CODE OF ETHICS
LEONTES INC.
 

 

LEONTES GROUP

Purpose - This Code Ethics (and Business Conduct) is focused on our high standards and work practices, and also our commitment to conduct business relationship both internally and externally with the quest of respect of individuals, integrity, honesty fairness, passion of excellence, mark of servant leadership, truthfulness, empathy while being in accordance with legislations, laws, regulations, rules, and respect of cultural differences in a manner that reflects our bond to the community and the society well being. So, we have adopted, sign and promote this code of ethics to prevent improper conducts or behaviors that might be harmful to our employees, customers, stakeholders, and the community. Failure to comply with this code and to respect my signature (signed during the hiring and training process) will undoubtedly lead to disciplinary actions, sanctions, including, cut of work hours, short or long suspension or immediate termination depending on the ethics committee and the management decision. Any or all of the previous decisions might be apply whether or not there is violation of public laws and regulations if the behavior is not in compliance with this code and the organization standard of service.

Scope - This Code of ethics and policies apply to all executives, board members, managers, leaders, employees, as pertaining to you as stated in your hiring contract with the organization ( you, employee, officer, consultant) and  Leontes Inc (company, organization, we, us, our). We highly expect everyone in his/her sphere of activities and professional duty (vendors, contractors and other third parties we are in business with to comply and abide to the following code as applicable to the provided services and goods in relation to our organization.

Expectations- All employees at some level it might be is informed and trained about the principles included in this code during the hiring process, will sign it, and confirm the desire to abide to it. That is, it is highly expected that you read, understand and practice this code in your daily endeavors. The organization knows that it is almost impossible to list all the areas and aspect where the code might be you firs and principal guide. However, the company culture and work environment is designed based on the right to stop and say. That means, if you see a colleague what is not in compliance with this code and the corporate culture, you have the right to stop him/her and to talk about the issue in relation to the code and request compliance. If this first intervention does not help to resolve the issue, a supervisor should be informed of the situation.

We are all here to serve our colleagues, the customers, the stakeholders, and the community as a whole. The organization culture must transpire the desire to serve and to do the right thing. If it could harm you, your family, and your community, you have the responsibility to let the management know and to discuss openly about it. If not, when discovered or reported, you will be classified as intentionally breaking the principles and being unethical.

Our organization intend to comply with laws, regulations, rules, principles; but also highly social standards, in the respect of religious beliefs, moral standards, cultural traits, and community well being. The aforementioned parameters and acceptable framework should guide your decisions when it is not clearly stated in the code or any of our manuals. This is not an exhaustive code, and it is expected that anyone uses good judgment and common sense to not harm by behavior, action or decision making.

Integrity and servant leadership- Our organization is built on integrity, trust, honesty, and respect of others. Do not do to others what you should not like to do to you is our way to summarize our business principle. Each and everyone have the responsibility to develop fair relationship, honest partnership, and consciously guided business with customers, suppliers, competitors, officials and employees. You are the image of the organization not only in the internal, but also in the external relationship and exposure you may develop with the aforementioned partners and the community as a whole. You are part of the community and should care for others. The organization is seeing you as a leader in the area of your service and within the community. Act in a manner that is demonstrating your leadership in a way you are personally proud, to be a model and reference for friends and family, and to be socially engaged in favor the community well being.

Services- Serve others the way you would like to be served. You are sometime provider of service; but you are also customer when you are not at work. Preach by example in delivering the kind of service that you like to receive.

Empathy- Each customer, employee, partners, stakeholder, shareholder, member of the community we serve must be seen as a friend. We are proud of the service that we deliver and we deliver the best all the time with no exception. We understand, we care, we ask how we can help, we walk in other’s shoes, and we treat others as friend.

Dedication to Work and anti-Harassment- We want Leontes Inc. to be a fun place to work, but we do not involve in funny business. Any behavior that may pollute the work environment or making it difficult to create the innovative and productive work environment described in this document will not be tolerated. Disciplinary actions or termination might be decided by management and the ethical committee. The ethical committee has the right and the must to pay close attention to ethical conducts that guaranty a fair and stress free work environment for each and every employee. Discrimination, harassment, bullying attitude, belligerent behaviors based on race, ethnic group, age, religious beliefs, and personal look that is in compliance with the dress code, improper individual or out-group competitiveness will not be tolerated and will be severely punished as soon as reported to immediate supervisor or ethical committee. They behavior will be investigated, documented, and punished in a reasonable delay no longer than three months.

Conflict of Interest- Expectations- You may not engage in any activity inside or outside the organization that might be contradictory to the listed and sometimes unlisted guidelines in this code. Any activity behavior, decision, public demonstration that might me ion contradiction with the standard set by this code is characterized as in conflict with the interest of the organization.

• Your own private interests that create conflict or interfere with the organization interests in any way;
• External or internal conflicts that might prevent you from being fully efficient affectively or objectively;
• Improper personal or public benefits that might be discredit the organization
• Investment or public support to criminal activities or public actions that might harm others;
• Alcohol abuse conducting to one or several torts to laws and regulations;
• Owning more the stated or accepted actions, financial investment, gain, or benefits for a competing organization;
• Taking business opportunity within the company to inform others that might share the benefits or other subsidiary profit with you;
• Breaking the confidentiality rules to your own, friends, or family profits or gains;
•  Exploit our researches’ results to your own exploitation, friends, family, or other associates exploitation;
• Selling our own right or discovering to others or competing companies;
• Taking public actions or in the social medias on our behalf
• And many other unlisted action that may voluntarily  damage our reputation, create loss, affect our image, or harass our employees, customers, stakeholders, and the community with which or in which we are doing business are considered conflict of interest;
• Accepting gifts in relation to professional services to our customers, stakeholders, or our partners;
• Accepting gifts from competitors , consultants, vendors, purchasers or suppliers, marketing representative;
• Any gift that is not socially and professionally over $200, or not simply socially accepted is prohibited
• Any sort of bribery is totally and strictly prohibited;
• Socially accepted gift to business partners in a different country (or different cultural background09 must be discussed, declared and accepted by immediate supervisor and upper (at least two people).
• Trips’ tickets, funded trips or substantive amount of samples and meal from customers, suppliers, marketing officers from other organization, officials are strictly prohibited
•  Loans in exchange of favor from our organization, property, cars, or any other services from individual or companies in relation to services provided within the scope of your professional endeavors within the organization are prohibited.
• Political contributions and public support must be guided by state and city laws, public agencies regulations and community accepted behaviors’ with also advance documented approval from Government Affairs and the General Counsel's Office.

Confidentiality- Are called confidential information any personal sensitive information, company’s data, employees’ personal information, stakeholders and shareholders personal or financial, health information or data. Also, might be considered as confidential information any personal information pertaining to any of the above listed or non listed partners, vendors, suppliers, or marketing agencies or specialist, consultants having shared information with our organization for the purpose of doing business or deeply considered to be personally sensitive.

Any of the above should not be discussed privately, publicly, online or in social media, intranet or internet networks. They should be kept confidential and used consciously and properly for work and service purpose only. Any unethically use of confidentially shared information in the context of work or organizational events.

Fair employment practices- Immediate family, parents or relatives may not be hired without approval by Human Resources and the Ethics Committee. Supervisor or employee should not be directly worked in family’s parents’ or relatives’ area or service. They should not have to work together for control and/or audit of the organizations’ assets, funds, and equipments.

Misuse of Assets and Funds management- Employees, Upper and Middle Management, Executives should protect our assets and ensure their efficient use in a proper manner. Thefts, destruction of assets and equipments, inappropriate removal or sharing of the organization’s property or assets are strictly prohibited. All organization’s assets and equipments must be used in good faith and with no harm to you or others.

Records and Audits- Either financial and assets information required to be shared with official by laws, regulations or principles or confidential information and data base should not be corrupted in any way. They need to be kept in good standing and to be disclosed to clearly authorized officials in compliance to the law. Our auditors are independent firm or particular that has no business relation with us. Shareholders or stakeholders with important financial investment into the company are disqualified for record and audit files management.

Accounting and Financial Records- They are properly registered and balanced in compliance with the legal, professional, and organizational standards with no more than three copied, but no duplicated falsified files. Any attempt to mislead, manipulate, or falsify accounting and financial records will be severely punished and disclosed to authorized officials upon request. We do not tolerate any deliberate accounting error, noncompliance or discrepancies that might mislead employees, customers, stakeholders, shareholders, stockholders, suppliers, investors, business partners, the Security and Exchange Commission or the community as a whole. Fraudulent or misleading reporting or financial records are prohibited by laws and can result in civil or criminal penalties to individuals involved and the company. They are strictly prohibited.

Fraud- See theft and financial compliance to the laws and regulations as required by the Security and Exchange Commission.

Environmental and Health Hazard- We strictly follow the laws and regulations when it comes to health, workplace hazards, and environmental compliance. In accordance to the law, we do guarantee proper work environment freed of hazards and health issue. We are all responsible to enforce the Bloodborne pathogens mentioned by the OSHA Safety and Health, OSHA Regulations (Standards - 29 CFR) Bloodborne pathogens. - 1910.1030 and other laws and regulations pertaining to Occupational Safety and Health as required by OSHA.

We do value the benefits of a healthy environment in the community where our company is working and investing. Any conduct, behaviors, or neglect that can be seen by authorities or the community as a nuisance will not be tolerated. We pledge to not harm the human beings, the biosphere, the atmosphere, the climate, the animals, and the plants in our environment.

 Confidentiality- Are called confidential information any personal sensitive information, company’s data, employees’ personal information, stakeholders and shareholders personal or financial, health information

Monitoring Compliance – If you need help for interpretation or might have question related to this document call the ethic committee team at 1-888-333-7777 or walk to your supervisor office. If he/she cannot provide immediate help, the ethical committee will schedule an appointment with you. Consultations with the ethic committees are limited in order to prevent productivity issue. Please discuss with you supervisor if you might have more than there appointment with the ethical committee per quarter. However, we have an open door policy and your supervisor must address any personal or professional issue in the shorter delay he/she can.

 

Reporting- To anonymously report misconduct or violation of the code of ethics, go online to https://www.leontesconsultinggroup.com/codeofethics and click on report misconduct.

Confidentiality – We pledge to keep confidential reported issue and we reserve the right to investigate the issue in a non discriminatory way.

Retaliation- We will not tolerate retaliation in any form against any individual for complaints or reports made in good faith against co-workers, supervisor, and even the company.

Modifications - We reserve the right to amend, change or modify these policies and procedures at any time.

Warning- any measures or punishment or disciplinary actions taken in accordance to the code of ethics cannot be subject of court trial. The file can be investigated and reviewed on a personal basis by the ethics committee or the internal commission of conciliation (see details about the Internal Commission of Conciliation (ICC) which includes an employee with the longest time of service, a upper management, a middle management, an ethics committee member, an organization legal council member, and a church official in the community accepted both by the employee and the organization.

Agreement-

Read and accepted by: (write full name) ------------------------------------------

Job title: -------------------------------------------------------------------------------

Date: -----------------------------------------------------------------------------------

Hiring date: ---------------------------------------------------------------------------

Signature: -------------------------------------------------------------------------------