Bribery is the offering, promising, giving, accepting or soliciting of an advantage as an
inducement for action which is illegal or a breach of trust. A bribe is an inducement or reward
offered, promised or provided in order to gain any commercial, contractual, regulatory or
It is our policy to conduct all of our business in an honest and ethical manner. We take a zero-
tolerance approach to bribery and corruption. We are committed to acting professionally,
fairly and with integrity in all our business dealings and relationships wherever we operate
and implementing and enforcing effective systems to counter bribery.
We will uphold all laws relevant to countering bribery and corruption in all the jurisdictions in
which we operate. However, we remain bound by the laws of the UK, including the Bribery
Act 2010, in respect of our conduct both at home and abroad.
Bribery and corruption are punishable for individuals by up to ten years' imprisonment and a
fine. If we are found to have taken part in corruption, we could face an unlimited fine, be
excluded from tendering for public contracts and face damage to our reputation. We therefore
take our legal responsibilities very seriously.
In this policy, third party means any individual or organisation you come into contact with
during the course of your work for us, and includes actual and potential clients, customers,
suppliers, distributors, business contacts, agents, advisers, and government and public
bodies, including their advisors, representatives and officials, politicians and political parties.
This policy applies to all individuals working at all levels and grades, including senior
managers, officers, directors, employees (whether permanent, fixed-term or temporary),
consultants, contractors, trainees, seconded staff, homeworkers, casual workers and agency
staff, volunteers, interns, agents, sponsors, or any other person associated with us, or any of
our subsidiaries or their employees, wherever located (collectively referred to as employees
in this policy).
This policy covers:
· Gifts and hospitality;
· Facilitation payments;
· Political contributions;
· Charitable contributions
Employees must not offer or give any gift or hospitality:
· which could be regarded as illegal or improper, or which violates the recipient's
· to any public employee or government officials or representatives, or politicians or
political parties; or
· which exceeds £50 in value for each individual gift or £400 in value for each
hospitality event (not to exceed a total value of £2000 in any financial year), unless
approved in writing by the employee's manager.
Employees may not accept any gift or hospitality from our business partners if:
· it exceeds £50 in value for each individual gift or £400 in value for each hospitality
event (not to exceed a total of £2000 in any financial year), unless approved in
writing by the employee's manager; or
· it is in cash; or
· there is any suggestion that a return favour will be expected or implied.
Where a manager's approval is required above, if the manager is below Director level then
approval must be sought from an appropriate Director.
If it is not appropriate to decline the offer of a gift, the gift may be accepted, provided it is then
declared to the employee's manager and donated to charity.
We appreciate that the practice of giving business gifts varies between countries and regions
and what may be normal and acceptable in one region may not be in another. The test to be
applied is whether in all the circumstances the gift or hospitality is reasonable and justifiable.
The intention behind the gift should always be considered.
Within these parameters, local management may define specific guidelines and policies to
reflect local professional and industry standards. Where this policy requires written approval
to be given, the Company Secretary shall put in place a process to maintain a register of all
Our strict policy is that facilitation payments must not be paid.
You must ensure that you read, understand and comply with this policy.
The prevention, detection and reporting of bribery and other forms of corruption are the
responsibility of all those working for us or under our control. All employees are required to
avoid any activity that might lead to, or suggest, a breach of this policy.
You must notify your manager OR the MD as soon as possible if you believe or suspect that a conflict with or breach of this policy has occurred, or may occur in the future.
Any employee who breaches this policy will face disciplinary action, which could result in
dismissal for gross misconduct. We reserve our right to terminate our contractual relationship
with other workers if they breach this policy.
We must keep financial records and have appropriate internal controls in place which will
evidence the business reason for making payments to third parties.
You must declare and keep a written record of all hospitality or gifts accepted or offered,
which will be subject to managerial review. The log will be maintained and updated by the MD.
You must ensure all expenses claims relating to hospitality, gifts or expenses incurred to third parties are submitted in accordance with our expenses policy and specifically record the
reason for the expenditure.
All accounts, invoices, memoranda and other documents and records relating to dealings with
third parties, such as clients, suppliers and business contacts, should be prepared and
maintained with strict accuracy and completeness. No accounts must be kept "off-book" to
facilitate or conceal improper payments.
It is important that you tell the Das soon as possible if you are offered a bribe by a third party, are asked to make one, suspect that this may happen in the future, or believe that you are a victim of another form of unlawful activity.
If these allegations are found to be in breach of the regulations within the Bribery Act 2010 then the MD must inform Medco and any other relevant party of this
Employees who refuse to accept or offer a bribe, or those who raise concerns or report
another's wrongdoing, are sometimes worried about possible repercussions. We aim to
encourage openness and will support anyone who raises genuine concerns in good faith
under this policy, even if they turn out to be mistaken.
We are committed to ensuring no one suffers any detrimental treatment as a result of refusing
to take part in bribery or corruption, or because of reporting in good faith their suspicion that
an actual or potential bribery or other corruption offence has taken place, or may take place in
the future. Detrimental treatment includes dismissal, disciplinary action, threats or other
unfavourable treatment connected with raising a concern. If you believe that you have
suffered any such treatment, you should inform your line manager immediately. If the
matter is not remedied, and you are an employee, you should raise it formally using the
company's Grievance Procedure.
Training on this policy forms part of the induction process for all new employees. All existing
employees will receive regular, relevant training on how to implement and adhere to this
policy. In addition, all employees will be asked to formally accept conformance to this policy
on an annual basis. All written records regarding conformance to this policy is to be maintained in each individual staff folders by HR department.
Our zero-tolerance approach to bribery and corruption must be communicated to all suppliers,
contractors and business partners at the outset of our business relationship with them and as
The MD has overall responsibility for ensuring this policy complies with our legal and ethical obligations, and that all those under our control comply with it.
The Operations Manager has primary and day-to-day responsibility for implementing this policy, and for monitoring its use and effectiveness and dealing with any queries on its
interpretation. Management at all levels are responsible for ensuring those reporting to them
are made aware of and understand this policy and are given adequate and regular training on
The Compliance Officer will monitor the effectiveness and review the implementation of this policy, regularly considering its suitability, adequacy and effectiveness. Any improvements identified will be made as soon as possible. Internal control systems and procedures will be subject to regular audits to provide assurance that they are effective in countering bribery and corruption.
All employees are responsible for the success of this policy and should ensure they use it to
disclose any suspected danger or wrongdoing.
Employees are invited to comment on this policy and suggest ways in which it might be
improved. Comments, suggestions and queries should be addressed to the MD.
This policy does not form part of any employee's contract of employment and it may be
amended at any time.
For any additional information please contact our Data Protection Officer (DPO)
ML Doctors Privacy by mailing us at:
ML Doctors Limited
ML House, 9 North Street, Manchester, M8 8RE,
Or by email to:
Dan Raddings firstname.lastname@example.org