Constructive Criticism; Ethics Sample Clauses

Constructive Criticism; Ethics. A. The Company desires to provide you with the best products and Compensation Plan in the industry. As a result, Magneceutical Health values constructive criticism and encourages the submission of written comments. B. Negative and disparaging comments about Magneceutical Health, its products, or Compensation Plan by any Wellness Advisor serve no purpose other than to dampen the enthusiasm of other Wellness Advisors. Wellness Advisors must not belittle the Company, other Magneceutical Health Wellness Advisors, the products or services, the Compensation Plan, or Magneceutical Health directors, officers, or employees, product suppliers or agents. Further, disruptive behavior at Company events will not be tolerated. Such conduct represents a material breach of these Policies and Procedures and may be subject to sanctions as the Company deems appropriate, up to and including termination as a Wellness Advisor. C. Magneceutical Health endorses the following as its Code of Ethics: I. Every Wellness Advisor must show fairness, tolerance, and respect to all people associated with the Magneceutical Health opportunity, regardless of race, gender, social class, religion, or sexual orientation, thereby fostering an atmosphere of teamwork, good morale and community spirit. II. Every Wellness Advisor must strive to resolve business issues, including situations with upline and downline Advisors, by emphasizing tact, sensitivity, and good will and with the goal of not creating additional problems. III. Every Wellness Advisor must act with honesty, responsibility, and professionalism and conduct themselves with integrity. IV. Every Wellness Advisor shall refrain from disparaging statements about Magneceutical Health, other Advisors, Company employees, product suppliers or agents, the Company’s products, its sales and marketing campaigns, and the Compensation Plan. Moreover, Wellness Advisors must never make statements that unreasonably offend, mislead or coerce others. D. Magneceutical Health may take appropriate action against any Wellness Advisor, up to and including termination as a Wellness Advisor, if Company determines, in its sole discretion, that the Advisor’s conduct is detrimental, disruptive, or injurious to the Company or any other Advisor, or Customer.
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Constructive Criticism; Ethics. A. Tax Rebate Specialists endorses the following Code of Ethics: I. An IC must show fairness, tolerance, and respect to all people associated with Company, regardless of race, gender, sexual orientation, social class, religion, or otherwise, thereby fostering a “positive atmosphere” of teamwork, good morale, and community spirit. II. An IC shall strive to resolve business issues, including situations with upline and downline ICs, by emphasizing tact, good will, and taking care not to create additional problems. III. Company ICs must be honest, responsible, professional and conduct themselves with integrity. Acts of dishonesty or unprofessional conduct shall include, but not be limited to: fraud, larceny, theft, embezzlement, forgery, misappropriation, and wrongful conversion. IV. Company ICs shall always present accurate information like proper disclaimers and access to the Income Disclosure Statement when encouraging prospects to join the Company. Moreover, as an IC, you agree to never intimidate nor engage in unlawful recruiting practices, including any suggestion that excessive inventory purchases are necessary to participate in Company or to be successful as a Company IC. V. Company ICs are prohibited from self-enrolling to become their own Customer. All Customers signed up via the referral program are subject to Company review to determine the validity of the Customer acquisition. Any IC who is affiliated in any way with their referred Customer must notify Company of this fact. Manipulation of the Compensation Plan or enrollment for personal business gain, including but not limited to, receiving a personal discount on Company goods or services is strictly prohibited. Any IC who refrains from disclosing any affiliation is subject to disciplinary sanctions in accordance with these Policies and Procedures. B. Company may take appropriate action against an IC if it determines, in its sole discretion, that an IC’s conduct is detrimental, disruptive, or injurious to Company or to other ICs.
Sample 1
Constructive Criticism; Ethics. A. Company desires to provide its independent Distributors with the best products and services and Compensation Plan in the industry. Accordingly, the Company values constructive criticism and encourages the submission of written comments addressed to the Company Compliance Department or email to xxxxxxxxxx@xxxxxxxxx.xxx. B. A Distributor’s negative or disparaging comments about Company, its products or Compensation Plan, and made to Company, other Distributors in the Field or at Company meetings or events, serve no purpose other than to dampen the enthusiasm of other Company Distributors. Company Distributors must not belittle the Company, Company Distributors, Company products or services, the Compensation Plan, or Corporate directors, officers, or employees, product suppliers or agents. Such conduct represents a material breach of these Policies and Procedures and may be subject to sanctions as deemed appropriate by the Company. C. All Distributors should have a work environment free from harassment, intimidation, and abuse from other Distributors, employees, vendors, and any other individuals associated with the Company opportunity. At ZOI Global, harassment of any kind will not be tolerated and is strictly prohibited, such as: derogatory or threatening comments, inappropriate sexual behavior including but not limited to unwelcome sexual advances or requests for sexual favors, displaying visual images of a sexual nature, physical or verbal harassment, or violent behavior. All are encouraged to report any type of harassment incidents, immediately. Company will not tolerate acts or threats of violence and will investigate all reports. As a Distributor, you have a responsibility to act when you are aware of a threat or risk to anyone associated with the ZOI Global opportunity. D. ZOI Global endorses the following code of ethics:
Sample 1

Related to Constructive Criticism; Ethics

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  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

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