Our Responsibilities
We are responsible for our actions and our teams’ performance. We count on each other to follow our Code and win with integrity. We expect our third parties to act in a way that is consistent with the principles and values of our Code when conducting business with or on behalf of GM.
Our Code applies to:
Employees.
People leaders, executives, and senior leaders.
Board members.
Subsidiaries, as applicable.
Laws in some locations may differ from our standards. We follow applicable local laws and our Code. If there is a conflict with local requirements or another policy (including those of subsidiaries or business partners), contact Legal Staff.
We are all expected to:
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Review our Code.
Consult it so you are familiar with its principles.
Understand the rules and applicable laws.
Know the rules and policies that apply to our work. Address issues that arise and recognize when to get advice. Contact Legal Staff for assistance with legal issues.
Act ethically.
Use good judgment. Comply with the law, our Code, and our policies. Honor our commitment to integrity.
Share questions, concerns, and ideas.
Speak fearlessly. Report suspected violations of the law, our Code, and our policies. Provide feedback and make suggestions grounded in facts.
Cooperate fully.
Refer allegations of misconduct to the appropriate source. If you are unsure who to contact, reach out to Legal Staff. Respond promptly to any requests received as part of an investigation. Provide complete and accurate information.
Unique Responsibilities of People Leaders
People leaders set the tone and serve as key points of contact. They are expected to:
- Be role models—act, speak, and lead in a manner consistent with our Code, Values, and Behaviors.
- Build an ethical culture where responsibilities are understood.
- Foster a speak‑up environment without fear of retaliation.
- Listen, guide sound decisions, and escalate concerns to the appropriate departments.
- Speak up and promptly report potential misconduct or violations of law, our Code, or our policies.
- Help prevent retaliation against anyone who reports a concern in good faith.
- Seek advice when ethical situations are complex or unclear.
Consequences for Noncompliance
Violating the law, our Code, or policies may result in disciplinary action, including termination, and could lead to legal or financial penalties.
Not an Employment Contract
The Code does not alter the terms or conditions of your employment with GM. It does not constitute an employment contract or an assurance of continued employment.
No Rights Created
This Code is a statement of the fundamental principles that govern the conduct of the company’s business. It is not intended to and does not create any obligations to or rights in any employee, client, supplier, competitor, or shareholder, or any other person or entity.
Regulatory Compliance
The work performed by GM employees plays a vital role in people’s daily lives, which is why it is subject to comprehensive regulations. The Code will be administered in compliance with applicable laws and regulations (including Section 7 of the National Labor Relations Act). We must follow all applicable statutory, regulatory, and permit programs and other requirements. To fulfill these requirements, we need to know what regulations apply to us. Pay close attention to all trainings, and if you suspect a violation, speak up.
Waivers
In rare circumstances, a waiver of this Code may be sought. GM’s Chief Compliance Officer may grant waivers to GM team members other than executive officers. Any waiver or modification of this Code for a member of GM’s Board of Directors, executive officer, or senior financial officer must be approved by the GM Board of Directors and promptly disclosed as may be required pursuant to applicable laws and regulations.