Combating bribery and corruption
We do not tolerate corruption and reject all conduct that is corrupt or harms the corporation.
RUAG does not employ assets for illicit or dubious purposes.
RUAG does not accept financial or other incentives if doing so would lead the giver to expect an unjustified advantage or would be a reward for granting such an advantage.
RUAG strictly prohibits payment of bribes, regardless of whether the recipients are public officeholders or employees of a private customer.
The term bribery refers to direct or indirect offers or acceptance of gifts, loans, remuneration, rewards or other benefits with the aim of obtaining or rewarding favourable treatment in the context of our own business activities.
We employ appropriate measures to put our commitment to preventing corruption into practice. These include a personal obligation on the part of all employees and contractual partners to refrain from any and all types of bribery. We review our contractual partners and their conduct on a case-by-case basis. We also train our employees and provide them with advice and support. In the event of relevant concrete grounds for suspicion, we are prepared to abandon transactions.
Excerpt from the employee regulation
2.8 Anti-corruption clause
It is RUAG's avowed aim to adhere to the applicable laws and regulations in all areas of its business activities. This applies particularly to the prohibition of corruption. Employees declare their agreement with the following rules of conduct to prevent corruption:
- Money and pecuniary gifts may not be used for prohibited or dubious purposes;
- No unjustified advantage may be gained through favours to others of a financial or other nature.
- No favours of a financial or other nature may be accepted if the giver expects or is rewarded with an unfair advantage.
Please refer to the current "Legal Compliance" document for further information.
Consequences of RUAG employees violating the ban on corruption
Offering or accepting bribes are punishable offences, and offenders will be prosecuted ex officio.
Such misconduct by employees will additionally have consequences under labour law. These consequences may consist of a warning, generally in conjunction with either a threat of dismissal in the event of a repeat offence, or with actual dismissal (immediate or otherwise). Moreover, employees who have violated the Code are liable to a claim for damages from the employer.