Code of Business Conduct

Building on the United Nations (UN) 10 Principles of the Global Compact and UN´s guiding principles on Business and Human Rights, our Code of Business Conduct sets expectations for personal conduct and business practice, ensuring a common commitment to all applicable laws, regulations, and standards of behaviours when dealing with each other, our business partners and our stakeholders.

In Hytech we commit to act in an ethical, sustainable and responsible manner in compliance with applicable laws and practice a good corporate governance..

OUR VISION

Empower people today to create a better tomorrow

Our Why’s (Beliefs)

Our WHY’s are our core beliefs and the purpose of why Hytech exists.

• We are dedicated to build a sustainable future and enhance the performance of the world´s energy industry.
• We have our greatest people working together and provide excellent quality in whatever we do. We maintain reliable products and services, project execution and installation lifecycle, to solve our customers´ challenges.
• We are passionate about embracing future forward design and solutions, to realize opportunities in the markets we serve.
• We will deliver resources and solutions for long-term value creation in the transition to the low-carbon society of the future.
• We are committed to taking care of our employees and foster a culture of environmental responsibility within our workforce and workspaces.
• Through digitalization, business tools and efficient systems, we will work towards a paperless Hytech.

Our What’s (Results)

Our WHATs include the products we sell and the services we offer, as well as marketing, culture and who we hire.

• We identify and invest in growth.
• We differentiate Hytech from our competitors.
• We develop and incorporate new technology.
• We improve financial security.
• We delight our customers.
• We attract and retain a world class workforce.

Our WHATs changes over time, but our WHY and HOWs remains consistent.

Speaking Up

We want our employees, contractors, vendors, third parties and other stakeholders to feel comfortable about speaking up whenever they have a question or  concern about our code, or if they see something that they feel is unethical or unsafe.

What do you do if you have a concern?

If you are unsure how to resolve a situation, ask yourself these questions:

• Are the actions legal?
• Are the actions consistent with Hytech´s foundational beliefs and core values?
• Do the actions set a good example?
• Would I be comfortable talking about the actions with my colleagues, family, and friends?
• Have I asked for advice from others who have knowledge of the topic so I can make an informed decision?

If you answer no to any of these questions, a violation of our Code or policies has occurred or may occur, and you have the responsibility to report it.

You can report your concerns through any of these channels:

• Your direct manager or someone else in your management team.
• Anyone in the Corporate Leadership Team.
• Your Human Resources representative.

The important thing is to not leave your concerns unresolved. No matter what reporting channel you use, the CEO will receive the complaint and make sure the information is collected and stored securely.

Will you get in trouble for reporting?

Individuals who raise concerns or report another´s wrongdoing are sometimes worried about possible repercussions. Hytech has a zero-tolerance policy on retaliation against employees for reporting suspected violations of our policies or Code of Business Conduct.

Managements response to concerns

We encourage openness and will support anyone who raises genuine questions and concerns in good faith, even if they turn out be mistaken.

Information will only be shared with those who “need to know” in order to investigate and properly resolve the issue. We will quickly investigate and take necessary action, including disciplinary action when appropriate.

Human Rights

• Our Code of Business Conduct is informed by the United Nations Guiding Principles on Business and Human Rights, the Universal Declaration of Human Rights, and the International Labour Organization Declaration on Fundamental Principles and Rights at Work.
• Hytech respect and work in line with internationally proclaimed human rights and we will do business only with those who respect human rights and uphold labour laws.
• All our employees shall respect human rights and under no circumstances take any actions that may negatively impact other people´s human rights.

Diversity, Discrimination and Harassment

Hytech values and will contribute to diversity. We will show that people with different characteristics can work together to bring out the best in Hytech and Hytech´s customers. We recognize and respect that all people are unique, and we believe that all our employees are entitled to fair treatment, courtesy, and respect. Hytech does not accept any form of discrimination, abuse or harassment and will not tolerate any action, conduct or behaviour that is humiliating, hostile or intimidating, for example on the grounds of gender, age, ethnicity, religion, disability, sexual orientation, political beliefs and/or other characteristics protected by applicable laws.

What does this mean for you as an employee?

• Be open-minded, transfer knowledge and share information.
• Create a positive work environment.
• Treat all people fairly and with respect.
• Speak up and tell a person if you are upset by his or her actions or behaviour.
• Never engage in physical or verbal behaviour that could be characterized as offensive, intimidating, malicious or insulting, or make any unwelcome sexual suggestions or advances.
• Do not make racial, ethnic, religious, age-related, or sexual jokes or insults. If you are not sure whether something is appropriate, assume that it is not.
• Hytech´s hiring and employee development decisions are fair and objective. Our employment decisions are based only on qualifications, performance, skills, and experience.

Safety and Security

Hytech´s Safety and Security vision is no harm!
We are committed to providing safe and secure facilities and working environments for our employees, clients and business partners at our work sites wherever we operate. Each individual is the primary caretaker of your security. It is therefore important that you know and respect the security measures in place at your worksite, whether that is an office, a plant, or a construction site.

What does this mean for you as an employee?

• Be aware of the emergency procedures applicable to your worksite so you know what to do in case of an incident, including the location of the muster point.
• Follow general security precautions to reduce risks during travel and read the latest security information before traveling to a foreign country.
• If you receive a package or letter of suspicious origin, do not open it or try to identify the contents.
• Accompany all visitors in the office or on a project site.

Bribe

A bribe is an inducement or reward offered, promised, or provided in order to gain any commercial, contractual, regulatory or personal advantage which is illegal, unethical, a breach of trust, or improper performance of a contract.

Facilitation Payments

Facilitation payments are typically small, unofficial payments made to a Government official to secure or expedite a routine bureaucratic reaction, e.g. processing of a visa or work permit, or to secure custom clearance.

Tax Evasion

Tax evasion occurs when a person or business illegally avoids paying their tax liability. It can be either the illegal non-payment or underpayment of actual tax liabilities due. The element of fraud means there must be deliberate action, or omission with dishonest intent.

Donations and Charitable Contributions

Donations and contributions are gifts given for a charitable purpose or to support a particular cause in the form of cash, services, and new or used goods. They also include emergency or humanitarian aid, development aid support and medical care assistance.

We believe in contributing to the communities in which we do business and permits donations and contributions supporting worthy causes, organisations, and activities/sponsorship projects whose activities are legally acceptable and in line with our Core Values and Foundational Beliefs.

What does this mean for you as an employee?

• Before signing a contribution on behalf of Hytech, such giving must be applied for and approved by the CEO. Application form are available on the intranet.
• All approved donations must be properly accounted for and accurately reported in the company´s books.

We value honesty, integrity, transparency, and professionalism in dealings with clients, suppliers, competitors, and government officials alike and compete fairly on the strength of our technology, service, and execution excellence.

It is the policy of the Company to compete fairly and engage in business practices that comply with all international and national legislation against illegal payments, including prohibitions on facilitation payments (to expedite routine and administrative government action), except in extraordinary circumstances where the safety or security of an employee is in immediate danger.

We are committed to complying with all international and national legislation against illegal payments, including prohibitions on facilitation payments (to expedite routine and administrative government action), except in extraordinary circumstances where the safety or security of an employee is in immediate danger.

All Hytech´s business transactions must be supported by invoices or other suitable documentation between the parties to secure full transparency. No agreements shall be made with middle men/agents in a way that may be interpreted as corruption or facilitating corruption.

Warning sings / “Red Flags”:

• A request by a commercial consultant to have a commission paid before the announcement of an award decision.
• Unwillingness by a third party to reveal its ultimate ownership structure.
• Compensation requests not in line with services provided.
• Lack of support for services vaguely described in invoices or the inability to provide details of the actions taken on behalf of Hytech.
• Requests for payment in a country other than where the service was provided.
• Involvement of government officials, including family members or other relatives of government officials.
• Offering a potential supplier tickets to a major sport event but only if they agree to offer a substantial discount on The Company´s contracts/business activities.
• Arranging for an additional payment to be made to a foreign official to speed up an administrative process, for instance obtaining work permits or visas.

What does this mean for you as an employee?

• If you observe any warning signs, promptly contact your Manager or someone in the Corporate Management team for assistance in resolving the issue.
• Select business entertainment venues and activities that reflect our values.
• Conduct appropriate due diligence on all consultants, suppliers and business partners, and ensure they know about Hytech´s zero tolerance for corruption.
• Never accept or offer financial or other undue benefits or use the company´s assets to influence a decision.
• Do not act in a way that violates local law or the customer´s own rules and business guidelines.
• Seek advice from your manager if you have any doubt about payments that you have been requested to make.

There are many situations that are or could be perceived as conflicts of interests, for example:

Personal relationships, such as 

• You supervise or are supervised by a close relative or partner.
• You are considering hiring a close relative or partner as an employee or contractor.
• You have a relationship with a supplier that inappropriately influences your business decisions.

Financial interests, such as

• A close relative is an owner or investor in a privately owned customer of Hytech.
• You accept expensive event tickets or gifts from a supplier or customer.
• You learn about a business opportunity at work and decide to pursue it for yourself.

Positions of trust, political relationships, or ownership interests

• You are holding investment by way of shares or other securities of considerable amounts of any competitor, customer, or supplier.
• You work on a political campaign during working hours.
• You express your political beliefs in a setting where your audience may think you are speaking on behalf of Hytech.
• A conflict of interest can also arise between requirements and expectations from the authorities, customers´ interests, Hytech´s business goals and the owners´ expectations.

What does this mean for you as an employee?

• You never misuse Hytech´s resources for personal gain or use information you obtain through your position for personal gain.
• You avoid situations, professional and private, where your independence, integrity or loyalty can be questioned.
• You get approval prior to taking a position with an outside business while working for Hytech.
• You are open about and report on positions, investments and other obligations you have outside Hytech that may lead to a conflict of interest.
• You are open about and report on personal and close relationships with other employees in Hytech.
• You raise issues with your manager or Corporate Management Team and seek advice on how to avoid the conflict, remove yourself from it, or protect yourself and the company from the consequences of the conflict.

Intellectual Property

Our know-how, technology, and execution are our differentiation. All development of new ideas, technology and/or products undertaken by employees working for Hytech is part of Hytech´s intellectual properties. These intellectual properties are the property of Hytech and becomes the basis for the solutions that solve our clients´ increasingly complex requirements.

At the same time, we must comply with laws and obligations for protecting third-party intellectual property we are authorized to use.