Covenant in a name a meaning
The word Covenant has various meanings. In the general sense, it indicates an agreement or a solemn promise to carry out a certain action. Among ancient peoples, a name was not chosen simply for its sound but rather for its ability to give insight into the soul of its bearer.
Indeed, the Romans believed that the very significance of a person lay within his or her name.
This is why we chose the name Covenant to convey our wish to create a company really able to identify itself with our clients and candidates, to build long lasting relationships based on trust and mutual respect and to truly serve the interests of our clients and candidates in our field of excellence, the development of human resources.
Our values define who we are and how we behave.
Integrity and Respect
We wish to be recognised as people with high standards of ethics and honesty in our professional and private lives. We hold every individual in high regard and thus aim to treat everyone with the utmost respect.
Confidentiality and Trust
We maintain the utmost confidentiality of information we acquire from both clients and candidates and are fully aware of the delicacy and sensitivity of matters entrusted to us.
Passion and Excellence
We are truly passionate about people and performance in the business world. We are absolutely committed to constantly improving our performance and we wish to be known for the high standard of our services and our people.
In a world in constant flux we aspire to bringing continuously new ideas and fresh ways of working to enhance our clients’ performance and the opportunities for our candidates.
Speed and Flexibility
We aim to be always ahead, ready to propose and anticipate change and to resolve our clients’ challenges in a timely manner.
We believe we have a distinctive ability to be creative and entrepreneurial in finding customised solutions to our clients’ problems.
Covenant Partners (hereinafter “Covenant”), within its activities and the conduct of its business, undertakes as inspiring principles the respect of the laws of the countries it operates in, and of its internal rules, in a frame of legality, transparency, privacy and respect of human dignity.Covenant furthermore aims to conciliate the research for competitiveness on the market with the observance of laws on competition and to promote, in compliance with environmental and social laws, the correct and most responsible use of resources.
The goals of allowing the growth, together with the reinforcement of the ability to create value, are undertaken by assuring the suitability of structures and processes, which are necessary for th development of new businesses, the efficiency of selection and managing mechanisms, for the quality of the managing systems and risk measurement.
The ethical principles here outlined are also relevant in the prospect of a future organizational model to be set up, as per D. Lgs. 231/2001, so to prevent those crimes thereby foreseen and consequently constitute an essential element of crime prevention control.
This Ethical Code (hereinafter the “Code”) has been drafted to ensure that Covenant’s Ethical principles are clearly defined and represent the basic element of business culture and the standard of conduct for all directors, employees and members in the management of its activities.
Each Covenant employee and director is responsible for understanding and following this Code. Covenant provides for show the contents. The laws and regulations addressed in this Code can be complex and are subject to change. If you are unsure of how to conduct yourself in a particular situation, you should immediately discuss it with your supervisor or any Covenant director.
The Code consist of the following parts:
- General Ethical Principles;
- Ethical Principles of Corporate Governance;
- Ethical Principles in relationship between staff;
- Ethical Principles towards third parties;
- Respect for ethical principles and sanction – disciplinary procedure.
This Code contains all the rights, duties and responsibilities of Covenant towards the “interestcarriers” (employees, suppliers, customers, partners, Public Administration etc.).
The Code must also be rigorously observed by representatives of governing bodies and managers, who shall procure that all their decisions and actions comply with the Code and who shall encourage the knowledge of the latter among members, employees and third parties acting on behalf of Covenant.
Individuals required to comply with the Code are defined “Recipients”.
1 Compliance with law
Recipients are required to comply with all applicable laws and regulations. Recipients are also required to comply with Covenant regulations, as implementation of legal obligations.
Recipients are required to comply with ethical and professional rules applicable to transactions effected on behalf of Covenant. Recipients are also required to comply with Covenant regulations, as implementation of ethical or professional obligations.
Recipients are required to comply with transparency, meaning clarity, completeness and relevance of information, avoiding misleading situations in transactions effected on behalf of Covenant.
Recipients are required to comply with Covenant regulations, as implementation of the principle of transparency.
4 Confidential information
Recipients must maintain the confidentiality of sensitive business, technical, or other information entrusted to them by Covenant and its members, except when disclosure is authorized or legally mandated.
The obligation to preserve such confidentiality continues even after employment ends.
5 Respect of human dignity
Recipients shall comply with the fundamental rights of persons, protecting their integrity and ensuring equal opportunities. Covenant does not discriminate on the basis of race, religion, color, national origin, ancestry, sex, marital status, sexual orientation, age or disability.
Additionally, Covenant is committed to providing a workplace free of harassment, including but not limited to sexual harassment.
1 Governing bodies
The appointments of members of governing bodies must follow transparent procedures.
Governing bodies act and decide independently and with full knowledge of the facts, pursuing the objective of creating value for Covenant in accordance with the principles of legality and fairness.
The decisions of the Members of governing bodies are autonomous, based on the free assessment and pursuing Covenant’s interest. Independence of judgment is required in the decisions of governing bodies and, therefore, the members must ensure maximum transparency in the management of operations in which they are particularly interested.
Under such circumstances, all applicable laws and Covenant regulations must be respected.
In particular, Directors are expected to promote honest and ethical conduct, allowing Covenant to benefit from their expertise.
2 Corporate accounting’s transparency
Covenant promotes the maximum transparency, reliability and integrity of the information concerning its accountancy.
Each transaction shall be properly and correctly registered, authorized, verifiable, legitimate, coherent and adequate.
Each action and operation carried out by Covenant shall be adequately registered and the relevant decision-making, authorization and execution process must be verifiable.
For any operation there must be adequate documental evidence, necessary for carrying out those verifications and controls which are necessary to confirm the characteristics and the reasons behind such operation and to verify who authorized, executed, registered and controlled such latter operation.
In case of any uncertainty on the behavior to be held in certain circumstances, each Recipient shall immediately report and discuss with a supervisor or any Covenant director.
1 Selection and Employment
Recipients shall promote and encourage the respect of equality and non-discrimination in the selection and the employment of employees, refusing any kind of favoritism, disparity, discrimination on the basis of race, religion, sexual orientation, political orientation.
2 Formalisation of employment agreement
Each employment agreement must be formalised by means of a written and valid contract, refusing any kind of irregular working relationship.
The Recipients shall promote maximum collaboration and transparency vis-à-vis the newly employed in order for the latter to become fully aware and conscious of his duties.
3 Management and evaluation of the employees
Covenant refuses any kind of discrimination of any nature vis-à-vis its employees, promoting decision-making and evaluating processes which are based on objective criteria commonly shared.
4 Health and Safety
Covenant promotes working conditions which protect the physical and mental integrity of the employees, making available working spaces in compliance with the applicable health and safety laws.
Each employees shall in any case respect and comply with any laws and applicable health and safety standards, obeying also to Covenant’s policies should these apply more restrictive standards.
5 Professional growth
Covenant promotes the professional growth of its employees through proper formative and constructive plans.
6 Discrimination and harassment
Covenant wants to be a working place free from any discrimination and/or harassment of any kind and nature.
Therefore, equal opportunities are offered to both employees and applicants, in accordance with applicable laws and no harassment or hostile behavior will be tolerated.
In addition to all other provisions of this Code, any Covenant director or employee who holds any external political office or position in any governmental or regulatory body (hereafter called an “Covenant Official”) shall ensure that his or her actions are taken with honesty and integrity.
Any Covenant Official also shall comply with all laws, rules and regulations concerning the political office or position.
If any Covenant Official does meet with any other government official to discuss Covenant business, the Covenant Official shall make clear in writing that he is acting solely in his capacity with Covenant and not in any official governmental capacity.
1 Conflicts of Interest
Recipients must ensure that any financial, business, or other activities in which they are involved outside Covenant are free of conflicts with their responsibilities to Covenant.
A “conflict of interest” may occur when your private interest in any way interferes – or even appears to interfere – with the interests of Covenant. A conflict can arise when a person has interests that may impair the objective performance of his or her duties to Covenant, or create an appearance of some undue influence.
Conflicts of interest may also arise when a person (or his or her family member) receives improper personal benefits as a result of his or her position with Covenant. Recipients must disclose any matter that they believe might raise doubt regarding their ability to act objectively and in Covenant’s best interest.
Covenant directors must be sensitive to situations in which they may have business or financial interests in government, corporations or other business entities that, from time to time, have business dealings with Covenant. Any Covenant director who has or becomes engaged in such a relationship must promptly report the situation.
If a conflict cannot be avoided, it must be managed in an ethical and responsible manner.
2 Conduct with third parties
Recipients shall promote maximum impartiality and refuse any kind of discrimination in their relationships with third parties, ensuring that any message, communication and agreement is transparent and comprehensible and avoiding any illicit or unfair conduct of any kind and nature. Recipients shall encourage maximum courtesy and availability in their relationships with third parties.
3 Conduct with suppliers
The selection of suppliers must be inspired by principles of lawfulness, correctness and transparency and must be based on objective and impartial criteria in terms of quality, innovation level, costs, additional services with respect to other potential suppliers.
Recipients shall not accept any gift, present or similar contribution, except for the case in which such contribution is common under an ordinary courtesy relationship and provided that the latter is of modest value. Any infringement of the principles of lawfulness, correctness, transparency, confidentiality and respect of human dignity shall be deemed as just cause for terminating the relationship with the relevant supplier.
Should a Recipient receive from a supplier a proposal aimed at advantaging such supplier, the Recipient shall immediately report to the Advisors.
4 Conduct with the Public Administration and Public Institutions
In any relationship held with the Public Administration and Public Institutions, Recipients must promote lawful and correct conduct, in the ambit of the maximum possible transparency, refusing any kind of promise and/or offer which may favor or facilitate any interest or advantage.
Recipients shall not offer money or other contributions to directors or employees of the Public Administration and of Public Institutions, except where it occurs under a common practice and provided that they are of modest value.
During any kind of negotiation, application or other relationship with the Public Administration and the Public Institutions, Recipients shall not try to improperly influence counterpart’s decisions.
In case of tender bids or similar procedures, each Recipient shall comply with the relevant and applicable laws and the correct commercial standards. Recipients becoming aware of any offer or benefit promised by public officials shall immediately report to the Advisors.
5 Conduct with political parties and trade unions
Covenant is absolutely and completely independent from any political party and trade union. In this respect, Covenant does not finance any of those organizations and does not support events or meetings of political parties and trade unions.
6 Reporting and Investigation Process
Directors and employees are obligated to immediately report any situation or conduct that might constitute a possible violation of this Code or the law. Reports may be made anonymously. Reports of violations will be investigated promptly.
All directors, employees are required to cooperate fully in the investigation of reported violations and to provide truthful, complete and accurate information.
Covenant prohibits any form of retaliation against employees who, for lawful purposes, report to Covenant any conduct or activity that may violate this Code, any applicable law or regulation or any other suspected improper, unethical or illegal conduct or activities by anyone at Covenant. Covenant also prohibits any form of retaliation against employees who provide information, cause information to be provided, or assist in an investigation conducted by Covenant or any governmental body regarding a possible violation of any law or regulation relating to fraud, any labor law, or who file, cause to be filed, or assist, participate or give testimony in any proceeding relating to an alleged violation of any such law, rule or regulation.
All Covenant directors and other managerial employees are responsible for ensuring adherence to this policy.
If an employee believes that he or she has been retaliated against (including threatened or harassed) in violation of this policy, he or she should report the retaliation immediately.