Employee Ethics

Guidelines for employees

• Employees should fulfil their duties with loyalty, honesty and patience.
• Employees should respect the confidentiality of customers and trade partners.
• Employees should care for the organization in terms of maintaining a safe and clean environment.
• Employees should care for the organization in terms of maintaining a safe and clean environment.
• Employees should act strictly in accordance with the rules, regulations and announcements of the organization.
• Employees should inform the relevant division in the company should they discover any dishonest dealings.
• Employees should properly look after the organization's equipment, property and interests.
• Employees should maintain and work together creatively to ensure harmony and unity among employees.
• Employees should work sincerely on activities which boost the quality, efficiency and development of the organization.
• Employees should not speak ill of the organization, its executives, or other employees without adequate and genuine evidence.
• Employees should not do anything that could create conflicts of interest with the organization.
• Employees should not support or promote anyone in dishonest dealings with the organization or in seeking personal benefits or benefits for family and friends.
• Employees should never bring weapons or dangerous or illegal items into the working area.
• Employees should avoid receiving any gifts which make them feel uncomfortable in their role. Where the receipt of gifts cannot be avoided, employees should report to their supervisor immediately. Gifts should only be accepted during important festivals such as New Year.

Should executives or employees act in a manner which creates conflicts of interest with operations, disciplinary action will be taken in accordance with the organization's structure, in order that each side will make its own initial decision. Once an initial conclusion has been reached, the issue will be forwarded to higher ranking supervisors and related divisions in order to determine responsibility and appropriate disciplinary action. However, should the conflict of interest be severe and lead to considerable damage, the issue may not be decided at source, but may instead go straight to the company's executives in order that a conclusion may be reached and disciplinary action taken.