- Engage in honest and ethical conduct at all times.
- Use your best judgment.
- Act with integrity and treat people with respect.
- Avoid conflicts of interest.
- Don’t compete with OLB Group or use OLB Group opportunities for personal gain.
- Keep information confidential.
- Deal with people fairly.
- Protect OLB Group IP.
- Use OLB Group resources responsibly.
- Work to ensure OLB Group’s financial integrity.
- Comply with all applicable laws.
- Report illegal or unethical behavior without fear of retaliation.
- Violations will result in disciplinary action or termination.
What is the Code of Conduct?
We aim to hire people who are honest, humble, responsible, curious, and full of creative energy. For all of you who act like owners, the Code of Conduct (the “Code”) should be common sense, a reminder of your responsibility to achieve the highest standards of honest and ethical behavior, and to use your best judgment in all situations involving OLB Group.
Who does this Code apply to?
Every OLB Group board member, employee, consultant, and contractor is required to read, understand, and follow the Code and certify each year that you’ve read it and will comply with it. We’ll provide training and education about the Code and our other important policies and guidelines.
If you are having trouble figuring out whether the Code applies to a situation, ask yourself:
- Is it fair?
- Is it legal?
- Is it in compliance with OLB Group policies and procedures?
- Would it be OK if you were the affected employee, supplier, merchant, or shareholder?
- Would it be OK if it were publicized?
- Would your mother be proud of you if she knew about it?
If the answer to any of these questions is “no” or “maybe”, or if at any time you have any questions, concerns or feedback about the Code or anything related to it, please contact your manager, the Human Relations Team, 1- (855) 452-7135
Integrity and Respect
OLB Group has a strict “no assholes” rule. Pretty self-explanatory, but still worth saying. We treat everyone with respect, we don’t tolerate bullying, and we speak up if we come across it whether it is happening to us or we see it happening to someone else.
Some guiding principles:
- Use honesty and integrity to guide our behavior, decision-making, and communications with others.
- Treat people fairly and with respect.
- Always strive to consider the potential effects of our behavior.
- Report any violations or suspected violations of the Code.
Don’t do these things:
- Engage in deceptive, unfair, or unethical business practices.
- Engage in illegal, unethical, or underhanded competition.
- Act maliciously toward any individual including, but not limited to employees, partners, or competitors.
- Act in ways that might embarrass OLB Group.
- Ignore violations or suspected violations of the Code.
Harassment and Violence
We are committed to building and preserving a safe and healthy working environment, and respecting everyone’s rights, culture, diversity, and dignity. We do not tolerate any acts of harassment or violence against or by any employee, and all employees are personally accountable and responsible to enforce this. Please see the Workplace Anti-Harassment/Anti-Violence Policy and Workplace Guidelines for more information.
If you believe you’ve been harassed or if you become aware of or witness any harassment, immediately report the incident to the Human Relations Team, call 1-‐ (855) 452-7135
Discrimination or harassment of any kind, including discrimination or harassment on the basis of race, color, religion, veteran status, national origin, ancestry, sex, sexual orientation, gender identity or expression, age, family status, pardoned conviction, mental or physical disability, or any other characteristic protected by law is strictly prohibited.
Avoid Conflicts of Interest
We trust that you will avoid all conflicts of interest by always putting OLB Group first -‐ not yourself or your team. Ensure that your judgment and ability to make decisions is not compromised and never use your position at OLB Group to serve your personal interests or relationships.
A conflict of interest may exist when:
- your personal interests, or the interests of your friends or family, interfere or appear to interfere, with OLB Group’s interests or your work here;
- you have an incentive to benefit yourself, your friends or family at OLB Group’s cost; or
- you, your friends or family receive improper benefits as a result of your position at OLB Group.
Do the Right Thing
Do what’s best for OLB Group. Don’t compete with us or use your position here or OLB Group opportunities, information or property for personal gain. If you are involved in the development of outside inventions, products or services that relate to our existing or anticipated products and services, that relate to your duties here, or that are developed using our resources, remember that you are subject to the obligations set out in your OLB Group Intellectual Property Rights Agreement.
Keep Information Confidential
While we are open and transparent in our internal communications, we expect employees to ‘default to secrecy’ externally.
OLB Group’s confidential business information is a valuable asset that we all are bound to protect. Use confidential information for OLB Group purposes only, and always protect confidential information from unauthorized disclosure, including disclosure to other employees if it is not necessary to their role. This responsibility extends to any and all confidential information of third parties that we have access to in the course of our OLB Group work. A good general rule is that unless information has been publicly disclosed on OLB Group’s external website, assume that it is confidential and keep it protected.
Improper use or disclosure of confidential information could seriously damage our reputation, expose us to liability, and cause harm to our business. Only share confidential information outside of OLB Group if we have an appropriate non-disclosure agreement (NDA) in place. For more information, please see our Disclosure Policy, and contact the Legal Team with any questions or to set up an NDA.
Protect OLB Group IP
OLB Group’s intangible assets, such as our trademarks, logos, copyrights, inventions, patents, domain names, industrial designs, trade secrets, and “know-‐how”, are among our most valuable assets. Unauthorized or improper use can lead to a loss in their value. Our intellectual property should not be used or disclosed without ensuring that appropriate legal safeguards, like a non-disclosure agreement or a license – are in place.
Use OLB Group Resources Responsibly
We expect everyone to act like an owner and in the best interest of OLB Group. You’re provided with a range of resources, including your OLB Group email account, computer equipment and software, communications and networking platforms, office equipment and supplies, documents and information, cool facilities, and corporate credit cards and funds. Treat these resources with respect and use them responsibly – don’t do anything with OLB Group resources that is illegal, unethical, shady, gross, or that you generally wouldn’t want shown to your mother. We expect you to spend OLB Group’s money as you would your own (or maybe even more cautiously!) – responsibly and with respect.
Keep in mind that these resources are OLB Group’s property, not your personal property, and we have the right to access these resources at any time.
While we respect personal privacy, remember that any information sent, received, or stored on any OLB Group resources is not considered private. We retain the right to access any of this information at any time, with or without your knowledge, consent, or approval. In the event that you leave OLB Group, you must return all OLB Group resources.
Ensure Financial Integrity
We are committed to the transparency and integrity of our publicly filed financial reports and other communications. Do your part to ensure that our public disclosure is full, fair, accurate, timely, and understandable.
Always act responsibly and exercise sound judgment regarding matters involving OLB Group finances. Keep accurate, complete, and timely records, and submit accurate and complete reports. Don’t mislead, manipulate, or improperly influence our finance team or external auditors or make any false or misleading statements or omissions in our public disclosure. You shouldn’t personally enter into any side agreements or other informal arrangements, written or oral, related to your work at OLB Group.
Comply with Laws
Always follow applicable laws, rules, and regulations and don’t engage in any type of illegal, unethical, fraudulent, or corrupt business practices for any reason.
In particular, you must comply with applicable insider trading laws, which generally prohibit buying or selling OLB Group stock when you are in possession of material non-public information about OLB Group. See our Insider Trading Policy for more detail.
In addition, you also must fully comply with all anti-corruption and anti-bribery laws, including the Canadian Corruption of Foreign Public Officials Act and the U.S. Foreign Corrupt Practices Act. See our Anti-Corruption Policy for more information. You must also abide by competition and antitrust laws which generally prohibit the abuse of market power, predatory conduct intended to eliminate or exclude a competitor and arrangements that inhibit competition or restrain trade.
Inform HR if you are charged or found guilty of a criminal offense that may have an impact on OLB Group (impaired driving or assault) or may affect your ability to perform your role at OLB Group.
The application of these and other laws can be complex. If you have any questions or concerns, contact the Legal Team.
It’s simple. If you see something wrong, report it.
If you know of or suspect a violation of the law, the Code, any OLB Group policy, or any unethical or questionable act or behavior:
- Immediately report the violation or suspected violation to your lead, the HR team, our General Counsel, or if you’d like to report something anonymously, use OLB Group’s Anonymous Helpline call 1- (855) 452-7135
- Do not investigate on your own – you may risk compromising the integrity of a formal investigation.
In cases where an individual reports a suspected violation of policy or law in good faith, OLB Group will keep its discussions and actions confidential and anonymous in compliance with applicable law and regulation.
OLB Group will investigate all reports of a violation or potential violation and will respond to all reports where contact information is provided. As an OLB Group employee, board members, contractor, or consultant, you are required to cooperate fully with any investigation. In the event of significant or material reports the CEO, CFO, and Audit Committee will be notified, as well as the VP HR in certain situations. OLB Group will take all actions it deems necessary to address violations or potential violations.
We prohibit any retaliation against any employee for reporting or participating in good faith in any investigation of any possible violations of the law, the Code, any OLB Group policy or any unethical or questionable act or behavior. The same thing applies if someone is seeking guidance as to how to proceed, or has questions. If you believe you are being retaliated against, please contact our General Counsel, the Lead Independent Director, the Chair of the Audit Committee, or call 1- (855) 452-7135
Consequences for Violations
Any violation of the Code, including fraudulent reports, may result in disciplinary action including termination of employment for cause or termination of service and if warranted, legal proceedings. Violations include violation of the Code or another OLB Group policy or procedure, violation of applicable laws, rules or regulations, deliberate failure to promptly report a violation or withhold relevant information concerning a violation, refusal to cooperate in the investigation of a known or suspected violation without valid legal reason, or taking action against anyone who reports a violation or breach of any of the above.
The Board of Directors has approved the Code. Any waiver of any provision of the Code may only be granted by our General Counsel, however, any waiver for a board member or officer must be approved by the Board of Directors. Amendments to the Code must be approved by the General Counsel and the Board of Directors.