This Code of Conduct for Providers (“Code”) describes Hopin’s expectations of how its vendors, suppliers, contractors, agencies, resellers, and other Hopin partners (“Providers”) conduct business, both internally and with Hopin’s customers. Providers are required to make their workers aware of this Code and require them to comply with it. Providers which subcontract services to a third party are encouraged to require the subcontractors to acknowledge and abide by the Code and implement equivalent standards of conduct.
This Code also outlines consequences for unacceptable behavior and provides resources for Providers and others to report violations. In the event of non-compliance, Hopin will take appropriate steps to address and remediate. This Code may be amended by Hopin from time to time and Hopin may take any steps that it considers appropriate to investigate or manage concerns reported under this Code, in particular to comply with any local laws applicable to the relevant conduct (or matters reported relating to that conduct).
The Code is to be upheld when interacting with Hopin employees and contractors (“Personnel”), and all Hopin customers including prospective, current, and former customers (“Customers”).
This Code also applies to unacceptable behavior occurring outside the scope of business activities when such behavior has the potential to adversely affect the safety and well-being of Hopin Personnel and customers.
3. Ethical Business Practices
Hopin expects Providers to share our principles and uphold our standards and for each to develop policies and programs as appropriate to ensure that all workers understand and adhere to these standards.
Accuracy of Books and Records
Hopin does business with the highest levels of integrity. Providers must do the same. Providers must ensure they follow accounting and recordkeeping best practices and ensure their business records are accurate and complete. Hopin may audit or inspect Providers’ business records where necessary and allowed by applicable law.
Anti-Bribery & Corruption
Providers must not engage in any illegal business practices. Hopin does not tolerate corruption or bribery in any form, and we expect Providers to fully comply with requirements of all applicable anti-corruption laws, including but not limited to the U.S. Foreign Corrupt Practices Act and the UK Bribery Act.
Providers will not directly or indirectly give, offer, or accept anything of value to obtain or retain business or favored treatment, to influence actions or to obtain an improper advantage for Hopin, itself, or any third party. This includes any benefit, fee, commission, dividend, gift, cash, gratuity, services, consideration or any inducements of any kind to any Hopin representatives, officers, agents or employees of Hopin. Furthermore, vendors will ensure the same of any affiliates, retained agents, subcontractors, intermediaries or workers. This prohibition extends not only to public officials, candidates for office, and workers of state-owned enterprises, but also to workers or officers of counterparties, clients/customers, suppliers, any agent of the aforementioned parties, or any other person with whom the firm does or anticipates doing business.
Hopin forbids the provision of “expediting,” “facilitating,” or “grease” payments to government officials that are designed to accelerate or smooth over a particular government-required action, including clearance of customs clearance, licenses, or immigration reviews. These payments are considered illegal bribes and Providers should not make them even if such payments are considered traditional or customary in a particular country or jurisdiction. Providers should inform Hopin if another third-party requests such a payment in the course of evaluating a Hopin government request.
Providers will disclose any close relationships with any “Politically Exposed Persons” – i.e., individuals who are or have been entrusted with prominent public functions by a country. Providers should disclose any such relationships during the contracting process with Hopin or, if a relationship subsequently develops, promptly disclose them to Hopin.
Hopin competes fiercely in the marketplace to win business and fulfill our mission of making the world smaller through connections. But we also compete fairly and follow all relevant laws pertaining to competition. Competition laws are vital to a healthy marketplace and to protecting our customers. Providers must abide by all competition and antitrust laws. Various types of conduct are prohibited by competition laws, including:
At Hopin, we always follow antitrust and competition laws so that we can participate in an open, free, and competitive market environment. Providers must do the same and report any anti-competitive conduct to Hopin.
Conflicts of Interest
Providers must avoid situations where the provision of goods and services to Hopin may force Hopin Personnel to place their personal interests in conflict with Hopin’s interests - even if the conflict is only a perception. Various scenarios can give rise to a conflict of interest, including:
Conflicts of interest may not always be obvious, so Providers must be cognizant of situations that may not create a direct conflict of interest but an observer may still conclude that Hopin Personnel’s judgment was motivated by something other than Hopin’s interests.
Providers should immediately disclose to Hopin any actual or apparent conflict of interest that arises in the context of business dealings with Hopin Personnel.
Human Rights and Employment
Anti-Modern Slavery and Human Trafficking: Hopin is committed to preventing and combatting slavery and human trafficking in our business and supply chains. We seek to uphold the highest standards of honesty and integrity in all our business relationships and engage with suppliers to ensure that they share our high standards. Our Modern Slavery Act Transparency Statement contains more details about our policies on slavery and human trafficking. Hopin expects Providers to abide by all applicable laws relating to slavery and human trafficking.
Equal Employment Opportunity; Anti-Discrimination/Harassment; Diversity, Equity, and Inclusion. Hopin is an equal opportunity employer. We believe we all deserve to work in an environment that is free of prohibited discrimination, harassment, and bullying. Hopin maintains a strict policy prohibiting these activities. Hopin expects Providers to adopt these same principles in their business practices.
Hopin makes employment decisions on the basis of merit and Company needs, not on any protected characteristic, including but not limited to: race, color, religion, sex, sexual orientation, gender identity or expression, age, national origin or ancestry, citizenship status, physical or mental disability, veteran status, uniformed service member status, etc.
Hopin commitment to equal opportunity employment applies to all Hopin Personnel and prohibits unlawful discrimination by any employee or contractor, including supervisors and co-workers. This policy also protects Hopin Personnel from prohibited discrimination/harassment by third parties, such as customers, vendors, clients, visitors, or temporary or seasonal workers.
Hopin also forbids unlawful harassment and bullying. All individuals have the right to a work environment that is free from verbal or physical conduct that is harassing, threatening, intimidating, or obscene.
Hopin is also committed to cultivating a culture of diversity, equity, and inclusion. Hopin believes inclusion should be part of everything we do—from how we build our products to how we build our teams. Hopin actively promotes diversity, equity, and inclusion best practices and encourages Providers to do the same.
Gifts & Entertainment
Hopin recognizes that the exchanging of gifts with business partners is customary and encouraged, as is reasonable business entertainment. These business courtesies facilitate the development of business and personal relationships that can be mutually beneficial. Hopin Personnel may exchange reasonable and modest business gifts with Providers like company swag, gift baskets, food, sports or concert tickets, or gifts to recognize events like weddings or births (generally valued at no more than $300 USD). Hopin Personnel may also participate in business-related meals with Providers so long as these expenses are otherwise consistent with Hopin’s expense policies. Providers may offer reasonable business entertainment, such as attending a cultural or sporting event with a business counterpart, so long as the entertainment is reasonable and customary in scale and expense, and in furtherance of the business relationship.
Examples of inappropriate gifts and entertainment include cash or cash equivalents (gift cards) or “premium” entertainment like sporting events and concerts that command high ticket prices on the market. Business entertainment should take place only in settings that are appropriate in a professional work environment. If the context or nature of a gift or event offered by a Provider could be perceived as a conflict or otherwise inappropriate, it will be considered a violation of this Code.
Gifts and entertainment must comply with all applicable laws, including laws that apply across jurisdictional boundaries, such as the US Foreign Corrupt Practices Act and the UK Bribery Act. Gifts and entertainment must also be consistent with local customs and practices. Gifts to Hopin Personnel that violate policies will be returned to the Third Party or handled in a manner that complies with internal policies. Entertainment involving Hopin Personnel that is found to be in violation of this Code will be strictly scrutinized and handled accordingly.
Intellectual Property and Confidential Information
At Hopin, we are committed to protecting our own confidential and proprietary information as well as that of third parties, including vendors, suppliers, customers, and competitors. Providers must do the same. Providers should respect both Hopin’s and third parties’ intellectual property, including trademarks, copyrights, and patents, and never knowingly infringe the intellectual property rights of those third parties. If a Provider has a legitimate reason to use Hopin’s intellectual property, the Provider should contact Hopin’s Legal department to facilitate the process.
Providers should also never disclose or use confidential information belonging to Hopin or to third parties without consent.
Hopin may engage in legitimate political lobbying to influence lawmakers and government regulators to act in ways that support our interests. In such cases, Hopin only engages in legitimate forms of lobbying and complies with all lobbying laws. Providers must not engage in any form of lobbying on Hopin’s behalf unless specifically authorized by Hopin. Providers should not hold themselves out as a representative of Hopin or imply that Hopin supports or agrees with their political activities. If a government representative contacts a Provider seeking information regarding Hopin, the Provider must immediately notify Hopin.
Privacy and Data Protection
We expect our vendors to protect confidential information and personal data. Providers must adopt and maintain processes to provide reasonable protections for personal, proprietary and confidential information, including information that they access, receive or process on behalf of Hopin. Providers should recognize that unauthorized use or disclosure of such information may have personal, legal, reputational and financial consequences for the vendor, individuals whose personal information may be implicated, and for Hopin. In addition, vendors must comply with all applicable privacy, data protection and information security laws and regulations.
4. Hopin Culture, Citizenship & Values
A supplemental goal of this Code is to promote good citizenship by encouraging Providers to recognize the relationship between their actions and resultant effects within Hopin culture. Providers should be familiar with and incorporate Hopin’s values in the context of their dealings with Hopin.
We strive to be a company that welcomes and supports people of all backgrounds and identities. This includes, but is not limited to members of any race, color, religion, sex, sexual orientation, gender identity, age, national origin or ancestry, citizenship status, ability, or any other status protected by applicable law.
Your work at Hopin will be used by other people, and you in turn will depend on the work of others. Any decision you take will affect users and colleagues - bear that in mind, and always think through who should be consulted, who will be affected, and how you’ll communicate your decisions. Seek diverse perspectives when making decisions, and share information widely.
We value diverse opinions here - listening to each other and respecting opinions that are different to ours is how we learn from each other and ultimately make better decisions. We might disagree, but we must always hear each other out, try to understand different perspectives, and assume the best intentions of those who think differently to us. Providers should always be respectful when dealing with Hopin Personnel as well as with people outside of Hopin.
Hopin is built upon a set of values, these values resonate through our company and everything we do.
When it comes to how we work, impact matters most. Freedom and responsibility go hand in hand, and while there's no micromanaging here, we strive to make a measurable impact every day. We trust each other. We hold ourselves accountable, and we move fast and hustle because we have the flexibility to excel on our own terms.
We check our egos at registration. We take pride in our work but we have the humility to seek diverse perspectives. We aren't afraid to be wrong, because we know that's how we get better. Work is funny sometimes. It’s good to laugh.
One Step Ahead
We know that to get where we’re going, we have to look around corners, think big(ger) and solve problems before they even arise. We are proactive, we anticipate the future, and we always think and act one step ahead.
Lead with Empathy
Hopin was created to solve the hard problem of breaking down geographic barriers and bringing people together, so we are built on empathy and inclusivity. We want everyone to belong at (and on) Hopin, regardless of their origins, preferences, or opinions. Our diversity is what makes us exceptional and being global is in our DNA.
At Hopin, our customers are at the center of everything we do. We devote ourselves to understanding and anticipating their needs so that we can build and grow together. By actively seeking and acting upon our customers’ feedback, we deliver innovative products that empower people to create meaningful experiences.
5. Acceptable Behavior.
The following behaviors are expected and requested of all Providers:
6. Unacceptable Behavior.
The following behaviors are considered unacceptable within our community:
7. Consequences of Unacceptable Behavior
Unacceptable Behavior from any Provider will not be tolerated. Anyone asked to stop Unacceptable Behavior is expected to comply immediately. If a Provider engages in unacceptable behavior, Hopin may take any action deemed appropriate, up to and including termination of their Relationship with Hopin.
8. Reporting Violations
If you are subject to or witness Unacceptable Behavior, or have any other concerns, please immediately notify the Hopin Legal/Compliance team. Reports can also be made confidentiality and anonymously to the Hopin Reporting Helpline (see further details below).
Providers are expected to cooperate with any investigation by Hopin or a government regulator regarding possible Unacceptable Behavior. If a Provider is contacted by a government regulator or other legal or enforcement body regarding the business the Provider conducts with Hopin, the Provider must report such contact immediately to Hopin. If a Provider is itself conducting an investigation regarding possible Unacceptable Behavior originating from the Provider’s relationship with Hopin, the Provider must promptly notify Hopin as soon as reasonably possible.
It is a violation of this policy to retaliate against any person making a complaint of Unacceptable Behavior or against any person participating in the investigation of (including testifying as a witness to) any such allegation. Any retaliation or intimidation may be subject to disciplinary action up to and including termination of the Provider’s relationship with Hopin.
Any individual raising a report under this Code will be supported by Hopin and provided with feedback on the outcome of any related investigation. Hopin expects all Providers to fully cooperate with any investigation conducted by the Company, and during the investigation, to keep matters related to the investigation confidential.
As set out above, it is possible for concerns to be raised anonymously using the Hopin Reporting Line. We encourage reporters to share their identity as it is more difficult and sometimes impossible for Hopin to investigate reports that are made anonymously. If you have any concerns, please speak with a Hopin Legal/Compliance representative who can give you guidance on this process and consider what support is available for you.
Hopin Reporting Helpline: This helpline is available 24 hours a day, 7 days a week as a global resource for the reporting of violations of the Code, Company policies or the law, or to ask questions. The helpline is confidential and reports can be made anonymously. Reports can be submitted by speaking to a third-party representative or by submitting information securely via a webform. Every report submitted to the helpline is carefully reviewed and vetted by the Compliance Director referred to the appropriate team for further investigation. The facts that come to light as a result of those investigations determine what, if any, remedial action needs to be taken.
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