Code of Conduct
The purpose of this document is to describe the way Goodtime does business, and how the company and the people working in it are expected to behave in day-to-day relationships with the company, fellow staff, customers and suppliers.
We are all individually responsible for knowing and adhering to the values and standards set out in this Code, and for raising the issue with our manager if we become aware it is being violated, or that standards are not being met.
Goodtime takes the standards set out in the Code very seriously. Violations may be cause for disciplinary action up to and including termination of employment.
Goodtime will investigate all reported instances of questionable or unethical behavior with the aid of the Staff Representatives Committee. The company will take appropriate action if improper behavior is found to have occurred.
Trust and Confidence
Goodtime’s success as a company is dependent on the trust and confidence we earn from our employees, customers and stakeholders. We gain credibility by fulfilling our commitments, displaying honesty and integrity in all things, and achieving personal and company goals solely through honorable conduct.
Set the Tone at the Top
Managers will demonstrate the importance of this Code through their actions. We do this through clear and direct communication of behavioral expectations, modeled from the top and demonstrated by example.
Managers are responsible for promptly addressing ethical questions or concerns raised by employees, and for taking the appropriate steps to deal with any issues.
Culture of Open and Honest Communication
At Goodtime everyone should feel able to speak his or her mind, particularly with respect to ethical concerns. We have a responsibility to create an accessible, open and supportive environment where employees feel comfortable raising sometimes difficult questions.
We demonstrate this by our personal behavior, and by actively supporting the Staff Representative Committee.
Respect for the Law
Goodtime as a company, and all Goodtime staff, will comply with New Zealand’s laws and all relevant regulations. Goodtime staff will comply with all Goodtime company policies, rules and regulations.
If we are unsure of whether a contemplated action is permitted by law or Goodtime policy, we will seek advice from the appropriate manager. We take responsibility for preventing violations of law and Goodtime policies, and for speaking up if we see possible violations.
Mutual Respect in the Employment Relationship
Goodtime believes that everybody deserves to be treated with dignity and respect both in our day to day lives, and while at work. We believe this brings out the full potential in each of us, which, in turn, contributes directly to our business success.
Goodtime is committed to providing a workplace that is free of discrimination of all types including abusive, offensive or harassing behavior. Any employee who feels harassed or discriminated against is actively encouraged to report the incident to his or her manager.
For clarity and the removal of doubts in this area, we have a written Dignity and Respect policy which is displayed prominently throughout our bakery. This sets out the behaviors and attitudes that we expect, and those we will not tolerate. Take a look at our “Dignity and Respect Charter“.
We think it is reasonable to expect the respect and support we show to our employees is reflected back on to us. We expect our employees to support Goodtime’s aims and objectives, and co-operate in our efforts to become “a great place to work”. We expect our employees to to avoid making negative comments about Goodtime, or our products, to their colleagues, their families, or in their personal use of social media.
Respect for our Competitors and Suppliers
We believe in ethical, fair and vigorous competition. We promote and sell Goodtime products on their merits, superior quality, and value for money.
We make our own independent pricing and marketing decisions. We will not cooperate or coordinate our activities with competitors. We will not solicit or offer improper payments, gratuities, or other benefits in connection with the purchase of goods or services for Goodtime or the sales of its products.
We will not acquire or seek to acquire a competitor’s trade secrets or other proprietary or confidential information by improper means. We will not engage in unauthorised use, copying, distribution or alteration of software or other intellectual property. We will not seek to acquire an unfair advantage over our suppliers through improper or underhand means.
Confidential and Proprietary Information
As an employer, and as a business, we have to collect, hold and keep secure various non-public data relating to employees, other individuals and other companies with whom we trade.
Except as required by law, we will never disclose this data to a third party without the express permission of the individuals or companies concerned.
Health and Safety (H&S)
Goodtime is dedicated to maintaining a healthy and safe working environment. We have an active H&S committee that meets monthly, or more frequently if necessary. The committee is focused on ‘early warning’ and ‘near miss’ reporting, and the prevention of accidents or injuries. Its work and outcomes are followed closely at Board level. H&S training is provided to all staff through compulsory Goodtime unit standards.
Staff must report all accidents and ‘near miss’ events to their manager or a H&S representative so the appropriate enquiries can be made, and any necessary actions taken.
Food Safety Program (FSP) and Risk Management Program (RMP)
We will follow the requirements of our FSP and RMP at all times, for all products. These externally audited programs demonstrate to our customers that we consistently and reliably maintain high production standards. There are no shortcuts when it comes to Food Safety.
Conflicts of Interest
At times, we may be faced with situations where the business actions we take on behalf of Goodtime may conflict with our own personal or family interests.
Determining whether a conflict of interest exists is not always easy. Before engaging in any activity, transaction or relationship that might give rise to a conflict of interest, or the appearance of a conflict, employees must seek advice from their managers.
As a good employer, we must also take care not to place an employee in a situation where a conflict of interest could exist, or appear to exist.
Records and Reports
We will create, retain and dispose of our company records as part of our normal course of business in compliance with all Goodtime policies and guidelines, as well as all regulatory and legal requirements.
True and complete company data must be promptly and accurately entered in our books in accordance with Goodtime’s and other applicable accounting principles.
We will cooperate fully with any auditor engaged to perform an independent audit of Goodtime books, records, processes or internal controls.
Gifts, Gratuities and Business Courtesies
Goodtime is committed to competing solely on the merit of our products and services. We will avoid any actions that could create a perception that favorable treatment was sought, received or given in exchange for gifts, gratuities, meals, refreshments, entertainment or other benefits from persons or companies with whom Goodtime does or may do business.
We will neither give nor accept business courtesies that could be perceived as inducements that would violate laws, regulation, or Goodtime’s policies, or would cause embarrassment or reflect negatively on Goodtime’s reputation.
We recognize that it is a long-standing business practice for suppliers or other companies to give gifts to Goodtime, or individual Goodtime staff, at various times of the year, particularly at Christmas, and that refusing or returning such gifts would be impractical, or cause offence.
Individual Goodtime staff may therefore accept gifts on behalf of Goodtime. However, all gifts to individuals of greater than nominal value (e.g. promotional ballpoint pens, writing pads, etc.) will become Goodtime property to be declared to the General Manager, who will decide how the gifts are to be distributed among Goodtime staff.
Personal Use of Company Resources
Employees and those who represent Goodtime are trusted to behave responsibly and use good judgment about the fair and reasonable personal use of company resources. Managers are responsible for the resources assigned to them and are empowered to resolve issues concerning their proper use.
Media and Social Media
Goodtime is a high-profile company in our community, and from time to time, employees may be approached by reporters and other members of the media. To ensure that we speak with one voice and provide accurate information all media inquiries should be directed to the General Manager. All press releases must be authorised by the General Manager or his/her deputy.
Employees who receive enquiries about Goodtime via social media should discuss their response with their manager. The expectations laid out under the ‘Mutual Respect’ heading above apply in this case.
Do the Right Thing
Several key questions can help identify situations that may be unethical, inappropriate or illegal. Ask yourself:
- Does what I am doing comply with the Goodtime Code of Conduct and company policies?
- Have I been asked to misrepresent information or deviate from normal procedure?
- Would I feel comfortable describing my decision at a staff meeting?
- How would it look if it made the headlines?
- Am I being loyal to my family, my company and myself?
- What would I tell my child to do?
- Is this the right thing to do?