. Always check and double-check the receipt to ensure that the charges are correct. When submitting a refund request, make sure the cost is reasonable, directly related to Wildlife’s business, and accompanied with proper documentation. On the refund request form or note justifying the expense, include the detailed business purpose and the fiscal note of the expense.
If you aren’t sure if your expense is eligible for reimbursement, ask your manager before submitting the request. Managers are responsible for their direct reports’ expenditures and must review the expenses before approving them.
Signing a Contract
In every business transaction with a third party on behalf of Wildlife, there must be formal documentation of the agreement that is approved by the Legal Department. Signing any document or agreement in Wildlife’s name must never be taken lightly. Always remember to send the contract directly to the Legal Department for revision and signature.
All Wildlife contracts must be in writing and include all of the terms to which Wildlife and other parties are agreeing. Other types of contracts (oral or written “side agreements”) will not be accepted.
The need for more and better equipment and service suppliers grows with Wildlife’s growth. With every supplier, we want to ensure they are offering the best possible deal for Wildlife in regards to, but not limited to: quality, suitability, reliability, performance, service, technology, price, and the terms and conditions proposed. This will require that you request competing bids and benchmarks to guarantee we are getting the best offer. Feel free to reach out to the Purchasing Team if you have any questions regarding suppliers.
It’s impossible to cover every possible ethical situation we might face. Hence, we rely on good judgment to always stand by the highest standards of integrity for ourselves and our company, keeping in mind you are always representing Wildlife. We expect Wildlife employees to rely upon both the Code and the former to do the right thing, which isn’t always clear or easy to do. If you aren’t sure, seek guidance and ask your manager, the Conduct Committee, or Legal Department.
All in all, always be respectful of each other. And if you see a questionable behavior, do the right thing – speak up