Code of Conduct

employees, freelancers, clients & suppliers

Rock Content is committed to ensuring our employees, freelancers, clients or suppliers are working in compliance with our values and have the highest standards of ethical conduct. The Rock Content Code of Conduct aims to create a healthy work environment that encourages actions based on ethics and mutual respect.

We expect every Rock Content stakeholder to dedicate themselves to complying with this Code, company policies and procedures, and applicable laws and regulations. Failure to comply may result in disciplinary action, including termination of employment or contract.

Values that guide our code

We believe that ethical conduct is always grounded in Honesty, Respect and Transparency with one another, as well as the capacity to be Responsible for your choices, actions and reactions. We always seek decisions and attitudes which prioritize benefits and value to the group as a whole.

Our employees, freelancers, customers and providers must always ensure, in their own actions:

Honesty and ethical conduct.
Respect towards each other in every interaction.
Act ethically and with integrity in our business relationships and in representing the company in internal and external events.
Responsibility to fully, fairly, accurately, and timely report events of violations to this code of conduct.
Compliance with applicable laws, regulations and other internal policies.

Reporting violations

Rock Content values its reputation as a great work environment. Therefore, prizes that the relationship between its Rock Content employee or stakeholder, regardless of any hierarchical position, or function, is one of cordial treatment, trust, safety, support, and collaboration, allowing everyone the opportunity to reach their full potential. Every Rock Content employee or stakeholder is responsible for ensuring that Rock Content’s culture is one of acceptance and respect, and never represented by harassment, bullying, discrimination, bias, or violence.

Rockers, freelancers, clients or suppliers must use the Ethics & Compliance Channel to report any attitude or behavior that goes against the guidelines of our code of conduct. All reports made through the Ethics & Compliance Channel are confidential and will be fully addressed by the Integrity Committee. They will review the report promptly and thoroughly to determine the appropriate action to be taken and warrant an investigation.

Any employee, freelancers, client, suppliers or any partner who violates any provision of this Policy will be subject to the disciplinary sanctions listed below:

Verbal Warning;
Written warning;
Suspension;
Dismissal;
Termination for cause;
Exclusion of the Rock Content customer, supplier, partner or intermediary agent;
Suitable lawsuit.

No retaliation

We do not tolerate retaliation or any reprisal. Rock Content prohibits any and all types of retaliation against any employee, freelancers, client, suppliers or any partner who in good faith reports or participates in an investigation of a possible violation of our Code of Conduct, policies, applicable law, and regulations.

Retaliation against anyone who provides information or assists in an investigation or proceeding will be treated as a violation of this Code of Conduct. If you believe you are being retaliated against, don’t hesitate to contact us through the Ethics & Compliance Channel.

Respect for diversity

There is an incredible force and value in a diversity of thoughts and experiences — after all, a breadth of perspectives is critical for innovation. In a diverse environment, we connect with one another and achieve success when we collaborate, dialogue and debate various themes respectfully.

We seek to provide a work environment inclusive of diversity and free from any form of harassment, offense or disrespectful conduct.

We will not tolerate any form of harassment, discrimination or disrespectful behavior especially if they are related to:

Race or color;
Indigenous or any factor related to ethnic or national origin;
Age, mainly young and over 45 years old;
Religion, creed or belief (or lack of them);
Sexual orientation;
Gender, gender identity, gender expression, transgender status, or sexist stereotypes;
Nationality, migration status, refugee or political asylum status, citizenship or lineage;
Physical or cognitive/intellectual disability, medical condition, genetic information or characteristics;

Discrimination

A discriminatory act involves unequal or unfair treatment related to some form of prejudice — e.g. race, gender or sexual orientation. Thus, discrimination can be understood as an observable manifestation of a pre-established conception of pejorative bias towards a particular person or group of persons which causes a disadvantage in comparison to others.

Diversity of people and ideas is essential to Rock Content’s success, and we are committed to the principles of equal opportunity and creating an environment that accommodates such diversity. For that reason, we are committed to developing and retaining a workforce of diverse backgrounds, experiences, approaches and ideas, and NOT TOLERATING, to any extent, discrimination against anyone on the basis of race, color, religion, nationality, age, disability, sexual orientation, gender identity, or marital status.

Never retaliate against anyone who, in good faith, believes that unlawful discrimination has occurred.

Harassment and Bullying

Every Rock Content employee or stakeholder has the right to work in an environment free of harassment of any kind and form (verbal, physical, or visual) and bullying, regardless of whether the harasser or bully is a co-worker, direct or indirect superior, executive, contractor, client, suppliers or any partner.

Harassment is any unwelcome or abusive conduct which manifests through behavior, words, acts or gestures, capable of causing damage to the dignity and physical or psychological integrity of a person. In other words, harassment situations are any which disturb or distress a person by creating an intimidating, hostile or degrading environment.

Any of the situations mentioned above, whether related to color, sex, sexual orientation, age, competence, medical condition, religion, political ideology, nationality or social status, will be considered as a violation of the Code of Conduct by Rock Content.

In case you witness any harassing or bullying behavior, you have the responsibility to report it immediately. The Integrity Committee will promptly and thoroughly investigate any complaints and take the appropriate action.

Harassment can happen either in a moral or sexual aspect.

Moral harassment can be characterized as an action, gesture or word which affects through repetition the self-esteem and safety of an individual, causing them to question themselves and their competence, resulting in damage to the work environment, professional development or physical, emotional and functional stability of the collaborator. It involves non-physical violence capable of restricting the activities of the victim.
Sexual harassment happens when there is an offer of professional advantage or threat of disadvantage on the same level in order for another party to obtain any sexual favor. Sexual harassment may be understood as including verbal, visual or physical conduct of a nonconsensual or inappropriate sexual nature.
Bullying, on the other hand, happens when an employee or stakeholder intentionally makes physical and/or verbal attacks directed at another employee or stakeholder and continues to cause suffering, intimidation, and decrease of self-esteem to the victim.

Hiring

We do not tolerate any discrimination against candidates on the basis of race, color, religion, nationality, age, disability, sexual orientation, gender identity, or marital status. No candidate will be admitted without having participated in all the steps of the selection process.

All Rockers, whether full-time or interns, may offer recommendations for open positions. Recommended candidates and direct applications will receive the same treatment and weight throughout the selection process, with due respect to the criteria of competency, potential and cultural fit with the company.

We respect the 1940 Declaration of Human Rights, therefore, we do not admit under any circumstances, and we fight the exploitation of slave and/or forced labor and child labor or labor under the age of 18 (eighteen), except in the condition of Minor Apprentice.

Confidentiality

Information classified as confidential must be exclusively handled for professional purposes. It is strictly forbidden to use it for your own benefit or for the benefit of third parties for any purpose other than that for which the information was disclosed/received.

All employees or freelancers with access to confidential information undertake the responsibility to preserve Rock Content’s and customer’s strategic information and ensure the absolute secrecy of the information obtained and generated during the performance of their work assignments.

Everyone at Rock Content has a non-disclosure obligation regarding confidential information during and after the termination of their relationship with Rock Content.

Intellectual property

Intellectual property is an asset of essential value for Rock Content and must be treated with due care. The intellectual property created by a person under your employment contract is transferred and ceded to Rock Content by law and/or by your employment contract, or other contract, except as provided for in international conventions, laws and your contract with Rock Content.

In addition, by becoming a Rocker you allow Rock Content to use your image in blog content, social networks, videos and testimonials. If during your employment contract you create content that bears your name, Rock Content reserves the right to publish and reproduce this content on its internal and public channels.

Data protection

Following worldwide regulations regarding data protection, we must be careful with the personal data of customers, suppliers, freelancers, and any others that we have access to. Rock Content has several measures to protect this data, but this obligation is shared with all employees, who must also be aware of.

Personal data are considered to be all those that somehow identify an individual, such as name, documentation, address, email, among others. This information must be accessed only by the people who need this data to perform a service and for the time necessary for that. It must be safely disposed of as soon as they are no longer required or within the area established by the industry to dispose of this data.

If you have access to data from customers and potential customers, it is important that you know that you can only access this data for legitimate business purposes. In this case, you must:

Customer relationship

Accepting Gifts, Entertainment, and Other Business Courtesies.

Giving and receiving gifts, presents and hospitality is considered a common courtesy practice in business that symbolizes an attitude of kindness and appreciation, as long as this practice occurs in an appropriate, ethical and legal manner. In some situations, offering or receiving gifts and hospitality can generate expectations or claims of favor, perceptions that bribes have occurred or an inappropriate advantage.

It may characterize a conflict of interest situation. In these situations, when there is an intention or expectation of obtaining an undue advantage or improperly influencing, the person must refuse to receive or give gifts, regardless of their nature or value as this is considered a bribe.

Events

From Rock various teams hold independent celebrations for their collaborators, or some managers reward reaching goals with special events. If the event is wholly or partly financed by the company, all rules of the Code apply.

From Third Parties It is common for professionals at Rock to receive invitations to participate in events organized by different partners or companies. In such cases, Rockers participating in these occasions must comply with the practices and rules described in this Code. As representatives of the company, it is essential to act accordingly — as if the event were organized by Rock itself.

Relations with the external market

At Rock Content, in being a company that produces a large quantity of content and defines market trends, you will often be invited to communicate with the press. And that’s great. But it is important to remember some details.

Your personal opinion does not necessarily reflect the opinion of the company: We encourage you to produce content and relate to the press. However, if you are contacted and asked to discuss company business with any media vehicle, investors or market analysts, give your opinions, but make it clear to the media that this is your particular opinion; Talk about yourself, your achievements and your role at Rock, but never speak on behalf of the company. Avoid phrases like "Rock Content believes" or "Rock Content does...". If you need to talk about the company, check with the Marketing director before the interview.
Take all possible precautions to ensure that you are not disclosing any confidential information about Rock Content or partners;
Do not use Rock Content's brand without the company's authorization or outside of the company's official channels on social networks;
If you want to use Rock’s brand or other company content in activities not related to your work, ask for authorization from the Marketing director.

Conclusion

It’s impossible to cover every possible ethical situation we might face. Hence, we rely on common sense to always stand by the highest standards of integrity for ourselves and our company. We expect Rock Content employee or stakeholder to rely upon the Code to do the right thing, which isn’t always clear or easy to do. If you aren’t sure about an issue or topic, talk to the Belonging Team or send your questions to our Ethics & Compliance Channel.

Always be respectful of each other. And if you see a questionable behavior, do the right thing please report.