Code of Conduct Generator

[COMPANY NAME]
CODE OF CONDUCT

Version:        1.0
Effective from: [Effective date]
Owner:          [Policy owner]
Applies to:     All employees

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1. PURPOSE
This code sets out how we expect people to behave at work. It is not an exhaustive
list of rules. Where something is not covered, apply the test: would you be
comfortable if this were known to your colleagues, our customers and your family?

2. TREATING PEOPLE WELL
Treat colleagues, customers, suppliers and candidates with respect. Discrimination,
harassment, bullying, intimidation and retaliation have no place here.

Sexual harassment is dealt with separately under the policy on prevention of sexual
harassment at the workplace, issued under the 2013 Act.

3. HONESTY
Do not misrepresent facts to the company, to customers or to anyone else on the
company's behalf. Do not falsify records, including attendance, expenses,
timesheets or qualifications. Records the company is required by law to maintain
must be accurate.

4. CONFLICTS OF INTEREST
Declare any situation where your personal interest could conflict with the
company's — a financial interest in a supplier, customer or competitor; a close
personal relationship with someone you make decisions about; outside work that
overlaps with your role. Declaring a conflict is not an admission of wrongdoing.
Failing to declare one is.

5. GIFTS AND HOSPITALITY
Modest gifts and hospitality in the ordinary course of business are acceptable. Do
not accept anything worth more than ₹5,000, and do not accept anything at all if
it could reasonably influence a decision you are involved in. Cash is never
acceptable. Declare anything you are unsure about.

6. BRIBERY AND FACILITATION
Do not offer, give, request or accept a bribe, in any form, to anyone, including a
public official, whether directly or through a third party. There is no threshold
below which this is acceptable and no business objective that justifies it.

7. CONFIDENTIALITY AND DATA
Information about the company, its customers, its employees and its business is
confidential. Access personal data only where you need it for your work. Do not
copy customer or employee data to personal devices or accounts. These obligations
continue after your employment ends.

8. COMPANY PROPERTY
Use company equipment, systems and funds for company purposes. Limited personal use
of systems is acceptable and is not private — the company may access its systems
where it has a legitimate reason, subject to law.

9. SPEAKING PUBLICLY
You are free to have and express opinions. When you do so publicly, make clear you
are speaking for yourself. Do not disclose confidential information, do not speak on
the company's behalf unless authorised, and do not post anything about a colleague
or customer that you would not say to them.

10. OUTSIDE WORK
Any paid engagement outside the company must be disclosed to your manager and
approved in advance. Approval will not be withheld unreasonably, but will be refused
where the work is for a competitor, uses company time or equipment, draws on
confidential information, or would affect your performance here.

11. HEALTH, SAFETY AND SUBSTANCES
Follow safety instructions and report hazards and incidents. Do not attend work
under the influence of alcohol or drugs.

12. RAISING A CONCERN
If you see something that breaches this code, raise it. You can speak to your
manager, to human resources, or through the confidential channel published on the intranet.

Concerns raised in good faith are taken seriously and the person raising them is
protected from retaliation. That protection applies whether or not the concern
turns out to be well founded.

13. CONSEQUENCES
A breach of this code is a disciplinary matter and may result in action up to and
including termination of employment, following the process the law requires. Some
breaches are also criminal offences and may be reported to the authorities.

REVIEW
This policy is reviewed annually and whenever the law changes. Where anything in
it falls below a statutory entitlement, the statute applies and this policy is to
be read as amended accordingly.

Questions about this policy should be raised with the human resources team at
[Company name].

ACKNOWLEDGEMENT

I have read and understood the code of conduct and agree to comply with it.

Name: [Name]                Signature: [Signature]
Employee number: [Employee number]     Date: [Date]