Integrity

Speaking Up and Seeking Help

Each of us is accountable for upholding HARMAN’s values and following our Code. Part of that responsibility includes speaking up about suspected violations. When we see or suspect a violation of this Code, Company policies or the law, we must report it as soon as possible.

To help us voice concerns, HARMAN offers a number of reporting options:

The HARMAN Legal and HR teams are dedicated to ensuring internal and external stakeholders feel confident and comfortable reporting concerns. The Speak Up Hotline is available to all:

  • Employees
  • Consumers
  • Business partners
  • Other third-party stakeholders

For questions or to raise any concerns you may have, please feel free to connect with us:

What Happens When I Report an Issue?

The information you provide is sent to authorized employees at HARMAN for review. All reports will be kept confidential to the fullest extent possible; however, we may report matters to the appropriate authorities as necessary or proper. All reports will be handled promptly and discreetly. If warranted, a fair and thorough investigation will be conducted. If a violation is substantiated, HARMAN will take appropriate corrective and/or disciplinary action. Once investigations are completed, where possible, reporters will be notified about the investigation completion, but not specific details.

Making Connections: Open-Door Policy

At HARMAN, we believe that the best ideas come from people who understand our products and our markets. We are also committed to creating a workplace where all employees feel comfortable asking about things they do not know or understand and making suggestions to improve the organization.

If you have an idea that may benefit the Company, including product ideas or ways to do things better or more cost effectively, share them with your manager. You are also encouraged to discuss any job-related concerns with your manager. If you do not feel comfortable doing so, or believe your issue remains unresolved, you may take the issue up with successive levels of management or the HR Department.

HARMAN Does Not Tolerate Retaliation

HARMAN prohibits retaliation against an employee, officer or director who, in good faith, reports a suspected violation or cooperates with an investigation. Retaliation is itself a violation of our Code and can result in immediate disciplinary action, up to and including termination.
(See Speak Up and Anti-Retaliation Policy contained within this Code).

Making Connections: What Is Retaliation?

Retaliation is when an employer or employee takes adverse action against an employee or coworker for making a report in good faith. Examples include:

  • Demotion, termination or relocation

  • Reducing pay or benefits

  • Changing hours or job duties

  • Withholding a promotion or pay raise

  • Exclusion from meetings or staff activities

  • Bullying, harassment, and microaggressions

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Preventing Bribery and Corruption

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