Skip to main content

Code of Conduct

Introduction​

WeSalute is committed to high standards of conduct consistent with our values. This Code of Conduct outlines our expectations for you as well as the consequences for unacceptable behavior.

The primary goal of our Code of Conduct is to foster inclusive, collaborative, and safe working conditions for all our Team Members. As such, we are committed to providing a friendly, safe, and welcoming environment for you regardless of gender, sexual orientation, ability, ethnicity, socioeconomic status, or religion.

Our Code of Conduct is to help guide you in the course of your work. Our guidance is intended to deter any wrongdoing and to promote:

  • Your honest and ethical conduct, including handling of actual or apparent conflicts of interest between your personal and professional work and relationships

  • Your safe and prompt internal reporting of violations of our Code

  • Your feelings of full accountability for adherence to our Code.

In turn, your adherence to our Code of Conduct will allow WeSalute to perform:

  • Fair, accurate, timely, and understandable disclosure in regulatory reports and documents

  • Full compliance with applicable laws, rules, and regulations

  • Successful annual SOC2 audits

Another goal of this Code of Conduct is to increase WeSalute Open citizenship. We recognize that many of the principles described in this Code are general in nature, and the Code may not cover every situation that may arise. Naturally, you should use your common sense and good judgment in applying this Code. We want to encourage you to recognize the relationships between your actions and how they affect our WeSalute Culture.

When going about your daily activities, we want to encourage you to:

  • Be welcoming. We strive to be a workspace that welcomes and supports Team Members of all backgrounds and identities. This includes, but is not limited to Members of any race, ethnicity, culture, national origin, color, immigration status, social and economic class, educational level, sexual orientation, gender identity and expression, age, size, family status, political belief, religion, and mental and physical ability.

  • Be considerate. Your work at WeSalute will be used by other Team Members, and you in turn will depend on the work of Team Members. Any decision you take will affect our members, customers, clients, vendors, and fellow Team Members, and you should take those potential consequences into account when making decisions.

  • Be respectful. Not all of us will agree all the time, but a disagreement is no excuse for poor behavior and poor manners. Like all of us, you might experience some frustration now and then, but you shouldn't allow that frustration to turn into a personal attack. Treat others with the dignity, respect, and compassion you would like to have. Help us foster a trusting workspace free of harassment, intimidation, and discrimination. It's important to remember that a workspace where people feel uncomfortable or threatened will be neither productive nor pleasant. Try to always be kind and considerate of others and respectful when dealing with fellow Team Members as well as with people outside of our WeSalute workspace.

If you have further questions about applying the Code or are unable to find your particular situation applying to the Code of Conduct, please seek the appropriate guidance from PeopleOps in the Help Desk.

Our Code of Conduct will be reviewed on an annual basis to ensure compliance with applicable laws and industry standards.

Scope​

WeSalute Code of Conduct applies to all WeSalute Team Members. Everyone who works for WeSalute has a duty to demonstrate the highest standard of business and personal conduct. Our standards for appropriate conduct apply to all Full-time and Part-time Team Members, Board Members, and consultants (we refer to these as "Team Members") of WeSalute. WeSalute wishes to create a work environment that promotes job satisfaction, respect, responsibility, integrity, and value for all our team, clients, and customers. We all share in the responsibility of improving and maintaining the quality of our work environment.

The Code of Conduct is to be upheld during all professional functions and events, including but not limited to business hours at WeSalute, during WeSalute-related extracurricular activities and events, while attending conferences and other outside and professional events on behalf of WeSalute, and while working remotely and communicating on WeSalute resources with other Team Members.

We expect all WeSalute Team Members to abide by this Code of Conduct in all business matters -- online and in-person -- as well as in all one-on-one communications with customers and Team Members pertaining to WeSalute business.

This Code of Conduct also applies to behavior occurring outside the scope of business activities when such behavior has the potential to adversely affect the safety and well-being of WeSalute Team Members, users, and partners.

Acceptable and Expected Behavior​

To contribute to the health and longevity of WeSalute, the following conduct is expected and requested of all WeSalute Team Members:

  • Participate in an authentic and active way

  • Exercise consideration and respect in your speech and actions at all time

  • Work in a consciously collaborative way to avoid creating conflict

  • Be mindful and respectful of your fellow Team Members

  • Request permission if you need to use another Team Member's property or space

  • Notify PeopleOps if you notice a dangerous situation, someone in distress, or violations of this Code of Conduct, even if they seem inconsequential.

Unacceptable Behavior​

The following conduct is considered harassment and is unacceptable in our WeSalute workspace, and while it should go saying, we must say it here:

  • Violence, threats of violence, or violent language directed against another person

  • Sexist, racist, homophobic, transphobic, ableist, or otherwise discriminatory jokes and language

  • Posting or displaying sexually explicit or violent material

  • Posting or threatening to post other people's personally identifying information ("doxing")

  • Personal insults, particularly those related to gender, sexual orientation, race, religion, or disability

  • Inappropriate photography or recording

  • Inappropriate physical contact--you need to always have someone's consent before touching them in any manner

  • Unwelcome sexual attention, including sexualized comments or jokes; inappropriate touching, groping, and unwelcome sexual advances, both online or offline.

  • Deliberate intimidation, stalking, cyberstalking, or following someone (online or in-person)

  • Advocating for, or encouraging, any of the above unacceptable behavior.

  • Repeated harassment of others, so if someone asks you to stop, then stop immediately.

  • Other conduct which could reasonably be considered inappropriate or unwanted in a professional setting.

Maintain Accurate Financial Records & Internal Accounting Controls​

Accurate and reliable records are crucial to our WeSalute business. We expect you to maintain records accurately and reliably to:

  • ensure legal and ethical business practices

  • prevent fraudulent activities

  • ensure that the information that WeSalute records, processes, and analyzes are accurate, and recorded in accordance with applicable legal or accounting principles

  • ensure that all records are made secure and readily available to those with a need to know the information on a timely basis

WeSalute records include:

  • booking information

  • payroll

  • timecards

  • travel and expense reports

  • e-mails

  • accounting and financial data

  • measurement and performance records

  • data files

  • all other records maintained in the ordinary course of our business

There is never a reason to make false or misleading entries. Undisclosed or unrecorded funds, payments, or receipts are inconsistent with WeSalute business practices and are prohibited.

Manage Records Properly​

Our records are our WeSalute corporate memory, providing evidence of actions and decisions, and containing data and information critical to the continuity of our business.

Records consist of all forms of information created or received by WeSalute whether originals or copies, regardless of media. Examples of WeSalute company records include:

  • paper documents and digital documents stored online locally or in the Cloud

  • employee e-mails, texts, communications on company-owned and managed platforms

  • customer emails, texts, communications on company-owned and managed platforms

  • video or any other medium (CD, DVD, USB data, cloud storage, other storage devices, etc.) that contains information about our company or our business activities

We are all responsible for properly labeling and carefully handling confidential, sensitive, and proprietary information and data and keeping it secure when not in use.

We do not destroy official company documents or records before the retention time expires but do destroy documents when they no longer have a useful business purpose.

Avoiding Conflicts of Interest​

We all have an obligation to make sound business decisions in the best interests of WeSalute without the influence of personal interests or personal gain.

Avoiding conflicts of interest is critical to our trusted relationships with our partners and customers. Any conflicts of interest may expose our personal judgment and that of WeSalute to increased scrutiny and criticism and can undermine our credibility and the trust that others place in us.

We require you to avoid any conflict, or even the appearance of a conflict, between your personal interests and the interests of our company. A conflict exists when your interests, duties, obligations, or activities, or those of a family member are, or appear to be, in conflict or incompatible with the interests of WeSalute.

Should any business or personal conflict of interest arise, or even appear to arise, you must disclose it immediately to ExecutiveOps for review. In some instances, the disclosure alone may not be sufficient. We may require that the conduct be stopped or that specific actions be taken to reverse it where possible.

As it is impossible to describe every potential conflict, we trust you to exercise sound judgment and rely on you to seek advice when appropriate, and to adhere to the highest standards of integrity.

In addition, as part of our vendor operations, WeSalute may be required to undergo SOC2 security and compliance audits. In the course of an audit, WeSalute may be required to disclose any organizational or personal conflict of interest.

To ensure accuracy in our SOC2 disclosures, we request you also notify LegalOps in Help Desk if you suspect you have any organizational or personal conflicts of interest with WeSalute.

Political Activities & Contributions​

WeSalute is a non-partisan organization and does not specifically support any political group or party. You may support the political process through personal contributions or by volunteering your personal time to the candidates, parties, or organizations of your choice.

Your political activities must not be conducted on WeSalute time or involve the use of any WeSalute resources. You may not make or commit to political contributions on behalf of WeSalute.

Charitable Contributions​

WeSalute supports many non-partisan veteran service organizations and military causes. You may help us contribute to these efforts or may choose to contribute to organizations of their own choice. However, as with political activities, you may not use WeSalute resources to personally support charitable or other non-profit institutions not specifically sanctioned or supported by WeSalute.

You should consult LegalOps if you have questions about the permissible charitable use of WeSalute resources.

Gifts and Entertainment​

In the normal course of business, often gifts, favors, and entertainment are used to strengthen our business relationships. However, at WeSalute, no gift, favor, or entertainment should be accepted or given if it obligates, or appears to obligate, the recipient, or if it might be perceived as an attempt to influence fair and sound business judgment. If the estimated value of a gift given or received is greater than $250, you are required to report the gift to AdministrativeOps.

In general, you must have Manager approval to provide any gift or entertainment to any WeSalute customers, vendors, or suppliers whether you are using company funds or your own funds. The gift or entertainment should not be more in value than any comparable gifts or entertainment you might receive from a similar customer, supplier, or other applicable parties and generally should not exceed $25 unless you have approval.

How we conduct ourselves is especially critical during vendor selection, which can become highly competitive. If you are participating in a vendor selection must disclose any and all gifts, favors, and entertainment valued at over US$250 from a selected vendor that has been given to you during 1) the six months prior to the vendor selection, 2) during the term of the services provided once a vendor is selected, and 3) for a period of twelve months after vendor services have been completed.

The disclosure shall be made to AdministrativeOps and shall include the value of the gift or entertainment, the individual or company providing the gift, favor, or entertainment, and the date on which it was received.

If you have any questions relating to gifts and entertainment, feel free to contact AdministrativeOps.

Selection and Use of Third Party/Vendor Procurement (Fair Purchasing)​

WeSalute relies on many suppliers, contractors, and consultants to help us accomplish our goals. We believe in doing business with third-party contractors and vendors that embrace and demonstrate our same high principles of ethical business behavior. We consider them part of the WeSalute team and should be treated according to our work principles and values.

To create an environment where our suppliers and consultants have an incentive to work with WeSalute they must be confident that they will be treated in an ethical manner. The manner in which WeSalute selects our suppliers and the character of the suppliers we select reflects on the way we conduct business.

We offer fair and transparent opportunities for prospective third parties to compete for WeSalute business. Accepting gifts or entertainment should not influence our procurement processes (see Gifts & Entertainment above).

Consequences of Unacceptable Behavior​

Unacceptable behavior from any WeSalute Team Member, including those with decision-making authority, will not be tolerated. Anyone asked to stop unacceptable behavior is expected to comply immediately.

If you engage in unacceptable behavior, WeSalute leadership may take any action deemed appropriate, up to and including suspension or termination.

Reporting Violations​

If you are subject to or witness unacceptable behavior, or have concerns, please notify PeopleOps using the Help Desk. Your communications will be documented and kept confidential.

It is a violation of this policy to retaliate against any person making a complaint of Unacceptable Behavior or against any person participating in the investigation of (including testifying as a witness to) any such allegation.

Any retaliation or intimidation may be subject to punitive action up to and including termination.

Policy Review, Disciplinary, & Responsibility​

Policy Review​

To reinforce our commitment to ethical conduct and transparency, this policy will be periodically reviewed and updated as necessary. Changes to the policy will be communicated to all employees to ensure awareness and compliance with conflict of interest guidelines. By adhering to the principles outlined in this policy, WeSalute employees contribute to maintaining the trust, integrity, and reputation of the company, fostering a culture of accountability and ethical behavior.

Disciplinary Action​

Violations of WeSalute Code of Conduct may result in any action deemed appropriate, up to and including suspension or termination.

Responsibility​

It's the CEO's responsibility to ensure this policy is followed.