Code of Conduct and Ethics

Vertel Corporation expects every employee to act with honesty, integrity and professionalism at all times. Our commitment to ethical conduct goes beyond compliance. It is rooted in a belief that trust is the basis of effective collaboration and sustainable growth. Employees are expected to act in a way that respects the rights and dignity of others, avoids conflicts of interest and upholds the company’s reputation in every interaction. Misuse of authority, workplace harassment or inappropriate conduct, whether in-person or online, are unacceptable and are treated with utmost seriousness. We believe that by fostering a culture of openness and accountability, we build a workplace where ethical behavior becomes the norm, not the exception.

Equal Opportunity and Diversity

At Vertel, diversity is not just welcomed but actively pursued. We recognize that an inclusive workplace brings broader perspectives, deeper innovation and stronger business outcomes. Every individual has the right to work in an environment free from discrimination, where hiring and promotion are based on merit, skill and contribution. We do not tolerate bias or prejudice in any form. Our leadership is committed to building diverse teams across gender, ethnicity, age, experience and identity. Diversity training, inclusive practices and structured evaluation processes are integrated into our operations. By honoring differences, we unlock potential in ways that uniformity never could.

Recruitment and Onboarding

Our recruitment process is designed with care, fairness and strategic intent. We seek individuals who not only meet the technical requirements of a role but who also align with our values and vision for the future. Hiring decisions are made based on thorough assessments, structured interviews and consideration of both current capacity and long-term potential. Once hired, new employees are welcomed through a comprehensive onboarding experience that introduces them to our culture, systems and people. This process includes orientation sessions, role-specific training and integration support from peers and managers. We believe that strong starts lead to long-term success and invest accordingly in the first steps of every Vertel career.

Workplace Safety and Health

The physical and psychological well-being of our employees is paramount. Vertel maintains strict health and safety standards in all offices and project sites, guided by local regulations and best practices in risk prevention. We conduct regular assessments and provide training to ensure that every person understands the safety procedures relevant to their role. Mental health support is also a critical part of our commitment. Access to counseling services, stress management resources and a culture that encourages open conversations are part of our approach. Our goal is not only to prevent harm but to promote a positive, proactive and resilient work environment for everyone.

Working Hours, Flexibility and Leave

We believe that productivity and well-being are closely linked. Vertel promotes responsible working hours that respect personal boundaries and encourage sustainable effort. While expectations vary across regions and functions, we strive to accommodate flexibility wherever operationally feasible. Remote work, adjusted schedules and part-time arrangements are supported when aligned with business needs and employee requests. Time away from work is respected and encouraged. Paid leave, public holidays, personal days and parental leave are all part of a benefits framework designed to honor life’s rhythms and responsibilities. Our policy emphasizes that rest and renewal are not luxuries but necessities.

Compensation and Benefits

Compensation at Vertel is structured to recognize contribution, reward excellence and remain competitive across industries and geographies. We regularly benchmark salaries and align them with evolving market trends. Compensation reviews are conducted with transparency and fairness, guided by performance data, role complexity and business outcomes. In addition to base pay, eligible employees may receive bonuses or other forms of incentive aligned with organizational success. Our benefits programs go beyond financial rewards. We support our people with healthcare, learning opportunities, mobility assistance and other programs tailored to local contexts. We aim to create a total value offering that meets the diverse needs of a global workforce.

Performance and Career Development

Performance management at Vertel is an ongoing dialogue, not a one-time event. We believe in continuous improvement, open feedback and forward-looking development planning. Employees work with their managers to set clear goals, track progress and reflect on achievements and challenges throughout the year. Reviews focus not only on outcomes but also on behavior, collaboration and leadership potential. Career growth is supported through training, mentorship, internal mobility and exposure to cross-disciplinary projects. Our commitment is to create a culture where ambition is nurtured, contributions are recognized and every individual has a path to grow.

Grievance Handling and Resolution

Vertel fosters a culture where concerns are heard and resolved constructively. We encourage employees to speak up about workplace issues, interpersonal conflicts or policy concerns without fear of retaliation. Our grievance process is designed to be confidential, neutral and timely. Issues may be addressed informally through managers or formally through HR channels. Where appropriate, external mediators may be involved. Every case is treated with respect, sensitivity and a focus on resolution that maintains trust. We believe that transparency and fairness in conflict resolution are essential to maintaining a strong organizational culture.

Remote Work and Global Mobility

As a multinational group, Vertel supports work that crosses borders and time zones. Our remote work policies are shaped by flexibility, accountability and clarity of expectations. Employees in eligible roles may request remote arrangements, which are reviewed based on team coordination needs, performance history and legal considerations. We also offer opportunities for international mobility, enabling employees to transfer between offices or divisions for professional and personal growth. These assignments are guided by clear policies around relocation support, cultural orientation and role clarity. We see global mobility as both a strategic asset and a personal journey.

Termination and Exit Procedures

Ending an employment relationship is handled with care and professionalism. Whether initiated by the employee or the organization, every departure is managed through a structured process that ensures clarity, respect and legal compliance. Exit interviews are conducted to understand the employee’s experience and gather insights that can improve our culture. Final pay, benefits and documentation are processed in a timely and transparent manner. We remain open to future collaboration and maintain alumni networks as a way to stay connected with past team members who have contributed to our shared journey.

Policy Updates and Employee Responsibilities

These policies reflect our current practices and principles, but we recognize that change is part of growth. Vertel reviews and updates its HR policies periodically to align with new regulations, emerging needs and evolving values. Employees are expected to remain informed about these policies, which are accessible through internal platforms and discussed during relevant training sessions. Adherence to these guidelines is a shared responsibility and a cornerstone of the trust we place in each other.