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Code of Business

About B-Green

Our Mission

Our mission is to provide different sectors of society with innovative tools to contribute to environmental sustainability; representing reliability, focus and commitment in the management of information related to companies, cities and countries.

Our role

We work together with companies, governments, and the community in general, guiding organizations with a vision of tomorrow, for them to be leaders of sustainable development today. We offer consulting services, with the individual as the core; injecting therefore, sustainability into the organization’s DNA.

Our way

We work among different areas inside the company: institutional relations, human resources, and marketing, creating tailor-made solutions for each pursued objective.

Our Commitments

Our commitment to employees: We treat one another fairly and with respect, valuing the talents, experiences and strengths of our diverse workforce.

Our commitment to customers: We maintain the trust customers place in our brand, providing the best service on the market and adhering to honest marketing practices.

Our commitment to marketplace: We deal fairly with our business partners, competitors and suppliers, acting ethically and upholding the law in everything we do.

Our commitment to shareholders: We act honestly and transparently at all times, maintaining the trust our shareholders have placed in us.

Our commitment to global community: We comply with all global trade laws, protecting our natural resources and supporting the communities where we live, work and do business.

Sebastián Sajoux

Founder and CEO



What are our responsibilities?

As employees, officers and directors of B-Green, we have made a commitment to understand and follow the principles set forth in this Code. In addition, we are required to:


How we do business is as important as what we do. Do what’s right

If you’re not sure if something raises an ethical concern, ask yourself:

If the answer to any of these questions is NO, you should discuss the situation with the Human Resources department.

You can always contact the human resources at for questions or reports.

A concern is protected from retaliation by strict enforcement of our Anti-Retaliation Policy. The information you provide will be for- warded to the appropriate department (e.g., Global Employee Relations, Global Integrity and Compliance or Loss Prevention) for review and action. Any information you provide is kept strictly confidential and only shared with people who must know and can take action.


Managers have an even more important role.


Working with integrity

We have zero tolerance for discrimination, harassment or retaliation. All employment decisions are to be made without regard to race, color, age, gender, gender identity,
sexual orientation, religion, marital status, pregnancy, national origin/ancestry, citizenship, physical/mental disability, military status or any other basis prohibited by law. This policy applies to our directors, employees, applicants, customers and business partners (including independent contractors, vendors and suppliers).

Harassment is not tolerated, and can include slurs as well as any other offensive remarks, jokes and other verbal, non-verbal, graphic, electronic or physical conduct that could create an intimidating, hostile or offensive work environment.

In addition to the above, “sexual harassment ” can include: Unwanted sexual advances or propositions; offering employment benefits in exchange for sexual favors; making or threatening reprisals after a negative response to sexual advances; visual conduct: Leering, making sexual gestures, displaying of sexually suggestive objects or pictures, cartoons or posters, electronic display or dissemination of such material; verbal conduct: Making or using derogatory comments, epithets, slurs and jokes; verbal abuse of a sexual nature, graphic verbal commentaries about a person’s body, sexually degrading words used to describe a person, suggestive or obscene letters, notes or invitations; and physical conduct: Touching, assault, impeding or blocking movements.

If any employee is found to have violated the Zero Policy, we will take appropriate corrective action, which may include termination. We will also let the individual who raised the complaint know that action has been taken.


A safe and healthy environment

We’re committed to providing a safe and healthy working environment for employees, customers, contractors and vendors.


Handling personal relationships at work

We recognize and respect your rights to socialize and pursue personal relationships with your co-workers.

Employees who find themselves in an intimate relationship or friendship should use tact and sensitivity to make sure they aren’t creating an uncomfortable work environment for others. Favoritism, open displays of affection, and business decisions based on emotions or friendships—rather than on the best interests of the company—are examples of inappropriate conduct.


Working outside of B-Green

You are required to get a written approval from Human Resources before accepting another job or working outside of B-Green.


Protecting B-Green

Part of working with integrity is protecting B-Green’s physical assets as well as our intangible assets, which includes our brand, reputation and confidential company information.

We are each responsible for protecting confidential and personal information, both while we are employees of the company and after our employment ends. Unauthorized use or disclosure of confidential or personal information may lead to disciplinary action, including termination.


Assuring principles and rights at workplace

We promote the 1998 International Labor Organization Declaration of Fundamental Principles and Rights at Work

  1. Freedom of association and the effective recognition of the right to collective bargaining: the convention emphasizes the right of employers and workers to freely organize and join organizations without coercion from any party. Collective bargaining endorses peaceful, inclusive and democratic participation of employers and employees in the workplace.
  2. The elimination of forced labor: ILO describes forced labor as “all work or service which is exacted from any person under the menace of any penalty and for which the said person has not offered himself voluntarily.” Forced labor can be in the form of coercive recruitment, restrain of workers from leaving the workplace through threats or violence, bonded labor, human trafficking etc.
  3. The abolition of child labor: this is the use of underage labor in the workplace. ILO standards have set the minimum age of employment at 15 years (13 for light work) and the minimum age for hazardous work at 18 (16 under certain strict conditions).
  4. The elimination of discrimination: discrimination is the distinction, exclusion or preference made on the basis of a person’s sex, skin color, ethnicity or beliefs, without regard to their capabilities and skills. The principle was established to address the need for equality in the workplace; be it in hiring practices, wages, training opportunities etc.


Employee termination policy and procedure

  1. An involuntary termination of employment, to include layoffs and stand-downs over 30 days, is a management-initiated dismissal. The inability of an employee to perform the essential functions of the job with or without a reasonable accommodation may also result in an involuntary termination.
  2. Discharge may be for any legal reason, i.e., misconduct, tardiness, absenteeism, unsatisfactory performance, inability to perform, etc. In some cases progressive discipline may be used, prior to termination, to correct a performance problem. However, certain types of employee misconduct are so severe that one incident of misconduct will result in immediate dismissal without prior use of progressive discipline.
  3. Prior to an involuntary termination, consideration will be given to an employee’s service and past contributions to the company. The possibility of transfer or demotion will be explored in all cases by review of written documentation of worker performance and a stated probationary period (except in situations requiring immediate dismissal/with cause).


Customer Relations

Our Code reflects our commitment to deliver results with integrity and work to the highest ethical standards. Putting our Code into practice means taking responsibility for our actions, thinking co-workers and customers first, and creating with quality, every time.


Bribes and improper payments

Giving bribes, kickbacks or other improper cash payments (or anything else of value) to government officials, civil servants or anyone else to influence them is prohibited. This includes direct or indirect offers or promises of payment. Even if bribery seems to be an accepted local practice in a country, B-Green employees are not allowed to engage in this practice.



Competition laws (Anti-trust laws)

Many countries have competition laws, or “anti-trust” laws. These laws reinforce our own ethical standards—it isn’t business at any cost, and everyone needs to be able to compete fairly in a free market. These laws generally prohibit business practices that interfere with competition, including price fixing, allocation of markets, or allocation of vendors.

Any employee who violates this policy may be subject to disciplinary action, including termination, significant monetary damages or fines, and even imprisonment.

Fair and honest in our business dealings 

Doing what’s right and acting with integrity has always been a fundamental part of our culture. Our employees, customers, and business partners know they can trust B-Green to be fair and honest. This trust is critical. You should always deal fairly with our customers, suppliers, vendors, competitors and fellow employees.

Financial integrity

Accurate business records are essential to managing a successful company. Every employee is responsible for making sure all company records, information and accounts are clear, truthful and accurate. For example, your expense reports, time records, payments and other transactions must be correctly recorded, accounted for and approved.



Protecting our environment

B-Green is committed to minimizing the negative impact of business, government and individual´s activities on the environment, supporting the communities where we live, work and do business.

All employees are responsible for complying with applicable environmental laws and Company policies.

We must also continually assess and strive to improve our processes in order to continue our heritage of environmental stewardship. If you know of a practice that is harmful to the environment or does not comply with our Company’s policies or with governing laws, rules and regulations, you have a duty to report it.


Avoiding conflicts of interest

This is when your personal interest or involvement in a situation interferes with your ability to make decisions objectively and act in the best interest of B-Green

Situations you must avoid:



Maintain accurate financial records

We must ensure that the information contained in our financial records is full, fair, accurate, timely and understandable.

Each of us has a duty to ensure that all entries in our Company’s financial records give an honest picture of the results of our operations and our financial position. We do this by complying not only with our Company’s policies, but also with the laws, rules and regulations that govern our financial accounting and reporting. In particular, this means that we must:



Understanding and abiding by our Code of Business Conduct helps us protect our reputation. When you regularly review the Code, you’ll better understand how it affects the business decisions you make. And making the right decisions is how we move B-Green forward.


The Code will be reviewed annually to ensure its effectiveness and put procedures in place for reviewing and updates.