Abuse or improper use of benefits and allowances::Soliciting, accepting or abusing company-provided employee benefits, leaves or allowances such as insurance for a non-existent or pre-existing condition, paid leaves of absence, etc.
Harassment, Discrimination Mixed::
Workplace harassment of subordinates by a superior/negative leadership::When a superior takes advantage of his command, whether for his own benefit or not, to treat a person improperly, incorrectly, inappropriately, improperly, unlawfully or illegally.
Labor and/or Psychological Harassment, Mobbing, Harassment::Any act, word, conduct or action directed towards a person or group that bothers, alarms, causes emotional distress, discredits, defames, denigrates, instills fear, despises or disturbs the integrity and healthy coexistence (not including physical violence or extortion).
Work and personal effects::Affectations or drop in work performance due to a personal, family or health situation, which may occur outside the work environment or due to the fulfillment of the responsibilities of the position.
Conduct against morals or inappropriate behavior, disputes or problems between coworkers.::Deliberately behaving in an immoral or wrongful manner, deliberately violating rules or good manners, causing a nuisance or behaving in a manner contrary to the good working environment.
Undue hiring or remuneration::Hiring, remunerating or compensating personnel outside of what is authorized; or for personal gain and against the best interests of the company.
Unjustified dismissal or incorrect liquidations::When an employee is dismissed or forced to resign for no apparent reason or because of a situation that does not merit dismissal or because of actions of other persons that are not the responsibility of the person, or when the terms of the settlement do not comply with what the employee is legally entitled to
Intentionally discrediting the reputation of a third party.::Intentionally damaging the prestige, credibility or reputation of another person with testimony that you know to be false, markedly dubious or unethical.
Discrimination::Inappropriate treatment, humiliation or humiliation of a person or group because of race, color, sex, gender, religious beliefs, national origin, age, disability, sexual orientation.
Labor disputes or disagreements::Controversies, non-conformities or problems regarding salaries, schedules, working hours, benefits, allowances, leaves of absence, disability, vacations.
Concealment, collusion, complicity / Violation of the "No Complicity" Policy::When witnessing an unethical situation that affects the best interests of the company and this act is not reported or denounced through EthicsGlobal's ethics line or the channels established for this purpose, or when being complicit in this action although the employee does not directly participate in the facts, and any violation of the company's "No complicity" policy.
Deception, simulations to omit a responsibility or to obtain an employment benefit::Any method, action, or omission made by an employee for the purpose of deceiving, misleading, or misrepresenting, with or without benefit to the employee, an action that is contrary to the best interests of the company.
Sexual Harassment::Insinuations, words or actions with sexual content with or without intent to reciprocate, which may cause moral or psychological harm, making the person who receives it feel vulnerable.
Insubordination and noncompliance with work processes or inadequate job performance and performance::Any refusal by an employee to follow the directives of his or her supervisor or manager related to his or her responsibilities, processes, work rules and duties or to do so with poor performance.
Limitations on professional or occupational development and on the expression of occupational opinions::When there are no conditions or someone impedes the possibilities to grow or develop professionally and professionally and to express opinions and ideas to positively influence the company.
Nepotism or favoritism by cronyism or any other personal relationship::Refers to the treatment, hiring or favorable relationships, whether real or perceived, of an employee with members of his or her family or people where he or she has a personal relationship outside of work.
Other matters affecting human resources::Other issues not described in the classification that affect human resources.
Inadequate procedures, work processes, directives, orders and work environment::All those actions, orders, directives or established operating processes and procedures that are observed to be counterproductive to the productivity of the operation or that generate an inappropriate work environment.
Labor retaliation::Actions or punishments taken against an employee to the detriment of his or her working conditions for reporting unethical situations or participating in or witnessing an investigation or not agreeing to be part of or complicit in a situation against a person's will.
Retaliation for the correct use of EthicsGlobal's EthicsLine::Acciones o castigos contra cualquier persona por haber hecho uso de la línea ética para reportar cualquier acción.
Inadequate use of the ethical line, with intentionally false information.::Any use of the ethical line with the intention of harming a third party or the company, with or without personal benefit, with arguments that you know to be false or fabricated.