Code of Conduct

Pirelli Building Group prides its self on achieving the highest standards due to its ethical approach.

The Code of Conduct has been developed for and by Pirelli Building Groups employees, contractors and suppliers. It identifies a set of principles, which describe the professional conduct, personal conduct and professional competence expected of all employees, contractors and suppliers to Pirelli Building Group, Pirelli Building Group’s clients and the community.

Our objective is to strive for zero harm through the belief that:

  • Gross insubordination (e.g., refusal to carry out assigned job duties or work-related directives given by a supervisor)
  • Deliberate or reckless action that causes either actual or potential loss to the company or employees, contractors and suppliers., or damage to company or employees, contractors and suppliers property, or physical injury to employees, contractors and suppliers.
  • Fighting or disorderly conduct on the company’s premises, or job sites, or engaging in violence or making threats of violence in the workplace, job sites or using obscene, abusive, or threatening language or gestures.
  • Unauthorized use or disclosure of confidential or proprietary information, or related materials.
  • Dishonesty or misrepresentation, including falsification of reports, records or company documents, or deliberate failure to accurately complete reports, records or company documents.
  • Misappropriation or misuse of company funds or other assets
  • Stealing property from co-workers or clients of the company
  • Having firearms on company premises or while on company business.
  • Failing to maintain the confidentiality of company or client information.
  • Use, sale, purchase, transfer, or possession of an illegal drug while on company property or while on company business.
  • Use, possession, or being under the influence of alcohol on company property or while on Company business, except during company-sponsored or approved social or business events at which alcohol is provided, as long as the degree of impairment is insubstantial.
  • Violation of the company’s policies, including the policy against unlawful harassment.
  • Discrimination in hiring, firing, pay, promotion, transfer, discipline, development, or establishment of terms and conditions of employment of any employee, or retaliation against an employee who has complained about discrimination or harassment
  • Violations of safety standards.
  • Violation of security practices (e.g., loaning company office keys/ loaning job site keys).
  • Sleeping on the job or leaving the job without authorisation.
  • Being convicted of a crime that indicates unfitness for the job or raises a threat to the safety or well-being of the company, its employees, clients, or property.

This list is illustrative only and is not intended to cover every possible situation that may arise. Any conduct that is detrimental to the company’s interests or security, or the safety or
welfare of the employees or his or her co-worker’s, contractors and suppliers may result in corrective action up to and including termination of contracts.