Illustration of the Company

Becoming a part of the company does not give you the automatic authority to represent the company. It will also include the Organization’s right to make remarks to the media and other individuals or organizations. Without the prior written consent of the Head, CEO, or Chairman on a particular brief, no employee may speak to the media on behalf of the Organization, including on social media

Employees are forbidden to use the Organization’s letterheads and stationery for personal communication or purposes unrelated to the Organization’s operations

Environment Free From Bribery

Z-JANS forbids giving or accepting any gift, money, or other favour in exchange for gaining an advantage (whether professional or personal), including kickbacks, hospitality, job offers, work placements, or investment possibilities.
Just asking for or offering a bribe suffices; it need not be paid or accepted
Workers are prohibited from making any promises, gifts, payments, or other benefits to third parties (directly or indirectly) to encourage or reward inappropriate behavior or to improperly influence or seek to influence any decision made by third parties in a way that benefits us
No gift, payment, or another advantage from any person (directly or indirectly) may be requested, accepted, or agreed to by employees as a reward for improper behavior or as a means of influencing or creating the impression that it is improperly intended to influence, decisions made by the Organization improperly

Whistle Blower Policy

Workers everywhere are expected to report any suspected fraud that comes to their attention and share responsibility for preventing and detecting fraud in their respective areas of work. Employees must immediately tell their department head, group head, or those in charge of investigations if they suspect fraudulent behavior. According to established protocols, when a Department Head or Group Head is suspected of participating in fraudulent behavior, the problem should be reported to the next higher level of supervision, or an employee must report suspicious activity immediately
Maintaining a strong internal control system and conducting business within the established limitations are the duties of the Board of Directors, Senior Management, and Department Heads
The whistleblower's name will be kept private, and it will be ensured that blowing the whistle does not harm the whistle. On the other hand, personal animosities or intents are not permitted on this channel

Diversity, Equity & Inclusion:

Diversity in the workforce, fairness in our systems, and an inclusive culture are priorities for Z-JANS and its OPCOs.

Z-JANS is dedicated to fostering an inclusive work environment where discrimination against individuals based on religion, race, ethnicity, origin, language, gender, age, sexual orientation, handicap, socioeconomic status, educational background, or professional experience is not tolerated
The policy covers, among other things, our hiring practices, compensation, learning and development, transfers, promotions, social and recreational programs, employee lifecycles, and the continuous creation of an environment at work that is based on gender, diversity, and equity

In general, Z-JANS views inclusion as utilizing and capitalizing on the diversity within the workforce to foster an atmosphere where individuals are respected for their unique qualities and feel community inside the Organization

Harassment and bullying at work:

Every Z-JANS employee must treat everyone with respect and decency, including teammates, clients, partners in business, and other stakeholders. Z-JANS aim to create a workplace free from interruptions and disturbances brought about by disrespectful, inconsiderate, or improper behavior

Harassment on the grounds of gender, race, color, religion, age, national origin, handicap, or any other characteristic is prohibited by Z-JANS
Harassment comprises, but is not limited to, verbal abuse, ridicule, including slurs, epithets, and stereotyping, offensive jokes and comments, threatening, intimidating, or hostile acts, and displaying or distributing offensive materials, writings, graffiti, or pictures. Harassment is prohibited in the workplace and off the premises, including at social activities conducted or sponsored by the Organization
It shall be a clear violation of this policy for any member to harass or discriminate against employees during their employment. Any member who witnesses or suffers harassment or discrimination from another member should report the harassment to their HRBP, department head, or supervisor
Bullying at work is inappropriate in every way. Bullying encompasses a wide range of cruel, dehumanizing, and frightening sexual, verbal, nonverbal, and physical behaviors. In any case, these actions are inappropriate and must be reported to the appropriate parties

Sexual Harassment:

Requests for sexual favors, unwanted sexual approaches, and other vocal or corporeal acts of a sexual character when consent is given either overtly or covertly are all considered forms of sexual harassment
Sexual harassment encompasses a range of behaviors, including but not limited to persistently approaching someone for a romantic relationship; displaying images, posters, calendars, graffiti, objects, promotional materials, reading materials, or other materials that are sexually suggestive, demeaning, or pornographic; and sexually suggestive, noisy, remarks, jokes, or comments about someone's sexuality or sexual experience. Sexual harassment occurs when an employer bases a choice about hiring or suggests that one will be made based on whether an employee accepts or rejects sexual advances