Obey the law.
This may sound obvious, but the scandals in American business over the past few years have proven that maybe it isn’t so obvious after all. So let’s make it simple: no Gateway employee should ever break the law or cut corners on labor, environmental or securities regulations.
The exceptions? None.
Keep faith with our customers, shareholders and employees.
These relationships are the heart of Gateway, the core of what it means to be Gateway. They are based on trust, honesty and excellent performance—and those values must drive every decision you make and every action you take. The greatest danger to those relationships is a breach of trust. Think of it this way: we should all commit ourselves to earning the trust of our customers, our shareholders and our teammates every day. We should never settle for second-best when it comes to our relationships with customers, shareholders or each other.
Never betray Gateway’s faith in you by acting against the best interests of the company.
Gateway hired you because it trusted you. But loyalty is a two-way street. So, when you work for Gateway, work for Gateway. Beware of conflicts of interest, and never do anything that would aid our competitors, hurt the company, or give the appearance of acting for personal gain. In fact, the best approach is to steer clear not just of conflicts of interest but of any situation that even looks like a conflict of interest.
Communicate honestly.
Tell the truth. To everybody. In selling, in advertising, in reporting on your work, in offering new ideas, in raising tough issues. We don’t mislead customers about price or features or availability. We disclose fully to shareholders and don’t capitalize on "insider" information. And a big part of telling the truth is knowing what the truth is—which means keeping full and accurate records so we are never in doubt.
Respect rights to privacy.
Gateway, as part of doing business, collects a lot of information on customers and employees. Safeguarding that information is a critical responsibility. Access to customer or employee records is limited strictly to those with a business need to know.
Select suppliers based on merit—and merit alone.
We understand that business relationships can become personal relationships. But understand this, too: personal feelings must never interfere with business decisions. Suppliers are selected and kept on board for one reason only—their value to Gateway as a business. Your first loyalty must be to Gateway and its shareholders, not to a favored vendor or supplier. In fact, there should be no such thing as a "favored" vendor or supplier—just the ones that will do the most for Gateway.
Protect Gateway’s assets.
"Assets" means everything from money, equipment and information to our reputation. If we waste budget, "borrow" supplies, divulge confidential information to outsiders or simply do something that darkens our reputation, we are stealing from our shareholders and, ultimately, from each other. So, it’s not only wrong, it’s dumb.
Keep our workplace one that we can be proud of.
This is a responsibility that covers a lot of ground, more than you might have thought of, and it’s a responsibility borne by all of us. First, it means making sure that our workplace is free of discrimination, intimidation, harassment, violence, drugs and weapons—and reporting it when you see it. There is no place for any of them at Gateway. But pride in our workplace also means assuring that our buildings, equipment, work conditions and work practices are safe and meet every federal, state and local standard. A positive work environment—free of both psychological and physical threats—is the core of the Gateway culture. We won’t tolerate anything less.
Finally, our workplace isn’t just the buildings we occupy; it’s the world we live in. And it’s our responsibility to protect that world with environmentally sound practices that make good business sense.
Don’t just read the Code—live it.
If you see or hear about unethical conduct on the job or somebody doing something dishonest, destructive or illegal, contact your manager, Human Resources, or the Gateway Ethics Hotline (877-GW-ETHICS) anonymously if you wish. If you have a question about what constitutes a breach of ethics, the Hotline can help there, too. If a teammate needs guidance, lend a hand. We’re in this together.
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