Code of Conduct - Employee


Code of Conduct - Employee

We respect the dignity of our colleagues. We will treat each other with respect and fairness at all times. We will value the difference of diverse individuals from around the world. Employment decisions, such as, hiring, training, promotions are based on qualifications, talent, achievements and will comply with local and national employment laws.

We provide equal opportunity to all. We are committed to providing a work environment free from unlawful discrimination, harassment and intimidations of any nature. We strictly prohibit harassment and discrimination based on gender, religion, age, sex, national origin and other such characteristics.
We are all responsible for maintaining a safe workplace by following safety and health rules and practices. We comply with the applicable laws and regulations regarding health and safety, and are responsible for immediately reporting accidents, injuries, unsafe equipment or any possible threat to safety.

Responsibility to the company

We believe integrity is a value which cannot be compromised. We expect all employees to be ethical in all their interactions with the company, its customer’s partners and other employees. This would include honesty in all transactions, conformance with the company’s code of conduct and conformance with all laws of the land.

When participating in an external event, meeting, or conference we should keep in mind that we represent our company and are all contributing to its reputation. We should pay attention to carry a positive image of the company, its values, teams and management, and to act with integrity and seriousness in any professional circumstances. Responsibility to our Customers and Partners.

We respect and exist to satisfy our customers and partners

Our lasting relationships with our customers, suppliers and business partners are built upon honesty, fair play and integrity. Our communications are Accurate, truthful and do not deliberately omit important facts or mislead. We respect the privacy of our partners and treat their information with care in accordance with our agreements.

Responsibility to our Competitors

We compete aggressively but with integrity at the same time. We compete aggressively, legally and ethically; we “play hard” but fairly, in compliance with the laws in the countries in which we do business. We collect competitive information appropriately: through public communications, public filings, trade shows, industry surveys, reputable consultants and appropriate interactions with customers.

Responsibility to the Regulatory Bodies

It is our obligation to obey the law In terms of financial reporting, we ensure the accuracy and integrity of our records and financial reporting critical to maintaining the confidence of our shareholders, customers, partners and colleagues. Safeguarding Company Assets Protecting our assets is vital to our operations, regardless of whether the asset is tangible or intangible. The use of the company’s assets for illegal or non-ethical business purposes is strictly prohibited.

Assets include but are not limited to:
· Intellectual property
· Confidential and proprietary information
· Employee data
· Products
· Computers
· Programs and codes
· Customer lists and information
Intellectual Property: is any work of the human mind that is protected and protectable
pursuant to national and international laws and treaties related to copyright, patent, trade secrets, trademarks and/or design.
We respect the intellectual property of others, and will only use intellectual property belonging to others such as code, software or documentation under appropriate licensing agreements. Examples of Intellectual Property are but not restricted to:
· Inventions
· Patents
· Technical Breakthroughs or trademarks belonging to VIBEZ ESTATES or its subsidiaries
Confidential Information: is information or data that is in possession of a person (individual
or company) communication of which is forbidden according to a contract or law. We are
particular that employees who worked in another firm do not pass on confidential information
of their previous employer.
Examples of confidential information include but are not restricted to:
· Information not yet released to the public through one of VIBEZ ESTATES ’s authorized channels
· Unpublished company strategy
· Current or future R&D programs, technical breakthroughs and/or inventions
· Investments, planned mergers or acquisitions
· Information received from customers or partners
· Unpublished Financial data either actual or forecasted
· Employee information
Proprietary Information: is information or data that is owned by a person (individual or company) and which is protected according to intellectual property and/or trade secret law. The use of proprietary information, whether it belongs to Vibez Estate or to a third party, requires express authorization from the owner. Any use of proprietary information must be made within the strict limits of such authorization.
Examples of proprietary information include but are not restricted to:
· Internal notes, information sent to employees
· Organizational charts
· Team objectives, data
· Specifications, design, inventions
· Logos, trademarks
Electronic Media
The company provides many forms of electronic media and services for employee use. This
media is not only proprietary, but is intended to facilitate the business interests of VIBEZ ESTATES and enhance productivity and efficiency. The occasional use of electronic media for personal (non business purposes) is permitted, but must not be excessive, contrary to business interests, nor interfere with an employee’s job performance or the performance of others.
Examples of electronic media:
· Computers
· E-mail
· Telephones· Photocopiers
· Fax machines
· Cellular phones
· Video teleconferencing
· Internet & intranet
Conducting Our Business
Conflicts of interest
We are all expected to conduct business within guidelines that prohibit actual or potential conflicts of interest. A conflict of interest is any circumstance that could cast doubt on an employee’s ability to act objectively regarding the interests of the c ompany, or any situation that benefits the employee, a close relative, or a relationship to the detriment of the company. Examples of conflicts of interest include but are not restricted to:
· Engaging in any activity or employment that interferes with or detracts from an employee’s work
· Service or have a close relative servicing as part of a Board of Directors, or as a technical advisor to an actual or potential competitor, partner, customer and/or supplier.
If any transaction having conflict of interest becomes unavoidable, it must be fully disclosed to the Compliance Officer and the Managing Director of the Company.

Insider Trading

We shall not derive benefit or assist others to derive benefit by giving investment advice from the access to and possession of information about the company, not in public domain and therefore constitute insider information. We will comply with Prohibition of Insider Trading Guidelines as issued by SEBI and Prohibition of Insider Trading Policy of the Company.

Gifts & Donations
We shall not receive or offer, directly or indirectly, any gifts, donations, remuneration, hospitality, illegal payments and comparable benefits that are intended (or perceived to be intended) to obtain business (or uncompetitive) favours or decisions for the conduct of business. Nominal gifts of commemorative nature, for special events may be accepted and reported.
Every Vibez Estate Employee is expected to follow these simple principles as given hereunder:
· Take & Own Decisions
· Use Common Sense
· Take Initiatives
· Have Confidence in yourself
· Ask Questions
· Raise Hell on Dependencies
· Don’t Commit whatever you cannot Deliver
· Plan your Project
· Think Holistically
· Respect each other’s time
Zero tolerance to misconduct
All employees, vendors, dealers and distributors, suppliers, contractors of this Organization are expected to observe the highest standards of ethics during performance of their services so as to avoid misconduct. For the purposes of this provision, Videocon defines 'misconduct' as under:
Corrupt Practice' is the offering, giving, receiving or soliciting, directly or indirectly, of anything of value to influence improperly the actions of another party.
'Fraudulent Practice' is any act or omission, including a misrepresentation, that knowingly or recklessly misleads, or attempts to mislead, a party to obtain a financial or other benefit or to avoid an obligation.
'Collusive Practice' is an arrangement between two or more parties designed to achieve an improper purpose, including to influence improperly the actions of another party.
'Coercive Practices' is impairing or harming, or threatening to impair or harm, directly or indirectly, any party or the property of the party to influence improperly the actions of a party.
Disciplinary action
The Company intends to prevent the occurrence of conduct not in compliance with this Code of Conduct, applicable laws and other policies, procedures, and guidelines prepared by the Company. The allegations of non-compliance or reported violations with the Code of Conduct will be investigated whenever necessary and evaluated at proper level(s). Those found to be in violation of this Code of Conduct are subject to appropriate actions up to and including termination of employment / future business with the company. Criminal misconduct may be referred to the appropriate legal authorities as per Law