VoltQ Policy & Code of Conduct Against Harassment
Anyone engaging with or on behalf of VoltQ in any manner—including managers, employees, visitors, entrepreneurs, clients, customers, and vendors—is required to adhereto—and should expect to receive the protections of—this policy to ensure a safe, respectful, and inclusiveenvironment for all.
We do not tolerate harassment. To report an issue or concern, please contact us by email: report@VoltQ.com
STATEMENT OF POLICY
VoltQ is committed to providing a workplace free of sexual or other unlawful harassment. As part of this commitment, VoltQ strictly prohibits harassment of employees in the workplace based on race, color, religion, religious creed, national origin, ancestry, age, sex, gender, gender identity or expression, physical disability, mental disability, medical condition, genetic information, marital status, sexual orientation, family care or medical leave status, veteran or military status, or any other basis protected by federal or state laws.Consistent with state and federal law, this anti-harassment policy applies to all employees of VoltQ, including managers, supervisors, and co-employees. This policy also applies to non-employees at the workplace or interactingoutside the workplace with our employees on VoltQ related business—including but not limited to entrepreneurs, visitors to our facilities, clients, customers, and vendors. As such, VoltQ will attempt to protect employees from any third person inthe workplace who it knows or should have known is violating this policy. Similarly, VoltQ will not tolerate harassment by its employees of non-employees with whom VoltQ has a business, service, or professional relationship, which, for the avoidance of doubt, includes vendors, clients, employees, governments and other entities associated with VoltQ.
DEFINITION OF HARASSMENT
Harassment occurs when conduct interferes with an employee’s work performance or creates an intimidating or offensive work environment, based upon an employee’s race, color, religion, religious creed, national origin, ancestry, age, sex, gender, gender identity or expression, physical disability, mental disability, medical condition, genetic information, marital status, sexual orientation, family care or medical leave status, veteran or military status, or any other basis protected by federal or state laws.Harassing conduct can take many forms and may include, but is not limited to, the following: slurs, jokes, statements, gestures, assault, impeding or blocking another’s movement or otherwise physically interfering with normal work, pictures, drawings, and/or cartoons.Sexual harassment in particular may include all of the above mentioned prohibited actions, as well as other unwelcome conduct, such as requests for sexual favors, conversations containing sexual comments, and unwelcome sexual advances, when:
1.submission to the conduct is made either an explicit or implicit condition of employment or business;2.submission or rejection of the conduct is used as the basis for an employment or business decision; or3.the harassment has the purpose or effect of unreasonably interfering with an employee’s work performance or creates an intimidating, hostile or offensive work environment.Harassment based on gender, pregnancy, childbirth or related medical conditions may also constitute sexual harassment. Sexually harassing conduct can be by a person of either the same or opposite gender, and need not be motivated by sexual desire.
REPORTING HARASSING CONDUCT
To report an issue or concern, please contact VoltQ by email: report@VoltQ.com.Reports will be reviewed promptly and handled in confidence, as well as investigated and/or otherwise escalated and acted upon as appropriate.
CORRECTIVE ACTION
If VoltQ determines that harassment has occurred, effective remedial action will be taken in accordance with the circumstances involved. Any employee determined by VoltQ to be responsible for discrimination or harassment in violation of this policy will be subject to appropriate disciplinary action, up to and including termination.Because a hostility-free work environment is so important, VoltQ may take disciplinary action against an employee who exhibits poor judgment or engages in inappropriate behavior, even if it falls short of being severe or pervasive.
Code of Conduct 1: Business Ethics & Financial Integrity
1. Professional Conduct and Mutual Respect
We are committed to maintaining a safe, inclusive, and professional environment. We treat all employees, clients, partners, and vendors with dignity and respect. Discrimination, harassment, or unethical behavior of any kind will not be tolerated.
2. Anti-Bribery and Anti-Corruption
We maintain a zero-tolerance policy for bribery and corruption in any form.
Prohibited Actions: Employees and representatives must never offer, give, solicit, or accept bribes, kickbacks, or any improper inducements to secure a business advantage.
Gifts and Hospitality: Genuine hospitality and modest token gifts are acceptable only if they are reasonable, proportionate, transparent, and comply with our internal disclosure policies. They must never be used to influence a business decision.
Third Parties: We expect our suppliers, contractors, and business partners to adhere to these same anti-corruption principles.
3. Financial Ethics and Integrity
We hold ourselves to the highest standards of financial honesty and regulatory compliance.
Accurate Record-Keeping: All financial transactions, books, and records must be documented accurately, completely, and honestly. We strictly prohibit falsifying documents or misrepresenting financial data.
Fraud Prevention: We do not tolerate fraud, money laundering, embezzlement, or tax evasion. Employees must actively safeguard company assets and report any suspicious financial activity.
Insider Trading: Employees are prohibited from using material, non-public company information for personal financial gain or sharing it with others for trading purposes.
4. Conflicts of Interest
Business decisions must always be made in the best interest of the company, free from personal bias. A conflict of interest arises when personal relationships, outside financial investments, or secondary employment interfere—or appear to interfere—with your objectivity at work. All potential conflicts must be disclosed immediately to management.
5. Reporting Violations
If you become aware of any behavior that violates this Code of Conduct, particularly regarding financial misconduct or bribery, you are obligated to report it immediately. Reports can be made to Report@VoltQ.com.
We strictly prohibit retaliation against anyone who reports a violation in good faith.