our commitment
Code of Business Conduct & Ethics
Knowtions Research is committed to serving our customer and employing individuals with integrity and personal standards consistent with that of our values. The Code is designed to promote our commitment to each other, our clients and our partners:

  • Respect everyone as individual and treat them with dignity. Embrace difference in a spirit of inclusiveness that welcomes all people;
  • Honest and ethical conduct, including the ethical handling of actual or apparent conflicts of interest between personal and professional relationships;
  • Compliance with applicable policies, laws, rules, and regulations;
  • The prompt internal reporting of violations of this Code; and

Our Code applies to all directors, officers, employees, and contractors of Knowtions Research and its affiliates and subsidiaries.

1. Complying with the Code

To maintain the highest standards of integrity, we must dedicate ourselves to complying with this Code, company policies and procedures, and applicable laws and regulations. Team members involved in violating this Code will likely face negative consequences. Knowtions Research will take the appropriate disciplinary action in response to each case, up to and including termination. In addition, team members involved may be subject to government fines or criminal or civil liability.

2. Reporting Violations

2.1. If you think this Code or any Knowtions Research policy is being violated, or if you have an ethics question, you have several reporting options:

  • Discuss the issue with your supervisor
  • Discuss the issue with another supervisor or manager
  • Contact the Chief Operations Officer or Legal department.

2.2. All reports (formal or informal) made to a Knowtions Research supervisor, manager or executive should be promptly escalated to the Chief Operations Officer and the Legal team. Knowtions Research will then review the report promptly and thoroughly to determine if an investigation is warranted.

2.3. Investigation Process: If Legal has determined it appropriate, Knowtions Research will promptly initiate an appropriate investigation into all possible violations of law and Knowtions Research policy. The investigation will be conducted by the Legal team. If the report is made against a member of the executive team or if there are multiple complainants regarding the same individual and/or issue, outside counsel will be retained by Legal to conduct the investigation. If the complaint is made against a member of the Legal team, the Chief Operations Officer will lead the investigation.
Knowtions Research expects all employees and contractors to cooperate in investigations fully and candidly.

2.4. Investigation Timeline: Knowtions Research will make all reasonable efforts to initiate an investigation into the allegation(s) and conclude the investigation in a timely fashion. Depending on the type of investigation the steps and timeline for each investigation will vary.

2.5. The investigation findings: will be reported back to the Chief Operations Officer and Legal team. Based on the investigation findings, Legal will make a determination as to whether the allegation(s) were founded, unfounded or inconclusive. This determination will be documented in writing and made part of the investigation report. The determinations are as follows:

  • Violation Found. Where a violation of Knowtions Research policies, workplace rules or law is found to have occurred, Legal will review the findings and make a recommendation for corrective action to the Chief Operations Officer and the executive leader of the accused's reporting line. Together the COO, the business unit and Legal will determine the proper corrective action. If the accused is a member of the executive team then Legal will confer with the CEO, and where necessary, the Board of Directors. Once a corrective action has been determined, the accused will be notified of the finding and of the specific corrective actions to be taken;

  • No Violation Found. In this situation, the complainant (if known) and the accused should be notified that Knowtions Research investigated the allegation(s) and found that the evidence did not support the claim;

  • Inconclusive investigation. In some cases, the evidence may not conclusively indicate whether the allegation(s) was founded or unfounded. If such a situation occurs, the complainant (if known) and the accused will be notified that a thorough investigation has been conducted, but Knowtions Research has been unable to establish the truth or falsity of the allegation(s). Knowtions Research will take appropriate steps to ensure that the persons involved understand the requirements of Knowtions Research's policies and applicable law, and that Knowtions Research will monitor the situation to ensure compliance in the future.

3. Commitment to Non-Retaliation

3.1. Any employee or contractor who reports a violation will be treated with dignity and respect and will not be subjected to any form of discipline or retaliation for reporting in good faith. Retaliation against anyone who provides information or otherwise assists in an investigation or proceeding will be treated as a violation of this Code.

4. Discrimination

4.1. Having a diverse workforce–made up of team members who bring a wide variety of skills, abilities, experiences and perspectives–is essential to our success. We are committed to the principles of equal opportunity, inclusion, and respect. All employment-related decisions must be based on company needs, job requirements, and individual qualifications. Always take full advantage of what our team members have to offer; listen and be inclusive.

4.2. Zero tolerance of discrimination against anyone–team members, customers, business partners, or other stakeholders–on the basis of race, color, religion, national origin, sex (including pregnancy), age, disability, HIV status, sexual orientation, gender identity, marital status, past or present military service ,or any other status protected by the laws or regulations in the locations where we operate.

4.3. Compliance with laws regarding employment of immigrants and non-citizens and provide equal employment opportunity to everyone who is legally authorized to work in the applicable country.

4.4 Report suspected discrimination right away and never retaliate against anyone who raises a good faith belief that unlawful discrimination has occurred.

5. Proprietary and Confidential Information

5.1. In carrying out Knowtions Research's business, team members often learn confidential or proprietary information about our company, its customers, prospective customers, or other third parties. Team members must maintain the confidentiality of all information entrusted to them, except when disclosure is authorized or legally mandated.

5.2. Confidential or proprietary information includes:

  • Any non-public information concerning Knowtions Research, including its businesses, team members, financial performance, results or prospects

  • Any non-public information of a third party in Knowtions Research's possession and under Knowtions Research's protection

    • With the expectation that the information will be kept confidential and used solely for the business purpose for which it was conveyed and accessed solely by those who have a need to access the information in fulfilling that purpose
5.3. Knowtions Research's confidentiality provisions can be found in your employment contract that you agreed to at the time of your contract. For specific information about your obligations regarding confidentiality, please reference your contract.

6. Protecting Customer/Third Party Information Privacy

6.1. We take the protection of privacy for our customer's and other third parties that have entrusted us with information very seriously. Customer or third party information includes any information about a specific customer/third party, including such things as name, address, phone numbers, financial information, etc.

6.2. Follow all applicable laws and regulations directed toward privacy and information security. Keeping customer information secure and using it appropriately is a top priority for our company. Safeguard any confidential information customers or third parties share with us.

6.3. Ensure that such information is used only for the reasons for which the information was gathered, unless further use is allowed by law.

6.4. Do not disclose any information about a third party without the written approval unless legally required to do so (for example, under a court-issued subpoena).

6.5. If you do not have a business reason to access this information, you should not do so. If you do, you must also take steps to protect the information against unauthorized use or release in line with our security policies.

7. Intellectual Property and Protecting IP

7.1 Our intellectual property is among our most valuable assets. Intellectual property refers to creations of the human mind that are protected by various national laws and international treaties. Intellectual property includes copyrights, patents, trademarks, trade secrets, design rights, logos, expertise, and other intangible industrial or commercial property. We must protect and, when appropriate, enforce our intellectual property rights. We also respect the intellectual property belonging to third parties. It is our policy to not knowingly infringe upon the intellectual property rights of others.

  • Take proper care of any confidential information you get from our customers.

  • As an employee or contractor, the things you create for Knowtions Research belong to our company.

    • This work product includes inventions, discoveries, ideas, improvements, software programs, artwork, and works of authorship. This work product is our company's property (it does not belong to individuals) if it is created or developed, in whole or in part, on company time, as part of your duties or through the use of company resources or information.

  • If you copy code always check the license and attribute when needed or appropriate.

  • Check community contributions and do not merge it when there can be doubt about the ownership.
7.2. Only the CEO and the COO of the company signs legal documents such as NDAs. Sales people and the business office manager can upload them via HelloSign.

7.3. Assignment of intellectual property is addressed in your employment contract that you agreed to at the time of your contract. For specific information about your obligations regarding intellectual property rights and obligations, please reference your contract.

8. Anti-corruption / Anti-bribery

8.1. Globally, many countries have laws that prohibit bribery, kickbacks, and other improper payments. No Knowtions Research employee, contractor, officer, agent, or vendor acting on our behalf may offer or provide bribes or other improper benefits in order to obtain business or an unfair advantage. You must avoid participating in commercial bribery and kickbacks, or even the appearance of it, in all of our business dealings. Even in locations where such activity may not, technically speaking, be illegal, it is absolutely prohibited by our company policy.

8.2. Definitions

  • Commercial bribery involves a situation where something of value is given to a current or prospective business partner with the intent to obtain business or influence a business decision;

  • Kickbacks are agreements to return a sum of money to another party in exchange for making or arranging a business transaction;

  • A bribe is defined as directly or indirectly offering anything of value to influence or induce action, or to secure an improper advantage.

  • Anything of value is very broadly defined and can include such things as:

    • Cash

    • Gifts

    • Meals

    • Entertainment

    • Travel and lodging

    • Personal services

    • Charitable donations

    • Business opportunities

    • Favors

    • Offers of employment.
8.3. Situations

  • No employee or contractor shall make or promise to make, directly or indirectly, any payment of money or object of value to any foreign official of a government, political party, or a candidate for political office for the purpose of inducing or influencing actions in any way to assist our company in obtaining or retaining business for or with Knowtions Research;

  • The exchange of appropriate gifts and entertainment is often a way to build our business relationships. However, you must conduct business with customers, suppliers, and government agencies (including U.S. and non-U.S. governments) without giving or accepting bribes including (but not limited to) commercial bribery and kickbacks.
9. Gifts and Entertainment

9.1. Modest gifts, favors, and entertainment are often used to strengthen business relationships. However, no gift, favor, or entertainment should be accepted or given if it obligates, or appears to obligate, the recipient, or if it might be perceived as an attempt to influence fair judgment.

9.2. All directors, executives, and anyone else in the company participating in vendor selection, must disclose all gifts and entertainment valuing over US$250 for the six months prior to the vendor selection and during the term of the services and for a period of twelve months after services have been completed. The disclosure shall be made to the Legal department, and shall include the value of the gift or entertainment, the individual or company providing the gift, favor, or entertainment, and the date on which it was received. If you have any questions relating to this section, feel free to contact the Legal department.

10. Avoiding Conflicts of Interest

10.1. We have an obligation to make sound business decisions in the best interests of Knowtions Research without the influence of personal interests or gain. Our company requires you to avoid any conflict, or even the appearance of a conflict, between your personal interests and the interests of our company.

10.2. A conflict exists when your interests, duties, obligations or activities, or those of a family member are, or may be, in conflict or incompatible with the interests of Knowtions Research. Conflicts of interest expose our personal judgment and that of our company to increased scrutiny and criticism and can undermine our credibility and the trust that others place in us.

Should any business or personal conflict of interest arise, or even appear to arise, you should disclose it immediately to leadership for review.