Code of conduct for integrity


This code of conduct has been drawn up on behalf of Van Uitert Companies B.V. It also applies to all the subsidiaries, hereinafter referred to as Van Uitert Companies.

At Van Uitert Companies, we attach great importance to quality and integrity. These values are fundamental to our responsibilities to colleagues, clients and the community.

This code of conduct sets out our principles for conducting business ethically.

The code of conduct includes regulations and measures for how people at van Uitert Companies deal with general standards of conduct and values.

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  • Discrimination based on ethnic origin, religion, culture, sexual orientation, gender or age will never be accepted. Neither in the recruitment and selection of personnel and in the internal promotion policy, nor in the collaboration with third parties, such as suppliers, subcontractors and clients.
  • Decisions are made solely on the basis of businesslike, honest considerations and never on the basis of discriminatory considerations.
  • We respect and protect the privacy and dignity of every individual. We do not tolerate discrimination, intimidation or other behaviour that is contrary to the law or the rules of unwritten law that are considered acceptable in society.
  • We support diversity and respect each person as an individual.

3.How employees treat each other

  • Employees of employer treat each other and their business relations with respect and integrity. We communicate openly and honestly and take our responsibility at all times. We act and communicate with due regard for the employer’s business interests and never seek power or other personal gain.
  • Harassment and bullying will not be tolerated in any way and will be punished.

4. Communication

  • Employees of employer always communicate in any way or through any medium with respect for the person about or with whom they are communicating. (Ethnic) slander, personal insults and obscenity are never permitted, while the privacy of others is always respected.
  • Particular attention is paid to communication through social media. Participation in or use of social media networks by employees of employer must always be in accordance with the rules of conduct referred to in this code of conduct as well as with the desired confidentiality of the subject.

5. Data protection and information security

  • In all business processes, the employer makes every effort to ensure the protection of privacy, the protection of personal data and the security of all company information.
  • For the technical and organizational protection of this data – particularly protection against unauthorized access and loss – the employer follows procedures that take current risks into account.

6. Confidentiality

  • Careless use of confidential information can harm the employer or its business relations and is therefore not tolerated
  • All of the employer’s staff signed a non-disclosure agreement when commencing their employment or at a later date.

7. Bribery, sidelines and conflicts of interest

  • Van Uitert Companies wants to do business without extortion, bribery or other illegal, unethical or fraudulent activities. We comply with all the applicable laws and regulations of the countries in which we operate.
  • The employer’s staff are not permitted to derive any personal gain, in any manner whatsoever, from any of the employer’s business relations.
  • It is not permitted to have private work carried out or to have deliveries made by the employer’s business relations if that might result in any personal gain.

8. Promotional gifts, invitations and gifts

  • Promotional gifts and invitations from the employer are only intended to show our appreciation for a business relation. They are never intended to influence decision-making, nor are they intended as consideration for a service rendered.
  • Employees of employer who receive promotional gifts or invitations must ensure that they are not intended to influence decision-making or in return for a future or rendered service.
  • Promotional gifts and invitations must always be reported.
  • Cheques, money or disproportionately expensive gifts

are never given or accepted as promotional gifts.

9.. E-mail use

The e-mail system is intended for business use. Its use is therefore linked to tasks arising from an employee’s position.

9.1. Prohibited e-mail use

It is not permitted to use the e-mail system in order to:

  • Send messages with pornographic, racist, discriminatory, abusive or offensive content.
  • Send messages with (sexually) intimidating content.
  • Send messages that (may) incite hatred and/or violence.
  • View the e-mail of other employees and / or contact persons or send e-mails in someone else’s name without authorization. 

10. Internet use

The internet system is intended for business use. Its use is therefore linked to tasks arising from an employee’s position.

10.1 Prohibited internet use

It is not permitted to use the internet in order to:

  • Visit internet sites that contain pornographic, racist, discriminatory, insulting or objectionable material
  • Try, in a roundabout way, to visit websites to which direct access has been technically blocked by the employer
  • The employee is aware of the impact of social media. The employee is not permitted to speak negatively about the employer on social media
  • Download software and applications without permission

Van Uitert Companies reserves the right, after consultation with the Works Council in question, to block internet websites in such a way that it is impossible for employees to visit those websites.

11. Reporting possible irregularities or violations of this code of conduct

It is essential that every employee or representative adheres to the code of conduct. Concerns and doubts about non-compliance should be reported to ensure everyone’s protection.

  • Employees are obliged to alert supervisors to possible violations of the rules in this code of conduct.
  • Employees can always contact the reporting officer for this purpose. The relevant reporting officer is Mr. K. Severijns.
  • In order to report suspected violations, we use the working method laid down in the Whistleblower Shelter Act (see our website for more information)

12. Inspection

Van Uitert Companies has the capacity to check that this code of conduct is being complied with. To do this, Van Uitert Companies has a permanent registration system at its disposal. If this registration system shows a detected increase in e-mail traffic or internet visits, Van Uitert Companies may decide to conduct further investigation. Further investigation by Van Uitert Companies may also be initiated on the basis of other indications such as sensory perception, communications, complaints or reports from other employees or third parties outside the company. If Van Uitert Companies decides to conduct further investigation into e-mail use or internet visits, the employee concerned will be informed of this.

13. Applicability

This code of conduct applies to all employees employed by Van Uitert Companies. It also applies to all employees employed by the above-mentioned legal entities. This code of conduct is an integral part of the individual employment contract.


If an employee does not comply with one or more of the above-mentioned prohibitions and/or the code of conduct, the company may take disciplinary measures. Possible disciplinary measures include a reprimand, suspension or dismissal.


This code of conduct has been submitted to the Works Council for consultation. In the event of the amendment or withdrawal of this code of conduct, the Works Council will again be consulted in advance.

16.Unforeseen circumstances

If circumstances arise that are not provided for in this code of conduct, the Board of Directors of Van Uitert Companies will make a decision after consulting with the Works Council.

17. Employee participation

The entry into force of this Code of Conduct in no way affects the Works Council’s power of assent or any other right to participate.

18. Time of entry into force

This code of conduct will become effective on 1 June 2019

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