Purpose
We conduct business with honesty, integrity, and respect for our employees. Our Code of Conduct (“Code”) acts as a guide to help us make good business decisions, treat those with whom we do business right, and win business in the proper way.
Understanding and following our Code is a vital part of maintaining the Dover culture and reputation. You will find many resources throughout our Code to help you make the best possible decisions when conducting business.
However, our Code is not going to provide an answer to every situation you may encounter. You should also familiarize yourself with the specific, local employment handbooks and policies of your particular company, which describe the detailed rules and expectations your local leadership team has for behavior and conduct in your day-to-day work. In many ways, those local handbooks and policies are your best resource to answer your day-to-day questions. Some examples of where this is likely to be the case include matters relating to professionalism, conduct, harassment, retaliation, and discrimination.
The Code, on the other hand, is the framework for making ethical decisions and should be used to help guide your decision-making. It is important to ask yourself the questions in the “Ethical Decision-Making Guide” and, if necessary, seek guidance; see “Ask Questions & Voice Concerns” for more information.
Applicability
Each of us plays a crucial role in furthering our ethical culture and business practices. This includes full-time and part-time employees of Dover and its segments, platforms, operating companies, and subsidiaries worldwide, along with Dover’s Board of Directors. When we refer to Dover in this Code, we are referring to all of us, as we are all guardians of our Code, regardless of our location, position, or operating company. Therefore, we should all abide by this same framework for ethical decisions and actions, while also understanding that our local employment handbooks and policies provide guidance on the rules and expectations our local leadership teams have for our behavior and conduct in day-to-day work situations. In doing so, we help to create a better, stronger Dover.
In addition, Dover seeks out third party partners—distributors, suppliers, consultants, agents, and other service providers—who endeavor to act in a manner consistent with our Code and other applicable policies. We refuse to do business with third parties who violate our high standards or detract from the values we strive to create.
Ethical Decision-Making Guide
Stop and think if you hear:
"We need to do whatever it takes."
"No one is going to find out."
"Our competitor does it this way."
"That is just how they do business here."
Manager Level and Above
As an employee at the manager level and above, we expect more from you. You are directly influencing employees with your actions, words, and non-verbal cues. You have the biggest impact on whether employees believe that doing the right thing is part of our culture.
Manager Expectations
- Lead by example
- Ensure your employees have read and understood our Code and completed their annual training/certification
- Complete all assigned training promptly and ensure your employees do the same
- Deliver ethics and compliance training as required
- Offer guidance and support to your employees
- Do not retaliate against anyone for raising concerns to management
- Ensure all concerns raised by employees are taken seriously and addressed timely
