Code of Conduct / Ethics
Adherence to Applicable Laws and Regulations
All TSI, Inc. employees are expected to comply with all applicable laws and regulations. TSI, Inc. does not condone or promote activities that violate the law or unethical business practices. All TSI, Inc. employees must ensure their conduct reflects positively on that of the company, their co-workers, and themselves, at all times both when conducting business on behalf of TSI, Inc, as well as personally. All employees of TSI, Inc must undergo a background check and other screenings as part of their hiring process and potentially post-hiring process, as deemed necessary. For any questions related to legal requirements, please speak with Human Resources.
Corporate Responsibility
TSI, Inc. is a proud social and environmental supplier partner. We are committed to creating jobs for the minority and local business community. TSI, Inc. is committed to the consideration of environmental impact in all business decisions.
Human Rights
We are committed to ensuring the rights of all people and maintain a commitment to supporting local and minority business communities in all aspects of our business practices.
Forced / Child Labor
We condemn all forms of forced and/or child labor. We maintain a commitment to ensure our supply base will not use forced or child labor. Suppliers will not use forced or child labor in their domestic or foreign organizations and ensure their supply base conforms to the same practice.
Anti-Harassment and Non-Discrimination
TSI, Inc. is committed to a work environment in which all individuals are treated with respect and dignity. This includes our customers, suppliers, and all other visitors to our facility. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits discriminatory practices. TSI, Inc. prohibits retaliation against any individual who reports acts of harassment, discrimination, or bullying. Any concerns regarding this policy should be referred to Human Resources.
Equal Employment Opportunity
Equal employment opportunity has been and will continue to be a fundamental principle at TSI, Inc. where employment is based upon personal capabilities and qualifications without regard to race, color, religion, sexual orientation, gender identity, age, disability, or any other protected characteristic as established by law.
This policy applies to all procedures related to recruitment, hiring, compensation, benefits, termination, and all other terms and conditions of employment. Any concerns regarding this policy should be referred to Human Resources.
Americans with Disabilities Act Policy Statement
TSI, Inc. is committed to complying with all applicable provisions of the Americans with Disabilities Act (“ADA”). It is Tom Smith Industries’ policy to comply with all applicable federal and state laws, and not to discriminate against any qualified team member or applicant concerning any terms or conditions of employment because of such individual’s disability or perceived disability so long as the team member can with or without accommodation perform the essential functions of the job. Consistent with this policy of nondiscrimination, the Company will provide reasonable accommodations to a qualified individual with a disability, as defined by the ADA, who has made the Company aware of their disability, provided that such accommodation does not constitute an undue hardship on the Company or cause a direct threat to the health, safety, and well-being of themselves or other in the workplace, when that threat cannot be eliminated by reasonable accommodation.
Team members with a disability who believe they need a reasonable accommodation to perform the essential functions of their job should contact Human Resources. Tom Smith Industries encourages individuals with disabilities to come forward and request reasonable accommodation.
Work Environment
At TSI, the entire workforce functions as a single, integrated unit. This is the TSI “Team Member” Concept. While we have departments and job classifications to which team members are primarily assigned, these are utilized only as a starting point. In our “Team Member” Concept, there is a total commitment of team members in all classifications to the end that we operate as “One Team.” We do not observe bureaucratic lines by job classifications that designate a specific job limitation.
Environment
TSI, Inc. is an advocate of supporting environmental protection and works to ensure our organization maintains quality land and water in and around our facility. We also ensure our suppliers comply with all environmental laws and regulations, as well as our facility, and maintain plans and programs to maintain ISO 14001 certification.
Health and Safety
TSI, Inc. is committed to maintaining a safe and healthy work environment. By doing so we employ the saying “My safety is my responsibility”. This ensures all team members are responsible for taking action to report unsafe working conditions, if present, as well as do their part to maintain a safe work environment. Ultimately safety is a top priority of TSI, Inc. and we want to empower our team to be responsible for themselves and their co-workers, as well.
Drug / Alcohol-Free Workplace
TSI, Inc.’s commitment to providing a safe workplace environment and to fostering the well-being and health of its team members is jeopardized when any team member illegally uses drugs or alcohol on the job, comes to work under the influence with these substances present in their body, or possesses, distributes, or sells drugs in the workplace. For these reasons, Tom Smith Industries has adopted a “Zero Tolerance” drug and alcohol policy with enforcement. While the company adheres to “Zero Tolerance,” this policy shall be enforced consistent with federal and state regulations and current participation in the Ohio BWC Drug-Free Safety Program.
Violations of this policy are subject to disciplinary action up to and including termination of employment, even for a first offense. The Company does not guarantee that one form of action will necessarily precede another. Additionally, nothing in this policy changes the employment-at-will relationship between the team member and the Company.
Conflict of Interest
The Company expects our team members to conduct business according to the highest ethical standards of conduct. Team members are expected to devote their best efforts to the interests of the Company. Business dealings that appear to create a conflict between the interests of the Company and a team member are unacceptable. The Company recognizes the right of team members to engage in activities outside of their employment that are private and unrelated to our business. However, the team member must disclose any possible conflicts so that the Company may assess and prevent potential conflicts of interest from arising. A potential or actual conflict of interest occurs when a team member is in a position to influence a decision, that may result in a personal gain for the team member or an immediate family member (i.e., spouse or significant other, children, parents, siblings), as a result of the Company’s business dealings. Any concerns regarding this policy should be referred to Human Resources.
Financial Interest in Other Business
A team member and their immediate family may not own or hold any significant interest in a supplier, customer, or competitor of the Company, except where such ownership or interest consists of securities in a publicly traded or owned Company and that securities are regularly traded on the open market.
Acceptance of Gifts
No team member may solicit or accept gifts of significant value (i.e., in excess of $50.00), lavish entertainment, or other benefits from potential and actual customers, suppliers, or competitors. Special care must be taken to avoid even the impression of a conflict of interest.
A team member may entertain potential or actual customers if such entertainment is consistent with accepted business practices, does not violate any law or generally accepted ethical standards, and the public disclosure of facts will not embarrass the Company. Any questions regarding this policy should be addressed to Tom Smith Industries’ Human Resources department.
Outside Employment
Team members are hired and continue in Tom Smith Industries’ employment with the understanding that Tom Smith Industries is their primary employer and that other employment, whether for team members self or another entity, which conflicts with the business interests of Tom Smith Industries, is strictly prohibited. From time to time, team members may be required to work beyond their normally scheduled hours. Team members must perform this work when requested. In cases of conflict with any outside activity, the team member’s obligations to the Company must be given priority.
In general, outside work activities are not allowed when they:
• Prevent the team member from fully performing work for which they are employed at the Company, including overtime assignments;
• Involve organizations that are doing or seek to do business with the Company, including actual or potential vendors or customers; or
• Violate provisions of law or the Company’s policies or rules.
Ethics Escalation and Anti-Bribery
Any form of bribery or attempts to influence or receptiveness to be influenced to violate any established Tom Smith Industry policies, federal, state, or local laws, or Tom Smith Industries quality standards, by any team member or vendor, are strictly prohibited. Any such attempts will be grounds for disciplinary action up to immediate termination of their employment. If any team member knows of any such attempts of bribery or influence, they should contact the CEO or Human Resources department, immediately. Any team member who reports any such potential violations of this policy will receive the full protection of Tom Smith Industries. Any team member who has knowledge of any such potential violations but fails to take proactive measures to notice the above-designated parties may be considered in violation of this policy and will be subject to disciplinary action up to and including termination of their employment.
Company Provided Assets / Property
TSI, Inc. expects team members to care for company property, equipment, and assets as their own. Each person is responsible for ensuring that company property is used for business purposes and in accordance with organizational policies and procedures and it’s intended purpose.
Company Issued Equipment
Team members may receive a company cell phone, laptop, or other devices. Unless otherwise mentioned in your contract, any equipment we offer belongs to the Company and you may not sell it, keep it, or give it away. You are also responsible for keeping our equipment safe and in as good condition as possible. If your equipment breaks or malfunctions, you should report the occurrence so that it can be repaired or replaced.
If you are part of our corporate cell phone plan, please use your phone within our plan’s limits. You may be held responsible for any additional charges.
Theft or Damage
Our equipment is insured for theft and damage. We ask you to inform us within 24 hours if your equipment is stolen or damaged. We might be able to trace stolen laptops and cell phones. Please also file a theft statement (affidavit) with the police department and submit a copy to us.
The company does not condone theft of any type. We respect the rights of all our team members and any acts of theft or damage to co-worker property may be handled through legal means and may result in termination.
Security of Company-Issued Devices
We advise you to keep your company-issued computer, tablet, or cell phone secure. You can do this if you:
• Keep all devices password-protected
• Ensure you do not leave your devices unattended
• Install security updates for browsers and other systems as soon as updates are available
• Log into company accounts and systems through secure and private networks only
• Follow all instructions for disk encryption, anti-malware protection, and password management that you received along with your equipment
Intellectual Property
The protection of Tom Smith Industries confidential information, intellectual and other property and all other Company assets are vital to the interests and success of Tom Smith Industries. All confidential Company financial records financial data, or other non-public proprietary company information may not be disclosed without authorization. Do not disclose confidential information regarding the Company’s business partners, vendors, customers and suppliers. Misuse or unauthorized disclosure of confidential information not available to persons or firms outside the Company is cause for disciplinary action, including termination.
Data Privacy and Protection
Data privacy laws safeguard information about individuals. This information includes name and contact details, employment and financial information, age, and nationality. Information on race or ethnic origin, religion, health, sexual orientation, or criminal behavior is sensitive personal data.
TSI, Inc. respects the right of individuals to privacy including employees, customers, and suppliers. It is often necessary to collect such personal information and TSI, Inc. will make every effort to ensure that such information is protected from misuse.
Team members must never post confidential or proprietary information on the Internet. Violations of this policy may result in substantial civil and/or criminal penalties under the Economic Espionage Act of 1996.
Refer to the Employee Handbook: Confidential Nature of Work