“Good Ethics is Good Business”
Statement of Our Core Values
We look forward to working with you to eliminate the preventable cost of workers compensation due to patient lifting, transfers and repositioning, saving staff time and enhancing patient care.
ErgoCare has been proudly providing patient lifting, transfer, repositioning and other health care solutions for over 15 years. We specialize in solutions and training for moving partial and fully dependent patients.
Commitment, Community, Efficiency, Integrity, Passion, Quality, Respect, & Service Excellence
We look forward to meeting our mutual goals of eliminating workers compensation (a preventable cost), while saving staff time and enhancing patient care.
Build Trust and Credibility
The success of our business is dependent on the trust and confidence we earn from our employees and customers. We gain credibility by adhering to our commitments, conducting business honestly and ethically, and reaching company goals where ever we operate in the world. It is easy to say what we must do, but the proof is in our actions.
We will constantly improve the quality of our services, products and operations thus creating a reputation of honesty, fairness, respect, responsibility, integrity, trust and sound business judgment. No illegal or unethical conduct on the part of the officers, directors, employees or affiliates is in the company’s best interest. ErgoCare Inc. will not compromise its principles for short term advantage.
Respect for the Individual
We all deserve to work in an environment where we are treated with dignity and respect. ErgoCare Inc. is committed to creating such an environment because it brings out the full potential in each of us, which, in turn, contributes directly to our business success. We cannot afford to let anyone’s talents go to waste.
ErgoCare Inc. is an equal opportunity employer and is committed to providing a workplace that is free of discrimination of all types from abusive, offensive or harassing behavior. Any employee who feels harassed or discriminated against should report the incident to his or her manager or to human resources. We always strive to be fair and objective in our advice and actions, and we are never influenced in our decisions, actions or recommendations by issues of gender, race, creed, color age, or personal disability.
Create a Culture of Open and Honest Communication
At ErgoCare Inc. everyone should feel comfortable to speak his or her mind, particularly with respect to ethics concerns. Managers have a responsibility to create an open and supportive environment where employees feel comfortable raising such questions. We all benefit tremendously when employees exercise their power to prevent mistakes or wrongdoing by asking the right questions at the right times.
ErgoCare Inc. will investigate all reported instances of questionable or unethical behavior. In every instance where improper behavior is found to have occurred, the company will take appropriate action. We will not tolerate retaliation against employees who raise genuine ethics concerns in good faith.
For your information, ErgoCare Inc.’s whistleblower policy is as follows:
Employees are encouraged, in the first instance, to address such issues with their managers or the HR manager, as most problems can be resolved swiftly. If for any reason that is not possible or if an employee is not comfortable raising the issue with his or her manager or HR, ErgoCare Inc.’s Chief Operations Officer, does operate with an open-door policy.
Set Tone at the Top
Management has the added responsibility for demonstrating, through their actions, the importance of this Code. In any business, ethical behavior does not simply happen; it is the product of clear and direct communication of behavioral expectations, modeled from the top and demonstrated by example. Again, ultimately, our actions are what matters.
To make our Code work, managers must be responsible for promptly addressing ethical questions or concerns raised by employees and for taking the appropriate steps to deal with such issues. Managers should not consider employees’ ethics concerns as threats or challenges to their authority, but rather as another encouraged form of business communication. At ErgoCare Inc. we want the ethics dialogue to become a natural part of daily work.
Uphold the Law
ErgoCare Inc.’s commitment to integrity begins with complying with laws, rules and regulations where we do business. Further, each of us must have an understanding of the company policies, laws, rules and regulations that apply to our specific roles. If we are unsure of whether a contemplated action is permitted by law, or ErgoCare Inc. policy, we should seek the advice from the resource expert. We are responsible for preventing violations of law and for speaking up if we see possible violations. Our actions and advice will always conform to relevant law, and we believe that all businesses and organizations, should avoid causing and adverse effect on the human rights of people in the organizations we deal with, the local and wider environments, and the wellbeing with society at large.
Officers, directors, and employees of ErgoCare Inc. will often come in contact with, or have possession of proprietary, confidential or business sensitive information and must take appropriate steps to assure that such information is strictly safeguarded. This information, whether it is on behalf of our company or and of our clients or affiliates should be treated with sensitivity and discretion and must not be disclosed to anyone except those within the company whose position require use of the information.
We will not selectively disclose (whether in one-on-one or small discussions, meetings, presentations, proposals or otherwise) any material nonpublic information with respect to ErgoCare Inc., its securities, business operations, plans, financial condition, results of operations or any development plan. We should be particularly vigilant when making presentations or proposals to customers to ensure that our presentations do not contain material that is nonpublic information.
Conflict of Interest
We must avoid any relationship or activity that might impair, or even appear to impair, our ability to make objective and fair decisions when performing our jobs. At times, we may be faced with situations where the business actions we take on behalf of ErgoCare Inc. may conflict with our own personal or family interests because of the course of action that is best for us personally may not also be the best course of action for ErgoCare Inc. We owe a duty to ErgoCare Inc. to advance its legitimate interests when the opportunity to do so arises. We must never use ErgoCare Inc. property or information for personal gain or personally take for ourselves any opportunity that is discovered through our position with ErgoCare Inc.
Determining whether a conflict of interest exists is not always easy to do. Employees with a conflict of interest question should seek advice from management. Before engaging in any activity, transaction or relationship that might give rise to a conflict of interest, employees must seek review from their managers or the HR department.
We create, retain and dispose of our company records as part of our normal course of business in compliance with all ErgoCare Inc. policies and guidelines, as well as all regulatory and legal requirements.
All corporate records must be true, accurate and complete, and company data must be promptly and accurately entered in our books in accordance with ErgoCare Inc.’s and other applicable accounting principles.
Promote Substance over Form
Although ErgoCare Inc.’s guiding principles cannot address every issue or provide answers to every dilemma, they can define the spirit in which we intend to do business and should guide us in our daily conduct.
Each of us is responsible for knowing and adhering to the values and standards set forth in this Code and for raising questions if we are uncertain about company policy. If we are concerned whether the standards are being met or are aware of violations of the Code, we must contact the HR department.
ErgoCare Inc. takes the standards set forth in the Code seriously, and violations are cause for disciplinary action up to and including termination of employment.
Mitchell Niedbalec / email@example.com
Chief Operations Manager
Sally Sledge / firstname.lastname@example.org