Code of Conduct

Codepixel is committed to a respectful, inclusive, and professional working environment — for our team, for our clients, and for everyone we work with. This Code of Conduct sets out the behaviors we expect and the behaviors we will not tolerate.

We publish this publicly so it is clear what we stand for, and so anyone working with us can hold us accountable.

1. Scope

This Code applies to:

Codepixel employees, contractors, interns, and advisors.
All client-facing interactions (calls, emails, written deliverables, in-person meetings, events).
All internal interactions among Codepixel staff.
Codepixel-hosted or Codepixel-sponsored events.
Online behavior in spaces representing Codepixel (e.g., company social accounts, public participation in conferences and forums as a Codepixel representative).

It does not apply to personal off-duty behavior that has no nexus to Codepixel, unless that behavior creates a serious risk to colleagues or clients (e.g., violence, harassment, or unlawful conduct directed at someone we work with).

2. Our values

We expect everyone working under Codepixel's name to embody these:

Respect — treat every person with consideration, regardless of role or seniority.
Integrity — be honest in our work and our representations.
Inclusion — welcome people from different backgrounds, perspectives, and identities.
Professionalism — represent Codepixel and our clients well.
Accountability — own outcomes, including mistakes.

3. Expected behavior

We expect everyone to:

Treat colleagues, clients, partners, suppliers, and the public with courtesy and respect.
Use inclusive language. Honor people's stated names, pronouns, and professional titles.
Maintain the confidentiality of client information, business secrets, and personal data. Do not share what should not be shared.
Disclose conflicts of interest — including those that arise during an engagement.
Comply with applicable law in every jurisdiction where Codepixel operates (Montenegro, Canada, and any client jurisdiction).
Speak up when something doesn't seem right (see reporting channels below).
Receive feedback openly and learn from it.

4. Unacceptable behavior

The following are not tolerated and are grounds for disciplinary action up to and including termination:

4.1 Harassment

Harassment of any kind, including (but not limited to):

Sexual harassment, unwanted advances, or unwelcome sexual attention.
Racial, ethnic, national-origin, religious, gender, gender-identity, sexual-orientation, age, disability, or body-shape based harassment.
Stalking or surveillance.
Persistent unwanted contact after a request to stop.

4.2 Discrimination

Adverse treatment on the basis of any protected characteristic — including race, ethnicity, national origin, religion, sex, gender identity, gender expression, sexual orientation, age, disability, marital or family status, veteran status, or any other characteristic protected by applicable law.

4.3 Bullying, intimidation, and retaliation

Aggressive behavior, threats, or intimidation.
Public humiliation, malicious gossip, or character assassination.
Retaliation against anyone who reports a concern in good faith or participates in an investigation.

4.4 Confidentiality breaches

Unauthorized disclosure of client confidential information.
Unauthorized use of company or client systems.
Mishandling of personal data covered by data-protection law.

4.5 Integrity violations

Bribery and corruption (offering, giving, accepting, or soliciting improper advantage). Zero tolerance.
Fraud, embezzlement, or knowingly false statements in client work.
Plagiarism — claiming someone else's work as your own.

4.6 Substance issues

Reporting for client work or operating client systems while impaired by alcohol or unlawful substances.
Unlawful drug use on company time or premises.

5. Modern slavery and forced labor

Codepixel does not use forced, bonded, indentured, or involuntary labor, and does not knowingly engage suppliers or partners who do. We respect freely chosen employment and the right to organize. If we learn that a supplier or partner violates these principles, we reassess and end the relationship.

6. Reporting channels

If you experience, witness, or learn of a possible breach of this Code, please report it. Reports made in good faith are protected from retaliation even if the concern is ultimately unsubstantiated.

You can report via any of the following:

Direct manager — usually the fastest path for day-to-day issues.
Codepixel founders / leadership — for issues involving your manager, or for any issue you want escalated directly.
Dedicated inbox: privacy@codepixel.me (subject: "Conduct report").

Clients, partners, and members of the public can use the dedicated inbox above to raise concerns about Codepixel personnel behavior.

If you are in immediate danger, contact local emergency services first.

7. Investigation process

When a report is received:

Acknowledgement — we confirm receipt within 5 business days.
Triage — we assess severity and assign an investigator who is not directly involved in the matter.
Investigation — we listen to the reporter and (where appropriate) the person reported, gather evidence, and document findings. We maintain confidentiality to the extent possible consistent with conducting a thorough investigation and complying with applicable law.
Decision and action — we complete the investigation and decide on action within 30 days of acknowledgement, except in complex cases that require more time (in which case we communicate the extension).
Communication — we tell the reporter the outcome at a high level (confidential to the parties to the extent feasible) and any actions we are taking.
Records — we maintain confidential records of the investigation per Codepixel's data-retention policy.

8. Consequences

The action we take depends on the severity and the circumstances. Options include, in escalating order:

Coaching or training.
Formal warning documented in the personnel file.
Suspension pending further investigation.
Termination of employment or contractor relationship.
Reporting to law enforcement where required by law or where the conduct involves serious criminal behavior.

We do not tolerate retaliation against good-faith reporters. Retaliation itself is a violation of this Code and may result in any of the above consequences.

9. External enforcement

This Code does not replace any rights you have under applicable employment, civil rights, or criminal law. You retain the right to:

File a complaint with the relevant labor inspectorate or equivalent regulator.
Report criminal conduct to law enforcement.
Pursue civil remedies as permitted under law.

10. Updates to this Code

We review this Code annually and update it as our practices and the regulatory environment evolve. Material updates are communicated to staff and reflected in the version number below.

11. Contact

For questions, feedback, or reports under this Code:

Email: privacy@codepixel.me (subject: "Code of Conduct" for general questions, "Conduct report" for a confidential report).

Last reviewed

2026-05-22. Next scheduled review: 2027-05-22 (annual).

Change log

v1.0 — Initial publication (May 2026).