Employee Conduct Standards
The safety of the public, employees and contractors is our highest priority. The company's commitment to a safety-first culture is reinforced with our Safety Principles, PG&E's Safety Commitment, Personal Safety Commitment and Keys to Life. These tools were developed in collaboration with PG&E employees, leaders, and union leadership and are intended to provide clarity, support and confidence as employees strive to take personal ownership of safety at PG&E.
Nothing is more important than public and employee safety.
We must create an environment at PG&E where employees feel free to raise all safety-related issues without peer pressure or fear of reprisal. This includes near hits and unsafe situations of any kind.
We must encourage open and honest communication on safety, so that we identify and eliminate unsafe situations and avoid incidents and injuries.
To enhance safety and prevent future incidents, we will adopt a voluntary non-punitive self-reporting system for unsafe occurrences and hazardous situations.
We acknowledge and reward safe behavior and practices to encourage our employees and to reinforce continuous learning.
PG&E takes a behavior-based approach to discipline. Discipline is considered only when an employee acts in a reckless manner; demonstrates a pattern of carelessness or non-compliance; puts the employee, coworkers or the public at risk by intentionally violating the Keys to Life or the Code of Conduct.
PG&E's Safety Commitment
- We will train, equip and qualify our people to work safely.
- We will design, build, operate and maintain our systems with the highest regard for the safety and well-being of all.
- We will identify and address the underlying causes of incidents to prevent them from recurring.
Personal Safety Commitment
- I will make my personal safety and the safety of my coworkers and the public my highest priority.
- I will make sure I understand how to do the work safely before I start the job.
- I will speak up about safety concerns.
- I will look for safety hazards and intervene to stop unsafe acts.
- I will close out and properly document my work.
Keys to Life
To assure your safety and that of your coworkers and the public:
- Follow safe driving principles
- Use appropriate life-saving personal protective equipment (PPE)
- Follow electrical safety testing and grounding rules
- Follow clearance and energy lock-out rules
- Follow confined space rules
- Follow suspended load rules
- Follow safety at heights rules
- Follow excavation procedures
- Follow hazardous environment procedures
Our expectation is that all employees and contractors of PG&E, individually and as a group, share the responsibility for safety performance at PG&E.
- Q: I just saw a downed power line on the ground but I don't work in the group that responds to these issues. Regardless, I know I need to act. What should I do?
- A: Stay away, keep others away and immediately call 911 to alert the police and fire departments. Always assume downed electric lines are energized and dangerous. Any contact with wires by branches, pipe or equipment can be fatal. Additionally, report the downed line to PG&E at 800-743-5000.
Ensure that the work environment is safe by identifying and controlling unsafe conditions and occupational and public safety hazards. When operating a vehicle on PG&E business, make sure you have a valid driver's license, comply with the state vehicle code, and operate the vehicle safely at all times. Help and encourage others to work safely, and always place safety first.
- Q: I was injured at work, but I don't want to report it because it will negatively affect our department's safety goal. What should I do?
- A: Report it to your supervisor and then call the 24/7 Nurse Report Line at 888-449-7787. Each of us is responsible for reporting workplace injuries. The department's desire to achieve the safety goal should not prevent any employee from reporting a workplace injury, and supervisors must never encourage employees to cover up a safety incident.
Immediately report to your supervisor all occupational injuries and illnesses, injuries to non-employees, damage to property resulting from PG&E business activities, and any unsafe conditions that you cannot safely correct. You also can contact the 24-hour Safety Helpline at 415-973-8700.
Fitness for Duty
You are expected to be mentally and physically fit for work, to report to work fit for duty, and to remain fit while on duty. While on duty, you may not be under the influence of alcohol or any drugs that impair your ability to perform your work safely and efficiently. Never use, possess, sell, offer to sell, transfer, provide, share, or purchase illegal drugs while on duty or on PG&E property or be in possession or under the influence of medication prescribed for someone other than you.
You also must comply with your specific organization's alcohol and drug standards and any other fitness-for-duty regulations that apply to your job, such as those required by the Nuclear Regulatory Commission and the Department of Transportation.
Tell your supervisor if you're taking prescription drugs or over-the-counter medications that you reasonably believe could affect your ability to work safely or efficiently.
- Q: I'm taking prescription medication that could inhibit my ability to work, but I don't want to tell my supervisor because I don't want to reveal my medical condition. Do I have to tell my supervisor what kind of medication I'm taking and why I'm taking it?
- A: No, you are not required to tell your supervisor the type of medication you are taking or why you are taking it. However, you must inform your supervisor about the effects of a medication that you and your treating physician (who understands your work activities) believe could affect your work performance. You and your supervisor can then determine if you're able to do your work safely and efficiently.
Use of Alcohol
Never report to work under the influence of alcohol. You may not consume alcohol while on duty, including lunches and during overtime meals, or on company property. Exception: officers and directors may authorize, in advance, the consumption of alcohol for special occasions or for certain business meetings as long as such use is limited and does not violate other legal requirements, such as those of the Nuclear Regulatory Commission or the Department of Transportation.
You may not operate a PG&E-owned, leased, or rented vehicle after consuming alcohol, even if consumption is permitted under the exception described above. You may not transport alcohol in a PG&E-owned, leased, or rented vehicle unless you have the prior consent of an officer or a director.
Employees who violate this alcohol conduct standard may be terminated.
- Q: When I attend work-related conferences, there are times when I have dinner with other conference attendees after the conference has ended for the day. May I consume alcohol at dinner?
- A: You are permitted to consume alcohol if the business portion of the conference is over, you are no longer performing work duties, and you will not be driving a company or rented vehicle. Don't consume alcohol to the extent that you would negatively affect the company's reputation or image. Also, if you are driving a personal vehicle after consuming alcohol, it is your responsibility to make sure that you're fit to operate a vehicle safely and in compliance with the law.
If you are unable to report to work for any reason, you must contact your supervisor before the start of your work period. Also, check with your supervisor to see if your department has additional call-in requirements.
Harassment and Discrimination
At PG&E, we are committed to maintaining a work environment that respects individual differences. Conduct yourself in a professional manner and treat others with respect, fairness, and dignity. PG&E does not tolerate harassment or discrimination, including behavior, comments, jokes, slurs, email messages, pictures, photographs, or other conduct that contributes to an intimidating or offensive environment. This includes using personal electronic devices on company time or in company work environments. Remember others may see what you're doing.
Harassment and discrimination also can occur in the form of bullying, initiation activities, or workplace hazing, which can be humiliating, degrading, or cause emotional or physical harm. No forms of harassment or discrimination are tolerated, regardless of the employee's willingness to participate; such conduct can result in termination.
- Q: I am new to the company and work with several employees who have worked for the company for more than 25 years. The longer-term employees refer to the younger employees as "kids" or the "youth group." While I respect all of my coworkers, I am offended by their comments. Are the comments considered age discrimination? If so, what should I do?
- A: Age discrimination under the law applies to people 40 years or older. While the comments would not be considered age discrimination under the law (because they are directed at employees under the age of 40), they are disrespectful and violate the company's Harassment-Free Workplace Standard. If you feel comfortable, you can respectfully inform your coworkers that you're offended by their comments and ask them to stop. If you don't feel comfortable addressing your coworkers directly, you should discuss the issue with your supervisor or your Human Resources representative. You also may call the HR Helpline at 415-973-HELP or call the Compliance and Ethics Helpline at 888-231-2310 to report the inappropriate behavior.
You must comply with applicable federal, state, and local statutes prohibiting conduct that could reasonably be construed as sexual in nature,3 or discrimination or harassment based on race, color, religion, age, sex, pregnancy, physical or mental disability, national origin, ancestry, medical condition, veteran status, marital status, sexual orientation, gender identity, gender expression, genetic information, or any other non-job-related factor. This applies to all employment practices, including advancement, disciplinary decisions, benefits, training, and general workplace conduct.
Employees in supervisory and leadership positions are expected to be familiar with PG&E's standards on harassment and discrimination and with relevant federal, state, and local laws. Supervisors who fail to take action, engage in harassment, or permit harassment to occur not only expose PG&E to liability, they also expose themselves to personal liability. Employees also can be held personally liable for engaging in harassment.
PG&E has the same expectations for its contractors, consultants, and suppliers when they engage in PG&E-related work. Those expectations are described in PG&E's Contractor, Consultant, and Supplier Code of Conduct.
3Examples of conduct that is sexual in nature include: invitations for sexual contact or graphic commentary about an individual's body; any conduct involving sexually suggestive or obscene objects, pictures, websites, cartoons, posters, clothing, notes, letters, emails, or electronic media such as texting, instant messaging or blogging; sexual gestures; leering; inappropriate touching; assault; or impeding or blocking movement.
PG&E is committed to maintaining a safe and secure workplace and working environment. Acts or threats of physical violence, intimidation, harassment or coercion, stalking, sabotage, and similar activities are not tolerated. Employees who engage in acts or threats of violence may be terminated.
- Q: What should I do if I've been threatened with a potential act of violence at work?
- A: If you feel you're in immediate danger, call 911 and then contact your supervisor as well as Corporate Security. During normal business hours, contact your supervisor and Corporate Security at 223-6920 or 415-973-6920. To contact Corporate Security after normal business hours, call 800-691-0410.
Weapons in the Workplace
You may not bring, carry, store, or use any type of weapon on PG&E-owned, leased, or rented property; in a PG&E-owned, leased, or rented vehicle; in a personal vehicle while on PG&E business; or at a job site, whether on or off duty, unless you're explicitly authorized and have a legitimate business reason to do so. A "weapon" is a firearm, ammunition, explosive, or any other device or object that can be construed as a weapon by the Corporate Security Department. Weapons do not include tools that are used for legitimate business purposes.
Gambling in the Workplace
Gambling while at work and using company assets for gambling are prohibited, including during breaks. For purposes of this standard, "gambling" is defined as playing a game for money or property or betting on an uncertain outcome. Prohibited gambling activities include, but are not limited to:
- Games (e.g., cards, dice, and dominoes) played for money or property
- Sports pools such as the Super Bowl, all-star games, the World Series or the NCAA basketball tournament
- Internet gambling
Using company assets, such as computer software to track wagers or copying machines to copy wagers, is not permitted.
- Q: Can my workgroup hold a raffle or drawing to raise money for the Campaign for the Community?
- A: No. Raffles aren't allowed under California law because PG&E is not a 501(c)(3) charity. However, employees can hold auctions or conduct events with giveaways and door prizes if the event is open to everyone and everyone is eligible for the prizes regardless of whether they've made a charitable gift. Raffles may be conducted only by 501(c)(3) nonprofit agencies and organizations, such as qualified PG&E Employee Resource Groups.
Drawings are permitted only if participants aren't required to purchase a ticket to participate. For example, asking for a suggested donation is acceptable for a drawing as long as the organizers provide an alternate means of entry where participants aren't required to donate. For more information about Campaign for the Community activities or raffles and drawings, contact CommunityRelations@pge.com
Each of us is responsible for the proper acquisition, use, maintenance, and disposal of company assets (e.g., materials, equipment, tools, real property, information, data, intellectual property and funds) and services. Theft, carelessness, and waste have a negative impact on PG&E's success. Do your part to protect the company's assets and ensure their efficient use.
- Acquire assets in compliance with procurement standards and procedures (including delegations of authority), avoiding any real or apparent conflict of interest.
- Use company assets only for legal and ethical activities.
- Protect assets - including information, data and intellectual property - from damage, unauthorized modification or disclosure, waste, loss, misuse, or theft.
- Tell your management about inventions and developments that you create within the scope of your employment or with the use of PG&E resources. These inventions and developments are property of the company.
- Dispose of or transfer assets only with appropriate written approval. PG&E has a legal responsibility to report any donation of an asset to a charitable entity or political organization.
- Follow affiliate rules procedures if you intend to share or transfer assets between or among PG&E's affiliates or subsidiaries, including between the corporation and the utility. For more information, see the Affiliate Rules Intranet site or contact the Law Department.
Don't do these:
- Don't misuse or take intangible assets, including intellectual property or nonpublic information about PG&E or others that you obtain in the course of your job. This responsibility continues even when you're no longer employed by PG&E.
- Don't install, rearrange, remove, or tamper with company metering or service equipment without proper approval and authorization.
- Don't divert or steal energy.
- Don't commingle company funds with personal funds.
- Don't take or misuse company property, funds, or service.
- Don't use PG&E assets for private commercial enterprises or personal gain.
- Don't access or store sexually suggestive or explicit material using company assets, including computers, mobile phones or other electronic devices. (If you're unsure if material is acceptable, don't access or store it.) Employees who access or store sexually suggestive or explicit material using company assets may be terminated.
Company assets such as computers, telephones and mobile phones, fax machines, copy machines and conference rooms are intended for PG&E business. PG&E allows limited personal use of these and similar assets as long as such use meets these requirements:
- It is occasional.
- It is incidental to business use.
- It is not for outside employment.
- It does not result in excessive costs.
- It does not interfere with your work responsibilities.
- It is in compliance with laws, regulations, company guidance documents (policies, standards, procedures, bulletins, and manuals, including this code of conduct), and any business restrictions.
Other company assets—including vehicles, construction equipment, tools and similar assets—may be used only for PG&E business. Exceptions are permitted in emergency situations or with officer approval.
If you're unsure about what is appropriate use of a company asset, ask your supervisor or call the Compliance and Ethics Helpline at 888-231-2310.
If you would like to allow a charitable entity or political organization to use a company asset — for example, a conference room for a meeting — PG&E may need to report the use as a donation. You need to request approval in advance. Please talk to your supervisor before making arrangements.
- Q: My daughter is selling cookie dough for her school fundraiser. Am I allowed to bring the flyer and order sheet to work so my coworkers can purchase the cookie dough?
- A: With permission from local management, you may put a flyer and order sheet in the break room or area and distribute the cookie dough during your break or meal period. You're responsible for ensuring that your activities do not interfere with your work or cause a disruption in the workplace.
Computer and System Security
You're responsible for ensuring the security of PG&E by complying with the company's information security standards.
- Use only approved, authorized and properly licensed software on PG&E computer systems.
- Connect only PG&E-authorized computers and equipment to PG&E networks.
Don't do these:
- Don't share passwords or other access credentials with any other person or group, and don't use another person's password.
- Don't attempt to degrade the performance of PG&E systems or deprive access to authorized users.
- Don't attempt to circumvent or attack security controls on a computer system or network.
- Don't access or download sexually suggestive or explicit, gaming, file sharing, or other inappropriate files or websites.
- Don't store inappropriate or pirated content on company equipment.
Immediately report any suspected or actual breach of PG&E computer system or network security to Information Security's 24-hour emergency hotline at 415-973-2477 and help in the investigation as needed.
These days, the reach of social media is wider than ever. While social media can help PG&E build and strengthen relationships with our customers, employees and community members, it also has the potential to negatively impact the public's perception of PG&E or your personal or professional reputation.
When we refer to social media activity, it includes:
- all types of posts and other communications on the Internet;
- posts on social networking sites (such as Facebook, Twitter, Yammer, and LinkedIn);
- blogs and other online journals and diaries;
- bulletin boards and chat rooms; and
- posts of video or audio on media-sharing sites, such as YouTube or Flickr.
Social media activity also includes permitting, or failing to remove, posts by others where the employee can control the content of posts, such as on a personal page or blog.
PG&E respects your right to participate in social media and understands that your time outside of work is your own. PG&E also values its established brand reputation and goodwill relationships, which are important corporate assets. Whether or not you consider yourself a Tweeter, Yammerer, Blogger or Facebooker, it's important to understand how to use social media appropriately and effectively.
If you engage in social media activity that identifies you as a PG&E employee, or your work at PG&E, even if done off premises and while off-duty, you could affect PG&E's reputation.
- Be open and honest about who you are (no false names or pseudonyms), especially if it could be reasonably construed that you're speaking on behalf of PG&E.
- Recognize that your social media activity is subject to relevant PG&E policies, standards, and procedures. This includes but is not limited to, this Code of Conduct as well as requirements for protecting confidential information.
- Feel free to visit or participate on PG&E-sponsored social media sites. All participation on these sites is purely voluntary.
- Consider participating in PG&E internally sponsored social media sites such as Yammer.
- Use your personal email account (not your PG&E email) when setting up or participating in external social media channels. Exceptions can occur if you've received prior authorization from External Communications.
- Use your own personal device when making personal references or recommendations on social media outlets such as LinkedIn or Yelp. Personal references and recommendations on social media sites should be done as an individual and not on behalf of the company.
- Adhere to copyright and fair use laws.
Don't do these:
- Don't represent in any social media content that you are authorized to speak on behalf of PG&E, or that PG&E has reviewed and approved your content, without the prior written approval of External Communications.
- Don't post content about PG&E, management, coworkers, shareholders, customers, vendors, affiliates or competitors that is vulgar, obscene, harassing, or a violation of PG&E's conduct standards including those addressing discrimination, harassment and workplace violence.
- Don't make business commitments for PG&E on social media platforms. Information generated on social media is considered temporary and not legally binding.
- Don't post photographs or video of the nonpublic areas of PG&E's premises, or of PG&E's processes, operations or products without PG&E's prior written approval.
- Don't use PG&E's logo, trademark or proprietary graphics in a way that suggests that you are representing PG&E.
PG&E does not apply these requirements in a manner that improperly interferes with or limits employees' rights under the National Labor Relations Act. Legally protected social media discussions include discussions about wages, hours, and working conditions; the right to self-organize, form, join, or assist labor organizations, to bargain collectively through representatives of your choosing regarding your wages, hours and working conditions; or to engage in other concerted activities about the same or other mutual aid or protection; or to refrain from engaging in such activities.
If you have questions, please email the social media mailbox (email@example.com) or call the Compliance and Ethics Helpline at 888-231-2310.
- Q: Can I state on a social networking site that I work for PG&E?
- A: Yes. However, you should never state that you are speaking on behalf of PG&E unless you're an authorized representative of the company.
- Q: Can I post pictures of PG&E employees at a volunteer event on Yammer?
- A: Yes. You can post pictures of PG&E employees on Yammer. However, you cannot post the same photo on Facebook or another external social media site without the approval of External Communications and the permission of the individuals photographed.
If you have questions, please email the social media mailbox (firstname.lastname@example.org) or call the Compliance and Ethics Helpline at 888-231-2310.
When we do our work, we generate, receive, and use, company information. Information is created every day, whether computerized or on paper. Each employee must manage PG&E information carefully and responsibly, and be accountable for identifying records from information. Company records must be stored, managed and disposed of in accordance with specific Company procedures. Examples of company records include:
- Maintenance records and inspection documents
- As-built drawings
- Personnel documents
- Reports to government agencies or other public communications
- Workers' compensation or other benefit-related information such as dependent eligibility
- Financial reports
To keep our system safe and reliable, we must always complete and document our work. Accurate records are an essential ingredient of PG&E's operations. When working with company information and records:
- Never misstate facts or omit material information
- Never hide, alter, falsify or disguise the true nature of a business transaction or commitment
- Never forge endorsements, approvals or authorizing signatures
- Never process, enter into a system or approve a record or disclosure that you know is false or misleading
Report any issues to your supervisor or other appropriate person.
PG&E has operational, regulatory, and legal requirements to retain certain records for prescribed periods of time. The Records Management Policy and Standard identifies electronic records as the official record, and you are expected to consistently retain records for the appropriate period of time and in an approved system of record.
There may be additional retention requirements for records you possess that relate to a topic of investigation or litigation, which may suspend the disposing of records. When this happens, the Law Department will notify you when records are placed on “legal hold.”
Also, as a condition of forming the holding company, the California Public Utilities Commission requires employees to retain certain correspondence and documents involving communication between the holding company and the utility per CPUC affiliate rules. Emails between the holding company and the utility are retained and archived automatically. Hard-copy documents, not transmitted by email, must also be retained.
If you need help with managing records, ask your supervisor, your designated Line of Business Records Coordinator, or the PG&E Records Management Department at Records_support@pge.com.
Confidential and Customer-Specific Information
You may have access to confidential proprietary nonpublic information on the job. You may work with information that contains personally identifiable material about PG&E, employees or customers, such as their names, addresses, phone numbers, or Social Security numbers. Maintain the confidentiality of information entrusted to you by PG&E and our customers, except when disclosure is properly authorized or legally mandated.
When dealing with confidential information:
- Never view it for a non-business reason,
- Never use it for personal gain or advantage, and
- Never share it without appropriate approval.
If you are required to share confidential information, make sure that it is appropriately protected and secure. This obligation continues even after you are no longer employed by PG&E. Revealing nonpublic information that you obtained in the course of your employment with PG&E is a violation of this Code of Conduct and may be illegal. For more information, refer to the non-disclosure agreement that all employees sign prior to working for PG&E.
Confidential information includes all nonpublic information that is valuable to PG&E or harmful to PG&E or our customers if disclosed. There are four types of confidential proprietary nonpublic information.
Customer information includes any information about a specific customer that can be used to personally identify a customer, including such things as name, address, Social Security number, phone numbers, contact names and billing data such as balance owed or energy usage.
- Never disclose any information about a customer to a third party without the customer's documented approval unless:
- You are legally required to do so (for example, under a court-issued subpoena); or
- The information is necessary to be disclosed for PG&E to provide utility services (for example, the information is for a PG&E vendor to provide customer billing or energy management services).
- Never change, update, or manipulate your own utility account or the account of a family member, friend or coworker.
Employee information includes information about a specific employee, including such things as name, home address, Social Security number, personal phone numbers, benefits, images, photographs and performance evaluations.
- Never disclose such information to another employee, shareholder, or a third party without appropriate approval.
- Forward requests for employee information and references to your human resources representative.
Intellectual property and trade secrets are developed or collected by PG&E from a variety of legitimate sources. PG&E uses these assets and information to achieve its business goals or to evaluate the merits of its own products, services and marketing methods, and to develop strategic plans as well as products and services. Information and materials related to competitive strategy, trading, investment, costs, and financing methods are examples of this type of confidential information.
- If you observe intellectual property obtained accidentally or unethically, keep it confidential and immediately review it with your supervisor and the Law Department to determine the right course of action.
- It's against the law and this Code of Conduct to develop or gather intellectual property by trespassing, burglary, wiretapping, theft, accessing unprotected networks or other illegal activity.
- Don’t disclose PG&E confidential intellectual property to parties outside PG&E unless you obtain approval from your director or officer. Also, you must obtain a signed non-disclosure agreement from the third-party.
Supplier information includes pricing and contract information.
Please exercise caution when using or handling proprietary information. If you have questions, contact the Law Department.
- Never disclose supplier information to a third party without appropriate approval and a legitimate business reason.
- You also must comply with any nondisclosure agreement or the confidentiality provisions of an applicable supplier/vendor agreement.
- Q: I have access to nonpublic information as a part of my regular job duties. I understand that I can't share nonpublic information with people outside of the company or outside of my department. However, can I share this information with a coworker inside my department who does not have access to the same information?
- A: You may share the information with your coworker only if he or she has a business need to know. Talk with your supervisor before sharing confidential information with an employee who does not normally have access to such information.
- Q: Does this Code limit my ability to discuss wages, hours, and working conditions?
- A: No. PG&E doesn't apply these requirements in a manner that improperly interferes with or limits employees' rights under the National Labor Relations Act. For example, your wage statements and your written job description (if any) constitute nonpublic information, but they may be shared by you in connection with a discussion about your wages, hours and/or working conditions. If you have a question or concern about whether disclosure of nonpublic information is permissible, you may without fear of reprisal ask your supervisor or your local human resources representative about whether such nonpublic information may be disclosed.
Supplier Code of Conduct
PG&E suppliers, vendors, contractors and consultants (collectively, “suppliers”) are subject to PG&E's Supplier Code of Conduct. If you interact with PG&E suppliers, please read the Supplier Code of Conduct.
PG&E's Supplier Code of Conduct contains principles and conduct standards that suppliers as well as their employees, subcontractors, sub-suppliers, and sub-vendors must adhere to as they provide goods and services to PG&E. Inappropriate supplier conduct could potentially violate laws, regulations or policies and might reflect poorly on PG&E. Failure to comply with the Supplier Code of Conduct could result in termination of the supplier's assignment and/or contract. If you become aware of potentially inappropriate supplier conduct, please contact the Compliance and Ethics Helpline at 888-231-2310.
PG&E retains the right to monitor its assets and work environments in compliance with applicable federal, state, and local laws and this Code of Conduct. It monitors to promote safety, prevent criminal activity, investigate alleged misconduct and security violations, manage information systems, or for other business reasons.
Even though limited personal use of company assets is permitted, you should have no expectation of privacy when you use a PG&E work space, computer, voicemail, or system to create, access, transmit, or store information. Such information is accessible to PG&E even if it is password-protected, deleted by the user, or in a locked area. Limited personal use of company assets must also comply with this Code of Conduct.
Use PG&E funds for business expenses only, whether paying by credit card, cash or another method. Use good judgment to keep business expenses (for example, meal expenses) reasonable. You're expected to comply with PG&E's requirements for incurring and reporting business expenses. Report all expenses promptly and accurately via the travel and expense system.
Don't do these:
- Don't make unauthorized or personal purchases on company credit cards, through purchase orders or by other means.
- Don't incur unreasonable expenses on behalf of the company.
- Q: I am traveling on a business trip with my spouse. When we go out to dinner, can I put my spouse's meal on my corporate credit card?
- A: No. Company credit cards may be used for employee business expenses only. An exception exists in the rare event that your spouse's participation in the business event is necessary and/or appropriate and is pre-approved by an officer through a pre-trip authorization (PTA).
Corporate Name, Logo, and Colors
PG&E Corporation owns the trademarks that incorporate "PG&E" and the holding company and utility corporate names. You may use the corporate names and logos, the PG&E logo, and PG&E colors in presentations to public audiences in compliance with the standards issued by Corporate Affairs. For additional guidance, see the Brand Guidelines website.
Watch for the use of the PG&E graphic icon or the corporate name, logo or colors by those not authorized to represent PG&E, such as contractors. Also, energy affiliate companies must include disclaimers of specific wording and size when using the icon, corporate name, or logo. If you have any questions, please contact Corporate Affairs.
If you author an article or other published material about your employment activities at PG&E or a service that PG&E provides, and you plan to identify yourself as a PG&E employee, get approval from your supervisor and Corporate Affairs before publication.
Subject to exceptions approved by Corporate Affairs, PG&E does not endorse products or services or the firms or individuals who supply them, and favoritism must not be implied by testimonials or endorsements of PG&E's use of any materials, supplies, equipment, or service or by the use of its name in advertising, publicity, articles, or catalogs. If you have questions about endorsements, please call the Law Department or the Compliance and Ethics Helpline.
Implied or express endorsements of, or opposition to, political candidates, ballot measures, community organizations, or other entities on behalf of PG&E must be approved in advance by Corporate Affairs. Please contact Corporate Affairs for more information.
If you want to provide a testimonial or endorse an event, product, or service, do not use your job title or affiliation without approval from your supervisor and Corporate Affairs.
PG&E is committed to supporting the communities we serve in various ways, such as encouraging our employees to volunteer and providing shareholder-funded financial contributions to community organizations.
PG&E does not support organizations that, in their bylaws, policies, or practices, discriminate on the basis of race, color, religion, age, sex, national origin, ancestry, physical or mental disability, medical condition, veteran status, marital status, pregnancy, sexual orientation, gender identity, gender expression, genetic information, or any basis prohibited by applicable law.
It may constitute implied or express support if you use your job title or affiliation, or wear the PG&E logo while participating in a community activity. If you're unsure if this is appropriate, please check with your supervisor or Corporate Affairs before participating.
News Media Inquiries
Immediately refer any media inquiries to the media line at 415-973-5930. A Corporate Affairs representative is available 24 hours a day, seven days a week to respond to the news media.
If the media asks to speak with a PG&E subject matter expert, Corporate Affairs coordinates on behalf of PG&E. Under no circumstances are contractors permitted to represent themselves to the media as speaking on behalf of PG&E unless they are expressly authorized by Corporate Affairs.
In the case of an emergency, reporters arriving on the scene will try to gather information from any available source. If forced by the situation to respond to reporters, do not attempt to improvise an answer, do not speculate, and do not downplay the seriousness of the situation. Direct all reporter inquiries to company media relations personnel and, if they are not on the scene, then to the 24-hour media line 415-973-5930. Let them know that your priorities are to focus on safety for our customers and on completing the work.
You may not provide an employment reference for a former employee on behalf of the company. However, Work Number®, PG&E's third-party vendor handling all employee verification of employment and income requests, will confirm the time period that a former employee worked for the company and positions held. Work Number® can be used anytime and is available 24 hours a day, 7 days a week by calling 800-367-5690 or online at www.theworknumber.com. If you wish, you may provide a personal reference for the former employee, provided you do not use company resources to do so.