We do business the right way. Our success and achievements are no accident. They’re the result of building a company upon a strong ethical foundation over more than 125 years.
We comply with the laws, rule and regulations that govern our industry. And we’ve established an open, values-based culture that encourages employees to make the right ethical choices.
We each have a role to play in creating a strong ethical culture. Executives set the proper ethical tone. Supervisors, managers and directors must model ethical behavior in the workplace, ensure employees understand and follow the rules, and create a supportive environment. Employees are responsible to know, understand and follow the rules that apply to their daily work. They also must report concerns about potential misconduct.
We have a zero tolerance policy for retaliation against those who speak up in good faith. Strong whistleblower protection laws and company policies also shield employees who report potential misconduct. There are a variety of reporting methods, including an anonymous helpline that is available 24/7 for employees and third parties.
MISCONDUCT - 2015 Summary
In 2015, the company recorded 146 total incidents reported from all sources. Incidents refer to any allegation of misconduct, regardless if substantiated or unsubstantiated. The substantiation rate was 59 percent for 2015, and the company recorded an incident-to-employee ratio of 3 percent. Approximately 96 percent of violations were minor in nature, while 4 percent were categorized as more serious — usually involving middle management or a failure to follow specified policy. Corrective action was taken for all substantiated incidents as indicated on the graph.