During a shift, a security officer may authorise entry, check the movement of goods, handle keys, document irregularities or gain access to sensitive information. In these situations even a seemingly minor personal favour or consideration can compromise the client’s security and the credibility of the service.

Viking Security does not tolerate bribery, the giving or accepting of improper advantage, misuse of service authority, or concealed conflicts of interest.

What counts as an improper advantage?

An improper advantage may be any money, gift, discount, service, promise or personal favour whose purpose or likely effect is to influence a service decision. It is prohibited to request, accept, offer or facilitate an advantage, in particular so that someone may:

enter without being checked;
remain in a protected area without authorisation;
remove goods or equipment without proper documentation;
have an irregularity go unreported;
skip an inspection point;
obtain internal information;
obtain camera footage, entry data or documents;
receive a more favourable duty roster or supplier decision;
obtain false documentation.

The prohibition extends to indirect advantage as well — for example where the advantage is offered to a relative of the employee or to an affiliated company.

Gifts and hospitality

Cash, cash equivalents or personal consideration may not be accepted at the place of duty. A courtesy of minor value, within the bounds of normal business practice, may only be accepted if it:

is not connected to a pending decision or inspection;
does not create the appearance of influence;
does not breach the client’s rules;
is not recurring;
can be disclosed openly;
is permitted under internal rules.

Where there is doubt, the gift must not be accepted, or management guidance must be sought in advance. The specific value threshold and the reporting procedure are set out in the internal policy.

Conflicts of interest

A conflict of interest may exist where an employee’s or manager’s personal interest could influence a decision to be taken in the interest of Viking Security or of the client. In particular, the following should be declared:

a close family relationship with a supplier or with a decision-maker at the client;
an ownership or financial interest in a partner;
an interest in another security company;
a private debt or claim involving a person concerned;
a personal conflict with a person involved in an investigation;
secondary employment that could harm business confidentiality or client interests.

The existence of a conflict of interest is not necessarily a breach. The situation must be disclosed, documented, and where necessary the decision or task assigned to another person.

Supplier and subcontractor decisions

The selection of a supplier or subcontractor may not be based on personal advantage, a family connection or an undocumented favour. Decisions must be assessed on criteria relevant to the task — such as the required licences and authorisations, professional capacity, service experience, lawful employment, insurance, price and contract terms, data protection and confidentiality capability, and past performance.

The assessment criteria are not identical for every assignment, but the decision must remain justifiable after the event.

Accounting and documentation

False invoices, fictitious performance certificates, backdated documents and the accounting of services not performed are prohibited. A performance certificate must be based on a service actually delivered and verifiable. Service headcount, duration or work performed may not be misstated in order to make invoicing or settlement more favourable.

Reporting and consequences

An employee may report a suspicion of corruption, improper advantage or conflict of interest to their line manager, to the head of operations, or through the whistleblowing channel. If the line manager is involved, another channel must be chosen. A person making a report in good faith may not be subjected to retaliation.

Reports are examined impartially, on the basis of the available evidence. During the investigation, the identity of the reporting person, the right of the person concerned to due process, business and personal data, and the integrity of the evidence must all be protected. Where a breach is established, employment, contractual, damages or official measures may be required.