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LandMark Ethical Code of Conduct


SECTION I:

1.1. OUR MISSION

The mission of LandMark Security Limited is derived from Act 350 of 1970 and the legislative Instruments LI 1571 and 1579 of the constitution of the Republic of Ghana which defines a private security organization.
“…to undertake private investigations as to facts or the character of any person, or which performs services of watching, guarding, patrolling or carriage for the purpose of providing protection against crime…”

1.2. OUR EMPLOYMENT PHILOSOPHY

LandMark Security Limited Employment Philosophy focuses on our expectations for the workplace and articulates our values and commitment to ethical behavior and productive employee relations. Agreed that LandMark Security Limited accomplishment depends on highly effective and imaginative staff working well together, we believe that this is best accomplished when managers and employees meet a joint commitment to:
  • Embrace and uphold the principles of fairness and equity.
  • Protect the fundamental health and safety of employees in the workplace.
  • Ensure consistency and openness in the treatment of employees through the development and application of sound policies and practices.
  • Provide a total compensation plan (i.e. salary and benefits) that is fair, as well as training and professional development opportunities that enrich LandMark Security Limited work and that promote individual levels of competence.
  • Create an environment where employees can attain and maintain a balance between their work and personal lives.
  • Recognize and reward excellence in the achievement of work objectives, taking initiative, dealing with others, and contributing in a responsive and positive way to the work and environment.
  • Promote and support working relationships and teamwork between and among employees based on mutual trust, respect, and goodwill.
  • Promote and maintain open and honest communication and make LandMark Security Limited a place where the views of employees are encouraged, welcomed, and respected.

SECTION II:

2.1. OUR CODE OF CONDUCT

LandMark Security Limited is committed to the highest standard of ethical conduct in all its activities; and subscribes to the Code of Conduct for Law Enforcement Officials (Adopted by the UN General Assembly, Resolution 34/169 of 17 December 1979).

Our Code of Conduct flows from our Mission and Employment Philosophy. LandMark Security Limited Board of Directors and the CEO, along with the Senior Management Committee, have endorsed this Code of Conduct and consider it integral to our corporate culture.

The Code applies to all LandMark Security Limited employees and to all of LandMark Security Limited business activities and partners. Any reference to employees is intended to include all employees and officers. The values and principles outlined in this Code must be reflected in our collective practices, policies and actions.

The values and principles outlined below not only encompass the commitments made in the Employment Philosophy; they also describe minimum ethical standards by which we, as LandMark Security Limited employees, operate.

2.2. COMPLIANCE

We comply with domestic and international laws, conventions, country agreements, procedures and protocols of professional conduct governing our respective profession

2.3. PROFESSIONALISM
  1. We are professional and courteous when dealing with our fellow employees, work partners, clients, contractors, members of the public and other stakeholders. We contribute to harmonious working relationships and act reasonably and fairly in our expectations of others.
  2. We resolve conflicts in a mature and professional manner; this extends to directing our concerns to appropriate parties.
  3. We work towards safeguarding and enhancing the reputation, corporate values and principles and working life of LandMark Security Limited.
2.4. SUPPORTING/PROMOTING QUALITY AND INTEGRITY IN PROTECTION
  1. We support works that furthers the LandMark Security Limited mission. We strive for excellence and impose high standards of integrity on the work we deliver.
  2. We encourage capacity building and knowledge sharing among our associates and recipients to further enhance the impact and future sustainability of LandMark Security Limited, while at the same time, promoting awareness and respect of humanity and property rights.
  3. We respect different procedural approaches to security without prejudgment and strive to conduct balanced analyses of the project work we support. We comply with the letter and spirit of internationally accepted ethical principles governing human rights protection.
SECTION III:

3.1. USE OF CENTRE RESOURCES AND ASSETS

We promote the use of resources and assets responsibly, including property, information systems, electronic networks, information, records and funds. We promote the application of sound business and risk-management practices.

3.2. RECORD KEEPING AND REPORTING
  • We promote transparency and confidentiality.
  • We safeguard and keep our records current, relevant, complete, and accurate.
  • We ensure that corporate business records are prepared reliably, accurately and in a timely manner.
3.3 PUBLIC COMMENTS

LandMark Security Limited is committed to encouraging public comment and the engagement of staff in intellectual debate and cultural pursuits.
  1. Public comment includes public speaking engagements, comments on radio or television and expressing views in letters to newspapers or in books, journals or notices where it might be expected that the publication or circulation of the comment will spread to the community at large.
  2. In making written or oral comments which purport to represent the views or authority of LandMark Security Limited and which might reasonably be expected to be become public, employees have a responsibility to ensure that they hold proper authority to make such public comments, and that such authority has been given to them by a person holding actual authority on behalf of LandMark Security Limited.
  3. Employees may make public comment on any issue, subject to the following:
    1. Where the matter of a media statement or letter relates directly to the academic or other specialized area of an employee’s appointment, the employee may use LandMark Security Limited’s name and address and give the title of his or her Company appointment in order to establish his or her credentials; or
    2. Where the matter does not relate directly to the academic or other specialized area of an employee’s appointment, the employee should clearly indicate that his or her comments are in a private capacity and not attributed as official comment of LandMark Security Limited.
SECTION IV:

4.1. UNDERSTANDING AND RESPECTING CROSS-CULTURAL DIFFERENCES

We make a conscious effort to better understand local culture, customs, and practices; and strive to be respectful of and sensitive to cultural differences, particularly local customs and culture in areas in which we conduct business.

4.2. ACTING IN THE BEST INTERESTS OF LANDMARK SECURITY LIMITED

We always endeavor to act in the best interests of LandMark Security Limited and its mission. We do not with intent engage in activities that would otherwise undermine the reputation, integrity, objectivity, and impartiality of LandMark Security Limited or its representatives.

SECTION V:

5.1. CONFLICT OF INTEREST

A conflict of interest exists in any situation where employees' ability to fulfill their official duties and responsibilities could be adversely affected by their private interests or personal considerations. This goes beyond a financial or economic interest to include any personal interest that arises from business dealings, social ties, or other personal considerations.
  • As employees of LandMark Security Limited, we conduct ourselves and perform our duties in a manner that reflects the values, principles, standards, and best interests of LandMark Security Limited, and in a transparent way that enhances public confidence and trust in the integrity of LandMark Security Limited.
  • We act in a manner that will bear the closest public scrutiny and foster public confidence.
  • We strive to avoid situations that place us in an actual, potential, or apparent conflict of interest and report on all such conflicts, in accordance with the LandMark Security Limited governing policies. We will regularly review LandMark Security Limited conflicts of interest policies to ensure compliance and raise any concerns we may have directly with our fellow employees, supervisor, or if unadvisable or inappropriate, the next level of supervision.
5.2 ACCEPTANCE OF GIFTS AND BENEFITS

  1. When acting for LandMark Security Limited, employees shall not do anything which could compromise either their or the Company's position.
  2. Employees must not solicit gifts or benefits that might in any way compromise or influence them in their capacity as employees of LandMark Security Limited.
  3. Gifts received as employees of LandMark Security Limited may be accepted in accordance with LandMark Security Limited’s “Guidelines for Staff for the Receipt of Gifts”, provided there is no possibility that the recipient may be, or might appear to be, compromised in the process or where the gift could be seen by others as either an inducement or reward which might place an employee under an obligation.
  4. Where employees, directly or indirectly, receive a royalty, gratuity, commission or any other benefit in respect of any patented or protected article or process used in any work with which they are connected as employees of LandMark Security Limited, full disclosure shall be made in writing to LandMark Security Limited.
5.3 RESPECT FOR CONFIDENTIALITY OF INFORMATION

We respect and seek to protect personal employee information, third party proprietary confidential information, or such other confidential information that is not otherwise public information.

SECTION VI:

6.1. HEALTH AND SAFETY
  1. We are all responsible for promoting and maintaining a healthy and safe working environment.
  2. We take all reasonable precautions to ensure our own health and safety and that of our colleagues or others who are affected by our work.
  3. Cooperate so far as it is necessary to enable compliance with any requirement imposed under occupational health and safety legislation in the interests of health, safety and welfare on any other person.
6.2. DISCRIMINATION AND HARASSMENT

We are all responsible for promoting and maintaining an environment that is free of all forms of discrimination and/or harassment (including ethnicity, marital status, disability, religious or political affiliations, race, and sexual orientation, physical or psychological harassment).

SECTION VII:

7.1. OUR RESPONSIBILITIES

The Code is intended to help us understand ethical requirements and responsibilities in day-to-day operations and by way of appendix, to serve as a reference tool to more detailed policies and guidelines. It is not intended to be a set of detailed rules but, rather, a set of principles.

When faced with a difficult business decision that is not addressed in this Code, a few questions may help us determine the appropriate course of action:
  • Is it ethical?
  • Is it legal?
  • Is the decision defensible in the eyes of the public?
  • What would a reasonable person think about our decision/action?
  • Does it have the potential to reflect negatively on LandMark Security Limited or us?
  • Would we be embarrassed if others knew we took this action?
  • Is there an alternative course that may not pose the same ethical conflict/dilemma?
  • If still in doubt about a situation or whether it is consistent with LandMark Security Limited's high ethical standards, we must seek help and guidance from our supervisor, or if inappropriate or otherwise unadvisable to do so, the next level of supervision, or such other office that may be designated from time to time.
We, members of management and staff alike, are all responsible for ensuring that we read, understand, and uphold the values, principles and standards outlined in the Code and in the supporting LandMark Security Limited policies. To be effective, the Code must be integral to everything we do.

7.2. AVENUE OF RESOLUTION

Concerns about this Code and its application should first be discussed with management. When unable to raise the concern with a direct supervisor, we are to consult the next higher level of authority or, ultimately, such other office that may be designated from time to time.

In all cases, reporting requirements related to the disclosure of wrong doings and the protections afforded to those employees who, acting in good faith and without being frivolous or vexatious, have made an allegation of wrong doing, will be consistent with the requirements of the Law applicable in that instance.

7.3. FAILURE TO COMPLY

The Code forms part of our conditions of employment at LandMark Security Limited. We are expected to operate within and uphold the highest standard of conduct. We understand that any failure to do so will be viewed as falling short of LandMark Security Limited’s’ acceptable standards of conduct as defined in the Management Policy Manual. Disciplinary action may therefore be applied.

We are responsible for ensuring that all decisions are made with honesty and integrity.





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