Code of conduct

(Last updated 04.06.2026)

Kiesel is committed to creating a positive impression in all our activities, combined with minimizing environmental footprint in the local environment and within the industry. The positive contribution includes security, health, and environment, regionally, nationally, and globally. The work is achieved by yearly reports to Eco Light House, with recertifications every third year, plus updates to our HSE management system Avonova (for managing health, safety, and environment).

About our Code of conduct

Our Code of conduct is a guide for the minimum expectations of employees at Kiesel Norway AS and to guide our business ethic as employees. The guidelines are applicable for all types of employees; full- and part time employees, temporary, and consultants who represent Kiesel Norway AS. The code of conduct is presented to newly employed and is issue for annual revisions.

How to act according to the code of conduct

The employees at Kiesel Norway AS will uphold a strong work ethic and comply to the guidelines, acts, and laws. We will always prioritize ethical behavior, and the ethical guidelines form a basis for everything that we do. We must be aware of how we behave, of what we say and write, digitally and in person, both in internal situations and in external meetings.

Working environment

Our internal work environment is one which employees feel safe and thrive. They should not have concerns regarding the safety of their work tasks and have full confidence in the established HSE standards. To uphold good HSE standards we regularly conduct safety inspections, staff surveys and employee appraisal interviews.

We appreciate all the deviation reports, complaints, feedback, and improvement suggestions we receive as they help us learn and continuously improve. We do not accept discrimination or harassment of or among our employees. We act according to the Holiday Act and leave of absence from the Working Environment Act, to maintain a good balance between working hours and free time (work- life balance). We do not allow unreported employment.

Suppliers

We work according to the Working Environment Act and expect suppliers to perform a due diligence assessment in accordance with the Transparency Act. Suppliers must maintain a good working environment, respect human rights, and uphold strong ethical standards. We require a high HSE standard from our suppliers, particular during the assembling, commissioning, and handover of machines at customers sites.

 

We aim to have suppliers that offer environmentally friendly alternatives, within operation, transport, and part deliveries. Through effective supply planning, we consolidate spare part orders and avoid the need for express delivery. That way we cut down on unnecessary costs, packaging, and transport of the parts.

Assessments and Privacy 

We reassess our carriers annually, including their environmental impact as transport providers. Where possible, we aim to reduce our travel, by combining visits to multiple customers in the same area. We also look for environmentally friendly alternatives for traveling and transport and exchange our cars into electric vehicles gradually. Furthermore, we aim to guide customers towards environmentally friendly choices, for example machine use patterns, promote a safe work environment, and encourage our suppliers to make more sustainable choices.

We comply with GDPR and ensure secure handling of personal and business data. Employees must follow IT security practices and report any breaches.

Customers

We want to reduce our emissions from transport to our customers’ sites by selecting the most efficient and sustainable carriers and transport of machines, parts, and equipment. By reusing packaging, we save money from purchasing and cause less pollution from production. We aim for a high rate of recycling, often enabling waste to be recycled directly at customer sites using on-site recycling stations.

Relationship between customers and suppliers

Employees at Kiesel Norway must behave professionally and respectfully when interacting with customers, suppliers, and other business partners. We do not exploit economic benefits personal or economic gain in our interactions and treat everyone with respect. We have zero tolerance for corruption.

Order and behavior

Employees are expected to arrive at work on time and be prepared and ready to start the workday. Everyone is required to follow the instructions given by their superior, execute their work after the best of their abilities, and handle the materials, equipment, and machines with care. The working station should be clean, organized, and look presentable. We expect all employees to treat their colleagues with respect, contributing to a positive and inclusive work environment.

Confidentiality

Employees at Kiesel Norway AS must maintain confidentiality, during and after employment. Employees are bound by a duty of loyalty and must not to use, disclose, or otherwise share information about Kiesel Norway AS's trade secrets, personal data, or business know-how to unauthorized people. Employees must exercise caution in discussing matters they become aware of or experience during their work. The confidentiality obligation also extends to Kiesel Norway's customers/suppliers and their affairs.

 

Violation of these provisions may result in criminal liability, termination, or dismissal. The confidentiality obligation also applies after the termination of the employment relationship.

Business Conduct

The employees of Kiesel Norway must act with honesty and integrity in all matters, both internally and externally, and take responsibility for their actions. They should exercise sound judgment and avoid behaviors that may appear inappropriate. Examples of questions to assess one's actions are:

 

  • Is the action in line with the guidelines for good business conduct?
  • Is the action ethical?
  • Is the action legal?
  • Will the action reflect positively on you or Kiesel Norway AS?

 

If the answer is "NO," the action should not be carried out. If in doubt, you should consult your immediate supervisor. Mistakes made in good faith are permitted, but individuals are required to take responsibility for the outcomes.

Use of social media

We support our employees’ freedom of speech, on social media and the internet in general, but confidentiality also applies on social media and on the Internet. Employees must protect confidential information when using social media or digital tools, including AI platforms. Consider the following when you participate on social media platforms:

  • Be aware of your role as an employee of Kiesel Norway AS.
  • Make it clear if you express your own private opinion, or as a part of the organization Kiesel Norway AS.
  • Feel free to participate in discussions but be open about your workplace as well.

  •  Consider whether private contact with suppliers and customers outside of work is appropriate. Separating these roles may become difficult over time for customers and suppliers.

    • Do not share photos or information about coworkers, customers, or suppliers, without their approval.

    • Remember that the Internet is permanent, it can be difficult to delete what you have published and expressed.

Use of drugs and other substances

No one is allowed to appear intoxicated or consume drugs during the working hours or on the premises. Medications affect the central nervous system and can affect the employee’s ability to perform their work safely. A doctor should always be consulted and informed of their occupation, if drugs is necessary. Employees have a general responsibility to ensure that they are fit to perform their duties in a safe manner. Where Kiesel Norway AS can document that an employee has a substance abuse issue which negatively impacts their work performance, this may provide legitimate ground for termination of employment.

Access to Information

This instruction is particularly for employees with their own company email address/ users in internal systems at Kiesel Norway. We can as a main rule not ask for access to the employee’s private files or email, with a few exceptions:

  • When it is necessary to maintain the day-to-day operations or other legitimate interests of the business.
  • If there is justified suspicion that the employee's email use constitutes a serious breach of duty or may provide grounds for termination or dismissal.

 

Leave of absence:   

  • During a longer leave Kiesel Norway might need to gain access to the email and other internal data.
  • The following routine should then take effect:
  • First: an attempt at contacting the employee who is absent.
  • There shall always be two persons present when opening the mailbox.
  • The CEO shall always be one of those people.
  • Folders in the email market «Private» or other email with private character, shall not be opened.

Internal whistleblowing

As an employee at Kiesel Norge AS you always have the right to report of censurable conditions, according to the Working Environment Act's § 2 A-1. According to the Working Environment Act’s § 2 A-4, concerns are to be met without retaliation. More detailed information about the whistleblowing procedure is available in the Avonova management system. The internal procedure is summed up with:

  • The notification is handed to the immediate superior.
  • The identity of the individual should not be disclosed.
  • The whistleblower can choose to be anonymous. For Kiesel Norway it is useful that the notification is signed.  
  • If the reported issue concerns the immediate supervisor or if the immediate supervisor does not take any action regarding the matter,
    the next-level supervisor or the human resources department shall be notified.
    If the immediate supervisor is the highest-ranking leader, the board shall be notified.