Albemarle Code of Conduct - Page 12



WHERE TO GO FOR HELP
You are encouraged to speak with your supervisor or local site leader
first. If you feel uncomfortable speaking with your supervisor or local
site leader or that your concern is not being properly addressed, you
can always speak to:

Your HR Representative

The Regional Compliance Manager

A member of the Legal Department
Still have concerns? You can also contact:

The Chief Compliance Officer

Global Ethics & Compliance via integrity@albemarle.com

The General Counsel

The Chair of the Audit and Finance Committee of the
Albemarle Board of Directors
INVESTIGATING A CONCERN
Investigations are taken very seriously at Albemarle. All investigations
are conducted in accordance with our Investigations Policy and
Investigations Procedure, which are reviewed periodically with the
Audit & Finance Committee of the Albemarle Board of Directors. Any
violation of the Code, Company policies or applicable laws may result
in disciplinary action up to and including termination of employment.
10
Nothing in this Code, the Investigation Policy, Investigation Procedure
or supporting processes prevents you from communicating with
government agencies about possible violations of law or seeking
legal advice as to your rights.
NON-RETALIATION POLICY
We will not tolerate any direct or indirect acts of retaliation against an
individual who in good faith reports a concern or suspected violation
of this Code or applicable laws. This includes retaliation against anyone
for participating in an investigation of suspected misconduct, whether
conducted by Albemarle or any government agency. We will investigate
all allegations of retaliation. Individuals who have engaged in retaliation
will be disciplined, up to and including termination of employment.
SUPERVISORS: RESPONDING TO
SOMEONE WHO SPEAKS UP
Supervisors have a special responsibility
to listen and act. Handling concerns
appropriately is critical to demonstrating
care, preserving trust and protecting
Albemarle. If someone raises a concern,
you should do the following:
Thank the person for having the courage to speak up
Remove distractions and listen carefully
Take notes, free of subjective opinion
Respond respectfully and take every concern seriously,
even if you disagree
Assure the employee that you – or someone else – will follow
up with them in relation to the matter
Contact HR, Global Ethics & Compliance or the Legal Department
– do not attempt to conduct the investigation yourself





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