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Code of Conduct

 

Preface

“Lead by example.” Atlantic HR Solutions generally apply those words to how we serve our customers. But “Lead by example” is much more than that. Yes, it’s about focusing on their needs and giving them the best products and services that we can. But it’s also about doing the right thing more generally – following the law, acting honorably and treating each other with respect.

 

The Atlantic HR Solutions Code of Conduct is one of the ways we put “Lead by example” into practice. It’s built around the recognition that everything we do in connection with our work at Atlantic HR Solutions will be, and should be, measured against the highest possible standards of ethical business conduct. We set the bar that high for practical as well as aspirational reasons: Our commitment to the highest standards helps us hire great people, manage great products, and attract loyal users. Trust and mutual respect among employees and users are the foundation of our success, and they are something we need to earn every day.

 

So please do read the Code, and follow both its spirit and letter, always bearing in mind that each of us has a personal responsibility to incorporate, and to encourage others to incorporate, the principles of the Code into our work. And if you have a question or ever think that one of your fellow employees or the company as a whole may be falling short of our commitment, don’t be silent. We want – and need – to hear from you.

 

Who Must Follow Our Code?

We expect all of our employees and board members to know and follow the Code. Failure to do so can result in disciplinary action, including termination of employment. Moreover, while the Code is specifically written for Atlantic HR Solutions employees and board members, we expect Atlantic HR Solutions contractors, consultants and others who may be temporarily assigned to perform work or services for Atlantic HR Solutions to follow the Code in connection with their work for us. Failure of an Atlantic HR Solutions contractor, consultant or other covered service provider to follow the Code can result in termination of their relationship with Atlantic HR Solutions.

 

What If I Have a Code-Related Question or Concern?

If you have a question or concern, don’t just sit there. You can contact your manager or board member.

 

No Retaliation

Atlantic HR Solutions prohibits retaliation against any worker here at Atlantic HR Solutions who reports or participates in an investigation of a possible violation of our Code. If you believe you are being retaliated against, please contact Ethics & Compliance.

I. Serve Our Users
          1. Integrity
          2. Usefulness
          3. Privacy, Security and Freedom of Expression
          4. Responsiveness
          5. Take Action
II. Respect Each Other
          1. Equal Opportunity Employment
          2. Positive Environment
          3. Drugs and Alcohol
          4. Safe Workplace
III. Avoid Conflicts of Interest
          1. Personal Investments
          2. Outside Employment, Advisory Roles, Board Seats and Starting Your Own Business
          3. Business Opportunities Found Through Work
          4. Inventions
          5. Friends and Relatives; Co-Worker Relationships
          6. Accepting Gifts, Entertainment and Other Business Courtesies
          7. Use of Atlantic HR Solutions Products and Services
          8. Reporting
IV. Preserve Confidentiality
          1. Confidential Information
          2. Atlantic HR Solutions Partners
          3. Competitors/Former Employers
          4. Outside Communications
V. Protect Atlantic HR Solutions’ Assets
          1. Intellectual Property
          2. Company Equipment
          3. The Network
          4. Physical Security
          5. Use of Atlantic HR Solutions’ Equipment and Facilities
          6. Employee Data 
VI. Ensure Financial Integrity and Responsibility
          1. Spending Atlantic HR Solutions’ Money
          2. Signing a Contract
          3. Recording Transactions
          4. Reporting Financial or Accounting Irregularities
          5. Hiring Suppliers
          6. Retaining Records
VII. Obey the Law
          1. Trade Controls
          2. Competition Laws
          3. Insider Trading Laws
          4. Anti-Bribery Laws
VIII. Conclusion

 

I. Serve Our Users

 

Our users value Atlantic HR Solutions not only because we deliver great human resource products and services, but also because we hold ourselves to a higher standard in how we treat customers and operate more generally. Keeping the following principles in mind will help us to maintain that high standard:

1.  Integrity

Our reputation as a company that our users can trust is our most valuable asset, and it is up to all of us to make sure that we continually earn that trust. All of our communications and other interactions with our users should increase their trust in us.

2.  Usefulness

Our products, features and services should make Atlantic HR Solutions more useful for all our customers. We have many types of customers, from small to large transportation businesses, but one guiding principle: “Is what we are offering useful?”

3.  Privacy, Security and Freedom of Expression

Always remember that we are asking users to trust us with sensitive personnel information. Preserving that trust requires that each of us respect and protect the privacy and security of that information. Our security procedures strictly limit access to and use of customers’ personnel information, and require that each of us take measures to protect user data from unauthorized access. Know your responsibilities under these procedures, and collect, use, and access customer personnel information only as authorized by our security policies, our Privacy Policies and applicable data protection laws.

4.  Responsiveness

Part of being useful and honest is being responsive: We recognize relevant user feedback when we see it, and we do something about it. We take pride in responding to communications from our users, whether questions, problems or compliments. If something is broken, fix it.

5.  Take Action

Any time you feel our customers aren’t being well-served, don’t be bashful—let someone in the company know about it. Continually improving our products and services takes all of us, and we’re proud that our employees take the initiative to step forward when the interests of our customers are at stake.

II. Respect Each Other

We are committed to a supportive work environment, where employees have the opportunity to reach their fullest potential. Each AHR Solutioner is expected to do his or her utmost to create a respectful workplace culture that is free of harassment, intimidation, bias and unlawful discrimination of any kind.

 

Please read the Employee Handbook relevant to your locale. Located in the HR section of our internal corporate site, the Handbook covers in greater detail how we should conduct ourselves at work.

1.  Equal Opportunity Employment

Employment here is based solely upon individual merit and qualifications directly related to professional competence. We strictly prohibit unlawful discrimination or harassment of any kind, including discrimination or harassment on the basis of race, color, religion, veteran status, national origin, ancestry, pregnancy status, sex, gender identity or expression, age, marital status, mental or physical disability, medical condition, sexual orientation or any other characteristics protected by law. We also make all reasonable accommodations to meet our obligations under laws protecting the rights of the disabled.

2.  Positive Environment

Atlantic HR Solutions prohibits unlawful harassment in any form – verbal, physical or visual. If you believe you’ve been harassed by anyone at Atlantic HR Solutions, or by an Atlantic HR Solutions partner or vendor, you should immediately report the incident to your supervisor, Human Resources or both. Similarly, supervisors and managers who learn of any such incident should immediately report it to Human Resources. HR will promptly and thoroughly investigate any complaints and take appropriate action.

3.  Drugs and Alcohol

Our position on substance abuse is simple: It is incompatible with the health and safety of our employees, and we don’t permit it. Consumption of alcohol is not banned at our offices, but use good judgment and never drink in a way that leads to impaired performance or inappropriate behavior, endangers the safety of others or violates the law. Illegal drugs in our offices or at sponsored events are strictly prohibited. If a manager has reasonable suspicion to believe that an employee’s use of drugs and/or alcohol may adversely affect the employee’s job performance or the safety of the employee or others in the workplace, the manager may request an alcohol and/or drug screening. A reasonable suspicion may be based on objective symptoms such as the employee’s appearance, behavior or speech.

4.  Safe Workplace

We are committed to a violence-free work environment, and we will not tolerate any level of violence or the threat of violence in the workplace. Under no circumstances should anyone bring a weapon to work. If you become aware of a violation of this policy, you should report it to Human Resources immediately. In case of potential violence, contact the police.

III. Avoid Conflicts of Interest

In working at Atlantic HR Solutions, we have an obligation to always do what’s best for the company and our users. When you are in a situation in which competing loyalties could cause you to pursue a personal benefit for you, your friends or your family at the expense of Atlantic HR Solutions or our customers, you may be faced with a conflict of interest. All of us should avoid conflicts of interest and circumstances that reasonably present the appearance of a conflict.

 

When faced with a potential conflict of interest, ask yourself:

    • Would this activity create an incentive for me, or be perceived by others to create an incentive for me, to benefit myself, my friends or my family, or an associated business at the expense of Atlantic HR Solutions?
    • Would his activity harm my reputation, negatively impact my ability to do my job at Atlantic HR Solutions, or potentially harm Atlantic HR Solutions?
    • Would his activity embarrass Atlantic HR Solutions or me if it showed up on the front page of a newspaper or a blog?

If the answer to any of these questions is “yes,” the relationship or situation is likely to create a conflict of interest, and you should avoid it.

 

Below, we provide guidance in six areas where conflicts of interest often arise:

    • personal investments
    • outside employment, advisory roles, board seats, and starting your own business
    • business opportunities found through work
    • inventions
    • friends and relatives; co-worker relationships
    • accepting gifts, entertainment and other business courtesies
    • use of Atlantic HR Solutions products and services

In each of these situations, the rule is the same – if you are considering entering into a situation that creates a conflict of interest, don’t. If you are in a situation that may create a conflict of interest, or the appearance of a conflict of interest, review the situation with your manager and Ethics & Compliance. Finally, it’s important to understand that as circumstances change, a situation that previously didn’t present a conflict of interest may present one.

1.  Personal Investments

Avoid making personal investments in companies that are Atlantic HR Solutions competitors or business partners when the investment might cause, or appear to cause, you to act in a way that could harm Atlantic HR Solutions.

When determining whether a personal investment creates a conflict of interest, consider the relationship between the business of the outside company, Atlantic HR Solutions business and what you do at Atlantic HR Solutions, including whether the company has a business relationship with Atlantic HR Solutions that you can influence and the extent to which the company competes with Atlantic HR Solutions. You should also consider 1) any overlap between your specific role at Atlantic HR Solutions and the company’s business, 2) the significance of the investment, including the size of the investment in relation to your net worth, 3) whether the investment is in a public or private company, 4) your ownership percentage of the company, and 5) the extent to which the investment gives you the ability to manage and control the company.

Investments in venture capital or other similar funds that invest in a broad cross-section of companies that may include Atlantic HR Solutions competitors or business partners generally do not create conflicts of interest. However, a conflict of interest may exist if you control the fund’s investment activity.

2.  Outside Employment, Advisory Roles, Board Seats and Starting Your Own Business

Avoid accepting employment or advisory positions with Atlantic HR Solutions competitors or business partners when your judgment could be, or could appear to be, influenced in a way that could harm Atlantic HR Solutions. Atlantic HR Solutions board members and employees who are VP and above should also notify Ethics & Compliance. Finally, do not start your own business if it will compete with Atlantic HR Solutions.

3.  Business Opportunities Found Through Work

Business opportunities discovered through your work here belong first to Atlantic HR Solutions, except as otherwise agreed to by Atlantic HR Solutions.

4.  New Products & Inventions

Developing or helping to develop outside products and inventions that a) relate to Atlantic HR Solutions existing or reasonably anticipated products and services, b) relate to your position at Atlantic HR Solutions, or c) are developed using Atlantic HR Solutions corporate resources may create conflicts of interest and be subject to the provisions of Atlantic HR Solutions Confidential Information and other employment agreements. If you have any questions about potential conflicts or intellectual property ownership involving an outside invention or other intellectual property, consult Ethics & Compliance.

5.  Friends and Relatives; Co-Worker Relationships

Avoid participating in a potential or existing Atlantic HR Solutions business relationship involving your relatives, spouse or significant other, or close friends. This includes being the hiring manager for a position for which your relative or close friend is being considered or being a relationship manager for a company associated with your spouse or significant other.

To be clear, just because a relative, spouse/significant other or close friend works at Atlantic HR Solutions or becomes an Atlantic HR Solutions competitor or business partner doesn’t mean there is a conflict of interest. However, if you are also involved in that Atlantic HR Solutions business relationship, it can be very sensitive. The right thing to do in that situation is to discuss the relationship with your manager and Ethics & Compliance.

Finally, romantic relationships between co-workers can, depending on the work roles and respective positions of the co-workers involved, create an actual or apparent conflict of interest. If a romantic relationship does create an actual or apparent conflict, it may require changes to work arrangements or even the termination of employment of either or both individuals involved. Consult Atlantic HR Solutions Employee Handbook for additional guidance on this issue.

6.  Accepting Gifts, Entertainment and Other Business Courtesies

Accepting gifts, entertainment and other business courtesies from an Atlantic HR Solutions competitor or business partner can easily create the appearance of a conflict of interest, especially if the value of the item is significant. Atlantic HR Solutions Related Gifts & Client Entertainment Policy provides specific guidance on when it is appropriate for Atlantic HR Solutions to accept gifts, entertainment or any other business courtesy (including discounts or benefits that are not made available to all Atlantic HR Solutions employees) from any of our competitors or business partners.

Generally, acceptance of inexpensive “token” non-cash gifts is permissible. In addition, infrequent and moderate business meals and entertainment with clients and infrequent invitations to attend local sporting events and celebratory meals with clients can be appropriate aspects of many Atlantic HR Solutions business relationships, provided that they aren’t excessive and don’t create the appearance of impropriety. Before accepting any gift or courtesy, consult the Gifts & Client Entertainment Policy, and be aware that you may need to obtain manager approval.

Contact Ethics & Compliance if you have any questions. See the discussion of Anti-Bribery Laws in Section VII(d) for guidance on when it is appropriate to give gifts and business courtesies in the course of doing Atlantic HR Solutions business.

7.  Use of Atlantic HR Solutions Products and Services

Avoiding potential conflicts of interest also means that you should not use Atlantic HR Solutions products, services or information in a way that improperly benefits someone you know or creates the appearance that you have an unfair advantage over customers outside of Atlantic HR Solutions. For example, you should never approve Atlantic HR Solutions accounts, services or credits for yourself, your friends, or family members. If you find yourself subject to a conflict of interest regarding an Atlantic HR Solutions product or service, discuss the situation with your manager or Ethics & Compliance.

8.  Reporting

Ethics & Compliance will periodically report to the Atlantic HR Solutions Compliance Board all matters involving Atlantic HR Solutions employees and officers approved under this section of the Code.

IV. Preserve Confidentiality

Company information that leaks prematurely into the press or to competitors can hurt our product launches, eliminate our competitive advantage and prove costly in other ways. Our responsibilities extend beyond not revealing confidential Atlantic HR Solutions material – we must also:

  • properly secure, label and (when appropriate) dispose of confidential Atlantic HR Solutions material;
  • safeguard confidential information that Atlantic HR Solutions receives from others under non‑disclosure agreements; and
  • take steps to keep our trade secrets and other confidential intellectual property secret.

1.  Confidential Information

Atlantic HR Solutions “confidential information” includes financial, product and customer information. Make sure that confidential company material stays that way; don’t disclose it outside of Atlantic HR Solutions without authorization. At times, a particular project or negotiation may require you to disclose confidential information to another party: Disclosure of this information should be on a “need to know” basis and only under a non-disclosure agreement. In addition, Atlantic HR Solutions policy may require a prior security assessment of the outside party that is to receive the confidential information. Be sure to conduct the appropriate due diligence and have the appropriate agreement in place before you disclose the information.

There are, of course, “gray areas” in which you will need to apply your best judgment in making sure you don’t disclose any confidential information. Suppose a friend who works at a human resource firm asks you informally how to the per diem software parameters were devised: Directing your friend to the IRS website where per diem information is available in published articles and official guidance isn’t likely to be a problem, but giving tips that aren’t publicly known definitely would be. If you’re in a gray area, be cautious in what advice or insight you provide or, better yet, ask for guidance from Ethics & Compliance.

And don’t forget about pictures you and your guests take at Atlantic HR Solutions – it is up to you to be sure that those pictures don’t disclose confidential information.

Finally, some of us will find ourselves having family or other personal relationships with people employed by our competitors or business partners. As in most cases, common sense applies. Don’t tell your significant other or family members anything confidential, and don’t solicit confidential information from them about their company.

2.  Atlantic HR Solutions Partners

Just as you are careful not to disclose confidential Atlantic HR Solutions information, it’s equally important not to disclose any confidential information from our partners. Don’t accept confidential information from other companies without first having all parties sign an appropriate non-disclosure agreement approved by Corporate. Even after the agreement is signed, try only to accept as much information as you need to accomplish your business objectives.

3.  Competitors/Former Employers

We respect our competitors and want to compete with them fairly. But we don’t want their confidential information. The same goes for confidential information belonging to any employee’s former employers. If an opportunity arises to take advantage of a competitor’s or former employer’s confidential information, don’t do it. Should you happen to come into possession of a competitor’s confidential information, contact Corporate immediately.

4.  Outside Communications

You probably know that our policy is to be extremely careful about disclosing company information, and never to disclose any confidential information without authorization. It’s also a bad idea to post your opinions or information about Atlantic HR Solutions on the Internet, even if not confidential, unless you’re authorized to do so as part of your job. Your comments may be attributed to Atlantic HR Solutions, even though you didn’t mean it that way. And never discuss the company with the press unless you’ve been explicitly authorized to do so by Corporate. Finally, check with your manager and Corporate before accepting any public speaking engagement. In general, before making any external communication or disclosure, you should consult our Employee Communications Policy and our Communications and Disclosure Policy.

V. Protect Atlantic HR Solutions’ Assets

Atlantic HR Solutions has a well-earned reputation for generosity with our employee benefits and openness with confidential information shared within the company. Our ability to continue these practices depends on how well we conserve company resources and protect company assets and information.

1.  Intellectual Property

Atlantic HR Solutions’ intellectual property rights (our trademarks, logos, copyrights, trade secrets, “know-how” and patents) are among our most valuable assets. Unauthorized use can lead to their loss or serious loss of value. The Marketing team must clear any use of Atlantic HR Solutions’ trademarks and logos in advance. Report any suspected misuse of trademarks, logos or other Atlantic HR Solutions intellectual property to Corporate.

Likewise, respect the intellectual property rights of others. Inappropriate use of others’ intellectual property may expose Atlantic HR Solutions and you to criminal and civil fines and penalties. Please seek advice from Corporate before you solicit, accept or use proprietary information from others or let others use or have access to Atlantic HR Solutions proprietary information. You should also check with Corporate if developing a product that uses content not belonging to Atlantic HR Solutions.

2.  Company Equipment

Atlantic HR Solutions gives us the tools and equipment we need to do our jobs effectively, but counts on us to be responsible and not wasteful with the Atlantic HR Solutions stuff we are given. Nobody’s going to complain if you snag an extra bagel on Friday morning, but company funds, equipment and other physical assets are not to be requisitioned for purely personal use. Not sure if a certain use of company assets is okay? Please ask your manager or Human Resources.

3.  The Network

Atlantic HR Solutions’ communication facilities (which include both our network and the hardware that uses it, like computers and mobile devices) are a critical aspect of our company’s property, both physical and intellectual. Be sure to follow all security policies. If you have any reason to believe that our network security has been violated – for example, you lose your laptop or smart phone or think that your network password may have been compromised – please promptly report the incident to Information Security. For more information, consult Atlantic HR Solutions’ security policies.

4.  Physical Security

If you’re not careful, people will steal your stuff. Always secure your laptop, important equipment and your personal belongings, even while on Atlantic HR Solutions’ premises.

5.  Use of Atlantic HR Solutions Equipment and Facilities

Anything you do using Atlantic HR Solutions’ corporate electronic facilities (e.g., our computers, mobile devices, network, etc.) or store on our premises (e.g., letters, memos and other documents) might be disclosed to people inside and outside the company. For example, Atlantic HR Solutions may be required by law (e.g., in response to a subpoena or warrant) to monitor, access and disclose the contents of corporate email, voicemail, computer files and other materials on our electronic facilities or on our premises. In addition, the company may monitor, access and disclose employee communications and other information on our corporate electronic facilities or on our premises where there is a business need to do so, such as protecting employees and users, maintaining the security of resources and property, or investigating suspected employee misconduct.

6.  Employee Data

We collect and store personal information from employees around the country. Access this data only in line with local law and Atlantic HR Solutions internal policies, and keep it secure according to those standards.

VI. Ensure Financial Integrity and Responsibility

Financial integrity and fiscal responsibility are core aspects of corporate professionalism. This is more than accurate reporting of our financials, though that’s certainly important. The money we spend on behalf of Atlantic HR Solutions is not ours; it’s the company’s and, ultimately, our shareholders’. Each person at Atlantic HR Solutions – not just those in Finance – has a role in making sure that money is appropriately spent, our financial records are complete and accurate and internal controls are honored. This matters every time we hire a new vendor, expense something to Atlantic HR Solutions, sign a new business contract or enter into any deals on Atlantic HR Solutions behalf.

 

To make sure that we get this right, Atlantic HR Solutions maintains a system of internal controls to reinforce our compliance with Corporate, accounting, tax and other regulatory requirements in every location in which we operate.

 

Stay in full compliance with our system of internal controls, and don’t hesitate to contact Ethics & Compliance or Finance if you have any questions. What follows are some core concepts that lie at the foundation of financial integrity and fiscal responsibility here at Atlantic HR Solutions.

1.  Spending Atlantic HR Solutions Money

A core Atlantic HR Solutions value has always been to spend money wisely. When you submit an expense for reimbursement or spend money on Atlantic HR Solutions behalf, make sure that the cost is reasonable, directly related to company business and supported by appropriate documentation. Always record the business purpose (e.g., if you take someone out to dinner on Atlantic HR Solutions, always record in our expense reimbursement tool the full names and titles of the people who attended as well as the reason for the dinner) and comply with other submission requirements. If you’re uncertain about whether you should spend money or submit an expense for reimbursement, check with your manager. Managers are responsible for all money spent and expenses incurred by their direct reports, and should carefully review such spend and expenses before approving.

2.  Signing a Contract

Each time you enter into a business transaction on Atlantic HR Solutions behalf, there should be documentation recording that agreement, approved by the Corporate. Signing a contract on behalf of Atlantic HR Solutions is a very big deal. Never sign any contract on behalf of Atlantic HR Solutions unless all of the following are met:

    • You are authorized to do so under our Signature Authority and Approval Policy. If you are unsure whether you are authorized, ask your manager;
    • The contract has been approved by Corporate. If you are using an approved Atlantic HR Solutions form contract, you don’t need further Corporate approval unless you have made changes to the form contract or are using it for other than its intended purpose; and
    • You have studied the contract, understood its terms and decided that entering into the contract is in Atlantic HR Solutions’ interest.

All contracts at Atlantic HR Solutions should be in writing and should contain all of the relevant terms to which the parties are agreeing – Atlantic HR Solutions does not permit “side agreements,” oral or written.

3.  Recording Transactions

If your job involves the financial recording of our transactions, make sure that you’re fully familiar with all of the Atlantic HR Solutions policies that apply, including our revenue recognition policy and our purchasing policy.

Immediately report to Finance any transactions that you think are not being recorded correctly.

4.  Reporting Financial or Accounting Irregularities

It goes without saying (but we’re going to say it anyway) that you should never, ever interfere in any way with the auditing of Atlantic HR Solutions’ financial records. Similarly, you should never falsify any record or account, including time reports, expense accounts and any other Atlantic HR Solutions records.

Familiarize yourself with our Reporting of Financial and Accounting Concerns Policy. If you suspect or observe any of the conduct mentioned above or, for that matter, any irregularities relating to financial integrity or fiscal responsibility, no matter how small, immediately report them to Ethics & Compliance.

5.  Hiring Suppliers

As Atlantic HR Solutions grows, we enter into more and more deals with suppliers of equipment and services. We should always strive for the best possible deal for Atlantic HR Solutions. This almost always requires that you solicit competing bids to make sure that you’re getting the best offer. While price is very important, it isn’t the only factor worth considering. Quality, service, reliability and the terms and conditions of the proposed deal may also affect the final decision. Please do not hesitate to contact the Purchasing team if you have any questions regarding how to procure equipment or services.

6.  Retaining Records

It’s important that we keep records for an appropriate length of time. The Atlantic HR Solutions Record Retention Policy suggests minimum record retention periods for certain types of records. These are great guidelines, but keep in mind that legal requirement, accounting rules and other external sources sometimes specify longer retention periods for certain types of records, and those control where applicable. In addition, if asked by Corporate to retain records relevant to a litigation, audit or investigation, do so until Corporate tells you retention is no longer necessary. If you have any questions regarding the correct length of time to retain a record, contact the Corporate.

VII. Obey the Law

Atlantic HR Solutions takes its responsibilities to comply with laws and regulations very seriously and each of us is expected to comply with applicable legal requirements and prohibitions. While it’s impossible for anyone to know all aspects of every applicable law, you should understand the major laws and regulations that apply to your work. Take advantage of Corporate and Ethics & Compliance to assist you here. A few specific laws are easy to violate unintentionally and so are worth pointing out here:

1.  Competition Laws

Most countries have laws – known as “antitrust,” “competition,” or “unfair competition” laws – designed to promote free and fair competition. Generally speaking, these laws prohibit 1) arrangements with competitors that restrain trade in some way, 2) abuse of intellectual property rights, and 3) use of market power to unfairly disadvantage competitors.

Certain conduct is absolutely prohibited under these laws, and could result in your imprisonment, not to mention severe penalties for Atlantic HR Solutions. Examples of prohibited conduct include:

    • agreeing with competitors about prices
    • agreeing with competitors to rig bids or to allocate customers or markets
    • agreeing with competitors to boycott a supplier or customer

Other activities can also be illegal, unfair, or create the appearance of impropriety. Such activities include:

    • sharing competitively sensitive information (e.g., prices, costs, market distribution, etc.) with competitors
    • entering into a business arrangement or pursuing a strategy with the sole purpose of harming a competitor
    • using Atlantic HR Solutions’ size or strength to gain an unfair competitive advantage

Although the spirit of these laws is straightforward, their application to particular situations can be quite complex. Atlantic HR Solutions is committed to competing fair and square, so please contact Ethics & Compliance if you have any questions about the antitrust laws and how they apply to you. Any personnel found to have violated Atlantic HR Solutions’ antitrust policies will, subject to local laws, be disciplined, up to and including termination of employment. If you suspect that anyone at the company is violating the competition laws, notify Ethics & Compliance immediately.

2.  Insider Trading Laws

As we said earlier, internally we share information, including non-public information, about Atlantic HR Solutions’ business operations pretty freely (think of TGIF). In addition, you may overhear a hallway conversation or come across a memo about a big publicly traded transportation customer at a copy machine, either of which might involve confidential information. To use this nonpublic information to buy or sell stock, or to pass it along to others so that they may do so, could constitute insider trading. Insider trading not only violates this Code, it violates the law. Don’t do it.

3.  Anti-Bribery Laws

Like all businesses, Atlantic HR Solutions is subject to lots of laws that prohibit bribery in virtually every kind of commercial setting. The rule for us at Atlantic HR Solutions is simple – don’t bribe anybody, anytime, for any reason.

Non-government relationships. You should be careful when you give gifts and pay for meals, entertainment or other business courtesies on behalf of Atlantic HR Solutions. We want to avoid the possibility that the gift, entertainment or other business courtesy could be perceived as a bribe, so it’s always best to provide such business courtesies infrequently and, when we do, to keep their value moderate. Consult Atlantic HR Solutions’ Non-Government Related Gifts and Client Entertainment Policy before providing any business courtesies and contact Ethics & Compliance if you have any questions.

Dealing with government officials. Offering gifts, entertainment or other business courtesies that could be perceived as bribes becomes especially problematic if you’re dealing with a government official. “Government officials” include any government employee; candidate for public office; or employee of government-owned or -controlled companies, public international organizations, or political parties. Several laws around the world, including the U.S. Foreign Corrupt Practices Act, specifically prohibit offering or giving anything of value to government officials to influence official action or to secure an improper advantage. This not only includes traditional gifts, but also things like meals, travel, political or charitable contributions and job offers for government officials’ relatives. Never give gifts to thank government officials for doing their jobs. By contrast, it can be permissible to make infrequent and moderate expenditures for gifts and business entertainment for government officials that are directly tied to promoting our products or services (e.g., providing a modest meal at a day-long demonstration of Atlantic HR Solutions products). Payment of such expenses can be acceptable (assuming they are permitted under local law) but may require pre-approval from Ethics & Compliance under Atlantic HR Solutions’ Anti-Bribery and Government Ethics Policy.

The U.S. also has strict rules that severely limit the ability of a company or its employees to give gifts and business courtesies to a U.S. government official and also limit the official’s ability to accept such gifts. The Honest Leadership and Open Government Act prohibits giving any gifts, including travel and other courtesies, to Members, Officers and employees of the U.S. Senate and House of Representatives unless they fit within one of a number of specific exceptions. Gifts to employees of the U.S. executive branch are also regulated and subject to limits. Finally, state and local government officials in the U.S. are also subject to additional legal restrictions. Consult Atlantic HR Solutions’ Anti-Bribery and Government Ethics Policy before giving any such gifts or business courtesies and obtain all required pre-approvals.

In sum, before offering any gifts or business courtesies to a U.S. or other government official, you should consult Atlantic HR Solutions’ Anti-Bribery and Government Ethics Policy. Carefully follow the limits and prohibitions described there, and obtain any required pre-approvals. If after consulting the Policy you aren’t sure what to do, ask Ethics & Compliance.

VIII. Conclusion

Atlantic HR Solutions aspires to be a different kind of human resource company. It’s impossible to spell out every possible ethical scenario we might face. Instead, we rely on one another’s good judgment to uphold a high standard of integrity for our company and ourselves. We expect all Atlantic HR Solutions to be guided by both the letter and the spirit of this Code. Sometimes, identifying the right thing to do isn’t an easy call. If you aren’t sure, don’t be afraid to ask questions of your manager, Corporate or Ethics & Compliance.