Code Of Conduct
Policy Brief & Purpose
Our Employee Code of Conduct company policy outlines our expectations regarding employees'
behavior towards their colleagues, supervisors and overall organization.
We promote freedom of expression and open communication. But we expect all employees to follow our
code of conduct. They should avoid offending, participating in serious disputes and disrupting our
workplace. We also expect them to foster a well-organized, respectful and collaborative environment.
This policy applies to all our employees regardless of employment agreement or rank.
Employees of DrGmed, Inc., or any of its affiliates or subsidiaries (“DrGmed”), and others
performing work for DrGmed or on its behalf, collectively referred to in this code as “DrGmed
Personnel”, are expected to act lawfully, honestly, ethically, and in the best interests of the
company while performing duties on behalf of DrGmed. This code provides some guidelines for
business conduct required of DrGmed Personnel. Persons who are unsure whether their conduct
or the conduct of other DrGmed Personnel complies with this code should contact their
manager, another DrGmed manager, Human Resources, or the Legal Department. This code
applies to all DrGmed Personnel, including members of the Board of Directors (in connection
with their work for DrGmed), officers, and employees of DrGmed, Inc. and its corporate
affiliates, as well as contingent workers (e.g., agency workers, contractors and consultants) and
others working on DrGmed’s behalf. This code is subject to change and may be amended,
supplemented, or superseded by one or more separate policies.
If any part of this code conflicts with local laws or regulations, only the sections of this
code permitted by applicable laws and regulations will apply. Any policies that are
specifically applicable to your jurisdiction will take precedence to the extent they conflict
with this code.
DrGmed does not tolerate unlawful harassment or any mistreatment by or of workers, patients,
or agency partners in the workplace or in a work-related situation on the basis of sex, race, color,
nationality, ethnic or national origin, ancestry, citizenship, religion (or belief, where applicable),
age, physical or mental disability, medical condition, sexual orientation, veteran status, marital
status, genetic information or characteristics (or those of a family member), or any other
category protected under applicable federal, state, or local law. If you suspect harassment,
discrimination, or retaliation (as described in our Harassment Policy) has occurred, you are
encouraged, and managers are required, to promptly provide a written or oral complaint to our
HR Department, Employment Law (email@example.com). Please refer to our full
DrGmed’s confidential business information is a valuable asset that everyone must protect.
DrGmed Personnel is required to use confidential information of DrGmed for patient care
purposes only and must always keep such information in strict confidence. This responsibility
extends to confidential information of third parties that we have received under non-disclosure
agreements. Confidential information includes, without limitation, patient information,
proprietary data, software and product designs, employee data (other than your own), financial
information, budgets, business plans, or other business information.
Your obligation to maintain the confidentiality of this information means that you may not share
any such Information outside of DrGmed unless DrGmed has appropriate non- disclosure
agreements in place. For help in establishing such an agreement, if you have questions about
provisions of a non-disclosure agreement already in place, or if you have questions about whether
certain information can be disclosed, please contact the Legal Department. DrGmed personnel
should also refrain from sharing confidential information internally beyond those persons who
legitimately need to know it for purposes of their job. We have an open and transparent culture, and
this is not intended to stifle the ongoing conversation and sharing that has facilitated so much of our
Rather, you should use your judgment to share what is appropriate inside the company in
furtherance of your and others’ jobs. Please always keep in mind that improper use or disclosure of
confidential patient or business information could seriously damage DrGmed’s reputation with
patients, health care organizations and the community, expose us to liability, and cause harm to our
In addition, you are not to bring with you to DrGmed, or use or disclose to any person
associated with DrGmed, any confidential or proprietary information belonging to any former
employer or other person or entity to which you owe an obligation of confidentiality under any
agreement or otherwise. DrGmed does not need and will not use such information, and we will
assist you in any way possible to preserve and protect the confidentiality of proprietary
information belonging to third parties. Note that this code is not intended to restrict an
employee’s legal right to discuss the terms and conditions of his/her employment.
Any amendment of any provision of this code must be approved by the President of DrGmed’s, and
promptly disclosed as may be required pursuant to applicable laws and regulations.
DrGmed’s President may grant waivers under this code for DrGmed employees other than
executive officers or senior financial officers. Any waiver or modification of this code for a
member of the Board of Directors, executive officer, or senior financial officer must be approved
by the President and promptly disclosed, in each case as may be required by applicable law and
the rules of each state of the United States of America.
Company employees are bound by their contract to follow our Employee Code of Conduct while
performing their duties. We outline the components of our Code of Conduct below:
Compliance with Law
All employees must protect our company's legality. They should comply with all environmental, safety
and fair dealing laws. We expect employees to be ethical and responsible when dealing with our
company's finances, products, partnerships and public image.
Respect in the Workplace
All employees should respect their colleagues. We won't allow any kind of discriminatory behavior,
harassment or victimization. Employees should conform with our equal opportunity policy in all aspects
of their work, from recruitment and performance evaluation to interpersonal relations.
Protection of Company Property
All employees should treat our company's property, whether material or intangible, with respect and
Employees should protect company facilities and other material property (e.g. company cars) from
damage and vandalism, whenever possible.
All employees must show integrity and professionalism in the workplace:
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.