An ideal workplace is one that is positive, creative and rewarding… an environment that promotes individual expression, innovation and achievement. That's the kind of workplace we have at Cisco. Employees are offered opportunities to grow personally and professionally. I'm treated with respect and dignity. In return, I recognize my duty to act responsibly, be a team player, and treat others with respect and dignity.
Cisco prohibits conduct that singles out an employee or group of employees in a negative way because of their: gender, race, color, national origin, ancestry, citizenship, religion, age, physical or mental disability, medical condition, sexual orientation, gender identity or gender expression, veteran status, or marital status. Harassment can take many forms. Any type of harassment is a violation of Cisco philosophy and policies.
Retaliation will not be tolerated and can result in disciplinary action. Refer to “I Share My Concerns.”
We are proud of our global workforce. In recruiting, hiring, developing, and promoting employees—all employment processes— decisions are made without regard to gender, race, color, national origin, ancestry, citizenship, religion, age, physical or mental disability, medical condition, sexual orientation, gender identity or gender expression, veteran status, or marital status. We are passionate about preserving our positive culture and ensuring that each individual is treated with respect and dignity as a valued member of the Cisco team.
We are committed to working with and providing reasonable accommodations for employees and applicants with physical or mental disabilities. Employees can access the Cisco Disabilities Awareness Network (CDAN) website for resources related to disability and accommodations. Disabled employees are encouraged to provide notification from their doctor describing any restrictions on their ability to perform the essential duties or functions of their job.
Employees are not permitted to use, possess, sell, transfer, manufacture, distribute, or be under the influence of illegal drugs on Cisco-owned or leased property, during working hours, while on company business, or while using company property. In addition, no employee may report for work, go on or remain on duty while under the influence of, or impaired by, alcohol or illegal drugs or substances. Alcohol use at company sponsored events is allowed only with prior written approval in accordance with the Cisco Global Meetings and Events policy. Violation of this policy will result in disciplinary action, up to and including termination of employment.
Employees should be familiar with and follow all security and safety guidelines and report any unsafe conditions or accidents. Any acts or threats of violence toward another person or company property should also be reported immediately. We want to foster the kind of environment where people feel safe and are treated with courtesy and professionalism at all times. For more information, please go to the Safety, Security & Business Resiliency website.
Cisco respects the privacy rights and interests of all its employees and provides safeguards for the protection of its employees' personal information that is collected, held, and used. Everyone must respect the privacy rights of coworkers and handle all employees' personal information in accordance with Cisco's Global HR-related Data Protection Policy.
You are entitled to work in an environment free from intimidating, hostile or offensive behavior that is subject to legal protection. Not every offensive or critical comment meets those requirements. If you are uncomfortable, please contact Human Resources, the Ethics Office, or Legal for help in determining next steps (also see “I Share My Concerns” in the COBC).
Jokes that would be reasonably viewed as offensive, have no place at Cisco, and should not be sent through company email, regardless of the intended recipients. You may tell the coworker, who sent the email, that you found the email offensive. You can also notify your manager, Human Resources or the Ethics Office.
You should not disclose personal or work information about your coworkers to anyone if you are uncertain who the caller is. Employee phone numbers, email addresses and reporting structures should never be provided to unknown persons. Recruiters from competitors frequently call Cisco employees pretending to call on behalf of Cisco HR or executives. If you receive a call requesting information, ask to call the person back so you can verify that the call is legitimate.
The multi-lingual Cisco Ethics Line is available 24 hours a day, 7 days a week, worldwide, with country-based toll-free phone numbers. The Ethics Line is staffed by a leading third-party reporting service. You have the option to remain anonymous* when you call; however, the investigation may be hindered if the investigator is unable to contact you for further information.
*Please note: Some countries do not allow such concerns to be reported anonymously.
Questions and concerns regarding accounting, internal accounting controls, or auditing matters (or other related issues) can be submitted — confidentially or anonymously — to the Audit Committee of the Board of Directors. at the following private mailbox (PMB):
Cisco Systems, Audit Committee
105 Serra Way, PMB #112, Milpitas, CA 95035