Quote:
Originally Posted by Anon-y-mous  Why so much anonymity???? Simple - No one cares, but they don't want to be identified in any posts, quotes or get a private message from a Porfolio manager .. |
Asking Questions and Voicing Concerns
No employee will be disciplined, lose a job, or be retaliated against in any way for asking questions or voicing concerns about our legal or ethical obligations, when acting in good faith. "Good faith" does not mean an individual has to be right; but, it does mean believing information provided is truthful.
It is important that we communicate a question or concern through one of the many available channels.
We can speak with our direct manager or supervisor, or use the Open Door Policy to talk to someone else in management, including your Human Resources manager, or someone from the function with the expertise and responsibility to address the concern. Any of these people may have the information needed, or will be able to refer the question to another appropriate source.
Another communication channel to assist us is the
UPS Help Line. We can contact the
UPS Help Line when we have a concern or want to report a potential violation of our legal or ethical responsibilities. We may use whatever method of communication with which we feel most comfortable. The important thing is to get the needed guidance, to report what is known, and to get questions answered.
The
UPS Help Line, which is answered by an outside vendor, is available to all employees, 24 hours a day, 7 days a week. Interpreters are available for language assistance. The
UPS Help Line can be reached toll-free at 1-800-220-4126. Individual country codes can be found on the Corporate Compliance Web site and should be used for
UPS Help Line calls made outside of North America.
Although callers are encouraged to identify themselves to assist the company in effectively addressing their concerns, callers may choose to remain anonymous, and that choice will be respected. The
UPS Help Line is not equipped with caller ID, recorders, or other devices that can identify or trace the caller's number.
When the
UPS Help Line is called, the person can expect that:
- A report will be forwarded to appropriate UPS management for follow-up.
- The concern will be addressed by members of management that may include representatives from Corporate Compliance, Human Resources, Corporate Legal, Security, or Internal Audit. If the inquiry is one that can be properly handled by someone in the region or district, it will be referred there for resolution. Each concern will be carefully evaluated before it is referred for investigation or resolution.
- The concern will be handled promptly, discreetly, and professionally. Discussions and inquiries will be kept in confidence to the extent appropriate or permitted by law.
- Certain follow-up information about how the concern was addressed may be obtained upon request.
Investigations into allegations of unethical or illegal conduct must be conducted confidentially and professionally. The
UPS Guidelines for Investigation of Workplace Issues is available from Corporate Compliance for management who may conduct such an investigation.
Additional information can be found in the section titled "Retaliation" and on the Corporate Compliance Web site.
Retaliation
Our commitment to integrity includes a responsibility to foster an environment that allows people to report violations without the fear of retaliation or retribution. No one should be discouraged from using any available channel within the organization. Even simple questioning of someone can lead to claims of retaliation, even though that was never the intent, as it may make a person feel that he or she did something wrong by choosing one method over another. People must be able to choose whichever method they are most comfortable with to communicate their concern.
Anyone who retaliates against another employee for reporting known or suspected violations of our legal or ethical obligations is in violation of the
Code and subject to disciplinary action, up to and including dismissal. Retaliation also may be a violation of the law, and as such, could subject both the individual offender and
UPS to legal liability.
Additionally, the same rules apply with regard to retaliation or retribution against employees related to company-sponsored solicitations, such as for charities or political action committees.
Our People
Equal Opportunity and Fair Treatment
We treat each individual fairly, and recruit, select, train, promote, and compensate based on merit, experience, and other work-related criteria. We comply with all laws governing fair employment and labor practices. We do not discriminate against any applicant for employment or any employee in any aspect of their employment at
UPS because of age, race, religion, sex, disability, sexual orientation, military status, pregnancy, national origin, or veteran status.
Freedom from wrongful discrimination includes freedom from any form of discriminatory harassment. Prohibited harassment includes conduct that is intended to interfere or that has the effect of unreasonably interfering with a fellow employee's work performance or creating an environment that is intimidating, hostile, or offensive to the individual.
Additional information can be found in the
UPS Professional Conduct and Anti-Harassment Policy available from Human Resources.
Fear and Loathing in Mahwah 
Re: Fear and Loathing in Mahwah 
