Code of Conduct

Letter from the President

Table of Contents

• Letter from the President,
• Introduction,
• Human rights,
• Labor standards and principles,
• Work environment,
• Business ethics,
• Information security,
• Protecting corporate assets,
• Anti-corruption and bribery,
• Conflict of interest,
• Reporting violations.

This Code of Conduct describes the fundamental principles of MERA’s business conduct and proves MERA’s commitment to the highest level of integrity, ethics and quality. MERA shall abide in letter and in spirit by these guidelines and “ground rules’ that assure fair and respectful relationships with our customers, partners, suppliers and employees.

All employees and suppliers must be aware of and comply with this Code of Conduct.

* This Code of Conduct is based on the United Nation Global Compact’s principles derived from: The Universal Declaration of Human Rights, The International Labor Organization’s Declaration of Fundamental Principles and Rights at Work, and The United Nations Convention Against Corruption. http://www.unglobalcompact.org

Human rights

We support and respect the principles set out in the Universal Declaration of Human Rights. MERA does not discriminate on the basis of race, color, sex, sexual orientation, marital status, pregnancy, parental status, religion, political opinion, nationality, ethnic background, social origin, social status, disability, age or union membership. All our employees are treated with respect and dignity.
We strive to foster corporate environment of diversity and equal growth opportunities, where career promotions and rewarding are based on individual performance and professional abilities.

We make sure that we are not complicit in human rights abuses. Corporal punishment, physical or verbal abuse or other unlawful harassment and any threats or other forms of intimidation are strictly prohibited.

Labor standards and principles

Employees with the same experience, performance and qualifications have the right to receive equal pay for equal work with respect to those performing the same jobs under similar working conditions. Wages and terms are fair and reasonable, and comply with Russian Federation laws. The working hours comply with Russian Labor Law requirements and are not excessive.

MERA undertakes not to make active efforts to recruit any of the personnel employed by customers in the course of services and thereafter. The same rule is recommended for customers: customers are urged not to make active efforts to recruit any of the personnel employed by MERA.

Employees are free to leave the company after reasonable notice as prescribed by the Russian labor law and established rules. No forms of forced, bonded and compulsory labor are allowed. No passports, IDs or education certificates are withheld from the personnel.

MERA does not support the use of any child labor. The MERA Human Resources (HR) department guarantees that no one is employed under the legal age of employment. The requirements of ILO Convention No. 182 are respected in the company.

Work environment

A healthy and safe working environment is provided for employees, in accordance with international standards and Russian Federation Labor law.

The workplace and housing facilities are safe and without risk to health, have tolerable temperature and noise level, adequate ventilation, sufficient lighting, clean toilet facilities and drinking water.

The responsibilities within occupational health and safety are defined according to Russian Federation Labor law.

Business ethics

MERA values its reputation, complies with its obligations and observes all applicable acting laws, norms of ethics and rules of fair business.

MERA strives toward establishing long-term trust-based relationships with its customers. Hence MERA is committed to upholding to the highest standards of services quality and effectiveness of operations in order to fully satisfy the needs of its customers and build customer loyalty. Besides MERA undertakes to render services in a most transparent fashion to customers. All interactions with customers are built on principles of fairness and honesty.

MERA’s employees share the same business ethics and values at all levels of the organization: from a mere software developer to a general manager. Therefore, every employee shall strive to achieve highest possible quality and effectiveness at the personal level. MERA fosters open and friendly corporate environment which promotes a feeling of fellowship with other colleagues among the employees and involvement in achieving the company’s success, thus building a solid team of professionals aiming at a common strategic mission.

Information security

MERA complies with all Information Security Rules. When getting employed with MERA, every employee signs a Non-Disclosure Agreement. Employees must keep all information and secrets that relate to MERA and customer’s present and future business operations strictly confidential. It is prohibited to misuse or disclose to any third party any information about the business operations or information about specific projects.

Protecting corporate assets

MERA employees undertake to safeguard the company’s assets – both tangible and intangible (information, intellectual property, reputation).  MERA’s assets are to be properly used solely for authorized MERA business purposes and to be protected against any loss, theft, damage or misuse.

Anti-corruption and bribery

No form of extortion and bribery, including improper offers for payments to or from employees, or organizations, is tolerated. MERA’s employees may not offer or accept gifts, benefits, reimbursements or entertainment to or from a third party that would constitute a violation of laws or that could affect company business.

No one may, directly or indirectly, demand or accept, offer or give any kind of bribe, kickback or any other unlawful or unethical benefit to employees or other representatives or associates of MERA or any third party. Any such offer or proposed arrangement must be reported immediately to the company management.

Conflict of interest

We must avoid situations when personal interests may interfere - or appear to interfere - with an employee’s independent judgment in the best interest of MERA. If such a conflict of interest arises, it must be disclosed immediately to the person’s higher level manager or superior.

Environmental Management

MERA supports a precautionary approach to environmental challenges and undertakes initiatives to promote greater environmental responsibility.

Reporting Violations

If you see a violation of any laws or this Code of Conduct, please escalate the issue to your closest line manager in the company. If your manager is somehow involved in the situation, please report the issue to a higher level manager. The manager is to pay attention to the issue to resolve the violation. Any employee, who reported the violation in good faith, shall not be discriminated or retaliated in the company.

MERA

Center of Software R&D Excellence