[{"data":1,"prerenderedAt":483},["ShallowReactive",2],{"document-anti-bribery-policy-D13246":3},{"document":4,"label":24,"preview":11,"thumb":25,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":26,"breadcrumb":30,"related":36,"customDescModule":173,"customdescription":6,"mdFm":174,"mdProseHtml":482},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":23},"ANTI-BRIBERY POLICY [COMPANY NAME] (\"Company,\" \"Us,\" \"We\") is dedicated to conducting all its business in an honest and ethical manner. The Company takes a zero-tolerance approach to bribery and corruption and is committed to acting professionally, fairly and with integrity in all its business dealings and relationships. Our Company strives to attain its mission through compliance with high legal and ethical standards. We do not tolerate any form of bribery, embezzlement, or corruption, and will uphold all laws countering bribery, fraud, and corruption in all forms. POLICY The purpose of this policy is to establish controls to ensure compliance with all applicable anti-bribery and corruption regulations, and to ensure that the Company's business is conducted in a socially responsible manner. POLICY STATEMENT Bribery is the offering, promising, giving, accepting, or soliciting of an advantage as an inducement for action which is illegal or a breach of trust. A bribe is an inducement or reward offered, promised, or provided to gain any commercial, contractual, regulatory, or personal advantage. It is our policy to conduct all our business in an honest and ethical manner. We take a zero-tolerance approach to bribery and corruption. We are committed to acting professionally, fairly and with integrity in all our business dealings and relationships wherever we operate, and implementing and enforcing effective systems to counter bribery. We will uphold all laws relevant to countering bribery and corruption in all the jurisdictions in which we operate. However, we remain bound by the laws in [COUNTRY] in respect of our conduct both at home and abroad. Bribery and corruption are punishable for individuals by up to [NUMBER OF YEARS] years' imprisonment and a fine. If we are found to have taken part in corruption, we could face an unlimited fine, be excluded from tendering for public contracts and face damage to our reputation. We therefore take our legal responsibilities very seriously. SCOPE In this policy, \"third party\" means any individual or organization Employees come into contact with during the course of their work for us, and includes actual and potential clients, customers, suppliers, distributors, business contacts, agents, advisers, and government and public bodies, including their advisors, representatives and officials, politicians and political parties. This policy applies to all individuals working at all levels and grades, including senior managers, officers, directors, employees (whether permanent, fixed-term or temporary), consultants, contractors, trainees, seconded staff, home workers, casual workers and agency staff, volunteers, interns, agents, sponsors, or any other person associated with us, or any of our subsidiaries or their employees, wherever located (collectively referred to as Employees in this policy). This policy covers: Bribes; Gifts and hospitality; Facilitation payments; Political contributions; Charitable contributions. BRIBES Employees must not engage in any form of bribery, either directly or through any third party (such as an agent or distributor). Specifically, Employees must not bribe a foreign public official anywhere in the world. GIFTS AND HOSPITABILITY Employees must not offer or give any gift or hospitality: which could be regarded as illegal or improper, or which violates the recipient's policies; or to any public employee or government officials or representatives, or politicians or political parties; or which exceeds [SPECIFY AMOUNT] in value for each individual gift or [SPECIFY AMOUNT] in value for each hospitality event (not to exceed a total value of [SPECIFY AMOUNT] in any financial year), unless approved in writing by the Employee's manager. Employees may not accept any gift or hospitality from our business partners if: it exceeds [SPECIFY AMOUNT] in value for each individual gift or [SPECIFY AMOUNT] in value for each hospitality event (not to exceed a total of [SPECIFY AMOUNT] in any financial year), unless approved in writing by the Employee's manager; or it is in cash; or there is any suggestion that a return favor will be expected or implied. Where a manager's approval is required above, if the manager is below director level, then approval must be sought from an appropriate director. If it is not appropriate to decline the offer of a gift, the gift may be accepted, provided it is then declared to the Employee's manager and donated to charity. We appreciate that the practice of giving business gifts varies between countries and regions, and what may be normal and acceptable in one region may not be in another. The test to be applied is whether in all the circumstances the gift or hospitality is reasonable and justifiable. The intention behind the gift should always be considered. Within these parameters, local management may define specific guidelines and policies to reflect local professional and industry standards. Where this policy requires written approval to be given, the Company Secretary shall put in place a process to maintain a register of all such approvals. FACILITATION PAYMENTS AND KICKBACKS Facilitation payments are a form of bribery made for the purpose of expediting or facilitating the performance of a public official for a routine governmental action, and not to obtain or retain business or any improper business advantage. Facilitation payments tend to be demanded by low-level officials to obtain a level of service which one would normally be entitled to. Our strict policy is that facilitation payments must not be paid. We recognize, however, that our Employees may be faced with situations where there is a risk to the personal security of an Employee or his/her family and where a facilitation payment is unavoidable, in which case the following steps must be taken: Keep any amount to the minimum; Create a record concerning the payment; and Report it to the line manager. In order to achieve our aim of not making any facilitation payments, each business of the Company will keep a record of all payments made, which must be reported to the Company Secretary, in order to evaluate the business risk and to develop a strategy to minimize such payments in the future. ",null,"Anti-Bribery Policy","5",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/anti-bribery-policy-D13246.png","https://templates.business-in-a-box.com/imgs/250px/13246.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13246.xml",{"title":15,"description":6},"anti-bribery policy",[17,20],{"label":18,"url":19},"Business Plan Kit","/templates/business-plan-kit/",{"label":21,"url":22},"Administration","/templates/business-administration/","anti bribery policy","Anti-Bribery Policy Template","https://templates.business-in-a-box.com/imgs/400px/13246.png",[27,17,20],{"label":28,"url":29},"Templates","/templates/",[31,32,33],{"label":28,"url":29},{"label":21,"url":22},{"label":34,"url":35},"Company Policies","/templates/company-policies/",[37,41,45,49,53,57,61,65,69,73,77,81,85,102,115,128,142,158],{"label":38,"url":39,"thumb":40,"extension":10},"Anti-Bribery and Anti Corruption Policy","/template/anti-bribery-and-anti-corruption-policy-D13599","https://templates.business-in-a-box.com/imgs/250px/13599.png",{"label":42,"url":43,"thumb":44,"extension":10},"Anti Corruption Policy","/template/anti-corruption-policy-D12878","https://templates.business-in-a-box.com/imgs/250px/12878.png",{"label":46,"url":47,"thumb":48,"extension":10},"Anti-Fraud and Anti Corruption Policy","/template/anti-fraud-and-anti-corruption-policy-D13601","https://templates.business-in-a-box.com/imgs/250px/13601.png",{"label":50,"url":51,"thumb":52,"extension":10},"Anti Bullying Policy","/template/anti-bullying-policy-D12623","https://templates.business-in-a-box.com/imgs/250px/12623.png",{"label":54,"url":55,"thumb":56,"extension":10},"Anti Harassment Policy","/template/anti-harassment-policy-D12624","https://templates.business-in-a-box.com/imgs/250px/12624.png",{"label":58,"url":59,"thumb":60,"extension":10},"Anti-Spam Policy","/template/anti-spam-policy-D827","https://templates.business-in-a-box.com/imgs/250px/827.png",{"label":62,"url":63,"thumb":64,"extension":10},"Anti Money Laundering Policy","/template/anti-money-laundering-policy-D13481","https://templates.business-in-a-box.com/imgs/250px/13481.png",{"label":66,"url":67,"thumb":68,"extension":10},"Anti-Discrimination and Equal Opportunity Policy","/template/anti-discrimination-and-equal-opportunity-policy-D13600","https://templates.business-in-a-box.com/imgs/250px/13600.png",{"label":70,"url":71,"thumb":72,"extension":10},"AI Policy","/template/ai-policy-D13598","https://templates.business-in-a-box.com/imgs/250px/13598.png",{"label":74,"url":75,"thumb":76,"extension":10},"Application Policy","/template/application-policy-D13439","https://templates.business-in-a-box.com/imgs/250px/13439.png",{"label":78,"url":79,"thumb":80,"extension":10},"Attendance Policy","/template/attendance-policy-D12625","https://templates.business-in-a-box.com/imgs/250px/12625.png",{"label":82,"url":83,"thumb":84,"extension":10},"Backup Policy","/template/backup-policy-D13249","https://templates.business-in-a-box.com/imgs/250px/13249.png",{"description":86,"descriptionCustom":6,"label":87,"pages":88,"size":89,"extension":10,"preview":90,"thumb":91,"svgFrame":92,"seoMetadata":93,"parents":94,"keywords":100,"url":101},"CODE OF ETHICS [YOUR COMPANY NAME] [YOUR COMPANY NAME] will conduct its business honestly and ethically wherever we operate in the world. We will constantly improve the quality of our services, products and operations and will create a reputation for honesty, fairness, respect, responsibility, integrity, trust and sound business judgment. No illegal or unethical conduct on the part of officers, directors, employees or affiliates is in the company's best interest. [YOUR COMPANY NAME] will not compromise its principles for short-term advantage. The ethical performance of this company is the sum of the ethics of the men and women who work here. Thus, we are all expected to adhere to high standards of personal integrity. Officers, directors, and employees of the company must never permit their personal interests to conflict, or appear to conflict, with the interests of the company, its clients or affiliates. Officers, directors and employees must be particularly careful to avoid representing [YOUR COMPANY NAME] in any transaction with others with whom there is any outside business affiliation or relationship. Officers, directors, and employees shall avoid using their company contacts to advance their private business or personal interests at the expense of the company, its clients or affiliates. No bribes, kickbacks or other similar remuneration or consideration shall be given to any person or organization in order to attract or influence business activity. Officers, directors and employees shall avoid gifts, gratuities, fees, bonuses or excessive entertainment, in order to attract or influence business activity. Officers, directors and employees of [YOUR COMPANY NAME] will often come into contact with, or have possession of, proprietary, confidential or business-sensitive information and must take appropriate steps to assure that such information is strictly safeguarded. This information - whether it is on behalf of our company or any of our clients or affiliates - could include strategic business plans, operating results, marketing strategies, customer lists, personnel records, upcoming acquisitions and divestitures, new investments, and manufacturing costs, processes and methods. Proprietary, confidential and sensitive business information about this company, other companies, individuals and entities should be treated with sensitivity and discretion and only be disseminated on a need-to-know basis. Misuse of material inside information in connection with trading in the company's securities can expose an individual to civil liability and penalties under the [ACT]","Code of Ethics","2",33,"https://templates.business-in-a-box.com/imgs/1000px/code-of-ethics-D704.png","https://templates.business-in-a-box.com/imgs/250px/704.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#704.xml",{"title":6,"description":6},[95,98],{"label":96,"url":97},"Human Resources","human-resources",{"label":34,"url":99},"company-policies","code ethics","/template/code-of-ethics-D704",{"description":103,"descriptionCustom":6,"label":104,"pages":105,"size":9,"extension":10,"preview":106,"thumb":107,"svgFrame":108,"seoMetadata":109,"parents":111,"keywords":110,"url":114},"WHISTLEBLOWER POLICY POLICY STATEMENT [COMPANY NAME] is committed to conducting its business with honesty and integrity at all times. If, at any time, this commitment is not respected or appears to be in question, [COMPANY NAME] will endeavour to identify and remedy such situations. Therefore, it is the company's policy to ensure that when a person has reasonable grounds to believe that an employee, manager or any other person related to the company has committed, or is about to commit, an offence that could harm the company's business or reputation, it denounces the wrongdoers in question. The whistleblowing policy has been put in place to: Encourage employees, partners or managers to disclose this information or behaviour; Protecting complainants from reprisals; Treated all parties to an investigation in a fair and equitable manner; To ensure confidentiality as much as possible; Take corrective and disciplinary action if wrongdoing is discovered. PURPOSE The purpose of this whistleblowing policy is to encourage current and former employees, contractual third parties or partners to communicate events that raise serious concerns about [COMPANY NAME]. [COMPANY NAME] encourages and will support staff who report illegal practices or individuals who violate the organization's policies. SCOPE This policy applies to all employees of [COMPANY NAME], as well as contractual third parties or partners doing business with the company. DUTY TO REPORT MISCONDUCT It is the duty of all employees, contractual third parties or partners to report misconduct or suspected misconduct, including fraud and financial impropriety to the board. This includes misconducts such as but not limited to:","Whistleblower Policy","3","https://templates.business-in-a-box.com/imgs/1000px/whistleblower-policy-D12649.png","https://templates.business-in-a-box.com/imgs/250px/12649.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12649.xml",{"title":110,"description":6},"whistleblower policy",[112,113],{"label":96,"url":97},{"label":34,"url":99},"/template/whistleblower-policy-D12649",{"description":116,"descriptionCustom":6,"label":117,"pages":105,"size":9,"extension":10,"preview":118,"thumb":119,"svgFrame":120,"seoMetadata":121,"parents":123,"keywords":126,"url":127},"CONFLICT OF INTEREST POLICY FOR BOARD MEMBERS PURPOSE The purpose of this Conflict of Interest Policy at [YOUR ORGANIZATION NAME] is to provide clear guidelines to ensure that all decisions made by board members are in the best interest of the organization. The Policy aims to prevent situations where personal, financial, or other interests could potentially conflict with the duty of board members to serve the organization's objectives. SCOPE This Policy applies to all board members of [YOUR ORGANIZATION NAME] and governs any situations where personal interests could impact their decision-making. It includes all direct and indirect interests, including financial, business, or other material benefits that may be gained from board decisions. POLICY PRINCIPLES Duty of Loyalty: Board members must prioritize the interests of [YOUR ORGANIZATION NAME] above their personal or financial interests when making decisions on behalf of the organization. Disclosure: Any board member who has a personal, financial, or other conflict of interest in a matter under consideration must disclose it to the board. Recusal: Board members must recuse themselves from discussions and decisions where a conflict of interest is identified to prevent biased decision-making. Transparency: All conflicts of interest must be documented in the minutes of the meeting and made transparent to relevant stakeholders. IDENTIFYING CONFLICTS OF INTEREST Financial Interests: Board members must disclose any financial interests they or their family members have in organizations or entities that do business with [YOUR ORGANIZATION NAME]. Personal Relationships: Conflicts may arise from personal relationships with staff, vendors, or other board members that could influence a board member's judgment. Competing Organizations: Board members should disclose any involvement in competing organizations or other entities that could create a conflict with their duties to [YOUR ORGANIZATION NAME]. DISCLOSURE REQUIREMENTS Annual Disclosure: Board members are required to submit an annual disclosure form identifying any potential conflicts of interest they may have. Ongoing Disclosure: In addition to annual disclosures, board members must promptly disclose any new potential conflicts as they arise during the course of their term. MANAGING CONFLICTS OF INTEREST Conflict Review: Upon disclosure of a potential conflict, the board will review the situation and determine if a conflict of interest exists.","Conflict Of Interest Policy For Board Members","https://templates.business-in-a-box.com/imgs/1000px/conflict-of-interest-policy-for-board-members-D13933.png","https://templates.business-in-a-box.com/imgs/250px/13933.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#13933.xml",{"title":122,"description":6},"conflict of interest policy for board members",[124,125],{"label":96,"url":97},{"label":34,"url":99},"conflict interest policy for board members","/template/conflict-of-interest-policy-for-board-members-D13933",{"description":129,"descriptionCustom":6,"label":130,"pages":131,"size":132,"extension":10,"preview":133,"thumb":134,"svgFrame":135,"seoMetadata":136,"parents":137,"keywords":140,"url":141},"Employee Handbook Understanding employment at [YOUR COMPANY NAME] Revised on [DATE] Prepared By: [YOUR NAME] [YOUR JOB TITLE] Phone 555.555.5555 Email info@yourbusiness.com www.yourbusiness.com Table of Content Table of Content 2 Welcome to [YOUR COMPANY NAME]! 5 1. Organization Description 6 1.1 Introductory Statement 6 1.2 Customer Relations 6 1.3 Products and Services Provided 7 1.4 Facilities and Location(s) 7 1.5 The History of [YOUR COMPANY NAME] 7 1.6 Management Philosophy 7 1.7 Goals 8 2. The Employment 9 2.1 Nature of Employment 9 2.2 Employee Relations 9 2.3 Equal Employment Opportunity 10 2.4 Diversity 10 2.5 Business Ethics and Conduct 12 2.6 Personal Relationships in the Workplace 13 2.7 Conflicts of Interest 13 2.8 Outside Employment 14 2.9 Non-Disclosure 15 2.10 Disability Accommodation 16 2.11 Job Posting and Employee Referrals 17 2.12 Whistleblower Policy 18 2.13 Accident and First Aid 20 3. Employment Status and Records 21 3.1 Employment Categories 21 3.2 Access to Personnel Files 22 3.3 Personnel Data Changes 23 3.4 Probation Period 23 3.5 Employment Applications 24 3.6 Performance Evaluation 24 3.7 Job Descriptions 25 3.8 Salary Administration 25 3.9 Professional Development 26 4. Employee Benefit Programs 27 4.1 Employee Benefits 27 4.2 Vacation Benefits 27 4.3 Military Service Leave 29 4.4 Religious Observance 29 4.5 Holidays 29 4.6 Workers Insurance 30 4.7 Sick Leave Benefits 31 4.8 Bereavement Leave 32 4.9 Relocation Benefits 33 4.10 Educational Assistance 33 4.11 Health Insurance 34 4.12 Life Insurance 35 4.13 Long Term Disability 35 4.14 Marriage, Maternity and Parental Leave 36 5. Timekeeping / Payroll 40 5.1 Timekeeping 40 5.2 Paydays 40 5.3 Employment Termination 41 5.4 Administrative Pay Corrections 42 6. Work Conditions and Hours 43 6.1 Work Schedules 43 6.2 Absences 43 6.3 Jury Duty 45 6.4 Use of Phone and Mail Systems 45 6.5 Smoking 46 6.6 Meal Periods 46 6.7 Overtime 46 6.8 Use of Equipment 47 6.9 Telecommuting 47 6.10 Emergency Closing 48 6.11 Business Travel Expenses 49 6.12 Visitors in the Workplace 51 6.13 Computer and Email Usage 51 6.14 Internet Usage 52 6.15 Workplace Monitoring 54 6.16 Workplace Violence Prevention 55 7. Employee Conduct & Disciplinary Action 57 7.1 Employee Conduct and Work Rules 57 7.2 Sexual and Other Unlawful Harassment 58 7.3 Attendance and Punctuality 60 7.4 Personal Appearance 60 7.5 Return of Property 61 7.6 Resignation and Retirement 61 7.7 Security Inspections 62 7.8 Progressive Discipline 62 7.9 Problem Resolution 64 7.10 Workplace Etiquette 65 7.11 Suggestion Program 67 Acknowledgement of Receipt 68 Welcome to [YOUR COMPANY NAME]! On behalf of your colleagues, we welcome you to [YOUR COMPANY NAME] and wish you every success here. At [YOUR COMPANY NAME], we believe that each employee contributes directly to the growth and success of the company, and we hope you will take pride in being a member of our team. This handbook was developed to describe some of the expectations of our employees and to outline the policies, programs, and benefits available to eligible employees. Employees should become familiar with the contents of the employee handbook as soon as possible, for it will answer many questions about employment with [YOUR COMPANY NAME]. We believe that professional relationships are easier when all employees are aware of the culture and values of the organization. This guide will help you to better understand our vision for the future of our business and the challenges that are ahead. We hope that your experience here will be challenging, enjoyable, and rewarding. Again, welcome! [PRESIDENT NAME] President & CEO 1. Organization Description 1.1 Introductory Statement This handbook is designed to acquaint you with [YOUR COMPANY NAME] and provide you with information about working conditions, employee benefits, and some of the policies affecting your employment. You should read, understand, and comply with all provisions of the handbook. It describes many of your responsibilities as an employee and outlines the programs developed by [YOUR COMPANY NAME] to benefit employees. One of our objectives is to provide a work environment that is conducive to both personal and professional growth. No employee handbook can anticipate every circumstance or question about policy. As [YOUR COMPANY NAME] continues to grow, the need may arise and [YOUR COMPANY NAME] reserves the right to revise, supplement, or rescind any policies or portion of the handbook from time to time as it deems appropriate, in its sole and absolute discretion. Employees will be notified of such changes to the handbook as they occur. 1.2 Customer Relations Customers are among our organization's most valuable assets. Every employee represents [YOUR COMPANY NAME] to our customers and the public. The way we do our jobs presents an image of our entire organization. Customers judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any customer or potential customer. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to customers. [YOUR COMPANY NAME] will provide customer relations and services training to all employees with extensive customer contact. Customers who wish to lodge specific comments or complaints should be directed to the [TITLE AND NAME OF THE PERSON RESPONSIBLE] for appropriate action. Our personal contact with the public, our manners on the telephone, and the communications we send to customers are a reflection not only of ourselves, but also of the professionalism of [YOUR COMPANY NAME]. Positive customer relations not only enhance the public's perception or image of [YOUR COMPANY NAME], but also pay off in greater customer loyalty and increased sales and profit. 1.3 Products and Services Provided You will find more information about our products and services by reading the [YOUR COMPANY NAME] Corporate Brochures. 1.4 Facilities and Location(s) Head Office: [ADDRESS] [CITY], [STATE] [ZIP/POSTAL CODE] [COUNTRY] 1.5 The History of [YOUR COMPANY NAME] [DESCRIBE THE HISTORY OF YOUR COMPANY HERE] 1.6 Management Philosophy [YOUR COMPANY NAME] management philosophy is based on responsibility and mutual respect. Our wishes are to maintain a work environment that fosters on personal and professional growth for all employees. Maintaining such an environment is the responsibility of every staff person. Because of their role, managers and supervisors have the additional responsibility to lead in a manner which fosters an environment of respect for each person. People who come to [YOUR COMPANY NAME] want to work here because we have created an environment that encourages creativity and achievement. [YOUR COMPANY NAME] aims to become a leader in [DESCRIBE YOUR COMPANY'S FIELD OF EXPERTISE]. The mainstay of our strategy will be to offer a level of client focus that is superior to that offered by our competitors. To help achieve this objective, [YOUR COMPANY NAME] seeks to attract highly motivated individuals that want to work as a team and share in the commitment, responsibility, risk taking, and discipline required to achieve our vision. Part of attracting these special individuals will be to build a culture that promotes both uniqueness and a bias for action. While we will be realistic in setting goals and expectations, [YOUR COMPANY NAME] will also be aggressive in reaching its objectives. This success will in turn enable [YOUR COMPANY NAME] to give its employees above average compensation and innovative benefits or rewards, key elements in helping us maintain our leadership position in the worldwide marketplace. 1.7 Goals [DESCRIBE YOUR COMPANY'S GOALS HERE] 2. The Employment 2","Employee Handbook","34",280,"https://templates.business-in-a-box.com/imgs/1000px/employee-handbook-D712.png","https://templates.business-in-a-box.com/imgs/250px/712.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#712.xml",{"title":6,"description":6},[138,139],{"label":96,"url":97},{"label":34,"url":99},"employee handbook","/template/employee-handbook-D712",{"description":143,"descriptionCustom":6,"label":144,"pages":105,"size":9,"extension":10,"preview":145,"thumb":146,"svgFrame":147,"seoMetadata":148,"parents":150,"keywords":149,"url":157},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":149,"description":6},"non disclosure agreement nda",[151,154],{"label":152,"url":153},"Legal Agreements","business-legal-agreements",{"label":155,"url":156},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":159,"descriptionCustom":6,"label":160,"pages":161,"size":162,"extension":10,"preview":163,"thumb":164,"svgFrame":165,"seoMetadata":166,"parents":167,"keywords":171,"url":172},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Company\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement","6",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[168],{"label":169,"url":170},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",false,{"seo":175,"reviewer":185,"legal_disclaimer":173,"quick_facts":189,"at_a_glance":191,"personas":195,"variants":220,"glossary":242,"sections":273,"how_to_fill":319,"common_mistakes":350,"faqs":375,"industries":403,"comparisons":428,"diy_vs_pro":442,"educational_modules":455,"related_template_ids_curated":458,"schema":469,"classification":471},{"meta_title":176,"meta_description":177,"primary_keyword":178,"secondary_keywords":179},"Anti Bribery Policy Template | BIB","Free anti bribery policy template for businesses of all sizes. Covers gifts, hospitality, facilitation payments, third-party due diligence, and reporting.","anti bribery policy template",[23,180,181,182,183,184],"bribery policy template free","anti bribery policy word","anti bribery and corruption policy","gifts and hospitality policy","fcpa compliance policy template",{"name":186,"credential":187,"reviewed_date":188},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":190,"legal_review_recommended":173,"signature_required":173},"medium",{"what_it_is":192,"when_you_need_it":193,"whats_inside":194},"An Anti Bribery Policy is an internal governance document that defines what constitutes bribery and corruption, sets clear rules for gifts, hospitality, facilitation payments, and third-party relationships, and establishes reporting and enforcement procedures. This free Word download gives you a structured, compliance-ready starting point you can edit online and distribute to all employees and contractors as part of your compliance program.\n","Use it when onboarding new employees, entering regulated or government-facing markets, responding to a client or investor due diligence request, or building out a formal compliance program for the first time.\n","Policy scope and purpose, definitions of bribery and corruption, rules on gifts and hospitality, facilitation payments, political contributions, third-party due diligence requirements, employee obligations, a reporting and whistleblower procedure, and consequences for non-compliance.\n",[196,200,204,208,212,216],{"title":197,"use_case":198,"icon_asset_id":199},"Compliance officers","Establishing or updating a formal anti-bribery compliance framework","persona-compliance-officer",{"title":201,"use_case":202,"icon_asset_id":203},"Small business owners","Satisfying client or government contract due diligence requirements","persona-small-business-owner",{"title":205,"use_case":206,"icon_asset_id":207},"HR managers","Onboarding employees with a signed acknowledgement of conduct standards","persona-hr-manager",{"title":209,"use_case":210,"icon_asset_id":211},"Operations directors","Standardizing conduct rules across departments and field teams","persona-operations-director",{"title":213,"use_case":214,"icon_asset_id":215},"Legal counsel","Documenting adequate procedures as a defense under anti-bribery statutes","persona-legal-counsel",{"title":217,"use_case":218,"icon_asset_id":219},"Finance directors","Ensuring expense and payment controls align with anti-corruption obligations","persona-finance-director",[221,225,228,232,236,239],{"situation":222,"recommended_template":223,"slug":224},"Company operates internationally and must address FCPA and UK Bribery Act","Anti Bribery Policy (International)","anti-bribery-policy-D13246",{"situation":226,"recommended_template":227,"slug":224},"Sector-specific policy required for a public-sector contractor","Anti Bribery Policy (Government Contractors)",{"situation":229,"recommended_template":230,"slug":231},"Standalone gifts and hospitality rules needed for a sales team","Gifts and Hospitality Policy","ai-policy-D13598",{"situation":233,"recommended_template":234,"slug":235},"Broader ethics framework covering conflicts of interest and fraud","Code of Business Conduct and Ethics","code-of-conduct-and-ethics-policy-D13626",{"situation":237,"recommended_template":62,"slug":238},"Policy covering all financial crimes including money laundering","anti-money-laundering-policy-D13481",{"situation":240,"recommended_template":104,"slug":241},"Whistleblower channel documentation required alongside the policy","whistleblower-policy-D12649",[243,246,249,252,255,258,261,264,267,270],{"term":244,"definition":245},"Bribery","Offering, giving, receiving, or soliciting anything of value to improperly influence the actions of a person in a position of trust or authority.",{"term":247,"definition":248},"Facilitation Payment","A small unofficial payment made to a government official to speed up a routine administrative action — prohibited under most anti-bribery laws regardless of amount.",{"term":250,"definition":251},"Hospitality","Business entertainment such as meals, events, or travel provided to clients, prospects, or officials, which is permissible only when reasonable, proportionate, and transparently recorded.",{"term":253,"definition":254},"Due Diligence (Third-Party)","The process of vetting agents, distributors, joint-venture partners, and suppliers to assess their corruption risk before entering into a business relationship.",{"term":256,"definition":257},"FCPA","The US Foreign Corrupt Practices Act, which prohibits US persons and companies from bribing foreign government officials to obtain or retain business.",{"term":259,"definition":260},"UK Bribery Act 2010","UK legislation that criminalizes bribery of public and private parties, and creates a strict corporate liability offense for failing to prevent bribery by associated persons.",{"term":262,"definition":263},"Adequate Procedures","The six-principle defense under the UK Bribery Act allowing a company to avoid corporate liability by demonstrating proportionate anti-bribery procedures were in place.",{"term":265,"definition":266},"Red Flag","A warning sign in a transaction or relationship that suggests a heightened risk of bribery — for example, a request for cash payment to an unnamed third party.",{"term":268,"definition":269},"Whistleblower","An employee or associate who reports suspected bribery or policy violations through internal or external channels, typically protected from retaliation by law.",{"term":271,"definition":272},"Tone at the Top","The visible commitment of senior leadership to ethical conduct, which directly shapes whether employees take compliance policies seriously in practice.",[274,279,284,289,294,299,304,309,314],{"name":275,"plain_english":276,"sample_language":277,"common_mistake":278},"Purpose and scope","States why the policy exists, which laws it is designed to comply with, and who it applies to — employees, contractors, agents, and subsidiaries.","This policy applies to all employees, officers, directors, and third parties acting on behalf of [COMPANY NAME] globally. It is designed to comply with the [US FCPA / UK Bribery Act / applicable local legislation] and reflects our zero-tolerance approach to bribery and corruption.","Limiting scope to employees only. Excluding contractors, agents, and joint-venture partners leaves the highest-risk relationships unaddressed — and removes the 'adequate procedures' defense under the UK Bribery Act.",{"name":280,"plain_english":281,"sample_language":282,"common_mistake":283},"Definitions","Defines bribery, corruption, facilitation payments, gifts, hospitality, and related key terms so the policy can be applied consistently.","'Bribe' means any financial or other advantage offered, promised, or given to induce or reward improper performance of a function or activity. 'Public official' means any officer or employee of a government, state-owned enterprise, or international organization.","Using circular definitions — defining 'bribery' as 'an act of bribery.' Concrete, plain-language definitions reduce disputes about whether a specific payment or gift is covered.",{"name":285,"plain_english":286,"sample_language":287,"common_mistake":288},"Gifts and hospitality","Sets monetary thresholds for permissible gifts and hospitality, requires recording in a register, and prohibits anything intended to improperly influence a decision.","Employees may give or receive gifts not exceeding $[THRESHOLD] in value per occasion. All gifts and hospitality above $[LOWER THRESHOLD] must be recorded in the Gifts Register within [5] business days. Gifts of cash or cash equivalents are never permitted.","Setting a threshold without requiring a register. A $50 limit is meaningless without a log — cumulative gifts to the same recipient can reach thousands with no single transaction exceeding the cap.",{"name":290,"plain_english":291,"sample_language":292,"common_mistake":293},"Facilitation payments","Explicitly prohibits all facilitation payments regardless of amount, local custom, or competitive pressure, and provides guidance on what to do when one is solicited.","Facilitation payments are prohibited regardless of amount or local practice. If you are asked to make a facilitation payment, you should refuse politely, document the request immediately, and report it to [COMPLIANCE CONTACT / EMAIL] within [24] hours.","Adding a caveat that facilitation payments are acceptable 'where customary.' This directly contradicts the UK Bribery Act and FCPA, and signals to employees that the prohibition is negotiable.",{"name":295,"plain_english":296,"sample_language":297,"common_mistake":298},"Political contributions and charitable donations","Prohibits political contributions made on behalf of the company and requires due diligence on charitable donations to ensure they are not used as a conduit for bribery.","[COMPANY NAME] does not make political contributions in any jurisdiction. Charitable donations must be approved by [APPROVING AUTHORITY] and paid by company check or traceable bank transfer to the organization's registered address. Cash donations are prohibited.","Treating charitable donations as low-risk without any approval requirement. Donations to organizations controlled by public officials or connected to pending permits are a common bribery vehicle.",{"name":300,"plain_english":301,"sample_language":302,"common_mistake":303},"Third-party due diligence","Requires risk-based screening of agents, distributors, consultants, and other intermediaries before engagement, with enhanced checks for high-risk jurisdictions or public-sector-facing roles.","Before engaging any third party who will interact with government officials or operate in a [HIGH-RISK JURISDICTION], the responsible manager must complete a [TIER 1 / TIER 2] due diligence review using the Third-Party Assessment Form and obtain sign-off from [COMPLIANCE / LEGAL].","Running due diligence once at onboarding and never repeating it. Third-party risk profiles change — ownership, government affiliations, and corruption convictions can emerge after the initial check.",{"name":305,"plain_english":306,"sample_language":307,"common_mistake":308},"Employee obligations and training","Sets out what every employee must do — complete annual training, disclose conflicts, report suspicions, and not retaliate against reporters.","All employees must complete anti-bribery training within [30] days of joining and annually thereafter. Completion is tracked by [HR / COMPLIANCE]. Failure to complete training within the required period will be treated as a disciplinary matter.","Making training optional or aspirational. Policies that say employees 'are encouraged' to complete training provide no meaningful compliance defense and generate no audit trail.",{"name":310,"plain_english":311,"sample_language":312,"common_mistake":313},"Reporting and whistleblower protection","Describes the channels for reporting suspected violations — manager, compliance team, or anonymous hotline — and guarantees protection from retaliation for good-faith reporters.","Suspected violations may be reported to [COMPLIANCE EMAIL], [HOTLINE NUMBER], or anonymously via [PLATFORM]. [COMPANY NAME] prohibits retaliation against anyone who raises a concern in good faith. Confirmed retaliation is itself a disciplinary offense subject to termination.","Listing a reporting channel without an explicit non-retaliation guarantee. Employees who fear losing their jobs stay silent, and a policy with no reports is not evidence of compliance — it is evidence of a broken reporting culture.",{"name":315,"plain_english":316,"sample_language":317,"common_mistake":318},"Consequences and enforcement","States that violations may result in disciplinary action up to and including termination, and that the company will cooperate with regulatory investigations.","Violations of this policy will result in disciplinary action, up to and including immediate termination of employment or contract. [COMPANY NAME] will cooperate fully with any regulatory or law-enforcement investigation and will not use company funds to pay fines imposed on individuals for bribery offenses.","Vague language like 'appropriate action will be taken.' Without stating that termination is a possible outcome, the policy lacks deterrent force and may be read by regulators as not genuinely enforced.",[320,325,330,335,340,345],{"step":321,"title":322,"description":323,"tip":324},1,"Insert your company name and governing law references","Replace all [COMPANY NAME] placeholders and specify which statutes the policy is designed to comply with — FCPA, UK Bribery Act, or your local equivalent. This anchors the document legally and operationally.","If you operate in multiple jurisdictions, list each applicable statute in the purpose section rather than using a generic 'applicable law' reference.",{"step":326,"title":327,"description":328,"tip":329},2,"Set gift and hospitality thresholds","Choose monetary limits appropriate to your industry and the jurisdictions you operate in. Standard ranges for B2B companies are $25–$75 per gift and $100–$150 per hospitality event. Confirm these thresholds do not exceed any customer or public-sector restrictions your clients impose on their own staff.","Set a lower threshold for interactions involving public officials — typically half your standard commercial limit — to reduce regulatory exposure.",{"step":331,"title":332,"description":333,"tip":334},3,"Name the compliance contact and reporting channels","Enter the specific email address, phone number, or platform employees should use to report concerns. Anonymous hotlines are best practice for companies with more than 50 employees.","Test the reporting channel before you publish the policy — a broken email address in a whistleblower section defeats the entire purpose.",{"step":336,"title":337,"description":338,"tip":339},4,"Define your third-party risk tiers","Segment third parties into at least two risk tiers: standard (commercial suppliers with no government interface) and enhanced (agents, distributors, or consultants operating in high-risk countries or interacting with officials). Assign different due diligence requirements to each tier.","Transparency International's Corruption Perceptions Index is a free, annually updated source for classifying country risk tiers.",{"step":341,"title":342,"description":343,"tip":344},5,"Set the training completion deadline and tracking method","State a specific number of days for new-hire completion (30 days is standard) and an annual refresh cycle. Name the system — LMS, HR platform, or a signed acknowledgement form — used to track completion.","Attach a one-page employee acknowledgement form to the policy. A signed record that each employee has read and understood the policy is your first line of audit defense.",{"step":346,"title":347,"description":348,"tip":349},6,"Get senior leadership sign-off and publish","Have the CEO or Board formally approve the policy. The approval date, approver name, and next review date should appear on the document's cover or footer.","A CEO cover letter or video message accompanying the policy rollout materially improves employee uptake compared to an email attachment alone.",[351,355,359,363,367,371],{"mistake":352,"why_it_matters":353,"fix":354},"Excluding contractors and agents from the policy scope","Third parties acting on your behalf create the same corporate liability as your own employees. The UK Bribery Act's 'associated persons' definition explicitly covers agents and contractors.","Extend the policy scope to all individuals and entities acting on the company's behalf and require third parties to contractually acknowledge compliance obligations.",{"mistake":356,"why_it_matters":357,"fix":358},"Setting gift thresholds without a register requirement","Without a log, employees can give multiple gifts to the same recipient, each below the cap, while the cumulative total signals a corrupt pattern that the threshold was designed to prevent.","Require all gifts and hospitality above a lower notification threshold to be recorded within five business days, including recipient, occasion, and estimated value.",{"mistake":360,"why_it_matters":361,"fix":362},"Carving out facilitation payments as locally acceptable","Any explicit or implicit permission for facilitation payments renders the policy non-compliant with the UK Bribery Act and materially weakens an FCPA defense.","State an unconditional prohibition, instruct employees to refuse and document requests, and provide a rapid escalation path to compliance or legal.",{"mistake":364,"why_it_matters":365,"fix":366},"Publishing the policy without a training and acknowledgement program","A policy that employees have not read provides no protection — regulators and courts look for evidence of active communication, not just document existence.","Require signed acknowledgements on first issue and after each annual update, and track completion centrally so you can produce a list on demand during an audit.",{"mistake":368,"why_it_matters":369,"fix":370},"Never revisiting the policy after initial publication","Laws change, business models evolve, and new high-risk markets are entered — a three-year-old policy may not cover current operations and signals a compliance program that exists on paper only.","Schedule an annual policy review tied to the fiscal year-end and document each review with a version number, review date, and approver name.",{"mistake":372,"why_it_matters":373,"fix":374},"Omitting a non-retaliation guarantee for reporters","Without explicit protection, employees assume — often correctly — that raising a concern will harm their career, and genuine violations go unreported until they become regulatory incidents.","Add a dedicated non-retaliation clause stating that retaliation against a good-faith reporter is itself a disciplinary offense, and that suspected retaliation should be escalated to HR or the Board.",[376,379,382,385,388,391,394,397,400],{"question":377,"answer":378},"What is an anti bribery policy?","An anti bribery policy is an internal governance document that defines bribery and corruption, sets rules for gifts, hospitality, and facilitation payments, establishes due diligence requirements for third parties, and provides employees with reporting procedures. It forms the foundation of a company's compliance program and demonstrates to regulators, clients, and investors that the business takes corruption risk seriously.\n",{"question":380,"answer":381},"Is an anti bribery policy legally required?","No law directly mandates a written anti bribery policy in most jurisdictions, but having one is effectively required in practice. The UK Bribery Act 2010 creates a corporate offense of failing to prevent bribery, and the primary defense is demonstrating 'adequate procedures' — which a written policy is central to. The US FCPA and similar statutes in Australia, Canada, and the EU treat documented compliance programs as significant mitigating factors in enforcement decisions.\n",{"question":383,"answer":384},"Who does an anti bribery policy apply to?","The policy should apply to all employees, officers, directors, and any third party acting on the company's behalf — including agents, distributors, consultants, and joint-venture partners. Limiting the policy to direct employees leaves the highest-risk relationships uncovered and removes the 'associated persons' protection under the UK Bribery Act.\n",{"question":386,"answer":387},"What is the difference between a gift and a bribe?","A gift becomes a bribe when it is given with the intent — explicit or implied — to improperly influence a business decision or official action. The key factors are intent, timing, value, transparency, and whether the gift is recorded. A proportionate, transparently logged meal before a contract decision is generally permissible; a cash payment or high-value gift given to the person making that decision is not, regardless of whether the word 'gift' is used.\n",{"question":389,"answer":390},"Are facilitation payments ever allowed?","No. Facilitation payments — small unofficial payments to speed up routine government actions — are prohibited under the UK Bribery Act regardless of amount or local custom, and are generally prohibited under the FCPA and most equivalent statutes. Local practice or competitive pressure does not create a legal exception. Your policy should state this prohibition unconditionally and give employees clear guidance on how to refuse and document requests.\n",{"question":392,"answer":393},"How often should the anti bribery policy be reviewed?","At minimum once per year, typically aligned to the fiscal year-end, and whenever the business enters a new high-risk market, changes its third-party model, or when relevant laws are amended. Each review should be documented with a new version number, review date, and the name of the approving authority. A policy that has not been reviewed in more than 18 months is unlikely to satisfy a regulator's standard for an active compliance program.\n",{"question":395,"answer":396},"What training should accompany the policy?","All employees should complete anti-bribery training within 30 days of joining and annually thereafter. Training should cover the definitions in the policy, practical examples of gifts and facilitation payment scenarios, how to use the reporting channel, and the consequences of non-compliance. Completion should be tracked centrally, and a signed acknowledgement of the policy should be obtained from every employee on first issue and after material updates.\n",{"question":398,"answer":399},"What should employees do if they suspect a bribe has been offered or received?","Employees should report the concern immediately through the designated channel — compliance email, hotline, or anonymous platform — without attempting to investigate on their own. The policy should guarantee that good-faith reports will not result in retaliation. Concerns can also be escalated to a direct manager or, if the manager is implicated, directly to legal or the Board.\n",{"question":401,"answer":402},"Can a small business use this template without a compliance team?","Yes. A small business without a dedicated compliance function can designate the CEO, CFO, or a senior manager as the compliance contact named in the policy. The core obligations — no facilitation payments, a gift register, third-party due diligence, and a reporting channel — apply regardless of company size and can be administered with a simple spreadsheet and an acknowledged email address.\n",[404,408,412,416,420,424],{"industry":405,"icon_asset_id":406,"specifics":407},"Construction and infrastructure","industry-construction","High exposure to facilitation payment requests at permitting and inspection stages; subcontractor chains create extended third-party risk that requires tiered due diligence.",{"industry":409,"icon_asset_id":410,"specifics":411},"Professional services","industry-professional-services","Client entertainment and referral arrangements require clear hospitality thresholds and conflict-of-interest disclosures to avoid crossing into improper inducement.",{"industry":413,"icon_asset_id":414,"specifics":415},"Manufacturing","industry-manufacturing","Global supply chains and agent networks in high-risk jurisdictions make third-party due diligence the most operationally significant section of the policy.",{"industry":417,"icon_asset_id":418,"specifics":419},"Financial services","industry-fintech","Regulatory scrutiny is acute; the policy must align with FCA, SEC, or equivalent conduct-of-business rules and integrate with AML and KYC frameworks already in place.",{"industry":421,"icon_asset_id":422,"specifics":423},"Healthcare and pharmaceuticals","industry-healthtech","Interactions with healthcare professionals and procurement officials carry heightened risk; the policy should address conference sponsorships, speaker fees, and sample provision explicitly.",{"industry":425,"icon_asset_id":426,"specifics":427},"Technology / SaaS","industry-saas","Reseller and channel-partner networks in emerging markets require contractual anti-bribery warranties and periodic due diligence refreshes as the partner base scales.",[429,432,435,438],{"vs":87,"vs_template_id":430,"summary":431},"code-of-ethics-D13207","A Code of Ethics is a broad statement of values covering honesty, fairness, conflicts of interest, and professional conduct across all business activities. An anti bribery policy is a specific operational document with defined thresholds, prohibited conduct, and enforcement procedures focused exclusively on bribery and corruption risk. Companies typically need both — the code sets the culture; the policy sets the rules.",{"vs":104,"vs_template_id":433,"summary":434},"whistleblower-policy-D13247","A Whistleblower Policy establishes the reporting infrastructure — channels, investigation procedures, and retaliation protections — that applies to all misconduct across the organization. An anti bribery policy defines the specific prohibited conduct and requires a reporting channel, but it does not replace a full whistleblower program. The two documents should be cross-referenced and operate together.",{"vs":62,"vs_template_id":436,"summary":437},"D{AML_POLICY_ID}","An Anti Money Laundering (AML) Policy addresses the detection and prevention of financial crime involving proceeds of illegal activity, including structuring, layering, and placement of illicit funds. An anti bribery policy targets the corrupt act that may generate those proceeds. In regulated financial services and fintech firms, both policies are required and are typically reviewed together as part of a financial crime framework.",{"vs":439,"vs_template_id":440,"summary":441},"Conflict of Interest Policy","D{COI_POLICY_ID}","A Conflict of Interest Policy manages situations where an employee's personal relationships or financial interests could improperly influence their professional decisions — supplier selection, hiring, or contract awards. While conflicts of interest can enable bribery, they are a distinct risk category. Anti bribery policy covers external corrupt payments; conflict of interest policy covers internal governance failures. Both are needed for a complete ethics framework.",{"use_template":443,"template_plus_review":447,"custom_drafted":451},{"best_for":444,"cost":445,"time":446},"Small to mid-size businesses establishing a compliance baseline or responding to a client due diligence request","Free","1–2 hours to customize and publish",{"best_for":448,"cost":449,"time":450},"Companies operating in high-risk jurisdictions, government contractors, or businesses under existing regulatory scrutiny","$500–$2,000 for a compliance consultant or legal review","3–5 business days",{"best_for":452,"cost":453,"time":454},"Multinational corporations, publicly listed companies, or businesses implementing a full adequate-procedures defense under the UK Bribery Act","$3,000–$15,000+ depending on scope and jurisdictions covered","2–6 weeks",[456,457],"uk-bribery-act-adequate-procedures-explained","third-party-due-diligence-basics",[459,241,224,460,461,462,463,464,465,466,467,468],"code-of-ethics-D704","conflict-of-interest-policy-for-board-members-D13933","employee-handbook-D712","non-disclosure-agreement-nda-D12692","independent-contractor-agreement-D160","vendor-agreement-D13292","checklist-customer-due-diligence-D13916","corporate-governance-policy-D13943","risk-management-plan-D13391","checklist-compliance-D13915",{"emit_how_to":470,"emit_defined_term":470},true,{"primary_folder":472,"secondary_folder":99,"document_type":473,"industry":474,"business_stage":475,"tags":476,"confidence":481},"business-administration","policy","general","all-stages",[477,473,478,479,480],"compliance","governance","risk-management","anti-bribery",0.95,"\u003Ch2>What is an Anti Bribery Policy?\u003C/h2>\n\u003Cp>An \u003Cstrong>Anti Bribery Policy\u003C/strong> is an internal governance document that defines bribery and corruption, sets clear rules for gifts, hospitality, facilitation payments, and political contributions, and establishes the obligations employees and third parties must follow to keep the business on the right side of anti-corruption law. It functions as both a preventive control — setting standards before problems arise — and a documented defense that demonstrates to regulators, auditors, and clients that the company has taken proportionate steps to prevent corrupt conduct. Most policies are accompanied by a gifts register, a training program, and a reporting channel.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Without a written anti bribery policy, your business has no documented standard against which employee conduct can be measured, no defined procedure for employees who are asked for a facilitation payment, and no evidence of the compliance program that regulators treat as a mitigating factor in enforcement decisions. The UK Bribery Act 2010 creates a strict corporate offense of failing to prevent bribery by an associated person — and the only defense is demonstrating adequate procedures were in place. The US FCPA, Australia's Criminal Code Act, and equivalent statutes in Canada and across the EU treat documented compliance programs as significant factors in deciding whether to prosecute and at what penalty level. Beyond legal exposure, many large enterprises and government procurement programs now require suppliers to produce an anti bribery policy as a condition of contract award. This template gives you a complete, customizable starting point that covers every core element — scope, definitions, thresholds, due diligence, reporting, and enforcement — so you can publish a credible policy in hours rather than weeks.\u003C/p>\n",1778773507255]