SureFire always expends the energy and resourcefulness to build the best illumination tools, suppressors, and tactical products—no matter the cost—to enhance the safety and performance of those who go into harm’s way, as well as meet the needs of our loyal civilian customers who demand the ultimate in quality, innovation, and performance.



SureFire employees are expected to conduct themselves with high ethics and integrity and to comply with all applicable laws and SureFire policies, procedures, and rules. We are committed to the values of mutual respect, fair treatment, and dignity for all employees.



SureFire has built its reputation by being reliable and accountable to making and keeping commitments. We have honed an impeccable, inclusive support system where we cooperate across departmental boundaries to enhance productivity in order to fulfill our commitment to all who rely on our products.



SureFire expects honest and ethical conduct from its employees every day, at every level, and SureFire employees are expected to:

  • Comply with all applicable laws and SureFire policies, procedures, and rules
  • Follow generally accepted or company-specified business processes and guidelines
  • Commit to the values of mutual respect, fair treatment, and dignity for all employees
  • Maintain the highest standards of honesty and ethical behavior



SureFire goes the extra mile to support and comply with laws in place to promote fair and open competition practices, which are vital to domestic and international trade laws and policies. We do not engage in practices in which any organization or entity prohibits another from competing freely.

Our basic practices prohibit us from unfairly gaining access to proprietary information during the course of competition. We also prohibit all employees from engaging in or discussing unlawful matters that have even the appearance of unfair trade and competition.

Employees should consult with SureFire’s Legal Department to determine the legality and/or appropriateness of accepting any type of gift or gratuity from a prospective client, customer, or supplier to confirm that conducting business with that customer or supplier is not restricted by statutory requirements. Please refer to the SureFire Employee Handbook for further details.

All employees are expected to devote their full time, best effort, energy, and loyalty to SureFire. SureFire prohibits any outside employment or other activities or relationships that create any actual or potential conflict of interest with SureFire.



SureFire is committed to continually training all of its employees, as laws and regulations are ever changing, to ensure compliance for both domestic and international trade.



The protection of confidential business information and trade secrets is vital to the interests and the success of SureFire. Therefore, as a condition of employment with SureFire, all employees are required to sign a Confidentiality, Assignment of Work, and No Unfair Competition Agreement (“NDA”). The NDA explains what constitutes “confidential information” that cannot be disclosed or used without proper authorization, as well as other issues with regard to the ownership of SureFire’s work product. Employees having questions related to confidential information, trade secrets, inventions, or ownership of work product should speak with their manager, the Human Resources Department, the Legal Department, or refer to the NDA. Any violation of the NDA will lead to disciplinary action, up to and including termination of employment and appropriate legal action.



SureFire maintains our business records in an accurate and complete manner in accordance with all applicable laws and regulations. This is especially essential in meeting the obligations of both internal and external stakeholders, and it guarantees that we are applying the correct costs of production and material(s) without error. No employee—including managing, supervising, and/or directing staff—shall alter or manipulate records to mislead and misappropriate information for any reason whatsoever.

All employees must abide by record-retention polices internally, those of our customers, and in accordance with any applicable laws and regulations.



Drug and Alcohol Policy

SureFire strives to provide a healthy work environment, free from the use of illegal drugs and/or alcohol abuse so that our employees are not positioned to compromise the quality of products and services to our customers, or the safety of themselves and those around them.

Use of illegal drugs or controlled substances will not be tolerated, even under the supervision of a doctor or other licensed professional if it impairs the individual’s ability to perform the job.

Any suspicion of violation to this policy should be reported to your manager or supervisor immediately.

Please see our Legal Department for reporting incidences of those assigned to government contracts.


Policy Against Sexual and Other Workplace Harassments

SureFire is committed to providing a work environment that is free of unlawful discrimination, whether verbal, physical, or visual. This includes harassment, any discriminatory employment action, and any unwelcome conduct inflicted on another because of that individual’s protected status from any employee, supervisor, manager, vendor, customer, or agent of SureFire to harass any SureFire employee, applicant, or contractor.

SureFire will not tolerate any form of harassment that violates this policy.


Prohibited Conduct

Prohibited conduct in this policy includes any unwelcomed conduct, including epithets, slurs, negative stereotyping, intimidating acts, and the circulation or posting of written or graphic materials that shows hostility toward individuals because of their protected status. SureFire prohibits such conduct in the workplace, even if the conduct is not sufficiently severe or pervasive to constitute unlawful harassment. Not even the highest ranking SureFire employee is exempt from the requirements of this policy.

All employees who experience or witness any conduct they believe to be retaliatory should immediately notify the Human Resources Director or the HR Employee Relations Representative immediately. All reports describing conduct that is inconsistent with this policy will be investigated promptly. In investigating, and in imposing any discipline, SureFire will attempt to preserve confidentiality to the extent that the needs of the situation permit. Please refer to the SureFire Employee Handbook for detail and further reference.



The purpose of this Code of Ethics and Business Conduct is to reflect a general statement of SureFire’s expectations for ethical and business conduct and our commitment to a healthy work environment.

Every employee has the right to ask questions, seek guidance, and report violations. To do so, refer to the SureFire Employee Handbook or solicit assistance from our HR and Legal teams.