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1. Honesty (probity, fairness and straightforwardness of conduct/speech, freedom from fraud and guile)

You need to be honest in all of your actions, and every communication you make. When people see you making honest decisions, they start to trust your company because you’re not only being truthful, you’re being upfront and candid. People appreciate the fact they can take you at your word, as customers only ever do business with those they trust. Being an ethical executive means you do not deceive others by misrepresenting the facts, overstating and exaggerating or only giving partial truths. If you’ve inadvertently given the wrong impression, provide the relevant information to your customers and correct their misunderstanding as soon as possible.

2. Integrity (unimpaired, unadulterated, or genuine state, trustworthiness and rectitude)

Being ethical in business means maintaining a high level of personal integrity. This is how you earn the trust of others, whether they are your customers, team or your superiors. In this definition, integrity means having a consistent character that is demonstrated by an alignment of your thoughts, words and actions. Sometimes it requires you to have moral courage to do the right thing, and it takes inner strength to live up to mistakes and admit when a fault has been made. Despite a great pressure to do otherwise, ethical business managers live by a moral code they believe in, principles to maintain and they fight for their beliefs – without sacrificing their honor for the sake of just getting a job done.

3. Keeping Your Promises

Your word is one of the most important tools in your arsenal as a business manager. Keep every promise that you make, and always fulfill a commitment. The trust you build as an ethical executive means people like doing business with you, as you take every reasonable effort to fulfill not only the letter, but the spirit of the promises and commitments you have made. Don’t ever twist your words to rationalize or get out of contracts, or justify why it’s okay not comply with a commitment. Just do what you said you were going to do.

4. Loyalty (commitment, allegiance, the act of binding yourself intellectually/emotionally to a course/action)

You need to be loyal to both your company, your team and yourself, while operating within a strong moral compass. If you demonstrate your loyalty, it builds trust, and shows that you place a high value on advancing the interests of both the company and your colleagues. You should not ever place loyalty above your other principles, or use it as an excuse for unethical behavior. Demonstrate your loyalty but always make an independent judgment, and never use information that you have gained in confidence for your own personal advancement. Steer clear of conflicts of interest, and if you ever decide to leave your company do it on the best of terms. Give reasonable notice, respect any information that was gained in your former employer, and never engage in activities that take advantage of a previous position that was held.

5. Fair (characterized by frankness, impartiality, open, free from suspicious/bias)

In all of your actions, you must strive to be fair and just. An ethical executive is committed to fairness in all that they do, and do not seek to exercise their power for an unfair advantage or use indecent methods to gain a competitive edge. They also never take undue advantage of another person’s difficulties and mistakes. Being an ethical executive means that you are committed to being fair, employ justice in your decisions and treat all people equally, with tolerance and acceptance of diversity. Being fair also means being open minded, admitting when they have made a mistake, and adjusting their beliefs and positions when it is appropriate.

6. Caring

This involves having a genuine concern for others, as well as a sense of compassion. An ethical business manager is caring, benevolent and kind to both customers and staff, and seeks to reach their goals while causing the least amount of harm and the greatest amount of good. Being caring means understanding that there will be an impact on every stakeholder following a decision, and they always consider the financial, emotional and long term business consequences of an action. They don’t simply discount the needs of others.

7. Respect (to regard with special attention, worth of special consideration, consider worthy of esteem)

Being ethical means treating everyone with respect, demonstrating this by being courteous and having an equal treatment of people regardless of who they are. Respect is given because everyone deserves dignity, privacy and rights, and they adhere to the rule that you must strive to treat others the way you would like to be treated.

8. Obeying the law

An ethical executive always obeys the law, and never breaks the rules, regulations or laws surrounding their business activities.

 9. Excellence (valuable quality, a title of honor/respect, virtuousness, the quality of doing what is right and avoiding what is wrong)

Being ethical in business is also about pursuing excellence in everything that you do. Delivering the highest quality of service or products makes business sense, especially if there is a constant endeavor to always improve.

10. Leadership (the ability to lead, one who goes first, ability to direct/ move/ set in motion a people/ things towards a goal/ destination/ course)

You need to demonstrate the principles and ethics you want your team to live by, and take an active role as a leader to be a positive role model. The best way you can enforce an ethical mentality is to lead by example, and creating an environment within your business that values decisions made on principles and standards of ethics. You can learn more about the ways you can approach being a leader in this recent post.

11. Morale

(Esprit de corps- team spirit; the spirit/zeal/confident of a group that makes the members want the group to succeed.)

Ethical business managers enhance the good reputation of a company, which at the same time boosts the morale of its employees. The company reputation is very important, as well as the pride and morale of their employees. As an ethical business manager you need to avoid taking actions that undermine this respect, and they take action to correct any inappropriate behavior of others.

12. Accountable

Being ethical means holding yourself accountable, and acknowledging and accepting personal accountability for their decisions, and any consequences. Not just personally, but an ethical manager will stand up and take accountability in front of their colleagues, their company, and the community.

Holding yourself and your business to these standards will ensure you’re not only covered against any wrongdoings, (if you follow these principles you can’t do anything wrong), but you’ll impress customers and staff alike, and build a strong sense of trust with all of your clients/stakeholders. This is the foundation that takes your company to the success that it deserves to reach!


  Build Trust and Credibility

The success of our business is dependent on the trust and confidence we earn from our employees, customers and shareholders. We gain credibility by adhering to our commitments, displaying honesty and integrity and reaching company goals solely through honorable conduct. It is easy to say what we must do, but the proof is in our actions. Ultimately, we will be judged on what we do.

When considering any action, it is wise to ask: will this build trust and credibility for CIL? Will it help create a working environment in which CIL can succeed over the long term? The only way we will maximize trust and credibility is by answering “yes” to the below company’s reed.

1. Respect for the Individual

We all deserve to work in an environment where we are treated with dignity and respect. CIL is committed to creating such an environment because it brings out the full potential in each of us, which, in turn, contributes directly to our business success. We cannot afford to let anyone’s talents go to waste.

CIL is an equal employment/affirmative action employer and is committed to providing a workplace that is free of discrimination of all types from abusive, offensive or harassing behavior. Any employee who feels harassed or discriminated against should report the incident to his or her manager or to human resource (Executive board).

 2. Create a Culture of Open and Honest Communication

At CIL everyone should feel comfortable to speak his or her mind (mostly in our general meetings), particularly with respect to ethics concerns. Managers have a responsibility to create an open and supportive environment where employees feel comfortable raising such questions. We all benefit tremendously when employees exercise their power to prevent mistakes or wrongdoing by asking the right questions at the right times.

CIL will investigate all reported instances of questionable or unethical behavior. In every instance where improper behavior is found to have occurred, the company will take appropriate action. We will not tolerate retaliation against employees who raise genuine ethics concerns in good faith.

Employees are encouraged, in the first instance, to address such issues with their managers or the HR manager, as most problems can be resolved swiftly. If for any reason that is not possible or if an employee is not comfortable raising the issue with his or her manager or HR, CIL’s Management does operate with an open-door policy.

Management/Directors have the added responsibility for demonstrating, through their actions, the importance of this Code.

To make our Code work, managers must be responsible for promptly addressing ethical questions or concerns raised by employees and for taking the appropriate steps to deal with such issues. Managers should not consider employees’ ethics concerns as threats or challenges to their authority, but rather as another encouraged form of business communication. At CIL, we want the ethical dialogue to become a natural part of daily work.


If we are unsure of whether a contemplated action is permitted by law or CILs policy, we should seek the advice from the management/Executive Directors. We are responsible for preventing violations of law and for speaking up if we see possible violations.

Because of the nature of our business, some legal requirements warrant are specifically mentioned here.  [Note to employer & employees: CIL’s BUSINESS TRANSACTION POLICIES are addendum to our INVOICE/RECEIPT STATEMENT].




We are dedicated to ethical, fair and vigorous competition. We will sell CIL products and services based on their merit, superior quality, functionality and competitive pricing. We will make independent pricing and marketing decisions and will not improperly cooperate or coordinate our activities with our clients/customers. We will not offer or solicit improper payments or gratuities in connection with the purchase of goods or/and services for CIL or the sales of its products or services, nor will we engage or assist in unlawful boycotts of particular customers.


It is important that we respect the property rights of others. We will not acquire or seek to acquire improper means of a competitor’s trade secrets or other proprietary or confidential information. We will not engage in unauthorized use, copying, distribution or other intellectual property.

Confidential and Proprietary Information

Integral to CIL’s business success is our protection of confidential company information, as well as nonpublic information entrusted to us by employees, customers and other business partners. Confidential and proprietary information includes such things as pricing and financial data, customer names/addresses or nonpublic information about other companies, including current or potential supplier and vendors. We will not disclose confidential and nonpublic information without a valid business purpose and proper authorization.


We will not selectively disclose (whether in one-on-one or small discussions, meetings, presentations, proposals or otherwise) any material nonpublic information with respect to CIL, its securities, business operations, plans, financial condition, results of operations or any development plan. We should be particularly vigilant when making presentations or proposals to customers to ensure that our presentations do not contain material nonpublic information.


CIL is dedicated to maintaining a healthy environment. Our employees/employers are fully kited to the respective premises/site were we go do business, since we are health and safety mindful.


 We must avoid any relationship or activity that might impair, or even appear to impair, our ability to make objective and fair decisions when performing our jobs. At times, we may be faced with situations where the business actions we take on behalf of CIL may conflict with our own personal or family interests. We owe a duty to CIL to advance its legitimate interests when the opportunity to do so arises.

We must never use CIL property or information for personal gain or personally take for ourselves any opportunity that is discovered through our position with CIL.

 Here are some other ways in which conflicts of interest could arise:

I. Being employed (you or a close family member) by, or acting as a consultant to, a competitor or potential competitor, supplier or contractor, regardless of the nature of the employment, while you are employed with CIL.

II. Hiring or supervising family members or closely related persons.

III. Serving as a board member for an outside commercial company or organization.

IV. Owning or having a substantial interest in a competitor, supplier or contractor.

V. Having a personal interest, financial interest or potential gain in any CIL transaction.

VI. Placing company business with a firm owned or controlled by a CIL employee or his or her family.

VII. Accepting gifts, discounts, favors or services from a customer/potential customer, competitor or supplier, unless equally available to all CIL employees.

Determining whether a conflict of interest exists is not always easy to do. Employees with a conflict of interest question should seek advice from management. Before engaging in any activity, transaction or relationship that might give rise to a conflict of interest, employees must seek review from their managers or the HR department.


CIL is committed to competing solely on a merit of our products and services. We should avoid any actions that create a perception that favorable treatment of outside entities by CIL was sought, received or given in exchange for personal business courtesies. Business courtesies include gifts, gratuities, meals, refreshments, entertainment or other benefits from persons or companies with whom CIL does or may do business. We will neither give nor accept business courtesies that constitute, or could reasonably be perceived as constituting, unfair business inducements that would violate law, regulation or polices of CIL or customers, or would cause embarrassment or reflect negatively on CIL’s reputation.

  • Accepting Business Courtesies

Most business courtesies offered to us in the course of our employment are offered because of our positions at CIL. We should not feel any entitlement to accept and keep a business courtesy. Although we may not use our position at CIL to obtain business courtesies, and we must never ask for them, we may accept unsolicited business courtesies that promote successful working relationships and good will with the firms that CIL maintains or may establish a business relationship with.

Employees who award contracts or who can influence the allocation of business, who create specifications that result in the placement of business or who participate in negotiation of contracts must be particularly careful to avoid actions that create the appearance of favoritism or that may adversely affect the company’s reputation for impartiality and fair dealing. The prudent course is to refuse a courtesy from a supplier and/or buyer when CIL is involved in choosing or reconfirming a supplier and/or buyer under circumstances that would create an impression that offering courtesies is the way to obtain CIL business.

  • Meals, Refreshments and Entertainment

We may accept occasional meals, refreshments, entertainment and similar business courtesies that are shared with the person who has offered to pay for the meal or entertainment, provided that:

a) They are not inappropriately lavish or excessive.

b) The courtesies are not frequent and do not reflect a pattern of frequent acceptance of courtesies from the same person or entity.

c) The courtesy does not create the appearance of an attempt to influence business decisions, such as accepting courtesies or entertainment from a supplier/buyer whose contract is expiring in the near future.

d) The employee accepting the business courtesy would not feel uncomfortable discussing the courtesy with his or her manager or co-worker or having the courtesies known by the public.

  • Gifts

Employees may accept unsolicited gifts, other than money, that conform to the reasonable ethical practices of the marketplace, including:

a) Flowers, fruit baskets and other modest presents that commemorate a special occasion.

b) Gifts of nominal value, such as calendars, pens, mugs, caps and t-shirts (or other novelty, advertising or promotional items).

Generally, employees may not accept compensation, honoraria or money of any amount from entities with whom CIL does or may do business.

Employees with questions about accepting business courtesies should talk to their managers or the HR department.

  • Offering Business Courtesies

Any employee who offers a business courtesy must assure that it cannot reasonably be interpreted as an attempt to gain an unfair business advantage or otherwise reflect negatively upon CIL. An employee may never use personal funds or resources to do something that cannot be done with CIL resources. Accounting for business courtesies must be done in accordance with approved company procedures.

Other than to our government customers, for whom special rules apply, we may provide nonmonetary gifts (i.e., company logo apparel or similar promotional items) to our customers. Further, management may approve other courtesies, including meals, refreshments or entertainment of reasonable value, provided that:

a) The practice does not violate any law or regulation or the standards of conduct of the recipient’s organization.

b) The business courtesy is consistent with industry practice, is infrequent in nature and is not lavish.


  • Accurate Public Disclosures

We will make certain that all disclosures made in financial reports and public documents are full, fair, accurate, timely and understandable. This obligation applies to all employees, including all financial executives, with any responsibility for the preparation for such reports, including drafting, reviewing and signing or certifying the information contained therein. No business goal of any kind is ever an excuse for misrepresenting facts or falsifying records.

Employees should inform Executive Management and the HR department if they learn that information in any filing or public communication was untrue or misleading at the time it was made or if subsequent information would affect a similar future filing or public communication.

  • Corporate Recordkeeping

We create, retain and dispose of our company records as part of our normal course of business in compliance with all CIL policies and guidelines, as well as all regulatory and legal requirements.

All corporate records must be true, accurate and complete, and company data must be promptly and accurately entered in our books in accordance with CIL’s and other applicable accounting principles.

We must not improperly influence, manipulate or mislead any unauthorized audit, nor interfere with any auditor engaged to perform an internal independent audit of CIL books, records, processes or internal controls.


At times, we are all faced with decisions we would rather not have to make and issues we would prefer to avoid. Sometimes, we hope that if we avoid confronting a problem, it will simply go away.

At CIL, we must have the courage to tackle the tough decisions and make difficult choices, secure in the knowledge that CIL is committed to doing the right thing. At times this will mean doing more than simply what the law requires. Merely because we can pursue a course of action does not mean we should do so.

Although CIL’s guiding principles cannot address every issue or provide answers to every dilemma, they can define the spirit in which we intend to do business and should guide us in our daily conduct.


Each of us is responsible for knowing and adhering to the values and standards set forth in this Code and for raising questions if we are uncertain about company policy. If we are concerned whether the standards are being met or are aware of violations of the Code, we must contact the Executive board (management).


CIL, as much as possible operates a cashless environment when doing business. It does NOT pay in/transfer funds into individual/ personal accounts. Expects staff salaries or agents/ third party commission as the case maybe.

CIL takes seriously the standards set forth in the Code, and violations are cause for disciplinary action up to and including termination of employment.

  • The company will reward/ celebrate agent(s) and/or staff who do well in business done by the company with profits/rewards that projects the company’s image positively in the eyes of the public and/or government for what it truly stands for as a reputable, transparent, godly family business.

  • In the same vein, the company stands to punish any agent(s) and/or staff that will lead the company into fraud via business brought into it, that brings loss of capital and negatively projects the company ungodly, fraudulent and illegitimate family business in the eyes of the public and/or government

Thus, company’s staff and/or agents should carry out its proper, total and professional survey before bring such proposal(s) before the company’s table for investment opportunity.

 14. Use of Company Resources

Company resources, including time, material, equipment and information, are provided for company business use. Nonetheless, occasional personal use is permissible as long as it does not affect job performance or cause a disruption to the workplace.

Employees and those who represent CIL are trusted to behave responsibly and use good judgment to conserve company resources. Managers are responsible for the resources assigned to their departments and are empowered to resolve issues concerning their proper use.

Generally, we will not use company equipment such as computers, copiers and fax machines in the conduct of an outside business or in support of any religious, political or other outside daily activity, except for company-requested support to nonprofit organizations. We will not solicit contributions nor distribute non-work related materials during work hours.

In order to protect the interests of the CIL network and our fellow employees, CIL reserves the right to monitor or review all data and information contained on an employee’s company-issued computer or electronic device, the use of the Internet or CIL’s intranet. We will not tolerate the use of company resources to create, access, store, print, solicit or send any materials that are harassing, threatening, abusive, sexually explicit or otherwise offensive or inappropriate.


ONE: OPENING PRAYERS before office activities in the morning or whenever the office opens for the day’s activities for God’s directions-wisdom for the day’s business activities in our dealings, decision-making etc.

 TWO: NO eating of whatsoever in the office except taking of fluid- water.

 NO SMOKING (PUBLIC) in the office or in the presence of our clients or  your superiors since it’s not healthy and unethical.

 THREE: NO doing of social media activities (face booking; chatting of any form) during official hours- THIS IS HIGHLY PROHIBITED!

 FOUR: No lateness to the office. This is highly irresponsible and unethical.