Hopla! Code of Conduct

Globally, our Code of Conduct represents the set of corporate values that apply across all regions and business units of Hopla!. This document outlines the company's policies and standards that affect the daily work life of the people who make up Hopla Software. Below, we describe and explain the rules and objectives that reflect our commitment to responsible, ethical, and legal conduct.

Hopla! is committed to a variety of individuals and organizations, including our shareholders. Our company's reputation depends on how its employees behave in the business world. Personal integrity should never be in question due to any rumors. When faced with a difficult situation, ask yourself the following questions:

Proper Conduct

Hopla! is committed to a variety of individuals and organizations. Our company's reputation depends on how its employees conduct themselves daily. No action should compromise our image of personal integrity. In situations that raise behavioral concerns, we should ask ourselves the following questions:

Are my actions or decisions legal?
Do they comply with our values and company policies?
Are they free from personal conflicts or interests?
Could my action or decision withstand public scrutiny?
Would my decision protect the interests of Hopla! as a company with high ethical standards?

If the answer to all these questions is "Yes," the decision or action is correct. If any of these answers is "No," seek advice and keep asking questions until the situation is clarified.

Ethical Commitment

Focused on Service Quality: Our commitment to the quality of our services is vital to our business. To achieve the highest standards, we continuously strive to improve our processes for the benefit of our clients. This applies to our services, software solutions, management, and conduct.
Customer Satisfaction: Our priority is to directly contribute to our clients' success, as their technological efficiency and success are also ours. Our activities are guided by a deep understanding of our clients' general and specific needs and the market where they operate. The client's perspective is a priority in every one of our business processes, projects, and negotiations. At Hopla!, we are aware that our service quality is as important as our ethical, social, and environmental actions. Therefore, we strive to adopt best practices in all areas to build trust with our clients.
Ethical and Legal Standards: Guided by our corporate values, we ensure sustainable development by caring for the diverse interests of our clients, employees, and partners with integrity, fairness, and honesty, always seeking excellence both in business outcomes and ethical conduct.
Compliance with Laws: Hopla! complies with all applicable laws in all regions and countries where it conducts its business. We are aware of the different legal frameworks in these regions and operate in accordance with their ethical standards. Any ethical dilemmas and specifics will always be resolved in accordance with our corporate values. At Hopla!, we respect human and worker rights within our area of influence, conducting our business to be an employer that workers want to work for. We adhere to the principles of the “1998 ILO Declaration on Fundamental Principles and Rights at Work,” in line with national laws and practices.
Transparency: We are committed to being sincere in our relationships and communications with all organization members. Transparency and honesty will guide the communication of all our internal and external activities. In accordance with the legal framework of each region where we operate, information will be published to achieve maximum transparency.
Accounting Standards: Los estándares contables y de reporte aportados por Hopla Software, estarán basados en la autenticidad y precisión requeridas por la región o país de actuación. Dichos registros serán tratados con absoluta seguridad y confidencialidad aplicando las medidas necesarias para garantizar su seguridad. Toda transacción de negocio debe estar reflejada en nuestras cuentas anuales con absoluta precisión, de acuerdo a los procedimientos establecidos y los estándares de auditoría. Los registros contables deben reflejar y describir la naturaleza de las transacciones soportadas.
Money Laundering: Hopla! strictly complies with laws and regulations to combat money laundering activities. This includes rules and regulations that require reporting economic transfers to persons whose accounts are blocked.
Individual Responsibility and Engagement: The skills and commitment of our people are our main assets. We encourage our employees to adopt a company-focused mindset and take individual responsibility. We ensure the inclusion of our colleagues in our projects and decision-making processes to achieve our common goals with reliability and commitment.

Standards for Cooperation

Mutual Respect and Sincerity: All relationships between Directors, Managers, and Employees at any level, Business Units, and locations must be marked by mutual respect, sincerity, honesty, and a spirit of trust and cooperation. We must offer and seek opinions and communicate openly with each other. We are committed to fair and open debate and the diversity of opinions. We encourage our colleagues to express their ideas and concerns whenever they deem it appropriate. Team spirit is built on an open-minded mentality. We support the open-door policy and the initiatives to share and exchange knowledge.
Diversity and Non-Discrimination: We consider the diversity of our employees as a guiding principle in our employment policy. This means promoting the diversity and heterogeneity of individuals within the company to maximize their productivity, creativity, and efficiency. Skills, performance, and ethical conduct must be our indicators for evaluating an employee. We will not discriminate or permit discrimination based on gender, race, religion, age, disability, sexual orientation, origin, or any other characteristic protected by law. Each employee must contribute to creating a work environment of mutual respect that excludes any form of harassment, including workplace or sexual harassment.
Health Management in the Workplace: Our employees deserve to work in a safe and healthy environment. We are committed to maintaining safe and healthy workplaces following our Occupational Risk Prevention Policy. Our goals are to minimize workplace accidents and occupational illnesses as much as possible. We promote health care as a key element of sustained productivity and service quality. Our Occupational Health and Safety Policy, active in all our branches worldwide, includes a ban on drugs in the workplace. We reject any form of attacks or violence in the workplace, including intimidation or threats.
Company Property: The use of company properties, including equipment, supplies, buildings, etc., is for professional use only and not for personal gain. If used for personal purposes, explicit authorization is required. Each employee is responsible for safeguarding and properly using Hopla Software's properties. Intellectual property is a highly valued asset and must be protected from unauthorized use or disclosure. Business secrets, confidential information, copyrights, trademarks, logos, customer lists, business opportunities, and product specifications must be protected, whether owned by Hopla Software, its affiliates, or its business partners.
Confidential Internal Information: Employees are subject to civil and criminal penalties if they disclose confidential or private information that an investor could use to buy or sell shares advantageously. Trading on such information is illegal, whether for employees seeking personal gain or for others doing so on their behalf.

Integrity of Our Business

Trust of Shareholders: A clean and transparent corporate governance is necessary to maintain the trust of our investors and shareholders.
Dialogue with Our Partners: It is important to foster dialogue and cooperation with our partners worldwide. We share principles of ethical behavior, social commitment, and respect for the environment with our suppliers, subcontractors, agents, and consultants. We will communicate our principles to our partners and encourage them to adhere to the same standards.
Conflicts of Interest: We require our Directors, Managers, and Employees to maintain the highest ethical standards when handling conflicts of interest. They must avoid any relationships with individuals or companies with whom we do business ("Business Partners") that may create conflicts of interest; if such conflicts exist, employees must report this to their superior. These relationships particularly include those with family members, spouses, associates, or investors, and shareholders of the company.
Fair Play: We are committed to free enterprise and fair play. The company's business must be conducted exclusively on the basis of merit and respect for competition rules. We will hire suppliers, agents, and other intermediaries based solely on an honest assessment. We are legally obligated to make business decisions in a way that benefits the company in the best possible way, independently of any agreement or understanding with a competitor. As a result, the company and its employees must avoid any conduct that violates or appears to violate antitrust laws.
Bribery and Corruption: We believe the excellence of our services is the key to our success. Therefore, we will negotiate with our clients, suppliers, and government agencies openly and sincerely and in accordance with the international anti-bribery standards regulated by local anti-corruption and bribery laws. This includes any transaction that may appear to have been made to grant concessions or benefits.
Gifts and Benefits: Employees must not solicit services, gifts, or benefits from our clients or suppliers that influence or appear to influence employees' conduct in their representation of the company. Gifts and hospitality may be offered provided they do not exceed the local customs of courtesy according to business ethics and applicable law. In case of doubt, employees should consult with their superior or the Human Resources department.
Payment of Commissions for Advantages: As a general rule, Hopla! will not allow "commission payments," even when legally permitted. Where it is a common practice in the business world and not specifically prohibited by law, Hopla! will strive to avoid paying commissions, which are always highly discouraged. This action may be carried out exceptionally and under clearly specified circumstances in its regional policy and only in places where such actions are not prohibited.
Data Protection: Our employees must not disclose the company's private information to the general public for any personal gain or benefit to others outside the company. This information includes technical, financial, operational data, customer information, memorandums, or any information related to the company's business, its operational activities, or future plans.

Compliance with Amendments, Waivers, and Procedures

Contacts: If you need assistance in interpreting the company's policies, making difficult decisions, or helping the company comply with its Code of Conduct, please consider the following options:
- Contact your superior
- Speak with the Human Resources representative
Reporting Violations: If you detect any irregularities or potential violations of this Code of Conduct, we encourage you to report them to the contacts mentioned above. These irregularities may include:
- Accounting and financial situations
- Money laundering
- Company property
- Internal information
- Bribery and corruption
- Payment of commissions
- Gifts and benefits
Actions and Changes: In the event of non-compliance with this Code of Conduct, the company may take appropriate actions and allocate resources to properly address any irregularities. Initially, the company will attempt to explain the importance of our values and motivate those involved to change their behavior. However, failure to adhere to or comply with this Code of Conduct may result in disciplinary measures, in accordance with applicable regulations. The company will not grant waivers to the requirements of the Code of Conduct without a valid reason. Waivers to the provisions of the Code of Conduct will only be granted by the Executive Committee. Hopla! will periodically review this Code of Conduct, and the Board of Directors will decide on any potential amendments.