Code of Conduct
1.0 Purpose & Overview
KGS Group is committed to conducting our business ethically, lawfully and with integrity, in line with our corporate values. Our culture of continuous stewardship, integrity and drive for global engineering excellence is the foundation for our business practices. This code outlines expectations and provides guidance for employees on ethical, legal and professional conduct in their work.
This code does not address all applicable laws and scenarios employees must follow. This document will be used in conjunction with other KGS Group policies and procedures.
2.0 Scope
This code of conduct applies to all directors, officers, employees, and vendors (including contractors and subconsultants) of KGS Group.
3.0 Code of Ethics
KGS Group operates throughout North America and is comprised of various employees including engineers, geoscientists, technologists, scientists and other professionals. Our employees are expected to abide by provincial, state and national codes of ethics as a condition of their licensure with their respective regulatory or licensing bodies.
For guidance on professional ethics and standards, where registered with a regulating body, employees must refer to their respective regulator for more information.
4.0 Conflicts of Interest
Conflicts of interest may arise when there is a potential misalignment between the interests of KGS Group and/or our employees and our client. Employees must promptly and clearly declare any real or perceived conflicts of interest to human resources and/or KGS Group’s General Counsel. If in doubt, consult your supervisor or the General Counsel for guidance.
- Vendor relationship: Employees should avoid sourcing services from vendors that they have personal connections with, as this could affect their decision.
- Outside employment: Employees may work for other organizations or be self-employed in a non-competing service. However, unless authorized in writing by KGS Group, employees must not work for other organizations during normal business hours or in a manner that could impact KGS Group’s business or our services to clients. KGS Group property and equipment should only be used for KGS Group business. Employees must declare and document employment arrangements that could be perceived or actual conflicts of interest with their responsibilities at KGS Group. Such arrangements must be documented and reviewed with human resources or KGS Group’s General Counsel.
5.0 Anti-Bribery & Corruption
KGS Group has a zero tolerance towards bribery and corruption in any form. KGS Group complies with all applicable anti-bribery laws and relevant local legislation as well as international laws where applicable.
6.0 Business Gifts & Entertainment
The exchange of gifts and entertainment can often be part of developing relationships and potential business with clients and vendors. Gifts, hospitality and entertainment must be modest, reasonable, infrequent and consistent with ordinary business practices. They must not be offered or accepted with the intent to improperly influence a business decision. Any gift or entertainment provided to or received by clients, potential clients or other third parties must be transparent, properly recorded and legal in the recipient’s jurisdiction and align with the recipient’s known policies and / or practices.
7.0 Integrity
All communication, records, reports (including technical documents) and representations made on behalf of KGS Group must be accurate, complete and truthful. Falsification of records or misrepresentation of facts is prohibited. Employees must protect confidential information belonging to KGS Group, its clients and vendors. Such information should only be used for legitimate business purposes and never be used inappropriately or for personal benefit.
8.0 Competitive Practice
KGS Group is committed to fair and lawful competition in the industry. Employees must comply with all applicable competition and antitrust laws. Activities such as price fixing, bid rigging, collusion with competitors or abuse of position are prohibited. All marketing and proposals must accurately represent KGS Group’s capabilities and experiences.
9.0 Modern Slavery Act
KGS Group condemns and prohibits all forms of modern slavery, forced labour and human trafficking within our operations and supply chain. Employees are encouraged to report any concerns related to modern slavery or human trafficking within our business or supply chains to KGS Group General Counsel, KGS Group senior management, or human resources.
10.0 Record Retention Practices
All records, including employee information, financial documents, project documents, training records, etc., are maintained and retained in compliance with applicable laws and company policies. Unauthorized alteration, destruction, or falsification of records is prohibited.
11.0 Whistleblower Protections
KGS Group complies with all applicable whistleblower protection laws. We believe in fostering a safe and transparent environment where issues can be raised in good faith, reflecting our dedication to accountability and responsible business practices.
12.0 Reporting
Employees have an obligation to report unethical, unlawful or unprofessional conduct to relevant regulatory bodies, KGS Group General Counsel, KGS Group management, human resources and other authorities as required by law. Employees should exercise due diligence, judgement and seek additional assistance when required.
All reasonable efforts will be made to ensure that the information contained in a complaint is kept confidential. However, there is no implied or written guarantee of this. Notwithstanding the foregoing, the complaints may be disclosed where necessary to conduct investigations and where required by law.
13.0 Policy Review & Updates
This code of conduct will be reviewed periodically and updated as necessary to reflect changes in laws, regulations, industry standards and KGS Group’s operations.