Brunstad Christian Church, hereafter referred to as BCC, is to conduct its business in an ethical, responsible and sound manner in line with association practice, where applicable laws and governmental regulations are complied with. To achieve this goal, all board members, employees and hired persons must make a common effort.
Our ethical guidelines apply to all our activities. They apply to all employees and board members, also in BCC’s subsidiaries. They also apply to hired persons, volunteers and others acting on behalf of and representing BCC. Managers who engage these are responsible for assessing their suitability and for informing them about these guidelines when deemed necessary.
The guidelines specify the framework for responsible behavior in the organization but are not exhaustive in relation to what is considered ethical and good behavior. It is a managerial responsibility to raise awareness of the importance of ethical choices and to give guidance in specific situations. Furthermore, it is the individual employee’s responsibility to familiarize themselves with our ethical guidelines, so that each of us acts in accordance with these.
Our managers and employees must comply with governmental legislation and international requirements in their work for BCC BCC’s managers, employees and volunteers must always comply with applicable laws and regulations, as well as the Association’s internal guidelines. Our internal guidelines may be stricter than governmental laws and regulations, but nonetheless should always be followed.
Our employees have integrity Our employees strive to do the right thing. In all our work, including with other employees, suppliers, and other stakeholders, BCC places emphasis on being reliable, trustworthy, and honest.
Employees who are placed in a situation that is or is perceived to be challenging can also seek advice from their superior so that the case can be handled correctly.
Our employees work for the organization’s best and must be loyal to BCC Our employees use their best judgment to promote BCC’s values. We always safeguard the Association’s interests and focus on contributing to improvements in the work. Loyal employees have BCC’s best interest in mind and will prioritize BCC legitimate interests over their own and others’ interests.
Our employees should be aware that the Association can be linked with their behavior in private settings. Being loyal to BCC also includes safeguarding the Association’s reputation through our behavior privately and professionally.
Our employees have respect and consideration for people, real estate and the environment We work for an association culture in BCC where focus and respect for people, the environment and our property are emphasized. Our behavior – both private and professional – should promote confidence in our cooperation with colleagues, volunteers, members, suppliers and other partners, as well as with the authorities and society in general.
Protect BCC’s property, assets and reputation Our employees should not participate in activities or behavior that may damage BCC’s reputation.
We shall act responsibly so that we protect BCC’s operating assets against damage, theft, abuse or anything else that destroy them. This applies to tangible assets such as buildings, machinery, equipment and other assets. Our employees also protect information, ideas and other intellectual property rights such as patents, designs, trademarks, recipes and other knowledge that the Association may own.
BCC’s assets may not be used by employees for their own or others’ private purposes, except in cases where this has been agreed in advance with a superior who can grant such permission.
Our employees will handle information about BCC with caution and confidentiality We build our trust in members, partners, colleagues and society at large by sharing our perspectives. This should be done without harming our own operations and reputation by communicating confidential information or information that is not or should not to be known to the public.
This applies to information such as internal procedures, budgets, membership information and the like. Our employees will never provide such information to persons outside the Association, unless the duty of disclosure is imposed by law, or if it serves the interests of the Association and is agreed with by the person who may grant such permission. In the case of a statutory duty to provide information, the responsible manager in the relevant area shall submit the information.
The individual employee is obliged to adhere to these guidelines even after the employment relationship or cooperation has ended.
Health, Safety and the Environment (HSE) All our employees must take their responsibility in relation to HSE seriously and in this way contribute to achieving BCC’s vision of zero injuries related to work.
It is expected that all employees at all times follow HSE rules in their organization and show good judgment in relation to all work operations. All employees must report nonconformities and breaches of BCC’s or the individual company’s rules for HSE, either via the organization’s deviation system, or to its closest manager.
Discrimination and harassment All employees will experience that BCC is a workplace where one is respected for who one is. Behavior that can be perceived as discriminatory or harassing, including sexual harassment, is incompatible with BCC’s values and is not acceptable. This also applies to the members of the Association.
All employees should be aware of cultural differences, and treat colleagues, partners, members, and others with respect, regardless of gender, sexual orientation, age, disability, nationality, ethnicity or political or religious beliefs.
Written Agreements All BCC’s agreements must be entered into and / or documented in writing and filed securely. This applies to all agreements with employees, suppliers, members and other partners.
Agreements without financial value should also be documented in writing, to prevent suspicion of unethical behavior and to help understand relationships and situations in retrospect.
Accounting BCC’s accounts should always be correct and trustworthy.
BCC’s accounts are crucial for the management of the business in the organization. Employees who take part in financial transactions or accounting must ensure that all transactions are documented and registered in accordance with applicable law and generally accepted accounting principles.
BCC does not accept misleading or incorrect accounting.
Conflicts of Interest Employees are responsible for managing conflicts of interest in a responsible manner and their loyalty must be with BCC.
All employees should avoid influencing or taking part in decisions that may lead to an actual conflict of interest. The same applies to what can be perceived by others as a conflict of interest. This is especially true in cases where the employee or related party has a personal interest of an economic or other nature.
Any work assignments outside BCC shall be clarified by the employees with their immediate superior. Such assignments must not be in competition with or in violation of BCC’s interests.
Employees who become aware of conflicts of interest should inform their immediate superior about this as soon as possible.
Healthy Competition BCC subsidiaries shall always compete in the market in accordance with applicable competition, market and other relevant legislation and respect those provisions. Managers and employees involved in marketing, sales, purchasing or logistics should familiarize themselves with and familiarize themselves with applicable laws and internal guidelines.
Anti- corruption Our employees shall under no circumstances participate in bribery or corruption of any kind. This applies in all parts of our business regardless of where it is in the world.
Courtesy gifts can be exchanged provided they have a minimal economic value. They must fit the circumstances and occur exceptionally. Such gifts should be addressed to the recipient’s official work address so that it does not give rise to any suspicion that the recipient wants to keep this hidden from his superior.
Employees should never demand, offer, accept or provide cash or gifts that are likely to affect a decision, or as a counter-service to a service.
Reasonable and appropriate arrangements for members or partners which are considered to support the Association’s purposes are accepted. The guest’s employer must be given the explicit opportunity to pay for travel and accommodation for their participating employees. The same principle applies if our employees participate in such events organized by others, and the department of BCC that the employee is affiliated with shall pay the employee’s travel and stay.
Employees who are offered other gifts and services than courtesy gifts should notify their immediate superior, who will decide whether to return the gift.
No employee shall receive, offer or seek to obtain benefits for himself or others who may harm BCC’s interests.
If an employee becomes acquainted with activities that may indicate that corruption is taking place or has taken place in connection with the company’s business, he or she may as soon as possible report their concern to BCC’s compliance function: firstname.lastname@example.org or follow the notification procedures for his organization.
Money Laundering BCC employees should under no circumstances participate in any form of money laundering.
The term ‘money laundering’ refers to schemes that are implemented to ensure that profit gained from a criminal act are integrated into the legal economy. If an employee becomes aware of transactions that indicate that money laundering is taking or has taken place, he or she should immediately report his concern to BCC’s compliance function: email@example.com or follow the notification procedures in his organization.
This also applies to activities that are intended to avoid the detection of unlawful or unfair evasion of tax, customs or other charges.
Narcotics and alcohol Employees should not work in a state where they are affected by drugs or alcohol.
BCC does not accept the use of drugs in connection with work and business travel.
In connection with representation or corporate events, moderate consumption of alcohol can be served. This should never be combined with illegal driving or other work that is incompatible with alcohol consumption.
Duty to comply with the regulations It is a managerial responsibility to clarify BCC’s ethical expectations and the individual employee’s responsibility to thoroughly study and follow the requirements of our ethical guidelines. The requirements also apply where violations of the principles may be perceived to be in accordance with the BCC’s interest; It is not in the Association’s interest to violate the requirements of the ethical guidelines for achieving short-term or other benefits to the Association. Our employees shall in all such cases not encourage others or themselves act in violation of the guidelines. In cases where the employee is uncertain whether an event or activity is a violation of the guidelines this must, as far as possible, be clarified in advance with the immediate superior.
BCC can initiate internal disciplinary measures, including dismissal and the bringing of charges, to employees in case of breach of the guidelines within the framework of the Working Environment Act.
Those who have HR responsibility in the individual organization must prepare relevant documentation for training and raising awareness about the HR work in their activities.
Warning Employees who become acquainted with an illegal act or violation of the principles in our ethical guidelines should notify this to their immediate superior in accordance with warning procedures for the individual organization.
If it is difficult to notify the organization internally, BCC’s compliance function can be notified directly.
BCC’s compliance function is directly linked to the board and is independent of the line organization. Contact can be made using the email address: firstname.lastname@example.org.
Implementation and follow-up The general manager of the Association or subsidiaries is responsible for implementing the ethical guidelines and ensuring that all employees receive sufficient information and an introduction to these. Managers at all levels are responsible for helping to ensure that the ethical guidelines become a relevant and integral part of the organization’s strategic assessments, decision-making processes, activities and evaluations. The individual manager is responsible for ensuring that the guidelines are known and followed within their own area of responsibility and must lead by example. The organization’s employment contracts and personnel manual should always refer to these guidelines.
Employees shall familiarize themselves with the guidelines and shall participate in training offered by BCC or the individual subsidiary.
BCC’s compliance function is responsible for updating the ethical guidelines. The compliance function shall report annually to the board of the individual company on activities related to promoting ethical awareness and behavior.
All employees at BCC are responsible for addressing ethical issues that need clarification.