展示 11.1
业务行为准则及道德准则
HELPORt 人工智能 有限公司
介绍
目的
本业务行为行为准则及道德守则（本“编码”）包含对拥有有限责任的英属维京群岛免税公司Helport 人工智能 有关业务行为的一般准则，符合最高业务伦理标准。在本准则要求的标准高于商业惯例或适用法律法规时，我们将坚持这些更高标准。权益代理为何Code Of Business Conduct需要更高标准？
此临时代码适用于所以董事、官员和员工，以及本公司及其附属公司（除非上下文另有规定，否则在本临时代码中统称为“公司”）。我们将此临时代码所涵盖的所有人士称为“公司员工” 或简单称为“employees”。我们亦将我们的首席执行官和我们的致富金融(临时代码)称为我们的“主要财务主管.”
寻求帮助和资讯
这份规则不旨在成为一本全面的守则手册，并无法涵盖你可能遇到的每一种情况。如果你对某种情况感到不舒服，或者对是否符合公司的道德标准有任何疑问，请寻求帮助。我们鼓励你首先联系你的主管寻求帮助。如果你的主管无法回答你的问题或解决你的问题，或者如果你不舒服联络你的主管，你可以联系董事会任命的首席合规官（"合规主管）。 公司的合规官已由公司的董事会任命，为李光海。 。 如果公司的合规官任命有所更改，公司将通知您。您可以保持匿名，并且在与公司沟通时无需透露您的身份。
举报违反规定
所有板块的员工有责任举报任何已知或怀疑违反该行为守则的行为，包括违反适用于该公司的法律、规则、法规或政策。如果您了解或怀疑违反该行为守则的行为，请立即向您的主管举报。您的主管将联系合规主管，后者将与您和您的主管合作调查此事宜。如果您不想向您的主管举报此事宜，或者您未获得满意的回应，您可以直接联系合规主管。提出报告的员工无需留下自己的姓名或其他个人信息，并将尽合理努力以保护员工提交报告后进行的调查的保密性和匿名性。对于已知或怀疑违反法律或该行为守则的所有报告将被处理时需敏感并谨慎处理。您的主管、合规主管和公司将竭尽所能保护您的机密性，与法律和公司对调查您的报告的需求一致。
根据公司政策，任何违反本准则的员工都将受到适当的纪律处分，包括可能被解雇。该决定将根据每种情况的事实和情况来进行。被指控违反本准则的员工将有机会在做出任何适当纪律处分之前表达自己的事件版本。违反法律或本准则的员工可能会使自己面临巨额民事损害、刑事罚款和监禁。公司也可能面临巨额罚款和处罚，并可能损害其在社区中的声誉和地位。作为公司代表，如果您的行为不符合法律或本准则，则可能对您和公司均带来严重后果。
禁止报复政策
公司禁止对于以善意寻求帮助或举报已知或怀疑违规行为的员工进行报复。任何因员工以善意寻求帮助或提出举报而对该员工进行报复的行为，将受到纪律处分，包括可能终止雇佣关系。
免除该准则
仅由公司的执行长可对员工的此《守则》进行豁免。仅由我们的董事会或我们的董事会的适当委员会可对我们的董事、执行长或其他主要财务主管的此《守则》进行豁免，并将按照法律或纳斯达克的规定向公众披露。
利益冲突
识别潜在利益冲突
当员工的私人利益干扰或似乎干扰公司整体利益时，可能会出现利益冲突。您应该避免任何影响您代表公司利益行事或使您难以客观有效执行工作的私人利益。
识别潜在利益冲突并不总是一帆风顺的。以下情况是利益冲突的例子：
| ● | 外部雇用不得雇用任何员工，担任董事，或向公司的重要客户、供应商或竞争对手提供任何非作为公司员工的职责服务。 |
| ● | 不当的个人利益。任何员工均不应因其在公司的职位而获得任何有形（对于他或她）个人利益或特惠。有关此事项的额外指南，请参阅下方的“礼品和娱乐”。 |
| ● | 财务利益任何员工不应拥有公司的一个重要客户、供应商或竞争对手的任何相关财务利益（所有权或其他）。 「重要的财务利益」指的是（i）拥有重要客户、供应商或竞争对手超过1％的股权，或（ii）对重要客户、供应商或竞争对手的投资占员工总资产的5％以上。 |
| ● | 贷款或其他金融交易。员工不应从公司的重要客户、供应商或竞争对手处获得个人债务贷款或担保，也不应与这些公司进行其他个人财务交易。此准则不禁止与银行、券商或其他金融机构进行远端交易。 |
| ● | 董事会和委员会的服务员工不得在其利益与公司可能存在冲突的任何实体（无论营利或非营利）的董事会、董事会或委员会任职。 |
| ● | 家庭成员的行为 在工作场所之外的家庭成员行为，因为可能会影响员工在代表公司做出决策时的客观性，因此也可能引起上述利益冲突。根据本守则，“家庭成员”包括您的配偶或伴侣、兄弟、姐妹和父母，亲属和子女，这些关系不论是血缘还是领养关系。家庭成员在职场之外的行为，也可能引发上述的利益冲突，因为他们可能影响员工在代表公司做出决策时的客观性。根据本守则的定义，「家庭成员」包括您的配偶或恋人、兄弟姐妹和父母、姻亲和子女，无论这些关系是血缘还是通过收养而来的。 |
根据本代码，如果一家公司在过去一年中向公司支付的金额超过10万美元或客户总收入的10%，以较大者为准，则被视为“重要客户”。如果一家公司在过去一年中从公司收到的付款超过10万美元或供应商总收入的10%，以较大者为准，则被视为“重要供应商”。如果一家公司在公司所属业务领域竞争，并且该业务领域的年度总收入超过50万美元，则被视为“重要竞争对手”。如果您不确定某家公司是重要客户、供应商还是竞争对手，请联系合规主管寻求帮助。
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利益冲突的披露
公司要求员工披露可能会导致利益冲突的情况。如果您怀疑自己存在利益冲突，或者有其他人可能会认为存在利益冲突的情况，您必须向您的主管或合规主管报告。您的主管和合规主管将与您合作判断您是否存在利益冲突，如果是的话，如何最好地处理。尽管利益冲突并非自动禁止，但它们并不理想，只能如上述《行为守则豁免》中所描述的那样豁免。
企业机会
作为公司的员工，当有机会时，您有责任促进公司的利益。如果您通过使用公司资产、信息或因为您在公司的职位而发现或被提出一个业务机会，您应该首先将这个业务机会提供给公司，然后再以个人身份追求这个机会。任何员工不得为了个人利益或以可能与公司竞争的方式使用公司财产、信息或自己在公司的职位。
您应该向您的主管披露您希望追求的本准则涵盖的每个业务机会的条款和条件。您的主管将与合规主管和适当的管理人员联系，以判断公司是否希望追求该业务机会。如果公司放弃追求该业务机会的权利，则您可以按照最初提议的条款和条件，并与本准则中规定的其他道德指南一致，追求该业务机会。
公司的机密信息和财产
员工在公司工作期间可以访问各种机密信息。 机密信息包括所有可能对竞争对手有用的非公开信息，或者如果披露会对公司或其客户造成损害的信息。 每位员工都有责任尊重和保护公司信息以及我们的供应商和客户的机密性，除非获得授权或法律要求。此外，您必须在任何以前的雇佣关系中避免使用任何机密信息，以免在这样做时有理由违反对前雇主的保密责任。 员工对保护机密信息的义务在其离开公司后仍继续存在。 未经授权披露机密信息可能对公司和/或其客户造成竞争性伤害，并可能导致您和公司承担法律责任。
员工还有责任保护公司的知识产权和其他业务资产。公司的知识产权、业务系统以及公司的安防是公司业务的关键。
任何关于公司信息披露是否合法规定的问题或担忧应该及时转交给合规官员。
保护机密信息和公司财产
必须小心保护和保护机密信息和公司的财产。因此，应遵守以下措施：
| ● | 公司员工在业务和社交活动中应注意不要泄露机密信息。例如，不在使用时，机密信息应安全存放。此外，在公共场所（例如飞机、火车、出租车、公共汽车等）不应查阅机密文件或讨论机密内容，以防止被未经授权的人听到或获取。 |
| ● | 在公司办公室时，不应在访客或不涉及这类事务的人听到的范围内讨论机密事项。 |
| ● | 机密事务不应与其他非从事此类事务的员工、朋友或亲戚讨论，包括居住在公司员工同一住所的人。 |
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| ● | 公司员工只能访问、使用和披露对他们履行职责必要的机密信息。 除非其他员工或承包商在履行职责过程中有必要掌握这些机密信息，否则他们不得向公司的其他员工或承包商透露机密信息。 |
| ● | 公司的文件、个人电脑、网络、软件、互联网访问、互联网浏览器程序、电子邮件、语音邮件和其他商务设备（例如，桌子和文件柜）及资源均供业务使用，它们是公司的专属财产。滥用此类公司财产是不可容忍的。 |
竞争与公平交易
所有板块员工都有责任与其他员工、公司的客户、供应商和竞争对手公平相处。员工不应该通过操纵、隐瞒、滥用特权信息、歪曲重要事实或任何其他不公平的方式来对任何人取得不公平优势。
与客户的关系
我们业务的成功取决于我们建立持久客户关系的能力。公司致力于公平、诚实、诚信地与客户打交道。具体来说，在与客户打交道时，您应牢记以下准则：
| ● | 我们向客户提供的信息应当准确完整，尽我们所知。员工不应当故意向客户误传信息。 |
| ● | 员工不应因为顾客从其他供应商购买产品就拒绝销售、提供服务或维护公司生产的产品。 |
| ● | 客户娱乐不应超出公司的合理和惯例业务做法。员工不应提供可能被视为诱因或奖励客户购买决定的娱乐或其他福利。请参阅以下有关此领域的其他准则“礼品和娱乐”。 |
与供应商的关系
公司与供应商公平、诚实相待。这意味着我们与供应商的关系是基于价格、质量、服务和声誉等因素。处理供应商业务的员工应当谨慎保持客观性。具体而言，任何员工不应接受或索取可能威胁或看起来会威胁其对供应商产品和价格的客观评估的任何个人利益。员工可以在公司合理和惯常业务行为的限制内接受或提供名义价值或适度规模的娱乐活动。请参阅“礼品和娱乐”以获取该领域的额外指南。
与竞争对手的关系
公司致力于市场的自由和公开竞争。雇员应避免行为违反市场竞争法律，包括反垄断法。此类行为包括盗用和/或滥用竞争对手的机密信息，或对竞争对手的业务和业务行为进行虚假陈述。
公司资产的保护和使用
员工应保护公司的资产，并确保这些资产仅用于合法的业务目的。盗窃、疏忽和浪费直接影响公司的盈利能力。禁止将公司的资金或资产，无论是否为个人利益，用于任何非法或不当目的。
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为确保公司资产的保护和正确使用，每位员工都应：
| ● | 要采取合理的注意防止公司财产被盗、损坏或滥用； |
| ● | 向主管报告公司财产的实际或怀疑的盗窃、损坏或滥用。 |
| ● | 公司电话系统、其他电子通讯服务、书面材料和其他财产主要用于业务目的； |
| ● | 保护所有电子程序、数据、通信-半导体和书面材料，以免他人无意中访问；并 |
| ● | 只能将公司的财产用于合法的业务目的，在与您的工作职责相关的授权情况下。 |
员工应该意识到，公司的财产包括所有发送或接收到公司电子或电话系统中的数据和通信，以及所有书面通信。公司财产的员工和其他用户在这些通信和数据方面没有隐私期望。在法律允许的范围内，公司有能力并保留权利监控所有电子和电话通信。这些通信也可能需要披露给执法部门或政府官员。
礼物与娱乐
给予和接受礼物的行为是一种常见的业务做法。适当的业务礼物和娱乐是受欢迎的礼节，旨在建立业务伙伴之间的关系和理解。然而，礼物和娱乐不应该损害，或看起来损害您做出客观和公平的业务决策的能力。
在这个领域，您有责任运用良好的判断力。通常情况下，您只能给予或接受客户或供应商的礼品或娱乐，前提是这些礼品或娱乐不会被视为对任何特定业务决策的诱因或奖励。所有礼品和娱乐费用应在费用报告中妥善核算。以下具体示例可能有所帮助:
| ● | 餐饮和娱乐。如果出以下情况，您可以偶尔接受或提供餐饮、茶点或其他娱乐活动： |
| ● | 这些物品价值合理； |
| ● | 会议的目的或参加活动与业务相关；并且 |
| ● | 如果没有其他一方支付，公司将支付作为合理业务费用的费用。 |
合理娱乐价值可能包括食品和体育文化活动门票，如果它们通常提供给其他客户、供应商或供应商。
| ● | 广告和推广材料。您可能偶尔接受或提供名义上有价值的广告或推广材料。 |
| ● | 个人礼物。可以接受或赠送与公认的特殊场合相关且价值合理的个人礼物，例如毕业、晋升、新工作、婚礼、养老或假期。如果礼物是基于家庭或个人关系，并与个人之间涉及的业务无关，则也是可以接受的。 |
| ● | 奖励服务或成就的礼物您可以接受与您的服务或成就有关的身份币、慈善组织或宗教组织的礼物。 |
您必须特别小心，礼物和娱乐活动不会被误解为贿赂、回扣或其他不当支付。请参阅下文有关我们在业务交易中赠送或接收礼物政策的更详细讨论，《外国腐败行为法案》。
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您应尽一切努力拒绝或退回超出这些规定范围的礼物。如果拒绝礼物不合适或无法退还，您应立即向主管报告这件礼物。您的主管将把礼物呈报给合规主管，合规主管可能要求您将礼物捐赠给适当的社区组织。如果您对是否可以接受礼物或其他有价值的东西有任何疑问，请联系您的主管或合规主管以获取额外指导。
公司记录
准确可靠的记录对我们的业务至关重要。我们的记录是我们盈利报表、财务报告和其他向公众披露的基础，指导我们的业务决策和战略规划。公司记录包括预订信息、工资单、时间卡、旅行和费用报告、电子邮件、会计和财务数据、度量和绩效记录、电子数据文件和所有其他在日常业务中维护的记录。
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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