Ruter's employees help to manage society's assets and provide services that are important to society and individuals. Ruter's employees must perform their duties and act in a manner that does not harm the reputation of Ruter or public transport in general, and the trust among the population of Ruter and public transport. Ruter's employees shall live up to Ruter's values, and be innovative, reliable, collaborative and open. The purpose of these Guidelines is to define a common ethical standard for Ruter employees.
Responsibility
Employees are obligated to read and understand the laws, rules and internal procedures that apply to their own work area and to Ruter in general. This includes an independent responsibility to familiarise oneself with and comply with the Ethical Guidelines, and not to comply with orders that are illegal or entail breaches of these guidelines. Cases of doubt must be clarified with Ruter's management personnel. Violation of these guidelines can have consequences for the employee's work and contract.
Managers have a special responsibility as culture bearers and role models, and shall contribute to building an organizational culture that safeguards Ruter's vision, values and ethical guidelines. Managers at all levels must review the Ethical Guidelines prior to new hires and at least once a year with their employees.
Human rights and decent working conditions
Ruter's employees shall promote respect for and comply with fundamental human rights and requirements for decent working conditions regarding their work in Ruter. This applies both internally in Ruter, in the supply chain, and in their relationship with collaborators.
Impartiality
No one shall be involved in cases or make decisions in situations where they are partial or could be disqualified. An employee is disqualified when he or she is a party to a case, is related to or married/cohabiting with someone who is a party to a case or holds a leading position in an enterprise that is a party to the case. Furthermore, an employee will be disqualified when special circumstances exist that are likely to undermine confidence in the employee's impartiality. An employee is disqualified to make a decision when his or her superior is disqualified. The individual employee must assess his/her own impartiality and has a duty to notify his or her superior of his/her own disqualification, so the employee can be relieved of further work on the case.
Gifts and other benefits in service
Ruter's employees shall not receive gifts, commissions, services or other benefits in connection with procurements or contracts, or when the performance is suitable for or intended to affect the service in Ruter. This also includes favourable conditions related to travel and accommodation. Ruter and Ruter's employees shall otherwise not accept gifts in connection with service, with the exception of gifts of limited value or on special occasions.
We will treat each other with respect
All employees are responsible for contributing to a good working environment. Ruter values diversity in the workplace and does not allow discrimination against employees, for example based on gender, sexual orientation, age, functional ability, ethnicity and religion. Employees shall treat each other, customers, business associates and others with respect and kindness. Slander, harassment, bullying or other uncollegial behaviour is not acceptable.
Undesirable behaviour
Employees on business trips or other assignments at Ruter's expense shall not purchase sexual services. This also applies to leisure time during such assignments.
Ruter employees must not work while intoxicated.
Secondary positions, extra jobs, positions etc.
Ruter's employees shall not have secondary occupations, directorships or other paid assignments that may harm Ruter's legitimate interests or are likely to undermine confidence in Ruter. There must be transparency about our employees' secondary occupations, extra jobs, positions, ownership etc. Such information shall be submitted to the supervisor/manager for approval if the relationship may have a bearing on loyalty, impartiality or work done for Ruter.
Freedom of expression and whistleblowing
Ruter employees can participate in public debate and speak on their own behalf. Ruter employees can provide factual information about their own work areas, as long as the information is not subject to a duty of confidentiality.
Employees should discuss and/or report blameworthy conditions in Ruter. Notification of blameworthy conditions must be justifiable in accordance with the Whistleblowing Poster and should, as a general rule, take place internally in Ruter.
See the Notification Poster for Ruter's employees
These Ethical Guidelines were adopted by Ruter's Board of Directors on 9 April 2019, and last amended on 20 March 2024. The guidelines shall be revised at least every two years.