BigTime验厂行为守则英文版

bigtime验厂行为守则英文版
Code of Conduct
Code of Conduct & Ethics
Our Business Code of Conduct and ethics provides you with guidance in making the right choices when called upon to do so. Please become familiar with our Code, as well as all of our Company Compliance Policies and Standard Operating Procedures. As you review these materials, please keep in mind that it is not simply the letter of the Code, but the spirit that we all must embrace.
If you are faced with a situation where you think our Company values or compliance with the law may be in question, you should bring this to the attention of your immediate manager, supervisor or Human Resources Manager. Upon that questioning with your supervisors and or managers they will conduct the best way to answer those issues in question.

INTRODUCTION
This Big Time Products Business Code of Conduct (the Code) is intended to provide you straight forward information about Big Time Products operating principles and offer tools to help you make decisions that align with our ethical expectations and legal obligations. All associates are expected to act with honesty and integrity always complying with national and local laws .
The Code applies to all associates of Big Time Products inclusive of Big Time Products controlled subsidiaries, as well as all members of the Board of Directors.
We believe in excellent Customer Service, building strong relationships, the entrepreneurial spirit, respect for all people, creating shareholder value, doing the right thing, giving back and taking care of our people. Our customers and suppliers are our partners in our success.
Complying with the Code and the Law

Employees along with suppliers are expected to comply with the Code and all applicable laws and regulations. If the local law ever conflicts with this Code, seek the guidance of Corporate Compliance or legal services for resolution. Board members, officers and associates are expected to report suspected or observed violations of this Code, Company Policies, or applicable laws and regulations to Company management. Failure to follow the provisions of this Code can lead to discipline, up to and including termination. Labor and minimum wage laws are to be followed when manufacturing product for Big Time Products.

Open Door Policy
This Policy is intended to create an atmosphere that encourages you to voice your concerns, express doubts, discuss problems, ask questions, make observations, and offer suggestions about workplace issues. You should feel comfortable approaching your immediate supervisor, any other supervisor/manger, human resources associate, corporate officer or any other Company resource at any time.
Zero Tolerance for Retaliation

If you suspect wrongdoing, including violations of the Code, Company Policies of the law, report it immediately. Retaliation against anyone who reports a good faith concern is prohibited and will not be tolerated. Good faith means that your concern is honest and accurate to your knowledge, regardless of whether it is discovered at a later date that you were mistaken. Allegations made maliciously in bad faith may be subject to disciplinary action.

Getting Answers to Your Questions or Reporting a Concern
Depending on your concern, often it is best to speak first with your immediate manager or supervisor. Your immediate manager or supervisor is best-suited to respond to your issue immediately and may already be familiar with the concern your are reporting.

Safety
We are committed to providing our associates a safe working environment. As an employee, you are expected to comply with all safety requirements. If you are concerned about safety or have questions, comments or feedback regarding regulatory requirements, notify your supervisor immediately. Big Time Products should never ask or expect an associate to perform any task that is considered unsafe.

Labor Employment
Big Time Products believes that all people should be treated with dignity, and we will not accept conduct that fails to show appropriate respect to others. Any conduct that fails to show appropriate respect to others, including fellow associates, customers, vendors and suppliers, violates the Company values. All national and local labor laws and overtime compensation laws must be followed. Never can there be child labor or forced labor. This will not be tolerated, and we will enforce a zero tolerance policy on forced or child labor issues. All business will be terminated.
Alcohol and Drug Abuse
Using illegal drugs at any time, using alcohol when on the job, on Company premises or coming to work under the influence of alcohol is strictly prohibited. This prohibition is a

condition of employment. Any employee found in violation of this condition of employment is subject to immediate termination. Random drug testing also is a condition of employment. Any drug that is being consumed must have a legal prescription, and if any possibility of affecting judgment or physical abilities, employee must not operate equipment under company responsibility.
Fair Employment Practice/Discrimination
Big Time Products is an equal opportunity employer. We will not discriminate against any associate or applicant with regard to race, color, sex (gender), sexual orientation, gender identity or expression, age, religion, national origin, disability, protected veteran or other uniformed service status, or any other characteristic or basis protected by applicable law.

Harassment
Big Time Products will not tolerate harassment in the workplace. Harassment or disrespectful behavior can be verbal, non-verbal or physical. Sexual harassment is considered a terminating event.
Violence in the Workplace
We have a zero tolerance policy for actions that threaten our employees, customers, suppliers, and visitors or our property. Police will be called on ANY threat and prosecution will be pursued.

Conflicts of Interest
You have a responsibility to make decisions based on the interests of Big Time Products without regard to how they might benefit you. A conflict can occur when your private or professional interests interfere in any way- or even appear to interfere- with the interest of the company.
It is your responsibility to tell your immediate supervisor or Corporate Compliance about situations when a conflict of interest may exist or could be created.

Financial Interest
Your personal financial interest or those of your family, should not conflict with your responsibilities at the work place. In particular, significant financial interests in a Big Time Products competitor or a current or prospective vendor, as well as any instance in which you or a family member may receive personal gain through opportunities discovered through Big Time Products, should be disclosed to your supervisor for a conflict of interest assessment.

Relationships with Suppliers
Big Time Products cautions against engaging in social relationships with current or prospective suppliers that may interfere with your ability to perform your job objectively or create an appearance of a conflict of interest.
Big Time Products expects its suppliers, vendors and service providers to act ethically and in manner that meets or exceeds the standards set forth in this Business Code of Conduct and Ethics. ANY illegal incentive, bribe, unreported inducement or consideration will result in immediate termination of business and employees will be prosecuted and/or terminated.
Confidentiality, Privacy, and Information Protection

Much of the information with which we come into contact at work is confidential. Confidential information is not generally known to competitors and others outside the Company. Confidential information is critical to our competitive advantage and must not be disclosed except as specifically authorized or legally required. Legal recourse will be aggressively pursued for providing confidential information to any competitor.
Protecting the Company’s Assets and Intellectual Property
While at work you will have access to important Company property and information. Our intellectual property must be used and protected from infringement by others.

Record Retention
You may collect large amounts of information as part of your daily job, such as emails, spreadsheets, and contracts that may need to be retained for business or legal reasons. It is important to keep this information for the period of time required and then properly dispose of it thereafter.

Accepting Business Courtesies
Most business courtesies offered to us in the course of our employment are offered because of our positions at Big Time Products. We should not feel any entitlement to accept and keep a business courtesy. Although we may not use our position at Big Time Products to obtain business courtesies, we must never ask for them, we may accept unsolicited business courtesies that promote successful working relationships, as well as good will with the firms that BTP maintains, promotes or may establish a business relationship with.

BTP employees who are award contracts or who can influence the allocation of business. Who create specifications that result in the placement of business or who participate in negotiation of contracts must be particularly careful to avoid actions that create the appearance of favoritism or that may adversely affect the company’s reputation for impartiality/fair dealing. The prudent course is to refuse a courtesy from a supplier when

BTP is involved in choosing or reconfirming a supplier or under circumstances that would create an impression that offering courtesies is the way to obtain BTP business.
Gifts and Entertainment

The Big Time Products Gift and Entertainment Policy (effective September 15, 2012) states a zero tolerance for any sort of gifts or entertainment, as they could improperly serve as bribes: the Company has a zero tolerance policy for receiving gifts and entertainment when there is any chance that the purpose is to improperly influence the recipient, violate Company policies or violate the law. Specifically, this means BTP employees or agents of BTP under contract to provide services are prohibited from accepting, directly or indirectly, gifts, entertainment, services, money, or any other consideration of any kind from a vendor supplier without signed authorization of a BTP officers in advance of event. The Policy applies at all times and does not change during the traditional gift-giving season, as a result of cultural traditions or during the planning of a Company event. In general, you should not attempt to provide any items, money or product to any BTP employee or agent representing BTP without written authorization from BTP Executive Management. Should any BTP employee attempt to solicit money or seek a commercial bribe, it is YOUR responsibility to communicate this incident immediately to BTP Executive Management (706-295-3700). Any violation of this policy may be grounds for immediate termination for BTP employees and cessation of future business for the supplier.

The BTP Pre-Entertainment Authorization form is attached and will be kept on file in Human Resources.
Meals, Refreshments and Entertainment
We may accept occasional meals, refreshments, entertainment and similar business courtesies that are shared with the person who has offered to pay for the meal or entertainment, provided that:
They are not inappropriately lavish or excessive.
The courtesies are not frequent and do not reflect a pattern of frequent acceptance of courtesies from the same person or entity.
The courtesy does not create the appearance of an attempt to influence business decisions, such as accepting courtesies or entertainment from a supplier whose contract is expiring in the near future.
The employee accepting the business courtesy would not feel uncomfortable discussing the courtesy with his or her manager or co-worker or having the courtesies known by the public.
The employee can not accept any gifts or bribes (money etc) during factory Audits, audit process. Anything that may influence the auditor during this time will not and can not be accepted or tolerated.

Gifts
Employees may accept unsolicited gifts, other than money, that conform to the reasonable ethical practices of the marketplace, including:
Flowers, fruit baskets and other modest presents that commemorate a special occasion.
Gifts of nominal value, such as calendars, pens, mugs, caps and t-shirts (or other novelty, advertising or promotional items).
- Employees with questions about accepting business courtesies should talk to their managers or the HR department.

Do the Right Thing
Several key questions can help identify situations that may be unethical, inappropriate or illegal. Ask yourself:
Does what I am doing comply with the [Company Name] guiding principles, Code of Conduct and company policies?
Have I been asked to misrepresent information or deviate from normal procedure?
Would I feel comfortable describing my decision at a staff meeting?
How would it look if it made the headlines?
Am I being loyal to my family, my company and myself?
What would I tell my child to do?
Is this the right thing to do?