Modern slavery encompasses slavery, servitude, human trafficking and forced labour. Tampnet has a zero-tolerance approach to any form of modern slavery. We are committed to acting ethically and with integrity and transparency in all business dealings and to putting effective systems and controls in place to safeguard against any form of modern slavery taking place within the business or our supply chain. The Tampnet group recognizes its responsibility to contribute to the global efforts to combat modern slavery.
Our business
Tampnet is a privately owned international telecommunications provider operating currently principally in Europe and in the US. The Tampnet group business consists principally of building and operating telecommunication networks and providing telecommunication services to its clients through these networks.
Our policies
As stated in the Tampnet group’s code of conduct, we are committed to respect all internationally recognised human rights and we will conduct our business consistent with the United Nations Guiding Principles on Business and Human Rights. The general expectation is for suppliers and business partners to comply with applicable laws, respect internationally recognised human rights, including the right to freedom from slavery, human trafficking, servitude, or forced labour, and the Tampnet group’s ethical requirements, when working for or together with us.
Our suppliers
Tampnet operates a supply chain policy, pursuant to which we conduct a vetting of all suppliers before allowing them to become an approved supplier. Where appropriate, we also conduct on-site audits which include a review of the supplier's working conditions. Our internal processes and governing documents have as a requirement that our suppliers shall respect and commit to implement Tampnet’s Code of Conduct or alternatively an internationally recognized standard within the areas of human rights, anti-corruption, environment and labour, such as, but not limited to, the United Nations Global Compact Principals. The Supplier shall require the Supplier Group and all sub-suppliers and sub-contractors to implement similar rules and as appropriate pass on such requirements to their sub-suppliers and sub-contractors and so on.
Training
We regularly conduct training for our employees so that they understand the signs of modern slavery and what to do if they suspect that it is taking place within our supply chain.
This statement was approved by the Board of Directors on 30 August 2023.
Download The Tampnet Group's Modern Slavery Statement
On 1 July 2022, the Norwegian Transparency Act entered into force.
Tampnet shall be, and is, a promoter of a culture which has respect for fundamental human rights and decent working conditions. We are committed to acting ethically and with integrity and transparency in all business dealings and to putting effective systems and controls in place to safeguard these values in our own business as well as within our supply chain and towards our clients. The Tampnet group recognizes its responsibility to contribute to the global efforts to obtain the Sustainable Development Goals of the United Nations and the culture of our group is anchored and starts with our owners, our Board of Directors, and our top management.
Purpose of the Act
The purpose of the Act is to promote enterprises' respect for fundamental human rights and decent working conditions in connection with the production of goods and the provision of services, and to ensure public access to information on how enterprises deal with negative consequences for fundamental human rights and decent working conditions.
Scope of the Act
The Act applies to larger enterprises domiciled in Norway that offer goods and services in or outside Norway. The Act also applies to larger foreign enterprises that offer goods and services in Norway and that are liable to pay tax on Norway under Norwegian internal legislation.
More information:
The Transparency Act (2022) Law (Norwegian version)
The Transparency Act (2022) Law (English version)
Download Tampnet Inc Fair Use Policy
Employees in the Brent/Tampnet-group (“the Company”) shall exercise high integrity and professionalism in their work for the Company. They are expected to act honestly and objectively at all levels of the Company’s operations and business activities.
2.1 Employees shall abide by the laws and regulations that at any time apply to the Company. Employees must also comply with the current internal routines established by the Company, including instructions, authorizations, etc. related to the individual’s position, as well as ethical guidelines set by the Confederation of Norwegian Enterprises following these codes of conduct as an attachment.
2.2 If an Employee becomes aware of conditions that are contrary to the rules applicable to the Company, including internal routines and guidelines, the nearest supervisor must be notified. The Employee may also notify the board member who is especially appointed for such notifications.
2.3 Violation of laws and regulations applicable to the business activities or the Company’s policies and guidelines may have implications on Employees’ connection with the company.
3.1 Employees have an obligation of confidentiality on all matters relating to the Company, its customers or other business partners. The obligation of confidentiality also applies after the period of employment or board member period with the Company has been terminated.
3.2 The obligation of confidentiality primarily applies to unrelated people, including family and friends. Information that the Employee should consider as especially sensitive, must also be treated confidentially towards other employees when the information is irrelevant in regards to the other employees’ work. This does not preclude that one can discuss confidential relations with colleagues when this is found necessary and substantiated.
3.3 The obligation of confidentiality is not time-limited and must be maintained also when the working relationship with the Company has been terminated.
4.1 The business must always be operated in such a manner that the risk of a conflict of interests between the Company and the individual employee is minimized.
4.2 If an Employee’s impartiality can be questioned because he or she may have conflicting interests, the question shall be discussed with the immediate supervisor and the Employee concerned should withdraw from further proceedings if there is a risk of breach of impartiality.
5.1 In their daily work Employees are expected to act to their best effort for the Company. Restraint must be shown in regards to private business agreements with companies or persons the Company does business with. Agreements other than purely ordinary business agreements require the Company’s CEO’s advanced written approval.
5.2 Representation/entertainment on behalf of the Company must be within acceptable limits taken into account the Company’s business. Travel and accommodation expenses in connection with work performance for the Company will generally be covered by the Company.
5.3 Gifts or supplements with a value exceeding NOK 500 offered to Employees from customers or others as a result of their association with the Company may be received with the CEO’s advanced written approval. The CEO can only accept gifts or supplements from customers or others as a result of their association with the Company with the Chairman of the Board’s advanced written approval.
5.4 Each Employee must ensure that gifts or supplements received from third parties as a result of their association with the Company will not cause suspicion towards the Employee for acting contrary to the Company’s instructions or statutory or regulatory requirements, including the provisions of the Taxation Act.
5.5 Employees must not accept loans or guarantees from any of the Company’s connections. Exceptions are loans and/or guarantees on normal market terms from connections where loans and guarantees are part of their ordinary business.
5.6 No one can on behalf of the Company give gifts or other supplements intentionally to obtain favours in their own or the Company’s advantage.
5.7 The Employee shall give a yearly self-declaration regarding the above.
6.1 Statements regarding Customers or Suppliers shall not be given to the press.
6.2 All general inquiries from the press, that do not affect the obligation of confidentiality, must be answered by the Chairman of the Board or the CEO, unless anyone else in the particular case is specifically appointed to speak on behalf of Company. Any statement in the media, in form and content, must be factual and accurate, and thereby contribute to the most objective impression of the Company.
7.1 The Company’s code of conduct also applies to the Company’s board members and other representatives (for example hired personnel and consultants) as far as they are appropriate or specifically stated.
8.1 The contents of the code of conduct shall be reviewed on a regular basis.
8.2 If law or regulation requirements make it necessary to change the code of conduct, such changes shall be made as soon as they are called for.
Download Tampnet AS Terms and Conditions