Code of Conduct

Blueflame Technologies Code of Conduct 

Company:           Blueflame Technologies 

Last Edit:            17 March 2025 

Editor:                Kenneth Oyolla 

Policy Overview

Ethical behavior is an essential part of who we are at BT and how we conduct our business and remains the personal responsibility of our employees, customers including Hosts and stakeholders. BT need and expect each MOH and Host to be accountable for their responsibilities and behavior and to support the values, principles and standards upon which our business reputation rests.  

This Code of Conduct (the "Code") is a guide to help the MOH live up to our values, abide by our policies and respect the best interests of our customers and shareholders. The Code describes our principles of business conduct and serves as a guide in ethical decision making and encompasses standards of behavior set forth in other BT policies which are read together with this code. 

The MOH is expected to become familiar with BT policies that directly impact your daily work.  

Our Employee Code of Conduct company policy outlines our expectations regarding employees’ behavior within or outside the organization towards their colleagues, supervisors, Hosts, Business clients and business stakeholders in so far as their conduct not only affect relationships but will also impact the reputation of the company. This policy will be read together with and form part of BT MoH employment and Hosts contracts. 

We promote freedom of expression and open communication, and we expect all employees and business partners to follow our code of conduct. They should avoid offending, participating in serious disputes and disrupting our workplace or client’s or hosts’ operations. We also expect them to foster a well-organized, respectful and collaborative environment. 

Scope

This policy applies to all our employees regardless of employment agreement or rank. It similarly applies to business partners and Hosts to whom our Employees are deployed. 

Compliance with law 

All MoH employees and Hosts must protect our company’s legality and reputation. They should comply with the Constitution of Kenya 2010, all employment and labor related laws, environmental, safety and fair dealing laws.  

We expect employees’ to be ethical and responsible when dealing with both our company’s and their Hosts’ finances, products, assets, partnerships and public image.  

Hosts are expected to equally reciprocate the respect given to their finances, assets, reputation and partnership and treat our employees with respect. 

Respect At The Workplace

All employees should respect their colleagues and Hosts. We won’t allow any kind of discriminatorybehavior, harassment or victimization. Employees should conform with our equal opportunity policy in all aspects of their work, from recruitment and performance evaluation to interpersonal relations.  

This equally applies to Hosts in their relationships with the Domestic Worker deployed to them and should adhere to our policies. 

Employee Obligations. On Protection of Property  

All employees should treat our company’s and their respective Host’s property, whether material or intangible, with respect and care. Employees: 

Shouldn’t misuse company or Hosts equipment and or property or use it frivolously or handle it carelessly. 

Should respect all kinds of incorporeal property. This includes trademarks, copyright and other property (information, reports etc.) Employees should use them only to complete their job duties. 

Should protect company or Host facilities and other material property (e.g.  cars, electronic and or household appliances) from damage and vandalism, to the best of their ability. 

Host Obligations

Hosts must respect the privacy and private property of the indented BT employee 

Professionalism

All employees and Hosts must show integrity and professionalism in the workplace/Host home 

Personal Appearance

All employees must follow our BT code and personal appearance guidelines which are:- 

To be uniformed while performing their duties at the Host premises 

To be well groomed, neat and tidy during work hours 

To dress decently when they are wearing personal attire and are within the premises of the Host. 

Inducements or gifts

We discourage employees and the MaidsOfHonor from accepting gifts from hosts each other, clients or partners which may be considered as inducements of any kind for any form of favor. We prohibit briberies for the benefit of any external or internal party. Any work-related award or appreciation should be communicated and or conferred through the office. 

Job Duties and Authority

All employees should fulfil their job duties with integrity and respect towards their Hosts,BT supervisors and managers We expect Hosts to assign duties to their Domestic Worker considering their competences and workload. Likewise, we expect the BT employee indented in the hosts home to follow Hosts instructions and complete their duties with skill and in a timely manner.We encourage mentoring and coaching throughout our company which Hosts are encouraged to do wherever possible 

Absenteeism and Tardiness

Employees should follow their schedules of work. We can make exceptions for occasions that prevent employees from following standard working hours or days. Generally, we expect employees to be punctual when commencing and completing their daily tasks which will be agreed with the Host and will be reasonable. 

Absence From Duty Without Permission

Where an employee is absent from duty without leave or reasonable or lawful cause for a period exceeding twenty-four (24) hours and the employee cannot be traced within a period of seven (7) days from the commencement of such absence, or if traced, no reply to a charge of absence without leave is received from him/her within ten days after the dispatch of the charge to him/her, the employer may summarily dismiss him/her. 

An employee who absents himself/herself from duty without lawful permission, his or her salary will be deducted equivalent to pay for the days of unauthorized absence. 

Absence On Grounds of Ill Health

Absence on account of ill health shall be supported by a medical certificate from a recognized medical practitioner, failure to which the period will be considered as absence from duty without permission.  The employee shall not be entitled to any pay, or the days will be deducted from the employee’s annual leave for that period unless, in the opinion of the HRM it was impossible for the employee to obtain a medical certificate, and he/she was genuinely sick. 

Hiring/Retiring on Medical Grounds

BT will seek medical counsel on an employee with a view of determining his/her fitness for service from a Medical Practitioner or facility appointed and or approved by the organization. 

Conflict Of Interest 

We expect employees and their Hosts to avoid any personal, financial or other interests that might hinder their capability or willingness to perform their job duties. 

Collaboration

Employees are always expected to be collaborative. They should try not to disrupt the workplace/Host Residence or present obstacles to their colleagues’ work, where they work with others. 

Communication

All employees are expected to be open for communication with their Hosts, colleagues, supervisors or where applicable. We recommend the BT standard, formal feedback approach, both to the Employee by the Host and Employee to Host in an atmosphere of respect and mutual understanding. 

Employees will refer to their Hosts as “Madam” or “Sir” in all their communication and the Hosts will refer to the Employee with the agreed form of address that must always embed respect for the Employee.  

Formal business etiquette and language will be always used. Application of phrases like “please, kindly” in request for performance of tasks/duties and ‘’thank you’’ for tasks performed are encouraged as a part of everyday communication. 

Benefits

We expect employees to not abuse their employment and or Host hospitality. This can refer to time off, facilities use, accompanying the Host for holiday travel etc. The Host is not expected to demand for illegal or extraneous favors and or services from the employees. 

Disciplinary action

BT may have to take disciplinary action against employees who repeatedly or intentionally fail to follow our code of conduct or violate any of our policies. Disciplinary actions will vary depending on the violation. 

Possible consequencesinclude:Demotion, Reprimand, Suspension Detraction of benefits for a definite or indefinite timeor termination for more serious offenses. 

BT reserves the right take legal action in cases of corruption, theft, embezzlement or other unlawful behavior of Employees and or their Hosts as may be applicable. 

BT reserves the right to terminate contracts with Hosts who repeatedly and intentionally fail to follow our code of conduct and withdraw its employees from the Host at their cost to the consequences thereof. 

End