展示 11.1
業務行為準則及道德準則
HELPORt 人工智能 有限公司
介紹
目的
本業務行為行為準則及道德守則（本“編碼”）包含對擁有有限責任的英屬維京群島免稅公司Helport 人工智能 有關業務行為的一般準則，符合最高業務倫理標準。在本準則要求的標準高於商業慣例或適用法律法規時，我們將堅持這些更高標準。權益代理為何Code Of Business Conduct需要更高標準？
此臨時代碼適用於所以董事、官員和員工，以及本公司及其附屬公司（除非上下文另有規定，否則在本臨時代碼中統稱為“公司”）。我們將此臨時代碼所涵蓋的所有人士稱為“公司員工” 或簡單稱為“employees”。我們亦將我們的首席執行官和我們的致富金融(臨時代碼)稱為我們的“主要財務主管.”
尋求幫助和資訊
這份規則不旨在成為一本全面的守則手冊，並無法涵蓋你可能遇到的每一種情況。如果你對某種情況感到不舒服，或者對是否符合公司的道德標準有任何疑問，請尋求幫助。我們鼓勵你首先聯繫你的主管尋求幫助。如果你的主管無法回答你的問題或解決你的問題，或者如果你不舒服聯絡你的主管，你可以聯繫董事會任命的首席合規官（"合規主管）。 公司的合規官已由公司的董事會任命，為李光海。 。 如果公司的合規官任命有所更改，公司將通知您。您可以保持匿名，並且在與公司溝通時無需透露您的身份。
舉報違反規定
所有板塊的員工有責任舉報任何已知或懷疑違反該行為守則的行為，包括違反適用於該公司的法律、規則、法規或政策。如果您了解或懷疑違反該行為守則的行為，請立即向您的主管舉報。您的主管將聯繫合規主管，後者將與您和您的主管合作調查此事宜。如果您不想向您的主管舉報此事宜，或者您未獲得滿意的回應，您可以直接聯繫合規主管。提出報告的員工無需留下自己的姓名或其他個人信息，並將盡合理努力以保護員工提交報告後進行的調查的保密性和匿名性。對於已知或懷疑違反法律或該行為守則的所有報告將被處理時需敏感並謹慎處理。您的主管、合規主管和公司將竭盡所能保護您的機密性，與法律和公司對調查您的報告的需求一致。
根據公司政策，任何違反本準則的員工都將受到適當的紀律處分，包括可能被解雇。該決定將根據每種情況的事實和情況來進行。被指控違反本準則的員工將有機會在做出任何適當紀律處分之前表達自己的事件版本。違反法律或本準則的員工可能會使自己面臨巨額民事損害、刑事罰款和監禁。公司也可能面臨巨額罰款和處罰，並可能損害其在社區中的聲譽和地位。作為公司代表，如果您的行為不符合法律或本準則，則可能對您和公司均帶來嚴重後果。
禁止報復政策
公司禁止對於以善意尋求幫助或舉報已知或懷疑違規行為的員工進行報復。任何因員工以善意尋求幫助或提出舉報而對該員工進行報復的行為，將受到紀律處分，包括可能終止僱傭關係。
免除該準則
僅由公司的執行長可對員工的此《守則》進行豁免。僅由我們的董事會或我們的董事會的適當委員會可對我們的董事、執行長或其他主要財務主管的此《守則》進行豁免，並將按照法律或納斯達克的規定向公眾披露。
利益衝突
識別潛在利益衝突
當員工的私人利益干擾或似乎干擾公司整體利益時，可能會出現利益衝突。您應該避免任何影響您代表公司利益行事或使您難以客觀有效執行工作的私人利益。
識別潛在利益衝突並不總是一帆風順的。以下情況是利益衝突的例子：
| ● | 外部僱用不得僱用任何員工，擔任董事，或向公司的重要客戶、供應商或競爭對手提供任何非作為公司員工的職責服務。 |
| ● | 不當的個人利益。任何員工均不應因其在公司的職位而獲得任何有形（對於他或她）個人利益或特惠。有關此事項的額外指南，請參閱下方的“禮品和娛樂”。 |
| ● | 財務利益任何員工不應擁有公司的一個重要客戶、供應商或競爭對手的任何相關財務利益（所有權或其他）。 「重要的財務利益」指的是（i）擁有重要客戶、供應商或競爭對手超過1％的股權，或（ii）對重要客戶、供應商或競爭對手的投資佔員工總資產的5％以上。 |
| ● | 貸款或其他金融交易。員工不應從公司的重要客戶、供應商或競爭對手處獲得個人債務貸款或擔保，也不應與這些公司進行其他個人財務交易。此準則不禁止與銀行、券商或其他金融機構進行遠端交易。 |
| ● | 董事會和委員會的服務員工不得在其利益與公司可能存在衝突的任何實體（無論營利或非營利）的董事會、董事會或委員會任職。 |
| ● | 家庭成員的行為 在工作場所之外的家庭成員行為，因為可能會影響員工在代表公司做出決策時的客觀性，因此也可能引起上述利益衝突。根據本守則，“家庭成員”包括您的配偶或伴侶、兄弟、姐妹和父母，親屬和子女，這些關係不論是血緣還是領養關係。家庭成員在職場之外的行為，也可能引發上述的利益衝突，因為他們可能影響員工在代表公司做出決策時的客觀性。根據本守則的定義，「家庭成員」包括您的配偶或戀人、兄弟姐妹和父母、姻親和子女，無論這些關係是血緣還是通過收養而來的。 |
根據本代碼，如果一家公司在過去一年中向公司支付的金額超過10萬美元或客戶總收入的10%，以較大者爲準，則被視爲「重要客戶」。如果一家公司在過去一年中從公司收到的付款超過10萬美元或供應商總收入的10%，以較大者爲準，則被視爲「重要供應商」。如果一家公司在公司所屬業務領域競爭，並且該業務領域的年度總收入超過50萬美元，則被視爲「重要競爭對手」。如果您不確定某家公司是重要客戶、供應商還是競爭對手，請聯繫合規主管尋求幫助。
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利益衝突的披露
公司要求員工披露可能會導致利益衝突的情況。如果您懷疑自己存在利益衝突，或者有其他人可能會認爲存在利益衝突的情況，您必須向您的主管或合規主管報告。您的主管和合規主管將與您合作判斷您是否存在利益衝突，如果是的話，如何最好地處理。儘管利益衝突並非自動禁止，但它們並不理想，只能如上述《行爲守則豁免》中所描述的那樣豁免。
企業機會
作爲公司的員工，當有機會時，您有責任促進公司的利益。如果您通過使用公司資產、信息或因爲您在公司的職位而發現或被提出一個業務機會，您應該首先將這個業務機會提供給公司，然後再以個人身份追求這個機會。任何員工不得爲了個人利益或以可能與公司競爭的方式使用公司財產、信息或自己在公司的職位。
您應該向您的主管披露您希望追求的本準則涵蓋的每個業務機會的條款和條件。您的主管將與合規主管和適當的管理人員聯繫，以判斷公司是否希望追求該業務機會。如果公司放棄追求該業務機會的權利，則您可以按照最初提議的條款和條件，並與本準則中規定的其他道德指南一致，追求該業務機會。
公司的機密信息和財產
員工在公司工作期間可以訪問各種機密信息。 機密信息包括所有可能對競爭對手有用的非公開信息，或者如果披露會對公司或其客戶造成損害的信息。 每位員工都有責任尊重和保護公司信息以及我們的供應商和客戶的機密性，除非獲得授權或法律要求。此外，您必須在任何以前的僱傭關係中避免使用任何機密信息，以免在這樣做時有理由違反對前僱主的保密責任。 員工對保護機密信息的義務在其離開公司後仍繼續存在。 未經授權披露機密信息可能對公司和/或其客戶造成競爭性傷害，並可能導致您和公司承擔法律責任。
員工還有責任保護公司的知識產權和其他業務資產。公司的知識產權、業務系統以及公司的安防是公司業務的關鍵。
任何關於公司信息披露是否合法規定的問題或擔憂應該及時轉交給合規官員。
保護機密信息和公司財產
必須小心保護和保護機密信息和公司的財產。因此，應遵守以下措施：
| ● | 公司員工在業務和社交活動中應注意不要泄露機密信息。例如，不在使用時，機密信息應安全存放。此外，在公共場所（例如飛機、火車、出租車、公共汽車等）不應查閱機密文件或討論機密內容，以防止被未經授權的人聽到或獲取。 |
| ● | 在公司辦公室時，不應在訪客或不涉及這類事務的人聽到的範圍內討論機密事項。 |
| ● | 機密事務不應與其他非從事此類事務的員工、朋友或親戚討論，包括居住在公司員工同一住所的人。 |
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| ● | 公司員工只能訪問、使用和披露對他們履行職責必要的機密信息。 除非其他員工或承包商在履行職責過程中有必要掌握這些機密信息，否則他們不得向公司的其他員工或承包商透露機密信息。 |
| ● | 公司的文件、個人電腦、網絡、軟件、互聯網訪問、互聯網瀏覽器程序、電子郵件、語音郵件和其他商務設備（例如，桌子和文件櫃）及資源均供業務使用，它們是公司的專屬財產。濫用此類公司財產是不可容忍的。 |
競爭與公平交易
所有板塊員工都有責任與其他員工、公司的客戶、供應商和競爭對手公平相處。員工不應該通過操縱、隱瞞、濫用特權信息、歪曲重要事實或任何其他不公平的方式來對任何人取得不公平優勢。
與客戶的關係
我們業務的成功取決於我們建立持久客戶關係的能力。公司致力於公平、誠實、誠信地與客戶打交道。具體來說，在與客戶打交道時，您應牢記以下準則：
| ● | 我們向客戶提供的信息應當準確完整，盡我們所知。員工不應當故意向客戶誤傳信息。 |
| ● | 員工不應因爲顧客從其他供應商購買產品就拒絕銷售、提供服務或維護公司生產的產品。 |
| ● | 客戶娛樂不應超出公司的合理和慣例業務做法。員工不應提供可能被視爲誘因或獎勵客戶購買決定的娛樂或其他福利。請參閱以下有關此領域的其他準則「禮品和娛樂」。 |
與供應商的關係
公司與供應商公平、誠實相待。這意味着我們與供應商的關係是基於價格、質量、服務和聲譽等因素。處理供應商業務的員工應當謹慎保持客觀性。具體而言，任何員工不應接受或索取可能威脅或看起來會威脅其對供應商產品和價格的客觀評估的任何個人利益。員工可以在公司合理和慣常業務行爲的限制內接受或提供名義價值或適度規模的娛樂活動。請參閱「禮品和娛樂」以獲取該領域的額外指南。
與競爭對手的關係
公司致力於市場的自由和公開競爭。僱員應避免行爲違反市場競爭法律，包括反壟斷法。此類行爲包括盜用和/或濫用競爭對手的機密信息，或對競爭對手的業務和業務行爲進行虛假陳述。
公司資產的保護和使用
員工應保護公司的資產，並確保這些資產僅用於合法的業務目的。盜竊、疏忽和浪費直接影響公司的盈利能力。禁止將公司的資金或資產，無論是否爲個人利益，用於任何非法或不當目的。
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爲確保公司資產的保護和正確使用，每位員工都應：
| ● | 要採取合理的注意防止公司財產被盜、損壞或濫用； |
| ● | 向主管報告公司財產的實際或懷疑的盜竊、損壞或濫用。 |
| ● | 公司電話系統、其他電子通訊服務、書面材料和其他財產主要用於業務目的； |
| ● | 保護所有電子程序、數據、通信-半導體和書面材料，以免他人無意中訪問；並 |
| ● | 只能將公司的財產用於合法的業務目的，在與您的工作職責相關的授權情況下。 |
員工應該意識到，公司的財產包括所有發送或接收到公司電子或電話系統中的數據和通信，以及所有書面通信。公司財產的員工和其他用戶在這些通信和數據方面沒有隱私期望。在法律允許的範圍內，公司有能力並保留權利監控所有電子和電話通信。這些通信也可能需要披露給執法部門或政府官員。
禮物與娛樂
給予和接受禮物的行爲是一種常見的業務做法。適當的業務禮物和娛樂是受歡迎的禮節，旨在建立業務夥伴之間的關係和理解。然而，禮物和娛樂不應該損害，或看起來損害您做出客觀和公平的業務決策的能力。
在這個領域，您有責任運用良好的判斷力。通常情況下，您只能給予或接受客戶或供應商的禮品或娛樂，前提是這些禮品或娛樂不會被視爲對任何特定業務決策的誘因或獎勵。所有禮品和娛樂費用應在費用報告中妥善覈算。以下具體示例可能有所幫助:
| ● | 餐飲和娛樂。如果出以下情況，您可以偶爾接受或提供餐飲、茶點或其他娛樂活動： |
| ● | 這些物品價值合理； |
| ● | 會議的目的或參加活動與業務相關；並且 |
| ● | 如果沒有其他一方支付，公司將支付作爲合理業務費用的費用。 |
合理娛樂價值可能包括食品和體育文化活動門票，如果它們通常提供給其他客戶、供應商或供應商。
| ● | 廣告和推廣材料。您可能偶爾接受或提供名義上有價值的廣告或推廣材料。 |
| ● | 個人禮物。可以接受或贈送與公認的特殊場合相關且價值合理的個人禮物，例如畢業、晉升、新工作、婚禮、養老或假期。如果禮物是基於家庭或個人關係，並與個人之間涉及的業務無關，則也是可以接受的。 |
| ● | 獎勵服務或成就的禮物您可以接受與您的服務或成就有關的身份幣、慈善組織或宗教組織的禮物。 |
您必須特別小心，禮物和娛樂活動不會被誤解爲賄賂、回扣或其他不當支付。請參閱下文有關我們在業務交易中贈送或接收禮物政策的更詳細討論，《外國腐敗行爲法案》。
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您應盡一切努力拒絕或退回超出這些規定範圍的禮物。如果拒絕禮物不合適或無法退還，您應立即向主管報告這件禮物。您的主管將把禮物呈報給合規主管，合規主管可能要求您將禮物捐贈給適當的社區組織。如果您對是否可以接受禮物或其他有價值的東西有任何疑問，請聯繫您的主管或合規主管以獲取額外指導。
公司記錄
準確可靠的記錄對我們的業務至關重要。我們的記錄是我們盈利報表、財務報告和其他向公衆披露的基礎，指導我們的業務決策和戰略規劃。公司記錄包括預訂信息、工資單、時間卡、旅行和費用報告、電子郵件、會計和財務數據、度量和績效記錄、電子數據文件和所有其他在日常業務中維護的記錄。
All Company records must be complete, accurate and reliable in all material respects. Undisclosed or unrecorded funds, payments or receipts are inconsistent with our business practices and are prohibited. You are responsible for understanding and complying with our record-keeping policy. Ask your supervisor if you have any questions.
ACCURACY OF FINANCIAL REPORTS AND OTHER PUBLIC COMMUNICATIONS
As a public company we are subject to various securities laws, regulations and reporting obligations. These laws, regulations and obligations and our policies require the disclosure of accurate and complete information regarding the Company’s business, financial condition and results of operations. Inaccurate, incomplete or untimely reporting will not be tolerated and can severely damage the Company’s reputation and integrity, and result in legal liability.
It is essential that the Company’s financial records, including all filings with the Securities and Exchange Commission (“SEC”) be accurate and timely. Accordingly, in addition to adhering to the conflict of interest policy and other policies and guidelines under this Code, the principal financial officers and other senior financial officers must take special care to exhibit integrity at all times and to instill this value within their organizations. In particular, these senior officers must ensure their conduct is honest and ethical that they abide by all public disclosure requirements by providing full, fair, accurate, timely and understandable disclosures, and that they comply with all other applicable laws and regulations. These financial officers must also understand and strictly comply with generally accepted accounting principles in the U.S. and all standards, laws and regulations for accounting and financial reporting of transactions, estimates and forecasts.
In addition, U.S. federal securities law requires the Company to maintain proper internal books and records and to devise and maintain an adequate system of internal accounting controls. The SEC has supplemented the statutory requirements by adopting rules that prohibit (1) any person from falsifying records or accounts subject to the above requirements and (2) officers or directors from making any materially false, misleading, or incomplete statement to an accountant in connection with an audit or any filing with the SEC. These provisions reflect the SEC’s intent to discourage officers, directors, and other persons with access to the Company’s books and records from taking action that might result in the communication of materially misleading financial information to the investing public.
COMPLIANCE WITH LAWS AND REGULATIONS
Each employee has an obligation to comply with all laws, rules and regulations applicable to the Company’s operations. These include, without limitation, laws covering bribery and kickbacks, copyrights, trademarks and trade secrets, information privacy, insider trading, illegal political contributions, antitrust prohibitions, foreign corrupt practices, offering or receiving gratuities, environmental hazards, employment discrimination or harassment, occupational health and safety, false or misleading financial information or misuse of corporate assets. You are expected to understand and comply with all laws, rules and regulations that apply to your job position. If any doubt exists about whether a course of action is lawful, you should seek advice from your supervisor or the Compliance Officer.
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COMPLIANCE WITH INSIDER TRADING LAWS
The Company has an insider trading policy, which may be obtained from the Compliance Officer. The following is a summary of some of the general principles relevant to insider trading, and should be read in conjunction with the aforementioned specific policy.
Company employees are prohibited from trading in shares or other securities of the Company while in possession of material, non-public information about the Company. In addition, Company employees are prohibited from recommending, “tipping” or suggesting that anyone else buy or sell shares or other securities of the Company on the basis of material, non-public information. Company employees who obtain material non-public information about another company in the course of their employment are prohibited from trading in shares or securities of the other company while in possession of such information or “tipping” others to trade on the basis of such information. Violation of insider trading laws can result in severe fines and criminal penalties, as well as disciplinary action by the Company, up to and including termination of employment.
Information is “non-public” if it has not been made generally available to the public by means of a press release or other means of widespread distribution. Information is “material” if a reasonable investor would consider it important in a decision to buy, hold or sell stock or other securities. As a rule of thumb, any information that would affect the value of stock or other securities should be considered material. Examples of information that is generally considered “material” include:
| ● | Financial results or forecasts, or any information that indicates the Company’s financial results may exceed or fall short of forecasts or expectations; |
| ● | Important new products or services; |
| ● | Pending or contemplated acquisitions or dispositions, including mergers, tender offers or joint venture proposals; |
| ● | Possible management changes or changes of control; |
| ● | Pending or contemplated public or private sales of debt or equity securities; |
| ● | Acquisition or loss of a significant customer or contract; |
| ● | Significant write-offs; |
| ● | Initiation or settlement of significant litigation; and |
| ● | Changes in the Company’s auditors or a notification from its auditors that the Company may no longer rely on the auditor’s report. |
The laws against insider trading are specific and complex. Any questions about information you may possess or about any dealings you have had in the Company’s securities should be promptly brought to the attention of the Compliance Officer.
PUBLIC COMMUNICATIONS AND PREVENTION OF SELECTIVE DISCLOSURE
Public Communications Generally
The Company places a high value on its credibility and reputation in the community. What is written or said about the Company in the news media and investment community directly impacts our reputation, positively or negatively. Our policy is to provide timely, accurate and complete information in response to public requests (media, analysts, etc.), consistent with our obligations to maintain the confidentiality of competitive and proprietary information and to prevent selective disclosure of market-sensitive financial data. To ensure compliance with this policy, all news media or other public requests for information regarding the Company should be directed to the Company’s Investor Relations Department. The Investor Relations Department will work with you and the appropriate personnel to evaluate and coordinate a response to the request.
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Prevention of Selective Disclosure
Preventing selective disclosure is necessary to comply with United States securities laws and to preserve the reputation and integrity of the Company as well as that of all persons affiliated with it. “Selective disclosure” occurs when any person provides potentially market-moving information to selected persons before the news is available to the investing public generally. Selective disclosure is a crime under United States law and the penalties for violating the law are severe.
The following guidelines have been established to avoid improper selective disclosure. Every employee is required to follow these procedures:
| ● | All contact by the Company with investment analysts, the press and/or members of the media shall be made through the chief executive officer, chief financial officer or persons designated by them (collectively, the “Media Contacts”). |
| ● | Other than the Media Contacts, no officer, director or employee shall provide any information regarding the Company or its business to any investment analyst or member of the press or media. |
| ● | All inquiries from third parties, such as industry analysts or members of the media, about the Company or its business should be directed to a Media Contact. All presentations to the investment community regarding the Company will be made by us under the direction of a Media Contact. |
| ● | Other than the Media Contacts, any employee who is asked a question regarding the Company or its business by a member of the press or media shall respond with “No comment” and forward the inquiry to a Media Contact. |
These procedures do not apply to the routine process of making previously released information regarding the Company available upon inquiries made by investors, investment analysts and members of the media.
Please contact the Compliance Officer if you have any questions about the scope or application of the Company’s policies regarding selective disclosure.
THE FOREIGN CORRUPT PRACTICES ACT
Foreign Corrupt Practices Act
The Foreign Corrupt Practices Act of 1977 (the “FCPA”) prohibits the Company and its employees and agents from offering or giving money or any other item of value to win or retain business or to influence any act or decision of any governmental official, political party, candidate for political office or official of a public international organization. Stated more concisely, the FCPA prohibits the payment of bribes, kickbacks or other inducements to foreign officials. This prohibition also extends to payments to a sales representative or agent if there is a reason to believe that the payment will be used indirectly for a prohibited payment to foreign officials. Violation of the FCPA is a crime that can result in severe fines and criminal penalties, as well as disciplinary action by the Company, up to and including termination of employment.
Certain small facilitation payments to foreign officials may be permissible under the FCPA if customary in the country or locality and intended to secure routine governmental action. Governmental action is “routine” if it is ordinarily and commonly performed by a foreign official and does not involve the exercise of discretion. For instance, “routine” functions would include setting up a telephone line or expediting a shipment through customs. To ensure legal compliance, all facilitation payments must receive prior written approval from the Compliance Officer and must be clearly and accurately reported as a business expense.
ENVIRONMENT, HEALTH AND SAFETY
The Company is committed to providing a safe and healthy working environment for its employees and avoiding adverse impact and injury to the environment and the communities in which we do business. Company’s employees must comply with all applicable environmental, health and safety laws, regulations and Company’s standards. It is your responsibility to understand and comply with the laws, regulations and policies that are relevant to your job. Failure to comply with environmental, health and safety laws and regulations can result in civil and criminal liability against you and the Company, as well as disciplinary action by the Company, up to and including termination of employment. You should contact the Compliance Officer if you have any questions about the laws, regulations and policies that apply to you.
Environment
All Company’s employees should strive to conserve resources and reduce waste and emissions through recycling and other energy conservation measures. You have a responsibility to promptly report any known or suspected violations of environmental laws or any events that may result in a discharge or emission of hazardous materials. Employees whose jobs involve manufacturing have a special responsibility to safeguard the environment. Such employees should be particularly alert to the storage, disposal and transportation of waste, and handling of toxic materials and emissions into the land, water or air.
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Health and Safety
The Company is committed not only to complying with all relevant health and safety laws, but also to conducting business in a manner that protects the safety of its employees. All employees are required to comply with all applicable health and safety laws, regulations and policies relevant to their jobs. If you have a concern about unsafe conditions or tasks that present a risk of injury to you, please report these concerns immediately to your supervisor or the Human Resources Department.
EMPLOYMENT PRACTICES
The Company pursues fair employment practices in every aspect of its business. The following is intended to be a summary of our employment policies and procedures. Copies of our detailed policies are available from the Human Resources Department. Company employees must comply with all applicable labor and employment laws, including anti-discrimination laws and laws related to freedom of association, privacy and collective bargaining. It is your responsibility to understand and comply with the laws, regulations and policies that are relevant to your job. Failure to comply with labor and employment laws can result in civil and criminal liability against you and the Company, as well as disciplinary action by the Company, up to and including termination of employment. You should contact the Compliance Officer or the Human Resources Department if you have any questions about the laws, regulations and policies that apply to you.
Harassment and Discrimination
The Company is committed to providing equal opportunity and fair treatment to all individuals on the basis of merit, without discrimination because of race, color, religion, national origin, gender (including pregnancy), sexual orientation, age, disability, veteran status or other characteristic protected by law. The Company prohibits harassment in any form, whether physical or verbal and whether committed by supervisors, non-supervisory personnel or non-employees. Harassment may include, but is not limited to, offensive sexual flirtations, unwanted sexual advances or propositions, verbal abuse, sexually or racially degrading words, or the display in the workplace of sexually suggestive objects or pictures.
If you have any complaints about discrimination or harassment, report such conduct to your supervisor or the Human Resources Department. All complaints will be treated with sensitivity and discretion. Your supervisor, the Human Resources Department and the Company will protect your confidentiality to the extent possible, consistent with law and the Company’s need to investigate your concern. Where our investigation uncovers harassment or discrimination, we will take prompt corrective action, which may include disciplinary action by the Company, up to and including, termination of employment. The Company strictly prohibits retaliation against an employee who, in good faith, files a complaint.
Any member of management who has reason to believe that an employee has been the victim of harassment or discrimination or who receives a report of alleged harassment or discrimination is required to report it to the Human Resources Department immediately.
CONCLUSION
This Code of Business Conduct and Ethics contains general guidelines for conducting the business of the Company consistent with the highest standards of business ethics. If you have any questions about these guidelines, please contact your supervisor or the Compliance Officer. We expect all Company employees to adhere to these standards.
This Code of Business Conduct and Ethics, as applied to the Company’s principal financial officers, shall be the Company’s “code of ethics” within the meaning of Section 406 of the Sarbanes-Oxley Act of 2002 and the rules promulgated thereunder.
This Code and the matters contained herein are neither a contract of employment nor a guarantee of continuing Company policy. We reserve the right to amend, supplement or discontinue this Code and the matters addressed herein, without prior notice, at any time.
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