Our conduct code

(validated by the Board of Directors on 12/11/2012)

The company "Constructions Mécaniques Mota" and its subsidiaries "MOTA SA", "FBA", "MOTA North America" enjoy an excellent reputation among all third parties in contact with its employees. MOTA North America" enjoy an excellent reputation among all third parties in contact with its employees.
This reputation extends beyond our borders due to the international nature of their activities. As the MOTA Group continues to grow, we want to ensure that we continually promote the compliance with regulations, behaviors and ethical values that have built this reputation.

The Code of Conduct of the Mota Group has been established, in complement and without contradiction with

    The internal regulations in force
    The Management Declaration

in order to describe the state of mind with which each member of staff, employee, manager or director undertakes to behave towards any person who is in any way connected with any of the group companies.

Group employees are also asked to encourage their professional entourage to adopt the same approach.

Business Practices


Compliance with applicable laws:

In each country in which Grupo Mota operates, the laws and regulations of the region or country are applied. The principles of this Code of Conduct are to be applied in all cases where these laws and regulations do not specify any rules.

Attitude and rules towards business partners:

Intellectual honesty and thoroughness are the basic principles that characterize the Group's behavior towards all its customers and business partners.

Members of the Group must never offer existing or potential clients, political or union leaders, or any other influential person any gift or gratuity whatsoever, beyond the limits permitted by French law and commonly accepted in business practices.

Similarly, Mota Group employees must not accept any money, gift or gratuity from a Group partner to the extent that such gratuity might influence their objectivity in making a business decision. (This rule becomes strict and without exception for any member of the Purchasing and Accounting departments).

Accounting Practices:

All financial transactions of Grupo Mota are recorded in accordance with applicable accounting rules and are audited annually by two independent auditing companies to ensure their reality and fairness.

Conflict of Interest:

All staff members, employees and directors undertake to conduct themselves in their private or professional activities in a manner that is not, or could not become, in conflict with the interests of the group. If such a conflict of interest arises, it is requested that it be immediately report by the person concerned to his/her supervisor and failing that to Management.


Political implications:

Grupo Mota maintains a neutral position with respect to political parties and candidates.


Environmental practices


Energy saving:

Grupo Mota's products and manufacturing processes are designed to use energy efficiently and to minimize residues during their manufacture and during their life span.

Precautionary Principle:

Grupo Mota contributes to the precautionary principle in respect of the environment and human health by avoiding, as far as possible and when an alternative exists, any manufacturing process or materials that present a risk. In any case, continuous monitoring is organized to minimize, in general, all impacts. No form of forced labor or child labor is tolerated in the Mota Group's factories. The labor code is respected and an organization is in place to detect possible abuses.

Working conditions:

Working conditions are regularly audited to ensure the safety and health of operators.


Responsibilities of managers and employees


It is the responsibility of Grupo Mota's management to communicate and explain the content and spirit of this document to the entire group's organization and to encourage employees to denounce any behavior that contradicts the principles contained in this document.

Any behavior in contradiction with these principles must be reported to the Management, anonymously and confidentially, through the 'Staff Delegates' or 'Single Staff Delegation'.

No grievance may be held against persons who report in good faith any behavior that contradicts the principles contained in this document.

The internal regulations (Article 15-10) also stipulate the procedure to be followed, directly with the Management, for any person who feels that he or she is a victim of acts constituting sexual harassment, moral harassment or violence in the workplace.

This code of conduct refers to the internal regulations in force: any behavior that contradicts its principles may be sanctioned.

This Code of Conduct was submitted to and adopted by the Board of Directors on November 12, 2012 and can only be modified by this body.