décembre 13, 2020


CPIGLOBAL has developed a Code of Conduct for its teams that are binding on all.

Indeed, it is essential that each of our employees know the values to which management is committed and which have accompanied them in the conduct of business.
It is equally essential that each of our employees understand and adhere to these same values.
They meet the major requirements of the global compact but also those of the SMETA certification we claim.

This code of conduct does not pretend to respond to all the specific situations that each employee may encounter or lay down rules to answer all the questions that everyone has to ask.
Instead, it proposes to provide advice and guidelines to follow in our responsibilities and to help us make the right decisions.
As such, the Code of Conduct gives us guidance in achieving our objectives and explains our responsibilities in the context of the following areas:

Human rights

Promotion and respect for international human rights law, obviously within our society but also among our subcontractors and partners.

Labour standards

  • CPIGLOBAL respects freedom of association and recognizes the right to collective bargaining and ensures that its subcontractors do the same.
  • CPIGLOBAL ensures in the form of a certification that its partners guarantee it:
    • The elimination of all forms of forced or compulsory labour,
    • The effective abolition of child labour,
    • Elimination of discrimination in employment and occupation.
  • CPIGLOBAL respects freedom of association and recognizes the right to collective bargaining and ensures that its subcontractors do the same.

Combating corruption in all its forms

In the end, this code of conduct does not have contractual value but therefore intends to give a framework of behaviour, it is by referring to the spirit of this code that we will find the answer to the cases not explicitly mentioned. More generally, our goals are to anchor a culture of integrity, and to reject any compromise in the management of our business relationships and in our professional practices. It is the moral qualities of our employees and their actions that make our reputation.

  • Acting righteously and promoting a culture of integrity is, therefore, in particular:
    • Avoid any situation that could create a conflict between personal interests and those of society.
    • Refuse corruption, illegal (fraud, laundering, etc.) or anti-competitive practices,
    • Respect intellectual property and refuse infringement in particular intellectual property,
    • Closely ensure the confidentiality of the information entrusted to us.
    • To refuse to denigrate our confreres and competitors through false messages, this is not only not correct but, in the end, can only harm our reputation.
  • Demonstrate loyalty and honesty

For our company, the quality of a relationship depends first and foremost on the loyalty and honesty of the interlocutors, starting with the execution of contracts.

Compliance with our commitments is essential to maintaining a relationship of mutual trust with our co-contractors, suppliers, customers but also of course with our colleagues, employees and social partners. Therefore, it is appropriate to:

  • Knowing the limitations of our capabilities so as to avoid promising what we couldn’t keep.
  • Communicate in good faith with our interlocutors, in a constructive spirit, respectful of everyone’s expectations and with the concern for sincere, accurate and complete information.

The principle of respect for others calls for reciprocity, with each of us having rights to assert and duties to fulfill.
This principle includes respect for the rights of individuals, their dignity in all circumstances and their singularities, as well as respect for cultures and beliefs. They cannot in any case lead to discrimination against anyone.

From the leader to the employee, we all have an obligation to never act in a way that raises the slightest doubt about our ethics and, by extension, that of CPIGLOBAL.