Anti-Bribery & Anti-Corruption Policy
1. What does our policy cover?
1.1 - This anti-bribery policy exists to set out the responsibilities of NOLA HIRE LIMITED and those who work for us in regards to observing and upholding our zero-tolerance position on bribery and corruption.
1.2 - It also exists to act as a source of information and guidance for those working for NOLA HIRE LIMITED. It helps them recognise and deal with bribery and corruption issues, as well as understand their responsibilities.
2. Policy statement
2.1 - NOLA HIRE LIMITED is committed to conducting business in an ethical and honest manner and is committed to implementing and enforcing systems that ensure bribery is prevented. NOLA HIRE LIMITED has zero-tolerance for bribery and corrupt activities. We are committed to acting professionally, fairly, and with integrity in all business dealings and relationships, wherever in the country we operate.
2.2 - NOLA HIRE LIMITED will constantly uphold all laws relating to anti-bribery and corruption in all the jurisdictions in which we operate. We are bound by the laws of the UK, including the Bribery Act 2010, in regard to our conduct both at home and abroad.
2.3 - NOLA HIRE LIMITED recognises that bribery and corruption are punishable by up to ten years of imprisonment and a fine. If our company is discovered to have taken part in corrupt activities, we may be subjected to an unlimited fine, be excluded from tendering for public contracts, and face serious damage to our reputation. It is with this in mind that we commit to preventing bribery and corruption in our business, and take our legal responsibilities seriously.
3. Who is covered by the policy?
3.1 - This anti-bribery policy applies to all employees (whether temporary, fixed- term, or permanent), consultants, contractors, trainees, seconded staff, home workers, casual workers, agency staff, volunteers, interns, agents, sponsors, or any other person or persons associated with us (including third parties), or any of our subsidiaries or their employees, no matter where they are located (within or outside of the UK). The policy also applies to Officers, Trustees, Board, and/or Committee members at any level.
3.2 - In the context of this policy, third-party refers to any individual or organisation our company meets and works with. It refers to actual and potential clients, customers, suppliers, distributors, business contacts, agents, advisers, and government and public bodies – this includes their advisors, representatives and officials, politicians, and public parties.
3.3 - Any arrangements our company makes with a third party are subject to clear contractual terms, including specific provisions that require the third party to comply with minimum anti-bribery and corruption standards.
4. Definition of bribery
4 .1 - Bribery refers to the act of offering, giving, promising, asking, agreeing, receiving, accepting, or soliciting something of value or of an advantage so to induce or influence a n action or decision.
4.2 - A bribe refers to any inducement, reward, or object/item of value offered to another individual in order to gain commercial, contractual, regulatory, or personal advantage.
4.3 - Bribery is not limited to the act of offering a bribe. If an individual is on the receiving end of a bribe and they accept it, they are also breaking the law.
4.4- Bribery is illegal. Employees must not engage in any form of bribery, whether it be directly, passively (as described above), or through a third party (such as an agent or distributor). They must not bribe a foreign public official anywhere in the world. They must not accept bribes in any degree and if they are uncertain about whether something isa bribe or a gift or act of hospitality, they must seek further advice from the company's compliance manager.
5. What is and what is NOT acceptable
5.1 - This section of the policy refers to 4 areas: Gifts and hospitality; Facilitation payments; Political contributions; Charitable contributions.
5.2 - Gifts and hospitality - NOLA HIRE LIMITED accepts normal and appropriate gestures of hospitality and goodwill (whether given to/received from third parties) so long as the giving or receiving of gifts meets the following requirements' is not made with the intention of influencing the party to whom it is being given, to obtain or reward the retention of a business or a business advantage, or as an explicit or implicit exchange for favours or benefits' is not made with the suggestion that a return favour is expected. It is in compliance with local law. It is given in the name of the company, not in an individual’s name. It does not include cash or a cash equivalent (e.g. a voucher or gift certificate). It is appropriate for the circumstances (e.g. giving small gifts around Christmas or as a small thank you to a company for helping with a large project upon completion). It is of an appropriate type and value and given at an appropriate time, taking into account the reason for the gift.
5.3 - Facilitation Payments - NOLA HIRE LIMITED does not make and will not accept facilitation payments or "kickbacks" of any kind. Facilitation payments are typically small, unofficial payments made to secure or expedite a routine government action by a government official. Kickbacks are typically payments made in return for a business favour or advantage. All employees are expected to refuse any request for a facilitation payment or kickback and to report any such request to a manager or through appropriate reporting channels.
5.4 - Political Contributions - NOLA HIRE LIMITED does not make donations to political parties, candidates, or organisations whose aims are to secure political influence. Employees must not use company funds or resources to support any political activity. Any personal political contributions must be made independently and not on behalf of the company.
5.5 - Charitable Contributions - Charitable support and donations are acceptable—whether of services, knowledge, time, or direct financial contributions—provided they are legal, ethical, and transparent. However, donations must not be made as a substitute for political payments, to gain a business advantage, or to influence a third party. All charitable contributions must be approved in advance by management and recorded accurately.