What this page is for

This page provides a readable overview of behavior and conduct expectations for everyone at Helixiora, and should be read alongside Communication & Meetings.

What you should do

Know and follow policies on:

  • Code of conduct and respectful communication
  • Equal opportunity and anti-harassment
  • Conflicts of interest and disclosure expectations
  • Grievance and escalation pathways
  • Disciplinary consequences for serious or repeated policy breaches
  • Internal reporting route for serious integrity or whistleblowing concerns

Reporting route

The reporting route is intentionally simple:

  • Raise concerns with the People lead (Robin) first.
  • If the concern is about that route, or you do not feel comfortable using it, go to the Technology lead (Walter) instead.

Use that same routing for:

  • harassment or discrimination concerns
  • interpersonal grievances or behavior issues
  • conflicts of interest and disclosure questions
  • serious integrity or whistleblowing concerns

Whistleblowing and serious integrity concerns

Helixiora is currently a small company below the 50-person threshold and is not operating in a regulated sector that requires a formal internal whistleblowing procedure at smaller size.

Even so, serious integrity concerns should have a clear internal route:

  • Report the concern to the People lead (Robin), or to the Technology lead (Walter) if that route is not appropriate.
  • Include the facts, dates, people or systems involved, and any supporting context you can safely share.
  • Concerns are handled confidentially as far as practical.
  • Retaliation for raising a concern in good faith is not acceptable.

If Helixiora grows past the relevant threshold or enters a regulated sector where a formal procedure is required, this page must be updated before relying on this lightweight route.

Disciplinary process

Helixiora prefers fast feedback and correction over bureaucracy, but serious or repeated breaches of company policy can lead to formal disciplinary action.

This includes, for example:

  • harassment, discrimination, or retaliation
  • deliberate security bypasses or repeated disregard of security rules
  • misuse of company or client systems, data, or confidential information
  • integrity issues such as dishonesty, conflicts of interest, or policy evasion

The usual process is:

  1. The People lead reviews the concern, gathers the facts, and involves the Technology lead when the issue has technical, security, or client-delivery impact.
  2. The person involved is told the concern and given a fair chance to respond.
  3. Helixiora decides on the outcome based on severity, intent, and pattern of behavior.

Outcomes can include coaching, a documented warning, temporary access restrictions, removal from a client assignment, or termination of employment or contract where justified.

If immediate risk exists to people, client data, or company systems, Helixiora may restrict access or pause work before the review is complete.

Who owns or approves it

The People lead (Robin) owns this content and the primary escalation path. The Technology lead (Walter) is the alternate escalation route when the concern involves the People lead route.

Where to go in the tool stack

  • Directly to the People lead (Robin)
  • Directly to the Technology lead (Walter) if the concern involves the People lead route or you would rather not use it

What happens if something goes wrong

If you experience or witness a policy issue, document the facts as clearly as you can and report them through the route above. Concerns should be handled confidentially as far as possible, and retaliation is not acceptable. Prompt reporting matters because delays can make people, client, or security risks worse.