Privacy policy

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At Imosys, we are committed to providing a positive environment where everyone can be a  successful contributor. To that end, each of us should expect and has a responsibility to uphold, a  workplace and culture that are free of harassment, discrimination, misconduct, abusive conduct, and retaliation. This policy applies to conduct by and towards many types of individuals, including but not limited to, applicants, employees (including interns, co-workers, supervisors, and managers),  temporary and vendor workers, and independent contractors, customers, clients and other third parties, at work and at work-related social events, such as office parties, off-sites, and client entertainment events.

Employees who are found to have violated this policy are subject to  discipline, including but not limited to: coaching, training, a verbal warning, a written warning,  impact to performance ratings, impact to compensation, or termination of employment. Temporary and vendor workers, and independent contractors are also expected to abide by this policy and  behave appropriately when on our premises or at events interacting with our employees or one  another. Policy violations by temporary and vendor workers and independent contractors may result  in actions such as removal from the premises or termination of a business contract.

Visitors, clients,  customers and other third parties are expected to conduct themselves appropriately as well, when  on our premises or at our events or when interacting with our employees or temporary and vendor  workers, and independent contractors. If you observe behaviour by a third party on company  property, at a company event or interacting with our employees or temporary and vendor workers,  and independent contractors that appears inappropriate or that otherwise violates this policy,  please speak up via the channels outlined below (see Addressing a concern below).

Any behaviour that is inappropriate or otherwise violates this policy may result in actions such as removal from the premises or event or termination of a business contract. Additionally, Imosys may take into account and review allegations of behaviour that occur outside the course of employment, to the extent permitted by law, where Imosys determines such conduct may materially affect the workplace. This policy defines problematic conduct, explains where it can be reported, and describes how concerns are handled and Imosys’s policy against retaliation. It is subject to local laws.  


Harassment is unwelcome conduct (physical, verbal or non-verbal) based on an individual’s  protected status that creates an environment that is intimidating, hostile, or abusive, or a situation  where enduring such conduct is a condition of employment. Harassment can be one severe incident  or a series of less severe incidents.  

In addition, harassment can range from extreme forms such as violence, threats, or physical  touching to less obvious actions like ridiculing, teasing, or jokes based on a co-worker’s protected  status.  

Sexual harassment is addressed separately below. Other types of harassment may include the  following types of conduct: 

  • derogatory or insensitive jokes, pranks, or comments; 
  • slurs or epithets; 
  • nonverbal behaviour such as staring, leering, or gestures; 
  • ridiculing or demeaning comments; 
  • innuendos or veiled threats; 
  • displaying or sharing offensive images such as posters, videos, photos, cartoons,  screensavers, emails, or drawings that are derogatory; 
  • offensive comments about appearance, or other personal or physical characteristics, such as  comments on someone’s physical disability or religious attire; or
  • unnecessary or unwanted bodily contact such as blocking normal movement, or physically  interfering with the work of another individual.  

This list of examples is not exhaustive, and there may be other behaviours that constitute  unacceptable harassment under the policy. All employees have an obligation to comply with this  policy and if you observe or become aware of conduct that might violate this policy, you should  immediately report it. Imosys may consider conduct to be a violation of this policy even if it falls  short of unlawful harassment under applicable law. For more information on how to raise a concern  or the investigations process, read Workplace Concerns & Investigationsbelow.  

Sexual harassment 

Sexual harassment is unwelcome conduct (physical, verbal or non-verbal) of a sexual nature and  includes, but is not limited to, conduct such as the following: 

  • making unwanted sexual advances and requests for sexual favours; 
  • making unwanted sexual advances and requests for sexual favours where submission such  conduct is made an explicit or implicit term or condition of employment; 
  • submission to or rejection of advances is used as the basis for employment decisions affecting an  individual (sometimes these are referred to as a “quid pro quo” form of sexual harassment);
  • unwanted conduct that has the purpose or effect of substantially interfering with an individual’s  work performance or creating an intimidating, hostile or offensive working environment, even if  it does not lead to tangible or economic job consequences (sometimes these are referred to as a  “hostile work environment” form of sexual harassment); 
  • displaying or sharing offensive images such as posters, videos, photos, cartoons, screensavers,  emails, or drawings that are obscene or sexual in nature;  
  • unwanted comments about appearance, or other personal or physical characteristics, such as  sexually charged comments, words, signs, jokes, pranks, intimidation, or physical violence that is  of a sexual nature or directed at an individual because of that individual’s sex; 
  • unwanted verbal or physical advances, sexually explicit derogatory statements, or sexually  discriminatory remarks made by someone that are offensive or objectionable to the recipient,  that cause the recipient discomfort or humiliation, and/or that interfere with the recipient’s job  performance; 
  • unnecessary or unwanted bodily contact such as groping or massaging; or threats or demands that a person submit to sexual requests as a condition of continued employment or to avoid some other loss, and offers of employment-related benefits in return for sexual favours.  

Sexual harassment can happen regardless of the gender, gender identity; orientation or gender expression of the individuals involved, and can, for example, occur between same-sex individuals as well as between opposite-sex individuals. It does not require that the harassment conduct be motivated by sexual desire. In some instances, sexual harassment may not only be a violation of company policy but also is a form of workplace discrimination and is against the law.

When determining whether conduct constitutes harassment or sexual harassment, we consider whether a  reasonable person could conclude that the conduct created an intimidating, hostile, or offensive workplace environment. “I didn’t mean it,” “it was just a joke” and/or “I was drinking” are not excuses for engaging in inappropriate conduct. Usage of any form of alcohol, drugs and smoking are prohibited in Imosys Premises.  


Discrimination is behavior affecting the workplace, which can take place between Imosys,  temporary and vendor workers, and independent contractors, clients, and/or customers those results in the terms and conditions of an individual’s employment being adversely affected due to the individual’s protected status. Discriminatory conduct can include taking actions based on a  person’s protected status such as intentionally reducing someone’s performance score, or bonus, not putting someone up for promotion, or putting someone on a performance improvement plan,  just as examples.  

Protected Status  

Imosys prohibits discrimination or harassment based on certain characteristics, known as protected  statuses. Protected status may include categories like, actual or perceived: 

  • Race, color; 
  • Age; 
  • Religion or religious creed (or belief, where applicable); 
  • Sex, including pregnancy, childbirth, breastfeeding, or related medical conditions; 
  • Sexual orientation;  
  • Gender, gender identity, gender expression, transgender status, or sexual stereotypes;  marital status;  
  • Physical or mental disability, medical condition, genetic information or characteristics (or  those of a family member);  
  • Status as a victim of domestic violence, sexual assault or stalking; or any other basis prohibited under state, or central law.  

Standards of Conduct 

Imosys holds employees to the highest standards of ethics and conduct to maintain a healthy,  fun and collaborative environment. We expect Imosys employees to work cooperatively with co workers, temporary and vendor workers, and independent contractors clients, and visitors  (including applicants), and maintain basic standards of civility and respect. We strongly believe  that Imosys employees expect the same.

We at Imosys also have a legal responsibility to maintain a work environment free of unlawful harassment as well as an interest in maintaining our collaborative environment. All employees have an obligation to comply with this policy, and if you observe or become aware of conduct that might violate this policy, you should immediately report it. For more information on how to raise a concern or the investigations process, read “Workplace Concerns & Investigations below”. Certain prohibited behaviors could result in disciplinary action up to and including termination. Examples of those behaviors are provided below.

Nothing in this policy, or any other Imosys policy, limits employees’ rights. talk about pay, hours, or Imosys policies, or other terms of employment or working conditions, as long as employees abide by basic standards of civility and respect, or to communicate with a government agency or official regarding terms and conditions of employment or any violation of law.  

Prohibited behaviours include:  

Failure to maintain basic standards of civility towards one another, temporary and vendor workers, and independent contractors and visitors (including applicants) pursuant to our  Imosys Values of the User, Respect the Opportunity and Respect Each Other. Examples  include but are not limited to:

  • Disparaging or insulting comments or profanity or obscenity that is directed at an  individual;  
  • Statements or conduct that constitutes workplace harassment or discrimination in  violation of this policy;  
  • Engaging in or threatening to engage in violent behavior or behavior that creates a  substantial likelihood of violence towards others;  
  • Disclosure of personal information about an Imosys employee (including contact  information) for the purpose of causing the Imosys employee to be subjected to  physical, verbal, or online abuse or harassment, or under circumstances where a  reasonable person should know that the disclosure is likely to lead to such abuse or 
  • Harassment (this includes providing information for purposes of “doxxing,” which is defined for purposes of this policy as including, but not limited to, revealing financial information, a residential address, or a personal cell phone number without the consent of the owner so that the owner will be harassed. 
  • Unprofessional behavior toward clients or visitors (including applicants), including but not limited to the use of profane or disrespectful language or unwanted physical behavior.  
  • Inappropriate or unwanted touching, including hugging and kissing, that does not rise to the  level of Harassment as set forth above;  
  • Engaging in conduct that interferes with productivity and other legitimate business goals,  such as the ability to collaborate or create;  
  • Theft, stealing or removal (without express permission) of any property you do not own; 
  • Unethical behavior, including dishonesty, failure to disclose conflicts of interest, or  falsification of any records, forms, or reports (including misusing Imosys’s systems or  entering inaccurate information on such systems with the intention of achieving personal  gain);  
  • Engaging in or permitting the creation of a conflict of interest, whether or not one personally  benefits from the conflict;  
  • Accessing data in violation of privacy, security or other policies, or modifying access rights to  any system that contains user, employee or customer data without the express permission of  the data owner;  
  • Insubordination (refusing a reasonable work assignment or refusing to follow work-related  instructions);  
  • Soliciting other Imosys employees, temporary and vendor workers, and independent  contractors or clients while you or they are on working time; 
  • Excessive absenteeism (that is not protected by any right to leave/accommodation under  applicable law), such as being absent for three or more days in a row without notice; 
  • Creating a significant safety or health hazard, intentionally or unintentionally; 
  • Possession of weapons and/or any type of firearms on Imosys premises, except as otherwise  provided by applicable law;  
  • Mistreating or destroying company property, such as physical harm to company property or  downloading illegal content or unapproved software;  
  • Possession, sale and/or use of alcohol, illegal drugs in our offices or at work events;
  • Subject to applicable law, the conviction of a felony or other serious criminal offense that is  substantially related to the employee’s job and might impact the business and/or company,  that in our opinion, might undermine or compromise Imosys’s reputation or that otherwise  impacts your suitability for continued employment (such as offenses that relate to  dishonesty, fraud or theft);  
  • Any breach of the terms of your employment including any terms that relate to the use of confidential information; or Violation of this or any other company policy.  


Imosys prohibits retaliation for raising a concern about a violation of policy or law or participating in  an investigation relating to a violation of policy or law. Retaliation means taking an adverse action  against an employee or temporary and vendor workers, and independent contractors as a  consequence of reporting, for expressing an intent to report, for assisting another employee in an  effort to report, for testifying or assisting in a proceeding involving sexual harassment under any  federal, state or local anti-discrimination law, or for participating in the investigation of what they  believe in good faith to be a possible violation of our Code of Conduct, Imosys policy or the law.

In some instances, it may not only be a violation of company policy but also against the law for an employee to retaliate against another for their participation in the complaint process. Adverse action may include but is not limited to, discipline, termination or demotion. We can’t guarantee a conflict-free workplace. Imosys employees can and do discuss a variety of topics — work and non-work-related — and often feel passionate about their discussions. If you report something that is not a policy violation and you believe you are being treated adversely as a result, you should feel free to report that and we will look into it, but it may not amount to retaliation under this policy.  

Workplace Concerns & Investigations 

Addressing a concern has an obligation to comply with this policy and is expected to foster a  workplace culture that is free of harassment, discrimination, abusive conduct and retaliation. If you  observe or become aware of such improper conduct that might violate this policy, you should  immediately report it. There are multiple ways in which you can raise or escalate a concern about  improper conduct under this policy, including the following:  

  • You may talk to your manager, someone else in your reporting chain, or any other manager  outside of your reporting chain;  
  • Human Resource Manager; 
  • Any director of the Company;  

Resolving a concern

We try to look into and resolve workplace concerns as quickly as we can: we don’t want to have an  uncomfortable situation continue to exist, but we need to be thorough. As we look into an issue, it’s  possible we might need to come back to you and others to get additional information. We realize  this may be difficult or upsetting, but we want to make sure that our information is accurate and as  complete as possible to fairly assess the situation and determine next steps, and we will need your  continued assistance as we do this. As we gather information, we may discover that there are  additional people we need to speak with or documents we need to review, which can take more  time.

We’ll do our best to give you a timeframe for when you can expect us to follow up with you.  Once the team looking into your concern has gathered the information they need, they will need to reasonably conclude what they believe happened and whether any policies were violated. They will then work with HR and the appropriate business leaders to make recommendations on what actions to take. If it’s decided that corrective action is appropriate, this could include but is not limited to:  coaching, training, a verbal warning, a written warning, impact to performance ratings, impact to compensation, demotion, suspension, transfer or termination of employment. In most circumstances, when the inquiry has been completed, someone from the team looking into the issue, HR and/or your manager will follow up with you,as well as the individual about whom the complaint was made, to share what we can, regarding the outcome.

While we typically create written documentation for the basis of the decision, together with any corrective action(s), the information we can share at the end of the process of looking into a concern is limited to protect the confidentiality and privacy of all parties involved. While we might be able to share general information about our process and whether we believe the concern violated any Google policies, we will most likely not be able to share more specific information about our inquiry, including details of any corrective action involving others, unless otherwise required by local, state or central law. We understand this may be frustrating, and that not everyone may be happy with the outcome every time. In any given issue, there can be a variety of perspectives and we try to take them all into account when looking into a concern.