This Code of Conduct (CoC) serves only as an Ethical Guide. If employees confront an ethically ambiguous situation, they should remember the Company’s commitment to the highest ethical standards and seek advice to ensure that all actions they take on behalf of the Company honour this commitment.
This Code of Conduct applies to all Employees of Central Power Purchasing Agency (Guarantee) Limited. The Company hereby requires its entire Employees:
The observance of high standards in the conducting of its business activities. All employees must well understand and meet the standards of professional and personal Ethics/Integrity expected of them to protect and safeguard the reputation of the Company. Contravention of “CoC” will be regarded as misconduct.
The Company is proud of the values with which it conducts business. It has and will continue to uphold the highest levels of business ethics and personal integrity in all types of Business activities, transactions, and interactions.
The “CoC” defines acceptable and unacceptable behaviours, and it shall be disseminated throughout the Company. This Code of Business Conduct serves to:
This CoC serves only as an Ethical Guide. If employees confront an ethically ambiguous situation, they should remember the Company’s commitment to the highest ethical standards and seek advice following the given hierarchy to ensure that all actions they take on behalf of the Company honour’s this commitment.
(This Hierarchy is collectively termed as Seek Guidance in this document).
Manager Department Head Functional Head.
If any point, employees feel uncomfortable and/or not getting a positive response from the seek guidance hierarchy, they may also report questionable behaviours by sending an email to HR at email@example.com (confidentiality will be ensured).
A) General Ethics:
B) Conflict of Interest:
A conflict can arise when an employee takes actions or has interests that may make it difficult to perform his or her work for the Company objectively and effectively. Conflicts of interest may also arise when an employee or members of his or her family, receives improper personal benefits as a result of his or her position at the Company.
An employee has a prime responsibility to the company and is expected to avoid any activity that could interfere with that responsibility.
C) Protection and Proper Use of Company Assets:
All employees should endeavour to protect the company’s assets and ensure their efficient use. Theft, carelessness and waste have a direct impact on the company’s profitability. Any suspected incident of fraud or theft should be immediately reported for investigation.
D) Fair Dealing:
All Employees shall behave honestly and ethically at all times and with all people. They shall act in good faith, with due care, and shall engage only in fair and open competition, by treating the Employees of Generation Companies, Distribution Companies and Company colleagues ethically. Stealing proprietary information, possessing trade secret information that was obtained without the owner’s consent, or inducing such disclosures by past or present employees of other companies is prohibited.
Employees must maintain the confidentiality of the confidential information entrusted to them, except when disclosure is authorized. Confidential information includes all non-public information that might be harmful to the Company, Generation Companies or Distribution Companies. It also includes information that Generation Companies and Distribution Companies have entrusted to the company. The obligation to preserve confidential information continues even after employment ends.
Violations of Ethical Guidelines:
1. Reporting Known or Suspected Violations:
The Company’s directors, CEO, senior financial and legal executives shall promptly report any known or suspected violations of this Code to HR at firstname.lastname@example.org. All other employees should Seek Guidance (following the Hierarchy defined above in “PURPOSE”) about known or suspected illegal or unethical behaviour. The employees may also report questionable behaviour by sending an email to email@example.com (confidentiality will be ensured). No retaliatory action of any kind will be permitted against anyone making such a report in good faith, and the Company will strictly enforce this prohibition.
2. Accountability for Violations:
If the management or its designee determines that this Code has been violated, either directly, by failure to report a violation, or by withholding information related to a violation, the offending employee may be disciplined for noncompliance with penalties up to and including removal from office or dismissal. Such penalties may include written warnings to the individual involved that a violation has been determined, censure by the management, demotion or re-assignment of the individual involved and suspension with or without pay or benefits. Violations of this Code may also constitute violations of law and may result in criminal penalties and civil liabilities for the offending employee and the Company. All employees are expected to cooperate in internal investigations of misconduct.
We must all work together to ensure prompt and consistent action against violations of this code. In some situations, however, it is difficult to know if a violation has occurred. Because we cannot anticipate every situation that will arise, it is important that we have a way to approach a new question or problem. These are the steps to keep in mind: