The Enoch Olinga College (ENOCIS)
ENOCIS is an on-line educational institution for the underserved specializing in programs that help to save the environment. Through their agriculture extension program in Panama, ENOCIS grows paulownia, the fast growing hardwood tree in the world. Paulownia, the aluminum of hardwood, generates income which the university uses to training peoples of extreme poverty alternate uses of their lands and how to maximize income from their farmland via intercropping. With their nursery in 24 de diciembre and experimental farm in Pacora, ENOCIS produces more than 100,000 paulownia trees a year for planting in Panama and 25,000,000 in vitro seedlings for export.
Ethical and Environmental Policy
Mission
The Enoch Olinga College of Intercultural Studies, Inc. (ENOCIS) is a dynamic, not for profit, semiautonomous Institution dedicated to providing excellence in educational programs of distinction at all levels committed to providing the underserved peoples of the world an opportunity to be educated to their fullest ability.
ENOCIS prepares students for a lifelong learning and leadership roles in society. It offers academic programs to its students at their convenience around the globe, employing an innovative delivery system and rich learning resources developing well rounded world citizens and contributors to humanity.
The College fosters inquiry, research and creative professional activity by bringing together students and faculty using a fine blend of technology and hands on experience learning to apply their knowledge in their daily lives, community and professional environment
To develop ethically oriented men and women with the values, knowledge, and skills essential to impact tomorrow’s world.
The mission is carried out for our students through a rigorous academic program and structured learning environment.
Ethical Policy
All ENOCIS projects are developed in line with a recognized standards, amongst which is the carbon standard for reforestation and green energy programs. Projects are designed to deliver the maximum environmental benefits, not just in terms of carbon reduction, but also in terms of water purification, biodiversity conservation and ecosystem protection.
ENOCIS works closely with local communities, providing support and aid where necessary without interfering with local cultures and ways of life. All projects offer sustainable employment opportunities and a broad spectrum of other socioeconomic benefits, from improving village water supplies and providing scholarships, school supplies and uniforms to children of families in extreme poverty.
The Enoch Olinga College (ENOCIS) and their affiliated organizations maintain certain policies to guide its employees with respect to standards of conduct expected in areas where improper activities could damage the Company's reputation and otherwise result in serious adverse consequences to the Company and to employees involved. The purpose of this Policy is to affirm, in a comprehensive statement, required standards of conduct and practices with respect to certain types of payments and political contributions.
An employee's actions under this Policy are significant indications of the individual's judgment and competence. Accordingly, those actions constitute an important element in the evaluation of the employee for position assignments and promotion. Correspondingly, insensitivity to or disregard of the principles of this Policy will be grounds for appropriate management disciplinary action.
STATEMENT OF POLICY
Prohibition of Improper Payments
The Company expects all employees to use only legitimate practices in commercial operations and in promoting the Company position on issues before governmental authorities. As stated below, "kickbacks" or "bribes" intended to induce or reward favorable buying decisions and governmental actions are unacceptable and prohibited.
No employee of the Company or any Controlled Affiliate acting on the Company's behalf shall, in violation of any applicable law, offer or make directly or indirectly through any other person or firm, any payment of anything of value (in the form of compensation, gift, contribution or otherwise) to:
- any person or firm employed by or acting for or on behalf of any customer, whether private or governmental, for the purpose of inducing or rewarding any favorable action by the customer in any commercial transaction; or any governmental entity, for the purpose of inducing or rewarding action (or withholding of action) by a governmental entity in any governmental matter;
- any governmental official, political party or official of such party, or any candidate for political office, for the purpose of inducing or rewarding favorable action (or withholding of action) or the exercise of influence by such official, party or candidate in any commercial transaction or in any governmental matter.
In utilizing consultants, agents, sales representatives or others, the Company will employ only reputable, qualified individuals or firms under compensation arrangements which are reasonable in relation to the services performed. The [specify department] will issue from time to time criteria and procedures to be utilized in international transactions with respect to the selection and compensation of sales representatives. Consultants, agents or representatives retained in relation to the provision of goods or services to the federal government must agree to comply with all laws, regulations and Company policies governing employee conduct.
The provisions of this section are not intended to apply to ordinary and reasonable business entertainment or gifts not of substantial value, customary in local business relationships and not violative of law as applied in that environment.
When customer organizations, governmental agencies, or others have published policies intended to provide guidance with respect to acceptance of entertainment, gifts, or other business courtesies by their employees, such policies shall be respected.
Political Contributions
The Company will not make any contribution to any political party or to any candidate for political office in support of such candidacy.
This Policy is not intended to prevent the communication of Company views to legislators, governmental agencies, or to the general public with respect to existing or proposed legislation or governmental policies or practices affecting business operations.
COMPLIANCE WITH THE ANTITRUST LAWS
For many years ENOCIS has recognized a need to single out compliance with the antitrust laws of the United States and other countries as a subject requiring a specific Company policy. The antitrust laws are relevant to many business decisions, and the consequences of violations anywhere can be seriously injurious to the Company and to the individuals involved.
Several provisions of the antitrust laws of the United States contain penal provisions under which employees who authorize or engage in acts in violation of such laws are personally subject to substantial fines and imprisonment. There are also in existence a number of antitrust decrees affecting the Company and its employees. Violation of any one of the provisions of these decrees is an offense which may subject the Company and the individuals involved to severe penalties.
Each manager must accept the challenge to have the Company excel competitively at the point of market confrontation; for, apart from legal penalties, Company growth and profitability objectives would be frustrated by arrangements with other business firms which restrict its competitive initiative.
Officers, managers and other key employees are expected to develop in employees a sense of commitment to comply with this policy. The antitrust compliance environment within such a key employee's assigned area of responsibility will be a significant factor in evaluating the quality of that individual's performance.
Statement of Policy
It is the objective of the Company:
- to comply with the antitrust laws of the United States and other countries applicable to its business operations, and
- to hold employees in management positions personally and strictly accountable for taking the measures necessary to achieve this objective within their areas of responsibility.
Compliance with Section 1 of the Sherman Act
In furtherance of this Policy and specifically in furtherance of compliance with Section 1 of the Sherman Act:
A. No employee shall enter into any understanding or agreement--whether expressed or implied, formal or informal, written or oral--with a competitor limiting or restricting any of the following aspects of the competitive strategy of either party or of the business offering of either party to any third party or parties:
prices
costs
profits
product or service offerings
terms or conditions of sale
production or sales volume
production facilities or capacity
market share
decisions to quote or not to quote
customer or supplier classification or selection
sales territories
distribution methods
B. No employee shall enter into any understanding or agreement with a purchaser or lessee of a product sold or leased by the Company which restricts the right of the purchaser or lessee to determine the price at which to resell or lease such product; nor shall any employee enter into such an agreement when the Company is the purchaser or lessee of a product.
C. The following understandings may be violative of the antitrust laws under certain circumstances and may be entered into by an employee of the Company only if the agreement has been reviewed by Company legal counsel in advance of execution and in the opinion of counsel is not in violation of law:
(1) Understandings with any customer or supplier which condition the sales or purchases of The Company on reciprocal purchases or sales by the customer/supplier;
(2) understandings with any purchaser or lessee of a product of the Company which in any way restrict the discretion of the customer to use or resell the product as the customer sees fit;
(3) understandings with anyone which restrict the discretion of either party to manufacture any product or provide any service, or to sell to, or buy from, any third party.
Discussions and Exchange Of Information With Competitors
Communication with a competitor on subjects as to which an understanding with the competitor would be illegal is, in antitrust litigation, likely to serve as important evidence of the existence of an understanding, particularly if the communication is accompanied or followed by similarity of action. The prohibitions set forth below are thus intended to avoid antitrust prosecutions which, though based on merely circumstantial evidence, may nevertheless be difficult to defend successfully.
Accordingly, no employee shall discuss with a competitor or any third party acting for a competitor, or otherwise furnish to or accept from a competitor or any third party acting for a competitor, information on any subject as to which an understanding with the competitor is prohibited by paragraph A. above on compliance with Section 1 of the Sherman Act unless, in the opinion of Company legal counsel, such discussions or transmittal of information would neither violate the antitrust laws nor furnish a reasonable basis for inferring such a violation. This paragraph does not preclude obtaining competitive information from independent third-party sources who are not acting for a competitor in transmitting the information. However, certain other legal and policy restrictions applicable to transactions with the federal government limit the competitive information that may be obtained from a third-party source.
Participation in Trade Associations and Other Meetings with Competitors
A. No employee shall attend or remain present:
(1) at any surreptitious meeting of competitors;
(2) at any meeting where there is a discussion by competitors of any subject which the Company's employee is precluded from discussing by the paragraph above on Discussions and Exchange of Information with Competitors; or
(3) at any informal meeting of competitor members of a trade association held for the purpose of discussing business matters without observing the formal procedural requirements established by such trade association for its business meetings.
B. Employees should also be aware that participation in standard development and product certification activities which impact competitors or suppliers may raise antitrust concerns. Before participating in committees or organizations which develop standards or certify products, employees should consult with Company legal counsel.
Violations of the Policy
A. Violations of the Policy are grounds for discharge or other disciplinary action, adapted to the circumstances of the particular violation and having as a primary objective furtherance of the Company's interest in preventing violations and making clear that violations are neither tolerated nor condoned.
B. Disciplinary action will be taken, not only against individuals who authorize or participate directly in a violation of the Policy, but also against:
(1) any employee who may have deliberately failed to report a violation of the Policy;
(2) any employee who may have deliberately withheld relevant and material information concerning a violation of this Policy; and
(3) the violator's managerial superiors, to the extent that the circumstances of the violation reflect inadequate leadership and lack of diligence.
C. Where an employee is accused of violating the antitrust laws, and the employee has relied in good faith on the advice of Company legal counsel after full disclosure of the material facts, no disciplinary action may be taken against the employee under this Policy; and the Company may, within the limits permitted by law, assist in the employee's defense.
Reports and Periodic Reviews
A. Any employee who is requested to engage in any activity which is or may be contrary to this Policy will promptly report such information to the manager whom the individual reports, or, if the employee was so directed by the manager, then to assigned Company legal counsel.
B. Any employee who acquires information that gives the employee reason to believe that any other employee is engaged in conduct forbidden by the Policy will promptly report such information to the manager to whom the employee reports or, if the manager is engaged in such conduct, then to the assigned Company legal counsel.
The Enoch Olinga College (ENOCIS) is listed in the following categories
Education & Training / ResourcesConservation & Environment / Conservation
Gardening & Farming / Gardening & Farming Services
Renewable Energy / Renewable Energy
