Business Ethics Policy

Ethics and Business Conduct


Valiant TMS shall conduct its business fairly, impartially, in an ethical and proper manner in accordance with its values and in full compliance with all applicable laws and regulations.

Compliance with Laws

Valiant TMS business whether domestic or international, must be conducted in full compliance with the laws, rules and regulations of the countries in which it operates. Employees need to be aware of the legal requirements and must comply with all applicable laws, rules and regulations when performing their duties.

Human Rights

As a global company, we respect human rights. Valiant TMS has a zero tolerance approach to human trafficking and we are committed to implementing and enforcing effective systems and controls to ensure human trafficking is not taking place in our business or in our supply chains. We are committed to protecting human rights by using only voluntary labor, following all applicable wage and benefit laws, not employing under-age individuals in violation of any applicable child labor laws, and providing a work environment that is safe and healthy and free of harassment and unlawful discrimination.

Anti-Harassment and Discrimination

Valiant TMS is committed to providing a work environment where all Team Members and others who do business with the Company are treated with dignity, respect, and equality, regardless of position, status, gender, gender identity, race, colour, national origin, age, religion, sexual orientation, creed, height, weight, marital status, handicap, ancestry, caste, ethnic origin, citizenship, family status, or other characteristic.

Valiant TMS prohibits harassment of any kind, including sexual harassment, and will take appropriate and immediate action in response to complaints or knowledge of violations of this policy. For purposes of this policy, harassment is any verbal or physical conduct designed to threaten, intimidate or coerce an employee, co-worker, or any person working for or on behalf of Valiant TMS.

Honesty and Integrity

Valiant TMS believes, in conducting its business, that integrity must underlie all company relationships, including those with customers, suppliers, communities and among Team Members. The highest standards of ethical business conduct are required of Valiant TMS Team Members in the performance of their responsibilities. Team Members will not engage in conduct or activity that may raise questions as to Valiant TMS’ honesty, impartiality, reputation or otherwise cause embarrassment to the Company.

Anti-Bribery & Corruption

Valiant TMS is committed to full compliance with Anti-Corruption Laws and the prevention of bribery and corruption in all business dealings. Valiant TMS does not endorse employee entertainment activity with its suppliers which could influence decision making or, if it were made public, might appear to have influenced business decisions. Accepting or offering of bribes, kickbacks or other illegal payments in the carrying out of business activities is strictly prohibited.

Charitable donations, sponsorships, political contributions or involvement in illegal political acts directly or indirectly by or on behalf of the Company is against Valiant TMS’ policy.

Depending on your global location and other factors, other Anti-Corruption Laws may apply under the circumstances.

Conflict of Interest and Other Misconduct

Involvement that conflicts with a Team Member’s duties or responsibilities or affect the Team Member’s judgment in making a decision affecting Valiant TMS is a conflict of interest. This includes any direct or indirect business, leadership or financial interest or activity, whether or not for compensation, in any business or entity that is a competitor, customer, supplier, or vendor of Valiant TMS. Certain types of off duty conduct may interfere with the Company’s legitimate business interests. All Team Members must conduct their personal affairs in a manner that does not adversely affect the Company’s integrity, reputation or credibility. Personal or romantic involvement with a competitor, customer, vendor or supplier may impair a Team Member’s ability to exercise good judgment on behalf of the Company. A Team Member should immediately disclose any relationship of this type to his or her Manager.

Confidentiality

A Team Member will receive or conceive, during his or her employment with Valiant TMS or its subsidiaries and divisions, confidential information pertaining to activities, technologies and operations of Valiant TMS, which information is not in the public domain. Confidential information includes, but is not limited to, employee information such as personal wage and employment information, employer information such as assets, liabilities, manufacturing processes and business transactions, as well as information pertaining to customers and suppliers.

Team members should not take advantage of their Valiant TMS position to seek personal gain through the inappropriate use of Valiant TMS or non-public information or abuse of their position. They must follow all restrictions on use and disclosure of information, including all requirements for protecting Valiant TMS, customer, supply or other information and ensuring that the use or distribution of information is restricted as authorized by the Company.

Social Media

Valiant TMS Team Members are not to publish, post or release any information that is considered confidential or not public. If there are questions about what is considered confidential, Team Members should check with the Human Resources Department and/or Manager. Although not an exclusive list, some specific examples of prohibited social media conduct include posting commentary, content, or images that are harmful, threatening, harassing, abusive, defamatory, invade privacy, hateful, pornographic, proprietary, libelous, ethnically offensive, or that can create a hostile work environment.

Employees need to know and adhere to the Company’s Code of Conduct, Employee Handbook, and other Company Policies when using social media in reference to Valiant TMS.

Health and Safety


Valiant TMS considers the protection of the Health & Safety of all its employees a top priority. We have adopted policies and procedures that are aimed at ensuring that Valiant TMS meets or exceeds all applicable Health and Safety Laws and Regulations as well as prevailing industry standards. We strive to fully implement all safety policies and procedures.

Environment

Valiant TMS is committed to minimizing the effects of our operations on the natural environment. We endeavor to meet all regulatory and industry standards by implementing appropriate measures for the assessment of potential environmental effects, for the prevention of these potential effects and for appropriate response to any incidents that might occur.

As a Valiant TMS Team Member you are expected to be familiar with the required Environmental Standards that apply to your work at Valiant TMS, and to comply with these Standards at all times.

Reporting & Non-Retaliation

Valiant TMS Team Members have the responsibility and the accountability to ask questions, seek guidance and report suspected violations. Any illegal or unethical conduct must be immediately reported to the Human Resources Department and/or to Valiant TMS’ Senior Leadership. It is a violation of this Policy to intimidate or retaliate against any person who has reported a violation of this Ethics Policy.

Remuneration, Working hours & Additional Benefits for Team Members

Valiant TMS is committed to providing competitive compensation and benefits to all team members, and will ensure compliance with all applicable pay and compensation regulations, including minimum wage and hours of work requirements, in all of the regions we operate.

When and where applicable, Valiant TMS also recognizes the right of team members to form and join existing unions and to participate in collective bargaining.

Violations


A violation of the Business Ethics Policy, or any related Corporate Policy will be subject to the appropriate corrective action in accordance with Valiant TMS’s Policy and the local law. This corrective action will be determined based on the frequency and severity of the infraction, up to and including termination of employment.

Scroll to Top