This Code of Conduct for Providers (“Code”) describes Hopin’s expectations of how its vendors, suppliers, contractors, agencies, resellers, and other Hopin partners (“Providers”) conduct business, both internally and with Hopin’s customers.
This Code also outlines consequences for unacceptable behavior.
The Code is to be upheld when interacting with Hopin personnel, other Hopin contractors (“Personnel”), and all Hopin customers including prospective, current, and former customers (“Customers”).
This Code also applies to unacceptable behavior occurring outside the scope of business activities when such behavior has the potential to adversely affect the safety and well-being of Hopin personnel and customers.
3. Ethical Business Practices
We expect our vendors to share our principles and uphold our standards and for each to develop policies and programs as appropriate to ensure that all workers understand and adhere to these standards.
Hopin does not tolerate corruption or bribery in any form and we expect our vendors to fully comply with requirements of all applicable anti-corruption laws, including but not limited to the U.S. Foreign Corrupt Practices Act and the UK Bribery Act. Providers will not directly or indirectly give, offer, or accept anything of value to obtain or retain business or favored treatment, to influence actions or to obtain an improper advantage for Hopin, itself, or any third party. This includes any benefit, fee, commission, dividend, gift, cash, gratuity, services, consideration or any inducements of any kind to any Hopin representatives, officers, agents or employees of Hopin. Furthermore, vendors will ensure the same of any affiliates, retained agents, subcontractors, intermediaries or workers. This prohibition extends not only to public officials, candidates for office, and workers of state-owned enterprises, but also to workers or officers of counterparties, clients/customers, suppliers, any agent of the aforementioned parties, or any other person with whom the firm does or anticipates doing business.
Privacy and Data Protection
We expect our vendors to protect confidential information and personal data. Providers must adopt and maintain processes to provide reasonable protections for personal, proprietary and confidential information, including information that they access, receive or process on behalf of Hopin. Providers should recognize that unauthorized use or disclosure of such information may have personal, legal, reputational and financial consequences for the vendor, individuals whose personal information may be implicated, and for Hopin. In addition, vendors must comply with all applicable privacy, data protection and information security laws and regulations.
4. Hopin Culture, Citizenship & Values
A supplemental goal of this Code is to promote good citizenship by encouraging Providers to recognize the relationship between their actions and resultant effects within Hopin culture.
We strive to be a company that welcomes and supports people 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.
Your work at Hopin will be used by other people, and you in turn will depend on the work of others. Any decision you take will affect users and colleagues, and you should consider those consequences when making decisions.
Not all of us will agree all the time, but disagreement is no excuse for poor behavior or poor manners. We might experience some frustration now and then, but we cannot allow that frustration to turn into a personal attack. It’s important to remember that a company where people feel uncomfortable or threatened is neither productive nor pleasant. Providers should always be respectful when dealing with Hopin personnel as well as with people outside of Hopin.
Hopin is built upon a set of values, these values resonate through our company and everything we do.
We check our egos.
We put the team first, before ourselves. We listen. We hold our opinions loosely and we don’t take ourselves too seriously. Work is funny sometimes. Have a laugh.
We strive to solve problems before they happen, not when they happen.
This means working proactively, not reactively. Go the extra mile, find holes to plug or report, and share information and ideas deliberately and widely.
With our people, we go above and beyond.
As a team, we are remote, international, diverse, inclusive. We hire the best people regardless of geography, timezone, religion, color, sexuality or favorite TV show.
5. Acceptable Behavior.
The following behaviors are expected and requested of all parties:
- Exercise consideration and respect in your speech and actions at all times.
- Attempt collaboration before conflict.
6. Unacceptable Behavior.
The following behaviors are considered unacceptable within our community:
- Any conduct that violates our Community Guidelines.
- Inappropriate physical contact. You should have someone’s consent before touching them in any manner. This applies to in-person and social events which may be held out of hours.
- Unwelcome sexual attention. This includes inappropriate touching and groping.
- Advocating for, or encouraging, any of the above behavior.
- Other conduct which could reasonably be considered inappropriate in a professional setting.
7. Consequences of Unacceptable Behavior
Unacceptable behavior from any Provider will not be tolerated. Anyone asked to stop unacceptable behavior is expected to comply immediately. If a Provider engages in unacceptable behavior, Hopin may take any action deemed appropriate, up to and including termination.
8. Reporting Violations
If you are subject to or witness unacceptable behavior, or have any other concerns, please notify the PeopleOps team as soon as possible.
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 disciplinary action up to and including termination.
9. Disciplinary Action
Providers who violate this policy may face immediate termination.