WE UPHOLD OUR CODE
YOU ARE EXPECTED to uphold the Code,
No one can ask you to violate these standards, nor can violations be justified because they helped
Upholding the Code means you must:
- Read, understand, and comply
Read, understand, and comply with this Code and the policies, laws, and regulations that apply to your job.
- Complete training on time
Complete Code training on time and attest that you understand and commit to comply with the Code. Failing to read or attest to the Code does not excuse you from your responsibilities.
- Stop. Think. Ask.
Stop, think, and ask when you’re faced with a difficult situation.
- Speak up
Speak up when you see possible violations of the Code,T-Mobile policies, or legal and regulatory requirements. You’re encouraged to speak up, too, when you have questions or concerns about an action or decision by management. Be willing to share your point of view or even bad news for the good of the company.
- Be truthful
Be truthful and cooperate fully in any internal investigation. Do not conceal or destroy information.
Keep in mind that because we’re committed to acting with integrity and doing the right thing, always, upholding the Code may sometimes require more than compliance with laws and company policies. That’s why we don’t try to gain unfair advantage over suppliers, customers, co-workers, or competitors, even if doing so would not violate the law.
We are also expected to always exercise common sense and good judgment and to act responsibly, whether or not a policy exists that prohibits specific behavior. Violation of the Code, any company policy, or the law may result in disciplinary action, up to and including termination.
Check out the Integrity Hub: Responsibilities to learn more.
Role of People Managers
LEADERS HAVE A SPECIAL RESPONSIBILITY to set the right tone and work environment for your team.
The way you treat people, make decisions, and handle concerns, diverse opinions, and even bad news, affects your team’s willingness to trust you. Your success and the success of your team depend on the trust you have in each other.
Be careful with your words and actions so they don’t put—and aren’t perceived as putting—pressure on your team that could lead members to violate the Code, company policies, or the law.
How to maintain a team climate of integrity and trust:
- Communicate the right tone
Communicate regularly to your team the importance of integrity and Doing It the Right Way, Always. Be clear that you expect your team to treat people respectfully, get work done ethically, and uphold the Code. Recognize employees who get results the right way.
- Lead by example
Be honest and transparent, treat others with respect, act with integrity, and make decisions that demonstrate an appreciation of their impact on the people and the world around us. Hold yourself and your team accountable for upholding the Code and doing things the right way.
- Be open to diverse viewpoints
As a manager, it’s critical that you show care and respect for your team. Make sure your team knows you are open to their questions and concerns and will listen with respect, even if they have something difficult to say.
- Highlight compliance requirements and risks
Ensure that you and your team understand the legal and regulatory compliance requirements and risks related to your work. It’s your responsibility to ensure that your team has the right guidance, training, and tools necessary to meet these requirements.
- Validate results
Ensure your team knows that for results to matter, they must be achieved the right way, always. Then, ask questions to satisfy yourself that results have been achieved the right way.
Check out the Integrity Hub: Managers to learn more.
How Managers Handle Concerns
WHEN SOMEONE COMES TO YOU with a concern, you have a special responsibility to listen and act.
Handling concerns the right way is critical to maintaining the trust of your team and protecting
When someone raises a concern, follow these steps:
- Listen
Remove distractions and listen carefully. Thank the person for speaking up—remember that they’ve just done something difficult and very important forT-Mobile .
- Respond
Respond respectfully and take every concern seriously, even if you disagree. Show you are committed to addressing the problem. Tell the employee what you will do, do it, and tell them what you did.
- Protect Confidentiality
Take steps to protect the person’s identity and the confidentiality of their report. Only discuss the conversation with someone who has a business need to know.
- Escalate Concerns about Misconduct
As a manager, you are empowered to resolve performance issues yourself, but you should escalate concerns about potential Code violations in a timely manner to the appropriate Investigations team. If you have a question or aren’t sure whether you can or should resolve the issue yourself, you can always contact myHR or Enterprise Integrity & Compliance.
- No Retaliation. Period.
View reports of misconduct as a positive opportunity to address the issue and set the right example. Treat the reporting employee just as you did before they spoke up. Any negative employment-related actions involving the employee should only be taken after checking with myHR and must not be related to their good faith report.
Check out the Integrity Hub: Managers to learn more.