CODE OF ETHICS
TEN GRAND™ is committed to conducting our business with the highest standards of integrity, transparency, and accountability. This Code of Ethics establishes the ethical principles and standards of conduct that guide our decisions and actions across all operations, interactions, and relationships. Every employee, officer, contractor, and representative of TEN GRAND™ is expected to uphold these standards, fostering a culture of trust, respect, and excellence that aligns with our brand values and sustains our reputation.This Code applies universally to TEN GRAND™ and all entities under its control, as well as to everyone acting on our behalf. It covers all aspects of our work, including relationships with customers, suppliers, partners, shareholders, regulators, and the communities in which we operate. We expect all individuals covered by this Code to exercise good judgment, seek guidance when needed, and prioritise ethical conduct over short-term gains. Compliance with this Code is a condition of engagement with TEN GRAND™, and violations may result in disciplinary action, up to and including termination of employment or business relationships.
Business is conducted with unwavering honesty. Truthful representations are made about products, services, capabilities, and financial position. Deceptive practices, misrepresentation, or falsification of records are prohibited. All communications, internal or external, must be accurate, complete, and not misleading. Fair and lawful competition is required, avoiding anti-competitive behaviour, bribery, or dishonest gain. All applicable laws and regulations are followed in operating jurisdictions, including employment, data protection, intellectual property, anti-corruption, trade sanctions, environmental standards, and financial reporting. Stricter local laws take precedence. Employees must understand and adhere to relevant obligations; compliance processes monitor adherence and regulatory changes.
Situations where personal interests conflict with company interests must be avoided. Conflicts arise from personal relationships, financial stakes, or external factors influencing objective decisions. Actual or potential conflicts must be disclosed promptly to managers or the ethics officer, including supplier/customer relationships, outside employment, or financial interests in related entities. Disclosed conflicts will be managed or resolved collaboratively. Trust from customers, employees, partners, and stakeholders is valued. Confidential information, including trade secrets, customer data, financial records, designs, strategies, and intellectual property, must be protected and used only for legitimate purposes. Disclosure outside the company requires authorisation, including on social media. Data protection laws are followed with robust safeguards against unauthorised access, use, or loss.
Everyone is treated with fairness, dignity, and respect, regardless of position, background, or role. Discrimination, harassment, bullying, or abusive conduct is prohibited in workplaces and business interactions. Inclusive environments value diverse perspectives; suppliers and partners must uphold comparable standards. Fair dealing applies to negotiations, contracts, and competitions, with professional conduct and honoured commitments. Bribery, corruption, kickbacks, or improper payments to officials, customers, suppliers, or others are strictly prohibited. This includes cash, gifts, hospitality, favours, or items of value to influence decisions. Such payments cannot be offered, promised, or authorised, directly or via intermediaries. Controls prevent corruption risks in procurement, sales, and public interactions; high-risk relationships undergo due diligence.
Accurate, timely, and complete financial records and reports are maintained. Transactions must be authorised, recorded, and documented properly. Financial processes comply with accounting standards, internal controls, and audits. Falsification, off-book accounts, or result manipulation is not tolerated. Public disclosures reflect true positions with diligence. Third-party intellectual property rights are respected; company IP is protected. Third-party IP cannot be used, copied, or distributed without permission. Company assets—including time, equipment, software, and facilities—are for business use only and safeguarded against misuse, theft, or waste. Employment-created works belong to TEN GRAND™, with rights assigned as needed.
Operations minimise environmental impact and support sustainability. Environmental laws are followed; waste is reduced, resources conserved, and ethical sourcing prioritised. Social responsibility includes community engagement, fair labour in supply chains, and sustainability transparency. Contributions to advancing these goals are encouraged. An open culture allows ethical concerns to be raised without retaliation. Suspected violations of this Code, laws, or policies must be reported promptly, to line managers, HR, legal counsel, or anonymous channels. Reports receive prompt, impartial, confidential investigation. Retaliation against good-faith reporters is prohibited; identities are protected where possible.
Training on this Code is provided upon onboarding and periodically. Managers reinforce standards through communications and performance discussions. The Code is communicated widely and updated as needed. Acknowledgement may be required in employment terms. Senior leadership oversees implementation and effectiveness, supported by ethics, compliance, legal, and audit functions. Violations undergo fair processes considering severity, intent, cooperation. Actions include counselling, retraining, demotion, termination, or authority referrals for illegal conduct. Full cooperation with regulators or law enforcement is provided. Updates reflect law changes, business needs, best practices. Waivers are rare, requiring senior leadership or board approval. Material changes are notified through appropriate channels.
Last reviewed: 10/02/2026