Within our Stewardship Framework, we state, “We believe in people and seek a system of equal rights and mutual benefit where individuals succeed by helping others succeed.” Further, we state, “At Koch, stewardship encompasses the responsible management of our actions and the resources entrusted to our care in a manner that respects the rights of others. By ‘rights,’ we mean everyone’s right to their own life and property, and equal treatment under the law.” We encourage you to spend more time with the Stewardship Framework as well as the following topics that are part of our commitment to a respectful workplace.
Respect For Others
Striving to treat every person with dignity & respect
SPEAK UP!
Report a Concern
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Current and Prior
“For businesses to make the greatest contribution to society, we must treat others with honesty, dignity, respect and sensitivity, and appreciate the value of diversity. Giving honest feedback is critical, because not giving it usually leads to a bad outcome for the individual, thus failing the test of respect. Unlawful and illegitimate discrimination and harassment are violations of all these requirements and will not be tolerated."
SPEAK UP
WHO To Talk To
Options for asking questions, raising concerns, and getting guidance:
- Your immediate supervisor
- Any member of management
- Any local or corporate human resources leader
- Any member of Compliance and Ethics
- Any lawyer in Legal
- Contacting GuideLine.
The GuideLine
You may report your concern online by visiting the GuideLine. If you prefer to contact the GuideLine by phone, toll-free phone numbers are displayed once you have selected your Koch company and country location. Posters with international toll-free GuideLine numbers may also be posted in your workplace.
The GuideLine is operated confidentially by an independent third party. It is available 24 hours a day, 7 days a week, for intake of your questions and concerns (anonymously, if you choose and as allowed by local law). It also offers multilingual services. The GuideLine specialists notify the appropriate department, which will assess and determine suitable action.
The GuideLine is operated confidentially by an independent third party. It is available 24 hours a day, 7 days a week, for intake of your questions and concerns (anonymously, if you choose and as allowed by local law). It also offers multilingual services. The GuideLine specialists notify the appropriate department, which will assess and determine suitable action.
Our Commitment
To a respectful workplace
We are committed to creating a work environment that is respectful with equal opportunities for everyone. We all have a part to play in making sure unlawful discrimination and harassment have no place in our organization. We each have a clear responsibility and must have the courage to ask questions and raise concerns.
No-retaliation Policy
Retaliation, retribution, or harassment against any employee who, in good faith, asks any question or raises any concern regarding ethical or compliant behavior is against company policy and is prohibited. “Good faith” does not mean that a reported concern must be correct, but it does require belief that the information is truthful and complete when reported.
Substance-Free Workplace
We are committed to a safe, substance-free workplace. The abuse of alcohol, drugs, prescriptions, or medicines affects safety, attendance, productivity, and reliability.
There can be times that alcoholic beverages are consumed when on company-related activities. You must use good judgment and obey all relevant laws, including not driving while under the influence and not serving to minors.
Regardless of the activity, if you return to your workplace and the company has reasonable suspicion you are under the influence, you may be asked to submit to testing. This is allowed by law and applicable collective bargaining agreement provisions, and you may be subject to corrective action or discipline outlined in our Code.
There can be times that alcoholic beverages are consumed when on company-related activities. You must use good judgment and obey all relevant laws, including not driving while under the influence and not serving to minors.
Regardless of the activity, if you return to your workplace and the company has reasonable suspicion you are under the influence, you may be asked to submit to testing. This is allowed by law and applicable collective bargaining agreement provisions, and you may be subject to corrective action or discipline outlined in our Code.
Bullying & Violence-Free Workplace
Bullying, violence, threats, harassment, and intimidation will not be tolerated, including any verbal, written, or gestured threats. It is inconsistent with expectations of employees and supervisors to ignore violent or disruptive behavior. Report any such incidents immediately to the available resources, whether involving or impacting employees, contractors, customers, or visitors. All reports of such behavior are taken seriously, assessed, and dealt with appropriately.
Threats or assaults requiring immediate attention should be reported to your supervisor, human resources or security contact, and/or to the police.
Weapon-Free Workplace
The company prohibits employees from bringing any firearm or other weapons onto company property. You are also prohibited from personally carrying or transporting any weapon in your own vehicle while on company business or when using company paid transportation, such as company-owned or leased vehicles.
Exceptions will be permitted only with the prior written approval of both your business leader and compliance and ethics resource or as allowed by applicable law. Authorized weapons must be appropriately secured from theft, misuse, and accidental discharge, and must be handled in compliance with applicable laws.
This requirement does not apply to law enforcement officers, government or military authorities, or their agents acting in their official capacities. Instruments such as knives or other cutting instruments required, approved, or provided by the company in accordance with job assignments are excluded.
Exceptions will be permitted only with the prior written approval of both your business leader and compliance and ethics resource or as allowed by applicable law. Authorized weapons must be appropriately secured from theft, misuse, and accidental discharge, and must be handled in compliance with applicable laws.
This requirement does not apply to law enforcement officers, government or military authorities, or their agents acting in their official capacities. Instruments such as knives or other cutting instruments required, approved, or provided by the company in accordance with job assignments are excluded.