A Joint Commitment to Keep This Workplace Safe, Fair and Trustworthy.

In earlier years, companies wrote this chapter as if everyone was waiting for a chance to break rules and run away with the spoils. There was a quiet belief that employees must be watched, tightly controlled, and constantly reminded of punishments. But decades of real-world experience show something very different.

Most people behave well not because they fear the law, but because they believe in the value of being decent human beings. Most people don’t cheat, steal, misbehave or cross boundaries because they wouldn’t do these things in their own homes, with their own families, or with people they respect.

So in this chapter, our tone is simple: we begin with trust, we expect good behavior from each other, and we deal strictly with the rare moments when that trust breaks.

This is not a list of “watch out, or else.” This is our joint understanding of how we keep this place safe for everyone.

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3.1 Professional Behavior; how we carry ourselves every day

We both agree that the way we behave with each other shapes the entire mood of this place. A normal day should feel calm, respectful and predictable. We do our work, we speak to each other with clarity, we keep our disagreements healthy, and we maintain basic courtesy even when the pressure rises.

Professional behavior is not about being stiff; it is about remembering that everyone here has a job to do, a life to manage, and dignity to protect.

We expect good behavior because that is how most people naturally act. And for the occasional exception, we agree to take early and honest corrective steps.

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3.2 Anti-Harassment & POSH; zero tolerance, but handled with fairness

Harassment of any kind, physical, verbal, emotional or digital - destroys the safety of a workplace. We both agree that safety is non-negotiable.

We commit to a simple principle: every complaint will be heard seriously, handled sensitively, and acted on fairly. No one will be silenced, and no one will be punished without proper inquiry.

And the rule applies equally on both sides — employee to employee, manager to team member, team member to manager, onsite or offsite, online or offline. The goal is not fear. The goal is safety.

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3.3 Anti-Discrimination; everyone gets equal ground to stand on

We come from different places, castes, communities, languages, identities and life situations. None of these should ever decide how someone is treated.

Together, we agree that discrimination based on gender, caste, religion, race, disability, age, appearance or language will not be accepted here. Not in jokes, not in hiring, not in promotions, not in daily behavior. We do this not because of legal requirements, but because it is the right way to treat another human being.

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3.4 Integrity, Anti-Corruption & Conflict of Interest; keeping things clean

We both understand that this workplace runs on trust — trust in decisions, trust in information, trust in each other’s intentions.

We agree to stay away from shortcuts, hidden deals, favors, leakages and private gains that harm the organization. If someone faces a conflict of interest, we expect them to speak up early so we can find a clean path forward.

Most people are honest by nature, and we choose to build our system on that belief. But if someone knowingly breaks this trust, the consequences will be firm and fair. Not out of anger but out of responsibility.

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3.5 Confidentiality; protecting what is not meant for public eyes

Work gives us access to information that belongs to the organization, not to individuals. We agree to handle this information responsibly - not to misuse it, leak it, or share it casually with people who have no reason to know.

This applies equally to business data, customer information, team discussions, internal plans, and sensitive documents. Confidentiality is not secrecy; it is respect for boundaries.

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3.6 Social Media Behavior; representing ourselves with sense and balance

We all use social media, and nothing stops anyone from having opinions or a personal life. But we jointly commit to use social media in a way that does not harm colleagues, customers, the organization, or the culture we are trying to build.

We agree not to share internal matters or sensitive information online. We agree not to attack or insult each other publicly. And we agree not to use social platforms to create rumors or negativity. We act like responsible adults in a public space - simple.

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3.7 Workplace Relationships; handled with maturity, respect and privacy

It is natural for people working together to form friendships and sometimes deeper connections. We do not police human emotions. But we agree to keep boundaries clear so that work, fairness, and comfort are protected.

If a relationship affects reporting structures, performance, decisions, or team dynamics, we expect early disclosure so that the situation can be managed openly and respectfully. We are not here to judge relationships — only to ensure they don’t harm the fairness or safety of the workplace.

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3.8 Consequences; firm, fair and never humiliating

Even in a place built on trust, someone may cross a line. When that happens, we agree that consequences must be clear, consistent and proportionate. But we also agree that consequences should never turn into revenge or humiliation.

We believe in correction first, punishment later. We believe in listening before judging.

And we believe in acting on facts, not assumptions.

If behavior is corrected early, the person grows. If behavior repeats despite correction, action must follow. That is the balance we jointly commit to maintain.