{"id":2231,"date":"2026-01-07T15:03:33","date_gmt":"2026-01-07T15:03:33","guid":{"rendered":"https:\/\/dahltv.nl\/?page_id=2231"},"modified":"2026-01-07T15:03:33","modified_gmt":"2026-01-07T15:03:33","slug":"code-of-ethics","status":"publish","type":"page","link":"https:\/\/dahltv.nl\/en\/code-of-ethics\/","title":{"rendered":"Code Of Ethics"},"content":{"rendered":"

Code of Ethics<\/a><\/strong><\/p>\n

Ethical Policy for Production Companies<\/strong><\/p>\n

Purpose and Overview<\/strong><\/p>\n

INTEGRITY MATTERS.<\/strong><\/p>\n

Conducting our work ethically sends a strong signal to our audiences and business partners. By making the right choices, we protect our reputation and help ensure that our productions can thrive.<\/p>\n

This policy addresses compliance with laws and regulations, adherence to production policies, promotion of integrity and standards of conduct, and the prevention of inappropriate behavior within our organization.<\/p>\n

Who Does This Policy Apply To?<\/strong>
\nThis policy applies to everyone working for our company or involved in any of our productions, including executives, cast, crew, talent, and others. It applies to all work-related activities and to anyone representing our company.<\/p>\n

As part of our productions, you are responsible for:<\/p>\n

Acting with integrity, particularly when making difficult decisions;
\nFamiliarizing yourself with this policy, applicable laws, and policies relevant to your role and work location;
\nCompleting required training in a timely manner;
\nStaying informed about our standards and expectations;
\nSeeking guidance when you are unsure how to act appropriately;
\nPromptly reporting concerns about behavior that may violate this policy, other production policies, or the law\u2014do not investigate on your own; and
\nCooperating fully and truthfully if an investigation is required.<\/p>\n

Additional Responsibilities of Managers<\/strong>
\nIf you manage or supervise others, you have additional responsibilities, including:<\/p>\n

Leading by example every day;
\nSeeking help and guidance when needed;
\nSupporting your team by answering questions and listening to concerns;
\nCreating a safe work environment where people feel comfortable speaking up;
\nListening to and responding to concerns when they are raised;
\nKnowing when and how to escalate concerns to the appropriate department, such as People & Culture, Legal Affairs, or another safety team;
\nEnsuring that no retaliation or negative consequences result from raising a concern or complaint; and
\nDiscussing with your team how this policy should be followed in practice.
\nViolations of this policy, other production policies, and\/or local laws may result in disciplinary action, including termination of employment, recovery of financial damages, or criminal prosecution.<\/p>\n

Compliance with Laws and Regulations<\/strong>
\nWe strive for full compliance with all laws and regulations applicable to our productions. Use good judgment in your work and seek assistance when needed. If in doubt, consult your People & Culture department.<\/p>\n

Making the Right Choices<\/strong>
\nYou are not alone when faced with difficult decisions. Resources are available to help you.<\/p>\n

Ask yourself:<\/strong><\/p>\n

Is my action consistent with this policy, other policies, and high ethical standards?
\nCould my action be illegal?
\nWould I be comfortable if senior management at Warner Bros. Discovery knew about it?
\nWould I be comfortable if my family or loved ones knew about it?
\nWould I be comfortable if my decision or actions were made public?
\nIs this action right for the company\u2019s reputation\u2014and for my own?
\nIf you answer \u201cNo\u201d or \u201cI\u2019m not sure\u201d to any of these questions, contact the People & Culture team immediately.<\/p>\n

Asking Questions and Raising Concerns<\/strong>
\nSeek advice if you are unsure what the right course of action is, and report concerns involving legal or ethical issues.<\/p>\n

In such cases, we ask that you:<\/strong><\/p>\n

Contact the People & Culture department or the Legal Affairs department; and\/or
\nContact the Warner Bros. Discovery Ethics Hotline (the \u201cHotline\u201d) toll-free at +1-800-398-6395 or via wbd.ethicspoint.com. The website lists free phone numbers for all locations where Warner Bros. Discovery operates. Anonymous reports may be made where permitted by law. You may also contact the Warner Bros. Discovery Safety Hotline at +1-877-566-8001 or visit www.safetyontheset.com.
\nWe will ensure that all questions and reports are handled appropriately. Reports made outside the United States may be subject to the laws of the country in which the reporter works.<\/p>\n

All reports, including anonymous reports, will be handled in accordance with applicable privacy regulations and other relevant laws.<\/p>\n

Cooperation with Investigations and Audits<\/strong>
\nWe take all allegations of misconduct seriously and may conduct investigations to eliminate misconduct from the workplace, minimize its impact, and take corrective action where appropriate.<\/p>\n

All employees are expected to cooperate fully with internal and external investigations, audits, and inquiries when required.<\/p>\n

Remember:<\/p>\n

Never destroy, alter, or conceal documents (including text or chat messages) in anticipation of or in response to an investigation request;
\nNever provide incomplete, false, or misleading information to an investigator, or attempt to influence others to do so.<\/p>\n

Our Policy Against Retaliation<\/strong>
\nWe do not tolerate retaliation against anyone who, in good faith, seeks advice, raises concerns (including formal complaints) about potential violations of this policy, other production policies, or the law, or participates in an investigation.<\/p>\n

Raising a concern in good faith means making a sincere effort to provide honest, complete, and accurate information, even if it later turns out to be unfounded or incorrect.<\/p>\n

You may also communicate in good faith with a government authority regarding a potential violation of the law.<\/p>\n

A government authority includes any national, regional, or local government agency or commission that enforces workplace laws, rules, or regulations.<\/p>\n

Whistleblower Position<\/strong>
\nWhen communicating with a government authority, you may:<\/p>\n

Report a potential violation of the law;
\nParticipate in an investigation or proceeding conducted by a government authority, including by providing documents or other information; or
\nFile a charge or complaint with a government authority.<\/p>\n

Diversity, Equal Opportunity, and Non-Discrimination<\/strong>
\nWe strive to maintain a workplace where everyone is treated fairly, respectfully, and given equal opportunities. We are committed to fostering a diverse and inclusive work environment.<\/p>\n

The company provides equal employment opportunities and prohibits discrimination based on legally protected characteristics.<\/p>\n

We provide reasonable accommodations where required for qualified individuals with known disabilities or in other circumstances as required by local law.<\/p>\n

Safe and Healthy Work Environment<\/strong>
\nA safe work environment is fundamental to everything we do. Everyone is responsible for acting safely to protect themselves and others. Any situation that may pose a risk to health, safety, or the environment must be reported immediately. You may contact the Warner Bros. Discovery Safety Hotline at +1-877-566-8001 or visit www.safetyontheset.com.<\/p>\n

Alcohol and Drug Misuse<\/strong>
\nWhile working or performing production-related activities\u2014including off-site or after-hours events (such as premieres, finales, wrap parties, and holiday events)\u2014you may not use, possess, or be under the influence of illegal drugs or substances that could impair a safe and effective work environment or harm our reputation.<\/p>\n

When alcohol is served at work-related events, you are expected to consume responsibly and refrain from drinking if it could lead to inappropriate behavior, negatively affect performance, compromise safety, damage our reputation, or violate the law.<\/p>\n

Serving alcohol at a work or production event on a Warner Bros. Discovery location (such as the Studio Lot) requires prior approval from the People & Culture team.<\/p>\n

Workplace Violence<\/strong>
\nViolence of any kind will not be tolerated, including but not limited to:<\/p>\n

Intimidating or hostile behavior;
\nCausing, threatening, or attempting to cause physical harm to a person\u2019s life, health, well-being, family, or property;
\nVandalism, arson, sabotage, or other criminal activity; and
\nPossession of weapons unless properly licensed, approved by production management, and lawful.
\nRemember to:<\/p>\n

Comply with our harassment and workplace violence policies to ensure a safe, ethical, and professional workplace;
\nSpeak up, if it is safe to do so, when a colleague\u2019s behavior makes others uncomfortable;
\nReport sexual harassment, including requests for sexual favors or other unwelcome verbal, visual, or physical conduct of a sexual nature;
\nBehave professionally and avoid inappropriate websites or sexually explicit or offensive material;
\nFollow all applicable safety, security, and health rules and practices;
\nImmediately report unsafe equipment or conditions to your manager and the People & Culture team, or contact the Safety Hotline.<\/p>\n

Harassment-Free Workplace<\/strong>
\nWe do not tolerate harassment or other offensive behavior. Unwelcome conduct is unacceptable.<\/p>\n

Harassment is defined under local law but generally refers to unwelcome verbal or physical conduct directed at a person\u2019s characteristics that violates their dignity, interferes with performance, or creates an intimidating or hostile environment.<\/p>\n

While we recognize that certain content in the entertainment industry may differ from other sectors, we do not tolerate the sharing of sexually explicit or similar material with colleagues based on gender, race, sexual orientation, or other personal characteristics. If you feel uncomfortable with discussions or activities related to the creation, production, or distribution of our content, you may raise this with the People & Culture team.<\/p>\n

Sexual harassment commonly occurs when:<\/strong><\/p>\n

Submission to unwelcome conduct becomes a condition of employment or is used as the basis for employment decisions; or
\nAn intimidating, offensive, or hostile work environment is created through unwelcome sexual advances, jokes, or other verbal or physical conduct of a sexual nature.<\/p>\n

Respect for Human Rights<\/strong>
\nWe respect the human rights and dignity of everyone and comply with all laws that promote and protect human rights and prohibit slavery and human trafficking. Any suspicion or evidence of human rights violations must be reported to the People & Culture team. This includes promoting diversity, accommodating disabilities, and protecting everyone with whom we do business.<\/p>\n

Environmental Responsibility<\/strong>
\nWe are committed to operating in an environmentally responsible and sustainable manner. We comply with applicable environmental laws and regulations and strive to minimize our environmental impact in ways relevant to our business and important to the communities in which we operate.<\/p>\n

Financial Records and Disclosure<\/strong>
\nThe integrity of our financial records is essential for compliance with accounting, tax, disclosure, and other legal requirements. Everyone is responsible for ensuring that all production records\u2014such as timesheets, expense reports, and financial statements\u2014are accurate, complete, and honest.<\/p>\n

If you have concerns about questionable accounting or auditing matters, contact the Legal Affairs department or the Ethics Hotline immediately. Anonymous reports may be submitted where legally permitted. Retaliation for raising accounting or audit concerns is not tolerated.<\/p>\n

Insider Trading<\/strong>
\nDo not buy or sell securities while in possession of material non-public information (\u201cinside information\u201d), and do not share such information with others for improper purposes. Even informal conversations may be considered illegal tipping. Material information is information that a reasonable investor would consider important in making investment decisions.<\/p>\n

Misuse of Funds and Fraud<\/strong>
\nEveryone is personally responsible for safeguarding company assets and ensuring their proper use. Do not use production assets for fraud, theft, embezzlement, misappropriation, money laundering, tax evasion, or other unlawful conduct. Such actions undermine our integrity, damage our reputation, and expose the company and individuals to serious consequences.<\/p>\n

Use facilities, materials, and equipment only for authorized work purposes and report suspicious financial transactions or activities to the production\u2019s legal team.<\/p>\n

Gifts and Entertainment<\/strong>
\nNever give or accept gifts or entertainment that could improperly influence\u2014or appear to influence\u2014business decisions.<\/p>\n

A gift includes anything of value, such as meals, entertainment, travel, accommodations, tickets, discounts, services, or privileges. Cash gifts or cash equivalents (including gift cards redeemable for cash) are strictly prohibited.<\/p>\n

More expensive gifts increase the risk of a conflict of interest. Legal approval is required for any gift given or received with a value exceeding USD $500 (subject to local law). This limit applies to the total value of gifts exchanged with the same source over a 12-month period.<\/p>\n

Even modest gifts can create conflicts, so always consider how they may be perceived. Contact the Legal team for guidance.<\/p>\n

Conflicts of Interest<\/strong>
\nA conflict of interest arises when personal or family interests interfere\u2014or appear to interfere\u2014with sound, objective business judgment. You are expected to act in the best interests of the company and avoid situations that create conflicts.<\/p>\n

Common conflict situations include gifts, entertainment, outside employment, financial interests in other companies, and workplace relationships.<\/p>\n

Financial Conflicts of Interest<\/strong>
\nConflicts may arise if you have a financial interest in a production partner or competitor, especially if you can influence business decisions. Disclose such risks using a conflict of interest form.<\/p>\n

Providing Services to Other Companies<\/strong>
\nOutside work must not conflict with your production role, involve confidential information, or use production resources. Consult People & Culture if unsure.<\/p>\n

Examples of potential conflicts include:<\/strong><\/p>\n

Working elsewhere during production hours;
\nFinancial interests in competitors or vendors;
\nAccepting excessive gifts or invitations;
\nSelecting vendors with whom you have a personal relationship;
\nDating or having a romantic or sexual relationship with another production member;
\nUsing information obtained through work for personal gain;
\nInfluencing employment decisions involving someone with whom you have a personal relationship.<\/p>\n

Personal Relationships at Work<\/strong>
\nTo prevent conflicts of interest, disclose any personal relationship involving someone engaged with the company if:<\/p>\n

You can influence their employment terms, promotion, or hiring; or
\nYou can influence whether the company engages with a specific party.
\nIf unsure, seek guidance from the Legal team and follow company procedures for resolving potential conflicts.<\/p>\n

Anti-Bribery and Anti-Corruption<\/strong>
\nBribery in any form\u2014whether involving private individuals or government officials\u2014is strictly prohibited. This includes actions by third parties acting on our behalf.<\/p>\n

Bribery involves offering, giving, receiving, or soliciting anything of value to improperly influence another\u2019s actions. This includes money, gifts, facilitation payments, charitable donations, services, or favors.<\/p>\n

Legal approval is required before:<\/strong><\/p>\n

Offering anything of value to a government official;
\nDoing business with a government official;
\nEngaging agents or third parties who may interact with government officials.
\nA government official includes employees of government bodies, state-owned entities, international organizations, elected or appointed officials, royalty, and political candidates.<\/p>\n

Be alert to corruption red flags, especially when working with agents, including requests for cash payments, excessive commissions, incomplete invoices, or claims that payments are needed to \u201cget things done.\u201d<\/p>\n

Antitrust and Fair Competition<\/strong>
\nWe support free and fair competition. Antitrust laws are complex, so consult the Legal team when in doubt.<\/p>\n

Do not:<\/strong><\/p>\n

Discuss pricing, hiring, bidding, or market allocation with competitors;
\nTake actions solely to exclude competitors unfairly;
\nShare or obtain confidential competitive information improperly.
\nReport suspected violations immediately.<\/p>\n

Confidential Information and Intellectual Property<\/strong>
\nConfidential information includes all non-public information related to the production or company. Protect it, limit access, and use it only for authorized purposes. Respect third-party confidential information and intellectual property.<\/p>\n

Confidential information and IP remain protected even after your engagement ends.<\/p>\n

Examples include:<\/strong><\/p>\n

Show and film concepts, titles, and content;
\nBrands, logos, trademarks, and copyrights;
\nBusiness and marketing plans;
\nMethods, systems, software, and technology.
\nConsult Legal Affairs with any questions or suspected infringements.<\/p>\n

Piracy<\/strong>
\nPiracy\u2014including unauthorized streaming, downloading, uploading, or copying of copyrighted content\u2014is illegal and a violation of this policy, subject to disciplinary action up to termination.<\/p>\n

Data Privacy<\/strong>
\nFollow all applicable data protection laws and company policies when collecting, using, storing, sharing, or deleting personal information. Share personal data only for legitimate business or legal purposes.<\/p>\n

Personal information includes identifiable data such as contact details or date of birth, and sensitive data such as financial, health, identification, or children\u2019s information.<\/p>\n

Public Communications<\/strong>
\nTo ensure consistency, only authorized individuals may speak on behalf of the production. Do not engage with journalists or external inquiries without prior approval and guidance from the production\u2019s Legal team.<\/p>\n

Social Media Use<\/strong>
\nDo not imply you are speaking on behalf of the company or production unless authorized. Use intellectual property only with permission. Be transparent about your role and include a disclaimer stating that your views are your own.<\/p>\n

Do not post or share sensitive information. If unsure, contact Legal Affairs.<\/p>\n

Political Activities<\/strong>
\nYou may participate in personal political activities on your own time. Do not imply that your personal views represent the production or company, and do not use production resources for political purposes without authorization.<\/p>\n

Production Assets and Property<\/strong>
\nBe vigilant against theft, fraud, waste, and misuse of production resources, including budgets, facilities, equipment, and information systems.<\/p>\n

Remember:<\/strong><\/p>\n

Never use production resources for unlawful or inappropriate activities;
\nUse budgets only for authorized production purposes;
\nProtect equipment, systems, and passwords;
\nDo not create, store, or transmit illegal or offensive content;
\nDo not leave devices containing company data unattended.<\/p>\n

Conclusion<\/strong>
\nThis policy is not intended to limit rights protected under Section 7 of the U.S. National Labor Relations Act or comparable local laws, including discussions about wages, hours, working conditions, health, and safety. This policy supplements existing policies and may be amended at any time.<\/p>\n

Contact<\/strong>
\nMarjanne Wolters
\nPeople & Culture Partner
\nMarjanne.wolters@wbitvp.nl
\n+31 6 25191086<\/p>\n

You may also contact the Warner Bros. Discovery Ethics Hotline at wbd.ethicspoint.com or +1-800-398-6395, or the Safety Hotline at +1-877-566-8001.<\/p>\n","protected":false},"excerpt":{"rendered":"

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