0. Definitions & Abbreviations
- Tawzef: Refers collectively to Tawzef for Recruitment
LLC and Tawzef for Business Consultancy LLC, both Egyptian limited liability
companies. Unless otherwise specified, “Tawzef” in this Code of Conduct
encompasses the operations, employees, and business partners of both entities.
- CoC: Code of Conduct.
- ILO: International Labour Organization.
- UNGC: United Nations Global Compact.
- SOP: Standard Operating Procedure.
- Conflict of Interest: Any situation where personal or
financial interests interfere with professional responsibilities.
- Confidential Information: Non-public data relating to
Tawzef, its clients, employees, or partners.
- Whistleblower: An individual who reports suspected
misconduct in good faith.
- Business Partners: All suppliers, subcontractors,
clients, and third parties working with Tawzef.
1. Introduction
Tawzef for Recruitment & HR Consultancy is committed to
the highest standards of professionalism, ethics, and compliance. This Code of
Conduct:
Ensures
compliance with Egyptian Labor Law No. 12 of 2003 and international
frameworks such as the ILO, UN Global Compact, and OECD Guidelines.
Applies
to all employees, managers, contractors, and business partners.
Serves
as a contractual requirement for suppliers and clients.
Is
reviewed and updated annually.
2. Professionalism and Integrity
2.1 Conflicts of Interest
Decisions must be objective and not influenced by personal
interests. Potential conflicts must be disclosed immediately to supervisors or
HR. Employees are expected to complete a Conflict of Interest Disclosure Form
whenever such situations arise, ensuring conflicts are properly reviewed and
resolved.
2.2 Confidentiality
Employees must not disclose confidential information about
Tawzef, its clients, or its employees to unauthorized persons. Confidential
data obtained in the course of work must be protected at all times. Breaches
must be reported promptly so they can be addressed appropriately.
2.3 Gifts and Entertainment
Employees may not accept gifts or entertainment that could
influence their judgment or create an appearance of impropriety. Modest tokens
of appreciation (under EGP 100) are acceptable but must still be disclosed to
supervisors. Transparency is ensured by maintaining a company-wide register.
3. Respect and Courtesy
3.1 Equal Opportunity, Diversity & Harassment-Free Workplace
Tawzef strictly prohibits discrimination or harassment based
on race, religion, gender, nationality, age, disability, sexual orientation, or
political beliefs. Equal pay for equal work of equal value applies. Employees
must complete regular anti-discrimination and harassment training.
3.2 Workplace Violence
Tawzef enforces a zero-tolerance policy against threats,
intimidation, or violence. Incidents must be reported immediately so protective
action can be taken.
4. Legal & Regulatory Compliance
4.1 Compliance with Laws
Tawzef complies with all applicable laws, including
taxation, labor rights, health and safety, and data protection. Employees are
trained regularly to remain aligned.
4.2 Anti-Corruption and Bribery
Bribery, extortion, and corruption in any form are strictly
prohibited. Employees and partners must act transparently, and suspected
misconduct must be reported immediately.
4.3 Money Laundering
All employees and partners must comply with anti–money
laundering laws and report suspicious transactions.
4.4 Customs and Export Control
Employees and partners must comply with customs and
international export control regulations and share trade-related information
transparently to protect supply chain integrity.
5. Client Relationships
5.1 Confidentiality and Data Security
Employees must protect client data at all times. NDAs are
mandatory, and annual training on data privacy and cybersecurity is required.
5.2 Quality and Transparency
Clients must receive consistent, transparent communication.
Feedback surveys and performance indicators are reviewed regularly to ensure
continuous improvement.
6. Employee Relations
6.1 Employment Contracts
Every employee must receive a clear written contract that
complies with Egyptian law.
6.2 Fair Treatment & Grievances
Tawzef ensures fair treatment through a documented grievance
process that allows employees to escalate concerns confidentially if not
resolved informally.
6.3 Professional Development
Employees receive annual training plans and formal
performance reviews to support growth.
7. Social and Environmental Responsibility
7.1 Human Rights
Tawzef strictly prohibits child labor, forced labor, or
human trafficking, consistent with ILO Conventions 138 and 182.
7.2 Freedom of Association
Employees are free to join unions or representative bodies
without fear of discrimination. Collective bargaining and the right to strike
are respected in line with ILO Convention 98.
7.3 Fair Working Conditions
Wages, benefits, working hours, and leave entitlements must
comply with Egyptian law and ILO conventions.
7.4 Health and Safety
Workplaces must be safe and healthy, in compliance with
Egyptian law. Tawzef encourages best practices aligned with ISO 45001.
7.5 Land, Communities, and Security
Tawzef and its partners shall not participate in unlawful
evictions or unlawful use of land, forests, or waters. If security personnel
are engaged, they must not infringe on human rights or freedoms.
7.6 Environmental Protection
Operations must comply with environmental laws. Tawzef and
its partners are expected to conserve resources, reduce emissions, and avoid
waste.
7.7 Climate Action
Partners and employees are encouraged to actively reduce
carbon emissions, improve efficiency, and increase renewable energy use.
7.8 Water, Air, and Soil Quality
Water must be used responsibly, especially in scarcity
regions. Air and soil quality must be protected through compliance with all
legal requirements.
7.9 Materials and Waste
Resources must be used efficiently, with priority given to
reducing, reusing, and recycling materials before disposal.
7.10 Substances of Concern
Hazardous substances, including mercury and persistent
organic pollutants, are prohibited in line with international treaties such as
the Minamata, Stockholm, and Basel Conventions.
8. Business Conduct
8.1 Free Competition
Tawzef prohibits anti-competitive behavior such as price
fixing, cartels, or abuse of market position.
8.2 Conflict Minerals
Suppliers must not engage in activities that fund armed
conflict and must comply with international standards for responsible sourcing.
Personal and client data must be handled lawfully,
transparently, and securely in line with Egyptian and international standards.
9. Reporting Misconduct & Whistleblowing
Employees and partners are encouraged to report any
suspected violations of this Code. Tawzef provides safe and confidential
channels, including anonymous reporting, to ensure protection from retaliation.
10. Compliance, Enforcement & Consequences
Tawzef
may conduct compliance checks to ensure adherence.
Violations
must be corrected immediately. Where correction requires time, a clear
action plan with timelines must be prepared.
Consequences
may include warnings, suspension, termination of employment, or
termination of contracts with partners. Severe breaches may lead to legal
action.
11. Governance & Updates
This Code is reviewed annually by Tawzef’s management and
updated in line with Egyptian and international standards. All employees and
partners are required to acknowledge receipt and compliance.
Company Name: Tawzef for Recruitment & HR
Consultancy
Legal Form: LLC
Address: Al Serag Mall, Tower 3, Entrance 5, 11th Floor, Tawzef Co.,
Atya Al Sawahli St. from Makram Ebid St., Nasr City, Cairo 11762
Phone: +20226721202 / 03 / 04 / 05