HomeChoose Your ExpeditionWhy TP&FGuides Backpack Contact Us
 Ethics & Compliance Charitable GivingMeet the Team



The professional code of ethics policy of TP&F Consultants, Inc. (“TP&F”) aims to give our employees and contractors guidelines on our business ethics. We trust TP&F employees and consultants to use their better judgment, but this policy provides a concrete guide to assist employees and contractors that are unsure about how to act in a variety of circumstances (e.g. in cases of conflict of interest). This policy also outlines the consequences of violating TP&F’s professional code of ethics.


This policy applies to all TP&F employees and contractors, as well as other business TP&F does business with. This includes individual people such as employees, interns, volunteers, and contractors, but also business entities, such as vendors, enterprise customers or venture capital companies. TP&F can decide not to work with another entity that does not abide by this code of ethics or have a similar code of ethics in place. 

Note that our code of ethics is slightly different than our code of conduct. Code of conduct may include elements such as dress code and social media use, whilst our code of professional ethics refers to legally or morally charged issues. Still, these two codes do overlap.



Professional ethics are a set of principles that guide the behavior of people in a business context. They are essential to maintaining the legality of business and a healthy workplace.

The TP&F code of ethics definition refers to the standards that apply to a specific setting – in this case, TP&F Consultants, Inc.


Having our business ethics in writing doesn’t mean that we don’t trust our employees. We strive to hire ethical people who have their own personal standards, so we expect that a written code won’t be necessary most of the time.

But, it can still be helpful. You may find yourself in a situation where you’re not sure how you should act. Life is full of grey areas where right and wrong aren’t so apparent. Some professional ethics also correspond to laws that you absolutely must know to do your job properly, so we will mention them in our code of ethics.

When an employee behaves, or intends to behave, in a way that’s against our professional ethics, or applicable laws, we will have clear guidelines on what disciplinary actions we will consider.

For these reasons, we advise you to read this document carefully and consult with your manager or HR, if you have doubts or questions.


We base our business code of ethics on common principles of  ethics:

  • Respect for others. Treat people as you want to be treated.
  • Integrity and honesty. Tell the truth and avoid any wrongdoing to the best of your ability.
  • Justice. Make sure you’re objective and fair and don’t disadvantage others.
  • Lawfulness. Know and follow the law – always.
  • Competence and accountability. Work hard and be responsible for your work.
  • Teamwork. Collaborate and ask for help.


It’s mandatory to respect everyone you interact with. Be kind, polite and understanding. You must respect others’ personal space, opinions and privacy. Any kind of violence is strictly prohibited and will result in immediate termination. You’re also not allowed to harass or victimize others.

What constitutes harassment or victimization? To answer this, we have a policy on harassment and a more specific policy on sexual harassment you can take a look at. 

If someone, be it customer, colleague or stakeholder, is offensive, demeaning or threatening toward you or someone you know, report them immediately to HR or your manager. You can also report rudeness and dismissiveness if they become excessive or frequent.


First, always keep in mind TP&F’s mission. We all work together to achieve specific outcomes. Your behavior should contribute to our goals, whether financial or organizational.

Be honest and transparent when you act in ways that impact other people (e.g. taking strategic decisions or deciding on layoffs). We don’t tolerate malicious, deceitful or petty conduct. Lies and cheating are not tolerated and you may face discipline or immediate termination depending on the conduct.

Stealing from the company or other people is illegal. You could face repercussions depending on the severity of your actions, including termination or legal action. For example, if you steal office supplies, you may receive a reprimand or demotion (at a minimum), while if you steal money or data (e.g. engaging in fraud or embezzlement), you will get fired and face legal consequences. The decision is at HR’s discretion on a case-by-case basis.


Conflict of interest may occur whenever your interest in a particular subject leads you to actions, activities or relationships that undermine TP&F. This includes situations like using your position’s authority for your own personal gain or exploiting company resources to support a personal money-making business. Even when you seemingly act to the company’s advantage, you may actually disadvantage it. For example, if an employee uses dubious methods to get competitor intel and raise their sales record, their action will have a positive impact on the company’s revenue, but it will put us at a legal risk and promote unhealthy business practices.

If you have created a conflict of interest for yourself, you will be terminated. If the conflict of interest was involuntary (e.g. buying stocks from a company without knowing they’re a competitor), we will take actions to rectify the situation, including termination, at our discretion on a case-by-case basis.


Don’t act in a way that exploits others, their hard work or their mistakes. Give everyone equal opportunity and speak up when someone else doesn’t.

Be objective when making decisions that can impact other people, including when you’re deciding to hire, promote or fire someone. Be sure that you can justify any decision with written records or examples. Seek and use the most objective methods in any case; for example, when interviewing candidates, ask the same interview questions to all of them and avoid judging non-job-related criteria, like dress, appearance, etc.

Do not discriminate against people within a legally protected class, as outlined by laws under the purview of the EEOC

When exercising authority, be fair. Don’t show favoritism toward specific employees and be transparent when you decide to praise or reward an employee. If you need to discipline an employee, be sure to have prepared a case that you can present to HR. You must not retaliate against employees or applicants (such as in cases when they’ve filed complaints) as this is forbidden by law.

Be just toward customers or vendors, too. If you think our company was in the wrong in a specific instance, don’t try to cover it up or accuse the other side. Discuss with your manager to find solutions that can benefit both sides.


You are obliged to follow all laws which apply to our organization. Depending on your role and profession, there might be various laws you need to observe. For example, accountants and medical professionals have their own legal restrictions and they must be fully aware of them.

When you’re preparing contracts, clauses, disclaimers or online copy that may be governed by law (such as consent forms), please ask verification from our legal counsel before finalizing anything.

You’re also covered by our confidentiality and data protection policy. You must not expose, disclose or endanger information of customers, employees, stakeholders or our business. Always follow our cybersecurity policy, too.

Following laws regarding fraud, bribery, corruption and any kind of assault is a given. You are also obliged to follow laws on child labor and avoid doing business with unlawful organizations.

If you’re not sure what the law is in a specific instance, don’t hesitate to ask HR or our legal counsel.


We all need to put a healthy amount of effort in our work. Not just because we’re all responsible for the organization’s success, but also because slacking off affects our colleagues. Incomplete or slow working might hinder other people’s work or cause them to shoulder the burden themselves. This comes in direct conflict with our respect and integrity principles.

We also expect you to take up opportunities for learning and development, either on-the-job or via educational material or training. If you are unsure how you can achieve this, have an open discussion with your manager.


Working well with others is a virtue, rather than an obligation. You will certainly get to work autonomously and be focused on your own projects and responsibilities. But, you should also be ready to collaborate with and help others.

Be generous with your expertise and knowledge. Be open to learning and evolving. If days go by without you consulting or brainstorming with anyone, you are missing out on opportunities for excellence. Instead, work with others and don’t hesitate to ask for help when you need it.


TP&F takes violations of this ethics policy seriously.  To report a violation of the ethics policy, please send an email to ethics@tpandfconsultants.com or contact Tani Long directly on her mobile number or at tani@tpandfconsultants.com.

Contact Us

www.linkedin.com/in/tani-long-51a9a06

 https://twitter.com/TaniCLong

 
Top