Corporate Governance

CODE OF CONDUCT & ETHICS POLICY

Message from Amuse Managing Director

To maintain the respect and trust of our clients, business partners and suppliers and in order to make our business even more successful, it is vital that we conduct our business with high standards of ethics and integrity.

This doesn’t mean just complying with both the spirit and the letter of the various laws and regulations that govern us. It also means leading by example in the way that we do business and in the way that we behave towards colleagues and external stakeholders. This Code of Conduct sets out the standards of behavior by which all of us are bound.

The Code can and does serve as the moral compass by which we can all judge what is right and proper.

Not following the Code may result in breaches of laws and regulations and a loss of reputation. For individuals it could also mean disciplinary action or dismissal. 

It is therefore essential that you familiarize yourself with the Code and make following it a daily habit. If you have any queries or concerns about what the Code means or how you should behave in any situation, it is important that you seek guidance from your manager.

I am relying on everyone in Amuse to play their part in ensuring that Amuse brand name in Event Management will continue all be proud of.

Vassilis Mentzelopoulos
Managing Director

INTRODUCTION

The Purpose of the Code This Code of Conduct was developed with Amuse Mission in mind and is intended to provide practical guidance for handling many of the ethical issues you may face as a Amuse employee. By learning and following the principles in the Code, we will continue to earn the trust of our clients and take pride in our company and coworkers. 

The Code cannot, of course, cover every situation and the relevant policies should also be followed. It’s not a substitute for good judgment and common sense. Instead, think of the Code as a GPS for the company’s commitment to responsible business practices. You’re responsible for determining where to go and how to get there. The principles in the Code are there to help you stay on course.

Read the Code carefully, considering the issues it raises and how they affect you in your daily work life. The topics covered in this Code are important.

Violations of the Code can cause great harm to the company and its reputation. Employees who violate the Code may be subject to appropriate disciplinary action, up to and including termination of their employment.

 The Code of Conduct is a living document, and Amuse may change it from time to time, as appropriate.

You must make time to read and understand this document. If you are in any questions, doubt about the meaning or applicability of a rule or regulation, please seek advice from your Manager or MG.

1. PURPOSE

To maintain the respect and trust of our clients, and to make our business even more successful, it is vital that Amuse (hereinafter, “Amuse” or “Company”) conducts its business with high standards of ethics and integrity. 

Amuse Employee Code of Conduct & Ethics policy (hereinafter, “Code of Conduct”) outlines Company’s expectations regarding employees’ behavior towards to including but not limited their colleagues, clients, business partners, suppliers, and overall organization.

Amuse promotes freedom of expression and open communication, but the Company expects all employees to follow our code of conduct.  Amuse expects them to foster a well-organized, respectful, honest, and collaborative environment.

Our Employee Code of Conduct has been created to help you understand our core values and the behaviors expected to support them. It provides guidance and support for every Amuse employee with high standards of ethical behavior and compliance with local laws and regulations being essential to protecting the reputation and long-term success of our business. We must constantly live up to our values so our clients, stakeholders and colleagues are confident they can put their full trust in us. 

Local laws or policies always prevail when they are stricter than this Code. 

2. COVERAGE

3. EMPLOYEES RESPONSIBILITIES

Everyone in our business has responsibilities, including:

If you have supervisory or lead responsibilities, you have additional responsibility to take these actions: 

4. ZERO TOLERANCE 

While this Code gives you guidance for certain situations there are specific areas where Amuse has a zero-tolerance policy:

5. CODE OF CONDUCT OUTLINE

5.1 Health and Safety 

Amuse prides itself on providing a safe, healthy working environment. Safety is our top priority, and we expect our employees and Suppliers to embrace our philosophy of putting “Safety First, Always.” 

Amuse is committed to complying with all laws and regulations governing workplace safety. No job is so important, no task so urgent that it cannot be done safely. 

The Company expects all employees to play their part in making Amuse safer and ensuring their team has the right equipment, training, and knowledge to guarantee a safe working environment. Therefore:

Quite simply, if it isn’t safe, don’t do it. Stop and inform your manager. If you have any health and safety concerns, please speak to your manager.

 5.2 Diversity, equality, and inclusion 

Amuse promotes a diverse, inclusive, and equal workplace both internally and externally. Every employee is expected to treat everyone with whom we have contact with dignity, courtesy, and respect.

At Amuse, we treat our colleagues, business partners, clients, and suppliers fairly and on merit. 

The Company hires, promotes and rewards its employees based on their capabilities and skills. Gender, race, color, ethnic or national origins, marital status, family circumstances, age, disability, sexual orientation, political or religious belief are not relevant to personal and team performance at work. Amuse employees have the right to work in a safe environment free from discrimination, bullying or harassment. 

Amuse supports and upholds human rights principles and international standards. Amuse will not tolerate, engage in, or support the use of, forced or child labor. This expectation extends to all our business partners and suppliers and is specifically reinforced in the Amuse Suppliers Code of Conduct & Ethics.

5.3 Harassment free Workplace & Child Abuse

Every Amuse Employee has the right to a working environment free from harassment and intimidation. To be successful, we must always treat each other with respect and dignity.

Amuse will not tolerate bullying or harassment. 

Definition: Harassment is unwanted conduct which is reasonably considered to have the purpose or effect of: 

The following can be classed as harassment and can create a hostile working environment:

PLEASE READ ANNEX A to have a thorough understanding of Harassment in a working environment

Amuse prohibits violence, threats of violence, intimidation, and disruptive conduct of any kind on company premises and even off company premises if the Employee is on company business or the behavior is an extension of the workplace, such as online bullying directed at a coworker. 

This prohibition applies to all Amuse employees, whether fulltime, part time or temporary—as well as to customers, suppliers, contractors, and visitors.

Directors are responsible for communicating this policy to employees and for investigating any complaints of harassment against any member of their team. Otherwise, Employees can address the complaints to the Amuse Managing Director.

Child abuse: It is strictly prohibited any kind or form of sexual activity with a person under the age of 18. In such case the employee will be immediately reported to the authorities of the country.

Amuse prohibits violence, threats of violence, intimidation, and disruptive conduct of any kind on company premises and even off company premises if the Employee is on company business or the behavior is an extension of the workplace, such as online bullying directed at a coworker. 

This prohibition applies to all Amuse employees, whether fulltime, part time or temporary—as well as to customers, suppliers, contractors, and visitors.

Directors are responsible for communicating this policy to employees and for investigating any complaints of harassment against any member of their team. Otherwise, Employees can address the complaints to the Amuse Managing Director/CEO.

5.4 Privacy and Personal Data

Amuse respects the confidentiality of our customers’ and employees’ personal, financial and health information. Personal data should be handled, used, or shared only when there is a legitimate business reason to do so, and then, only in accordance with applicable law and company policy.

Amuse is fully compliant with the European Law 2016/679, regarding the General Data Protection Regulation (GDPR).

If you deal with personal data in your work, you are responsible for understanding and complying with legal requirements and the company data security and privacy policies. Address our GDPR consultant Oto Peradge for any queries. 

Penalties for violating data protection laws will be applied.

 5.5 Drugs and alcohol 

Amuse is a drug-free workplace. While at work and attending business-related activities in any location you are strictly prohibited from using or being under the influence of alcohol or illegal drugs. From time to time the Company may organize events where alcohol is served. You are always expected to drink responsibly at these events.

 5.6 Sustainability

Amuse believes that developing a sustainable business is not only the best way to help look after our environment, but also contributes to delivering a successful and ethical company. Our environmental impact is relatively small, but we all still have a responsibility to look after it. 

For some of our clients, this can be an important issue as an increasing number seek to do business only with companies who have a clear understanding of their impact and have policies in place to try and reduce their impact. 

At a corporate level, Amuse has an environmental plastic-free policy as well as a recycling policy. Furthermore, collaborates with Companies who have in place environmental policies.

Amuse encourage you to be mindful of the impact on the environment as you undertake your day-to-day duties:

5.7 Dealing with Suppliers 

Amuse and its clients have long benefited from the company’s strong, lasting relationships with its suppliers. When selecting and managing suppliers, including consultants or contractors, verify that they are qualified to do business with us. 

Amuse has a specific procurement policy, which establishes requirements for supplier operations. Choose the qualified supplier that will provide the best overall value, considering quality, price, service, delivery, and reputation. Always choose suppliers based on the merits, avoiding conflicts of interest, inappropriate gifts and entertainment, or any other favoritism that might improperly influence or appear to influence the selection process (see the Gifts and Entertainment section of this Code for additional guidance). Never, ever accept payments or other items of value intended to influence our decisions about suppliers. Competitive bidding must be handled fairly, with each supplier having an equal chance to compete for our business. And when we engage a supplier, contract terms should specifically describe the services to be provided and otherwise comply with Procurement policy. 

Remember, our suppliers’ reputation and behavior can directly affect Amuse. Greece, Cyprus & Malta have laws prohibiting transactions with certain restricted parties or may require certain credentials or certifications. Only do business with companies that comply with the law and understand and operate consistently with our commitment to compliance and ethics.

5.8 Dealing with Clients 

How we do business is just as important as what we do. As an Amuse employee, it’s your job to ensure that every single dealing with our customers is honest, fair, and professional. When entering into business agreements, verify the transaction is not prohibited by trade or sanctions laws. We must tell the truth when advertising our services, and never make false claims about our own or our competitors’ offerings. It is important that we must never charge a customer for services or items that we have not provided, nor cause customers to incur costs due to carelessness or faulty workmanship. If you believe a client may have been treated unfairly, it’s your duty to fix it.

5.9 The Government as a Customer

In many respects, our relations with a government institution or a government-owned business as a client are just like our dealings with private sector clients. Each must be treated with the highest standard of fairness and honesty. However, there are many special rules and safeguards that apply to government transactions. These rules can apply to bidding processes, the use of subcontractors, gifts and entertainment, conflicts of interest, the company’s hiring practices, and other areas. 

If you deal with sales to the government or a government-owned business, you are responsible for knowing the Government contracting regulations and complying with all applicable laws and regulations. 

Always consult the Law Department for guidance.

5.10 Gifts and Entertainment 

Maintaining high quality professional relationships with our clients, suppliers and contractors is essential to the success of our business. Sometimes we provide or receive business courtesies, such as reasonable entertainment and modest gifts. However, we must never allow these courtesies to affect our ability to make objective, professional decisions or give the perception that our objectivity has been compromised. 

Refer to your Manager on what is and isn’t deemed acceptable and seek guidance and written approval.

Amuse employees are prohibited from giving or accepting gifts or entertainment that are:

The following are examples of gifts that are usually acceptable:

5.11 Information management and security – Disclosure of Information

Information is one of our most valuable assets. We must do all we can to protect it. We must demonstrate to our clients and suppliers that we handle their information with care and integrity. Information has many forms from email, databases, voicemail, and websites through to paper-based communication, photos, and videos. Whatever its format, information and passwords must always be appropriately protected.

Never disclose proprietary or confidential information to third parties without authorization. If you plan on electronically sharing confidential information with any third party, be sure to comply with data security requirements. Be careful when using speakerphones and cell phones, and never discuss sensitive company information in public. Some employees may have access to our customers’ and others’ financial or personal information. This information must be always safeguarded and only used for legitimate business purposes. 

Remember, your duty to safeguard proprietary and confidential information continues even after you leave the company. If you are not sure about whether certain information is confidential and must be protected, talk to your Manager.

5.12 Communicating with the outside world

Any communication with external stakeholders, such as our clients, suppliers, or even the media, must be clear and truthful. We urge you to take care when using social media and email. Remember that once you have made a public statement you have no control over what happens to it or who uses it.

When using social media, do not disclose confidential company information or communicate in a way that could reflect poorly on the company or its employees. Always distinguish carefully between your own personal views and the views of the company. Do not speak on the company’s behalf without proper authorization from the Communications Department.  Internal communication is equally important as this can easily make it into the outside world. 

5.13 Protecting of Company Property 

We each have a duty to look after and respect all of Company’s

  1. Assets, namely our place of work, computer and telephone, company vehicle, finances or supplies you may have access to. We should protect Company’s assets from misuse, theft, and waste. We must also ensure other companies cannot gain an unfair advantage by accessing important information about our business. You should: 
  1. all kinds of incorporeal property. This includes trademarks, copyright, and other property (information, reports etc.) 

Employees should use them only to complete their job duties.

5.14 Financial and non-financial accounting and reporting 

We have an obligation to our business clients to ensure that we report openly, honestly, and accurately on our business performance. Accurate record-keeping protects our reputation. You must always: 

5.15 Professionalism

All employees must show integrity and professionalism in the workplace:

Managers mustn’t abuse their authority. We expect them to delegate duties to their team members considering their competences and workload. Likewise, we expect team members to follow team leaders’ instructions and complete their duties with skill and in a timely manner.

We encourage mentoring throughout our company. 

In certain circumstances, and at Amuse discretion, it may be necessary to reassign someone to avoid a conflict of interest, or to take steps to maintain a harmonious and productive work environment.

A potential conflict of interest can arise in many ways therefore, you should not

Where requested, you should always disclose your interest to your manager and remove yourself from the decision-making process.

Remember, proper communication and information sharing is critical

6. DISIPLINARY ACTIONS

Our company may have to take disciplinary action against employees who repeatedly or intentionally fail to follow our code of conduct. Disciplinary actions will vary depending on the violation.

Possible consequences include:

We may take legal action in cases of corruption, theft, embezzlement, or other unlawful behavior.

7. WHISTLBLOWING  

What is Whistleblowing? 

Whistleblowing is the reporting of suspected wrongdoing at work by an employee, the Company or a supplier or business partner. 

Our whistleblowing policy exists to help you speak up in situations where you suspect dangerous, illegal, harmful, or fraudulent activity is taking place, or when you or your colleagues are being treated unfairly. 

Amuse conducts its business to the highest standards of integrity and honesty, and we expect you to maintain these same standards in everything you do. 

To work out the right thing to do in any situation, ask yourself: 

 If the answer to any of these is ‘no’ then we expect you to speak up. 

Who should I speak to?

 If you have an issue with a colleague or external stakeholder, you should initially discuss the matter with them. If this is not possible, you should speak to your Manager or Managing Director.

Amuse Top Management safeguards any retaliation against anyone who speaks up and does the right thing.

ANNEX A

Workplace harassment types can be of any type. It can be physical, verbal or of any form.  You’ll be more equipped to cope with harassment or assist a victim if you have a thorough understanding of it. 

Here are eleven of the most typical types of harassment in the workplace:

1. Discriminatory Harassment

Discrimination occurs when a person is subjected to unlawful workplace harassment. Discriminatory harassment, unlike other forms of harassment such as physical or verbal harassment, is defined by aim rather than how it is carried out. 

Discriminatory harassment comes in a variety of forms, some of which are easily identifiable:

Racial Harassment: Racism is perpetrated against victims based on their race, ancestry, skin color, country of origin, or citizenship. Racial harassment takes many forms, including racial insults, racial slurs, racial jokes, disgust, disparaging remarks, and so on.

Gender Harassment: This is a form of gender discrimination. Negative gender stereotypes regarding how women and men should act according to their gender are a good example.

Religious Harassment: Religious harassment is sometimes confused with racial harassment, but it focuses on the victim’s religious beliefs. Intolerance of religious holidays, traditions, rituals, offensive religious jokes, and pressure to convert to another religion are all examples.

Disability-Based Harassment: This type of harassment targeted on disabled individuals may be teasing, refusal to accommodate, or patronizing comments. It is aimed largely towards people who have a disability, related to someone who has a disability or utilizes disability services.

2. Personal Harassment

This form of workplace harassment isn’t motivated by the victim’s membership in any protected class (such as religion, race, and gender). This type of bullying isn’t illegal but still has the potential to cause harm. Any behavior that makes the victim’s work environment insulting or intimidating is included.

Personal harassment can take many forms like:

3. Physical Harassment

Threats or physical attacks are used in physical harassment, which is also known as workplace violence. They might also be deemed an assault when they go to extremes. Physical actions like shoving with a lighthearted aim can often blur the limits between what is and is not suitable. As a result, it is up to the individual experiencing the behavior to choose whether it is suitable or threatening.

Examples:

4. Power Harassment

The fact that there is a power imbalance between the harasser and the harassed is a defining element of power harassment. Using his/her power, the harasser, who is higher in the office hierarchy, bullies the victim. Supervisors and subordinates are frequently involved in this situation. Personal harassment, acts of violence, and, most commonly, psychological harassment are examples of power harassment.

5. Psychological Harassment

Harassment of this nature has a negative impact on a person’s mental health. Psychological harassment victims frequently experience feelings of being dismissed or belittled on a professional or personal level, or both. Their psychological harm spreads, affecting their work, social lives, and physical health.

The following are some examples of workplace psychological harassment:

6. Cyberbullying

To gain the benefits of the internet and appeal to the younger generation of employees, it is customary in the modern workplace to deploy internet-based apps. For their speed, convenience, and user-friendly layout, instant messaging apps are popular. 

Bullies might exploit this technology to pick on their victims because it has several drawbacks. Online harassment and cyberbullying are becoming more of a problem for employers. 

Following are the ways bullies can torment their victims:

7. Retaliation Harassment

Many people are unaware that retaliation harassment takes place in subtle ways. It occurs when someone harasses someone to exact retribution for filing a complaint against them before and to prevent them from filing another complaint.

The following is an example of retaliatory harassment:

8. Sexual Harassment

Sexual harassment refers to any form of sexual harassment, including unwanted sexual actions, approaches, or behavior. Other forms of harassment take time to manifest or become more severe, but sexual harassment has an immediate effect. Sexual harassment is one of the types of unlawful employment discrimination that is immediately dealt with.

Sexual Harassment is defined as:

9. Quid Pro Quo Sexual Harassment

Quid pro quo, which translates to “this for that,” is a type of exchange-based sexual harassment. If the victim agrees to engage in sexual conduct, they will be offered work perks. In the majority of situations, the harasser is a manager. They would have something worth offering in exchange for a sexual favor because they are senior-level employees. It can also happen as a result of blackmail.

A victim may be asked to do the following in exchange for sexual or romantic favors:

10. Third-Party Harassment

A type of workplace harassment in which the perpetrator is a third party – someone from outside the Company – is known as third-party harassment. Unlike most cases, when the harasser is a coworker, manager, or supervisor, the third party in this scenario is a company’s supplier, vendor, client, or customer. 

Younger personnel in low-status roles, are frequently the victims. They are easy targets because of their lack of experience and position in the company, as well as their reluctance to speak up since they are afraid of losing their employment.

11. Verbal Harassment

Employees are frequently subjected to verbal harassment. It could be the outcome of personality clashes that have evolved from a casual eye roll to a tough fight. Verbal abuse between persons is not unlawful, unlike many other forms of discrimination. It usually manifests as someone obnoxious and impolite all the time.

As a result, workplace verbal harassment is frequently destructive and demoralizing, as employees refuse to cooperate with the abusive person. Cursing, screaming, threatening, and insulting a victim in private or public are some of the most evident verbal harassing behaviors.

SUPPLIER CODE OF BYSINESS CONDUCT & ETHICS

1. Purpose

In selecting Supplier, AMUSE is committed to choose reputable business partners who share our commitment to ethical standards and business practices. This Supplier Code of Business Conduct and Ethics (“Supplier Code”) sets out the principles and standards of conduct that AMUSE expects of any person or entity who provides equipment and/or services (“Supplier”) to AMUSE. A core expectation and requirement of being a Supplier to AMUSE is that all AMUSE-related tasks should be performed by individuals with the skills, expertise, qualifications and behaviors necessary to uphold the principles and meet the standards of this Supplier Code. Accordingly, Supplier shall ensure that the Supplier Code is shared with and followed by all its employees who are assigned to perform services or supply equipment or materials to (or supply equipment or services to) AMUSE

HEALTH & SAFETY

 Safety – of the public, employees, the environment, our clients and Supplier is our top priority, and we expect our employees and contractors to embrace our philosophy of putting “Safety First, Always.” 

 As a condition of engagement as an AMUSE Supplier, AMUSE expects all Supplier to understand the health & safety risks of their activities and apply good health & safety management systems, training and practices in all they do. Supplier are expected to work safely and in compliance with all applicable safety, health and environmental related laws, standards, procedures, rules and with this Supplier Code, and with any additional requirements from AMUSE. Basic safety and health expectations and requirements are set forth below. Additional requirements specific to the work undertaken by a Supplier may be specified in contractual documents. 

1.1 Public Safety Supplier: shall ensure that there are no potential public safety or health hazards associated with any activity, service, product or equipment/tool supplied to or deployed in the execution of a service for or on behalf of AMUSE. Where potential hazards cannot be eliminated, they shall be clearly identified and controlled in accordance with a formal risk assessment that is designed to put in place controls that meet acceptable regulatory limits and recognized industry best practices. 

1.2 Worker Safety: Supplier shall adhere to all applicable laws and regulations on occupational health and safety. Supplier shall provide to its employees and safeguard that they use any personal protective equipment. AMUSE Supplier are required to report all unsafe conditions, unsafe acts, near miss events and all injuries/illnesses, regardless of severity, as soon as practical. All Supplier are empowered and expected to stop the job if they observe work being performed in an unsafe manner by either an AMUSE employee, another AMUSE Supplier, a client’s personnel or third party conducting AMUSE-related work. 

1.3 Vehicle Safety: Supplier shall ensure that all vehicles used, and transportation activities undertaken, in the execution of AMUSE business are compliant with applicable law. When operating a vehicle for AMUSE business, drivers shall hold a valid driver’s license appropriate to the vehicle being operated, minimize all distractions while driving and obey all posted road/vehicle regulations. 

2. BUSINESS CONDUCT AND INTEGRITY 

2.1 Supplier Duty:  In its relationship with AMUSE, Supplier is responsible for

This Supplier Code sets forth the principles and standards of conduct for Supplier (and their employees) who provide equipment or services to AMUSE. AMUSE may require Supplier to demonstrate they are in compliance with this Supplier Code and failure to comply with the expectations outlined in this Supplier Code could result, in cessation of business with AMUSE.

2.2 Bribery and Corruption: AMUSE complies with the anti-bribery and anti-corruption laws of Greece & the countries where we operate. We expect the same of our Supplier. Supplier shall not engage in any form of bribery, corruption, extortion and embezzlement and shall have adequate procedures in place to prevent any such bribery or corruption in their supply chain or by others acting for them. Bribes or other means of obtaining undue or improper advantage are not to be offered or accepted. Behaviors or actions that may negatively influence, or appear to influence, supply management decisions shall be avoided. 

2.3 Anti-Competitive Behaviors: AMUSE is committed to doing business fairly. We compete fairly and ethically in the markets where we operate. We require our Supplier to likewise deal with AMUSE and conduct their business generally in a way, which is legal, ethical and honest. When preparing and submitting offers to AMUSE, Supplier must not engage in anti-competitive behavior, price-fixing, offers sharing or otherwise collude with others improperly. Any Supplier who is approached about or becomes aware of any such anti-competitive behavior activities relating to AMUSE must immediately report it to us.

2.4 Gifts and Hospitality to AMUSE Employees It is understood that exchanging gifts and hospitality can be appropriate and customary in some circumstances. However, it must not be such as could or might appear to create any improper influence or obligation. Supplier must not provide any gift, meal or entertainment to AMUSE personnel in any situation in which it might influence or appear to influence any decision in relation to the Supplier or create a sense of obligation or a perception or appearance of obligation. 

In other situations, Supplier may provide modest gifts, meals, or entertainment to AMUSE personnel (if these are: not cash or cash equivalent).

Any gift, meal or entertainment should comply with the following: 

4. EMPLOYMENT

Supplier must treat all employees fairly and with dignity, and must observe the following specific requirements:

 4.1 Prohibition of Discrimination: No discrimination shall be tolerated in hiring, remuneration, access to training, promotion, termination, or retirement based on gender, age, religion, race, social background, disability, ethnic and national origin, nationality, political affiliation, sexual orientation, gender identity and expression, or any other personal characteristic protected by law. No employee shall be subjected to any physical, sexual, psychological, or verbal harassment. 

4.2 Wages, Hours and Benefits: Wage payments, working hours and benefits must comply with all applicable laws and regulations, collective agreements. Supplier will abide by applicable employment and residency laws, including visa and work permits for foreign staff.

4.3 Child Labor: Supplier shall not employ any person under the minimum legal age for employment as prescribed by legislation, or under the age for completing compulsory education, whichever is greatest. Legitimate workplace apprenticeship programs, which comply with all laws and regulations, are acceptable. 

4.4 No Precarious Employment: Supplier shall ensure that (a) their employment relationships do not cause insecurity and social or economic vulnerability for their workers; (b) work is performed based on a recognized and documented employment relationship, established in compliance with applicable legislation or, in the absence of applicable legislation.

4.5 No Bonded Labor: Supplier shall not engage in any form of forced, bonded, or trafficked labor. Supplier shall act with special diligence when engaging and recruiting migrant employees both directly and indirectly. Supplier shall ensure that workers are not subject to inhumane or degrading treatment, corporal punishment, mental or physical coercion and/or verbal abuse.

5. CONFIDENTIALITY 

AMUSE requires Supplier to protect the confidential and personal data not only of AMUSE and persons who work for AMUSE, but also of our clients and persons who work for our clients. 

5.1 AMUSE Confidential and Protected Information and Intellectual Property: Supplier shall maintain and protect the confidentiality, integrity and availability of information entrusted to it by AMUSE, except when disclosure is legally mandated or is authorized by AMUSE. 

5.2 Data Privacy and Protection: AMUSE is committed to the protection and security of the personal data of our staff, clients and others in line with EU data protection law, including but not limited to the General Data Protection Regulation and equivalent laws in other jurisdictions where we operate (“Data Protection Law”). 

Supplier shall promptly notify AMUSE of any communications received from any person regarding the processing of Personal Data, and take reasonable steps to assist AMUSE to respond to those communications.

6. EXTERNAL COMMUNICATIONS 

6.1 News Media: No Supplier shall represent itself to the media as speaking on behalf of AMUSE unless expressly authorized to do so by AMUSE. 

6.2 Social Media: Supplier shall ensure that the use of social media by Supplier, their workforce or representatives/agents does not negatively affect AMUSE’s reputation. Supplier should specifically ensure against the following: 

 6.3 Use of AMUSE Name: Supplier shall not use the AMUSE name or refer to AMUSE in any of its marketing or promotional materials/websites without AMUSE’s prior written approval, including:  Making unauthorized business commitments involving AMUSE

7. COMPLIANCE WITH ENVIRONMENTAL REQUIREMENTS 

Supplier must comply with all applicable environmental laws, regulations, and standards. Supplier will also comply with any additional environmental requirements specific to the equipment or services being provided to AMUSE. Supplier shall obtain, keep current, and comply with all required environmental permits and licensing requirements. Supplier shall comply with the reporting requirements of applicable permits and regulations.

8. CONSEQUENCE OF TERMINATION 

If a Supplier fails to comply with the requirements of these Standards, the Supplier must take corrective actions without delay. Amuse shall determine whether such actions as well as the timing for their implementation are adequate and sufficient to correct the non-compliance with these Standards. If a Supplier fails to comply with the requirements of these Standards, the Supplier will be in material breach of any agreements or contracts that it may have with Amuse and Amuse will have all rights under such contracts to terminate the agreements or contracts.

WHISTLEBLOWING POLICY 

A whistleblower as defined by this policy is an employee of amuse who reports an activity that he/she reasonably believes to be illegal or dishonest to one or more of the parties specified in this Policy. The whistleblower is not responsible for investigating the activity or for determining fault or corrective measures; appropriate management officials are charged with these responsibilities. Examples of illegal or dishonest activities are violations of European Union or local laws; billing for services not performed or for goods not delivered; accept bribery from suppliers and vendors and other fraudulent financial reporting. If an employee has knowledge of or a concern of illegal or dishonest fraudulent activity, the employee should report the activity in the following e-mail: Compliance@amuse.gr 

The employee must exercise sound judgment to avoid baseless allegations. An employee who intentionally files a false report of wrongdoing will be subject to discipline up to and including termination. Whistleblower protections are provided in two important areas: 

–confidentiality and 

–against retaliation. 

Insofar as possible, the confidentiality of the whistleblower will be maintained. However, identity may have to be disclosed to conduct a thorough investigation, to comply with the law and to provide accused individuals their legal rights of defense. The Company will not retaliate against a whistleblower. This includes, but is not limited to, protection from retaliation in the form of an adverse employment action such as termination, compensation decreases, or poor work assignments and threats of physical harm. Any whistleblower who believes he/she is being retaliated against must contact the Compliance Officer immediately. The right of a whistleblower for protection against retaliation does not include immunity for any personal wrongdoing that is alleged and investigated. All reports of illegal and dishonest activities will be promptly submitted to the Corporate Legal Department who is responsible for investigating and coordinating corrective action. Employees with any questions regarding this policy should contact the Compliance Officer.