Terms of Service
ProximitiesB.V. offers her clients high-quality services). In its execution,
Proximitiesmaintains a strict code of conduct.
1. PURPOSE
This Codeof Conduct aims at providing clarity and insight into the professional positionand setup of consultants, project-, and/or interim-managers deployed byProximities, as well as the standards consultants, project-, and/orinterim-managers should wield towards clients and all others involved in theirwork. This Code of Conduct offers a lower limit for the quality of professionalpractice and personal performance.
2. ASSUMPTIONS
2.1. EXPERTISETheconsultant, project-, and/or interim-manager is expected to have demonstratedknowledge and skills necessary for the professional practice of the profession.He/she should regard it as essential to remain informed of developmentsconcerning his/her profession and the market. The consultant, project-, and/orinterim-manager should be able to explain why he/she prefers a particularapproach and is expected to possess the knowledge and skills necessary toimplement this approach.
2.2 INDEPENDENCETheconsultant, project-, and/or interim-manager is loyal to the organization inwhich he/she is deployed, while fully preserving his/her professionalindependence. By being near whilst maintaining a distance, he/she guaranteesthe best use of his/her professional expertise. He/she maintains his/herindependency of the client system in terms of income as well.2.3. INTEGRITYThe conceptof ‘integrity’ in relation to the consultant, project-, and/or interim-managercontains four main elements.
2.3.1. DecencyThe consultant, project-, and/or interim-manager actsin a way that commands confidence, both within his/her profession as among thecustomer base. He/she keeps to the law and to what is socially seen as correct.
2.3.2. Diligence Diligence in this context pertains correctly handlingthe stakeholders in the assignment. The consultant, project-, and/orinterim-manager ensures clear communication with all parties involved, whilstcontinually placing the interests of the organisation first. He/sherespectfully and discretely handles all information regarding the organisation.Should he/she obtain information from third parties, he/she ensures not tocause damage to the organisation. Therefore, the consultant, project-, and/orinterim-manager is careful when selecting informants.
2.3.3. ACTING FINANCIALLYCORRECT
The consultant, project-, and/or interim-managerhandles financial aspects carefully and with integrity. Clear agreements aremade between all parties involved regarding fees. The consultant, project-,and/or interim-manager guards for conflicts of interests and never servesconflicting interests. The consultant, project-, and/or interim-manager chargesa fee in correspondence with the nature of the assignment and his/her positionwithin the organisation, weighing in risk factors for him/herself.
2.3.4. ATTENTION TO COLLEGIAL RELATIONS
The consultant, project-, and/or interim-managerstrives for constructive collegial relations, in light of the quality ofservice.
3 CODE OF CONDUCT
3.1 The consultant, project-, and/or interim-managertakes due diligence into account during his activities and behaves in a waythat promotes trust in his professional group.
3.2 The consultant, project-, and/or interim-managerabides the law during his/her activities. 3.3 The consultant, project-, and/or interim-managerrefrains from anything that might harm the respect and dignity of hisprofession in any way.
3.4 The consultant, project-, and/or interim-managerputs his/her knowledge, experience, and expertise to the benefit of theorganisation, while maintaining professional independence. If no option toreach his/her own, independent appraisal is provided, he/she will not acceptthe assignment. If an independent appraisal is hindered during theimplementation process, he/she will terminate the assignment.
3.5 The consultant, project-, and/or interim-managerensures to only serve the interests of the organisation within the clientsystem. If personal or business interests are at play that might influencehis/her performance, the consultant, project-, and/or interim-manager will notaccept the assignment.
4 THE ASSIGNMENT
4.1 Prior to accepting an assignment, the consultant,project-, and/or interim-manager provides clarity on commitments regarding effort and/or results. Priorto commencing the assignment, the consultant, project-, and/or interim-manager gathers informationon the ‘context’ (in the broadest sense). He/she will decline or end the assignment if the client pursuesunlawful objectives.
4.2 The consultant, project-, and/or interim-manageronly accepts assignments for which he/she is demonstrably qualified. The natureof an assignment is always temporary. The duration of the assignment is suchthat the consultant, project-, and/or interim-manager can maintain the requireddistance.
4.3 By accepting the assignment, the fullresponsibility for its proper execution is accepted as well.
4.4 The assignment and its execution should bereflected in the contract agreements established on at least:· Delimitation of content and scope of theassignment;· Determination of the organisation related to theassignment;· Powers and responsibilities;· Determination of individuals or groups that areaccountable; · An indication of the duration and expectedresults of the assignment;· The method of reporting during the assignment;· The period of notice and related conditions;· Determination of the fee;· Confidentiality;o The termination of the assignment;o Required/necessary aftercare;o Any complaints procedures agreed upon.
5 EXECUTION
5.1 The consultant, project-, and/or interim-managerwill try to achieve the desired result for the organisation to the best ofhis/her abilities. When he/she accepts the assignment, he/she strives for anunambiguous agreement on measurable goals to be achieved. He/she makes it clearto the stakeholders which data, insights, and experiences he/she bases his/herapproach on.
5.2 The consultant, project-, and/or interim-managerensures continuity in the implementation of the assignment in the unlikelyevent he/she drops out. He/she regards evaluation by the client system, bothduring and at the end of the assignment, essential to the implementationprocess. He/she carries out the assignment in a way that the position occupiedby him/her in the organisation is transmissible to a (permanent) successor.
6 DISCRETION AND CONFIDENTIALITY
6.1 The consultant, project-, and/or interim-managerexercises due diligence regarding the use of information provided to oruncovered by him/her. With any transfer of information, he/she conceals sourceswhere necessary.Should he/she possess price-sensitive foreknowledge,he/she can never be involved, directly or indirectly, with the company’strading stocks. He/she should be aware at all times that Proximities’ or theclient’s statements and communication of sensitive information is not bound toworkplace, work hours, and project duration. Confidentiality concerns verbaland written statements, as well as media carriers that store these statements.
7 CLIENTS’ EMPLOYEES7.1 The consultant, project-, and/or interim-managercan, if initiated by the employee, refer a client’s employee to Proximities,with due consideration of the following: he/she will never accept payment forarranging a job for an employee of the organisation; the consultant, project-,and/or interim-manager refrains from directly approaching employees for a jobelsewhere, unless the desire to change jobs has been demonstrably expressed bythe party concerned.
8 SUPPLEMENTARY ETHICAL CODE OF CONDUCT
8.1 Integrity is paramount to PROXIMITIES and herservices, by complying with the highest professional standards, providing solidadvice, and ensuring independence. Proximities expects this integrity to becarried out and observed by her employees and third parties deployed by her.
8.2 The consultant, project-, and/or interim-manageris considered to maintain his/her objectivity, meaning that he/she will neverengage in improper influences, and therefore will avoid any relations thatmight corrupt an independent and professional judgment.
8.3 The consultant, project-, and/or interim-managerwill execute the assignment at all times with common sense and good judgment,as well as in line with their responsibilities, and respecting and complyingwith standards and values, according to both letter and spirit and theprevailing culture of his/her working environment.
8.4 The consultant, project-, and/or interim-managerwill refrain from undertaking activities and/or action(s) that might negativelyinfluence Proximities’ and/or her clients’ interests and/or reputation.
8.5 The consultant, project-, and/or interim-manageris never involved with corruption, bribing, extortion, and embezzlement, nordoes he/she tolerate these activities. Therefore, no propositions will be madeor accepted which might lead to an unfair or improper advantage. Such improperproposals might consist of cash, non-monetary gifts, pleasure trips, orservices and facilities of another nature. The consultant, project-, and/orinterim-manager will not perform or omit actions in violation of the law. Shouldthe consultant, project-, and/or interim-manager be approached for these kindsof activities, he/she should report this to the Business Manager immediately.
8.6 The above constitutes an illustrative andnon-exhaustive list of Proximities’ core values. Each violation of this Code ofConduct or other misconduct might lead to punitive measures, up to immediatetermination of the employment or agreement of contract.
PROXIMITIES is registered in the Dutch Chamber ofCommerce Gooi & Eemland with the following registration number: 3209.09.81 PROXIMITIESBV