CODE OF CONDUCT
1. Purpose:

The Employee Code of Conduct Policy aims to establish standards of behavior and ethical guidelines for all employees of the company. It outlines expectations for professional conduct, integrity, and adherence to legal and regulatory requirements.

2. Compliance with Laws and Regulations:

a. Legal Compliance: 

Employees must comply with all applicable laws, regulations, and policies during the course of their employment. This includes but is not limited to laws related to equal employment opportunity, harassment, discrimination, intellectual property, privacy, and confidentiality.

b. Ethical Standards: 

Employees are expected to uphold high ethical standards and avoid any behavior that may compromise their integrity or the reputation of the company. This includes honesty, integrity, fairness, and respect for others.

3. Professional Behavior:

a. Respectful Conduct: 

Employees must treat their colleagues, superiors, subordinates, clients, and partners with respect and professionalism. Discrimination, harassment, bullying, or any form of disrespectful behavior will not be tolerated.

b. Conflict of Interest: 

Employees should avoid any conflicts of interest between their personal interests and the interests of the company. They should disclose any potential conflicts and act in the best interests of the company when making business decisions.

c. Confidentiality and Data Protection: 

Employees must maintain the confidentiality of proprietary, confidential, and sensitive information belonging to the company, clients, or partners. They should follow established data protection guidelines and use company resources responsibly.

d. Dress Code

Our company’s official dress code is Business/ Business Casual/ Smart Casual. This includes collared shirts, dress pants, and cotton pants. Employees are not allowed to wear slippers or sandals in the workspace.

However, an employee’s position may also inform how they should dress.. We expect you to be clean when coming to work and avoid wearing unprofessional clothes (e.g. workout clothes.) As long as you conform to our guidelines above, we don’t have specific expectations about what types of clothes or accessories you should wear. We also respect and permit grooming styles, clothing, and accessories that are dictated by religious beliefs, ethnicity, or disability.

 e. Employee relationships

We want to ensure that relationships between employees are appropriate and harmonious. We outline our guidelines and we ask you to always behave professionally.

 Employees who work together may naturally form friendships either in or outside of the workplace. We encourage this relationship between peers, as it can help you communicate and collaborate. But, we expect you to focus on your work and keep personal disputes outside of our workplace. Employees are not allowed to share their salary details payslips or pay roll details with their colleagues.

f. Workplace visitors

If you want to invite a visitor to our offices, please ask for permission from our [HR Manager/ Security Officer/ Office Manager] first. Also, inform our [office boy] of your visitor’s arrival. Visitors should sign in and show identification. They will receive passes and be asked to return them to [front door] once their visit is complete. When you have office visitors, you also have responsibilities.

You should:

• Always tend to your visitors (especially when they are underage.)

• Keep your visitors away from areas where there are dangerous machines, chemicals, confidential records, or sensitive equipment.

4. Use of Company Resources:

a. Company Property: 

Employees are expected to use company property, equipment, and resources for business purposes only and to protect them from loss, damage, or misuse.

b. Technology and Communication: 

Employees should use company technology, including computers, email, internet access, and other communication tools, responsibly and for work-related purposes. They should adhere to the company's acceptable use policy for technology and refrain from engaging in any unauthorized or inappropriate activities 

5. Reporting Violations:

a. Reporting Mechanism: 

Employees are encouraged to report any known or suspected violations of this code of conduct to their supervisor, HR department, or through an established reporting mechanism. Reports will be treated confidentially, and the company will take appropriate action to address the concerns.

b. Non-Retaliation: 

The company prohibits any form of retaliation against employees who report violations in good faith. Retaliation for reporting or participating in an investigation is a serious violation of this policy.

6. Consequences of Non-Compliance:

Violations of this code of conduct may result in disciplinary action, up to and including termination of employment. The consequences will be determined on a case-by-case basis, taking into account the nature and severity of the violation.

7. Communication:

The HR department will communicate this policy to all employees, ensuring they understand the expectations and consequences outlined in the Employee Code of Conduct Policy.

8. Amendments:

The company reserves the right to amend or update this policy as necessary. Any changes will be communicated to employees in a timely and transparent manner.