Meyer Industries Limited (MIL or the Company) is committed to an ethical and responsible business that values integrity, respect and truthfulness, and the highest ethical standards. Any and all forms of bribery, corruption, deception, extortion, records falsification and embezzlement are strictly prohibited.
All MIL employees must ensure that this Code of Conduct for Employees is followed and that the Company’s goodwill and interest will not be infringed by fraud, disloyalty and bribery behaviors.
RULES AND GUIDELINES OF CODE OF CONDUCT FOR EMPLOYEES (“Code of Conduct”)
Applicable Scope
This “Code of Conduct” is applicable to all MIL employees. The employee must comply with the Rules and Guidelines when he/she is performing duty inside or outside of the Company, and inside or outside of Thailand.
Regulations about “Advantage”
Any employee of MIL soliciting or accepting an “Advantage” in connection with his/her work for the Company without the permission of the Company will commit an offence under the MIL Rules and Regulations and the local law.
The term “Advantage” includes money, gift, loan, service, favor, contract and employment etc.
Soliciting “Advantage”
MIL strictly prohibits employees to solicit any “Advantage” from suppliers, customers, contractors, service providers, or any person, company or organization having business dealings with the Company.
Accepting “Advantage”
Basic Principle
Except as stipulated in Clause 4.2 below, MIL strictly prohibits employees to accept any “Advantage” from suppliers, customers, contractors, service providers, or any person, company or organization having business dealings with the Company.
Rules of Accepting Gifts
Employees may occasionally be offered (but cannot solicit) gift from suppliers or service providers. On receipt of the gift, employees must complete the Gift Declaration Form and submit to Department Manager or GM or MD for disposal.
After evaluating the Gift Declaration Form, the Department Manager or GM or MD may allow the employee to accept the following types of gifts, on condition that the gift is not solicited, and that the acceptance will not affect his/her objectivity in executing the company duties:
(A) Advertising or promotional gifts or samples, subject to a maximum limit of 2,500 Baht or equivalent value.
(B) Non-cash gifts given in official functions while the employee attends on behalf of the Company, subject to a maximum value limit of 2,500 Baht (no restriction on prizes from open lucky draw).
(C) Non-cash gifts given on festive or special occasions, subject to a maximum value limit of 2,500 Baht (no restriction on prizes from open lucky draw).
(D) Discounts or other special offers given by any person or company to the employees as customers, on terms and conditions generally applicable to other customers in general.
Important Notes:
a) The employee should decline an offer of the above “gifts” if acceptance could affect his/her objectivity in conducting the Company’s business or induce him/her to act against the interest of the Company.
b) If the employee has any query about the acceptance of gift, he/she should report to the Company.
Reporting Procedure:
The employee must fill in the “Gift Declaration Form” and submit it to his/her department manager or more senior managerial executive. The Department Manager will decide on the disposal of the gift offered to his subordinates. In case the gift is offered to managers, they should complete and submit the “Gift Declaration Form” to GM or MD for disposal. After examining by the Company, the employee must follow the company’s instruction to dispose the case.
Offering “Advantage”
The employee is prohibited from offering “Advantage” to any person or company, for the purpose of gaining or maintaining any business. An employee is also prohibited to give any “Advantage” to any civil servant or staff of public organization in order to influence their decision.
False Documents and Accounts
The employee is prohibited to forge documents or provide false information to deceive or mislead the Company. Any MIL employee using any false documents, records, accounts or receipts with the intent to deceive the Company will commit an offence under the MIL Rules and Regulations.
Compliance with Laws Inside and Outside of Thailand
The employee must comply not only with this “Code of Conduct”, but also all local laws (including law of anti-bribery) and regulations when conducting the company’s business.
Private Business Activities
When the employee is performing his/her company duties, whether inside or outside of Thailand, he/she should not participate in any private business activity that is not related to the Company’s business.
Rules on Entertainment, Gambling and Loans
1. Although entertainment is an acceptable form of business and social behavior, the employee should avoid accepting overly lavish or frequent entertainment from persons with whom the Company has business dealings to avoid placing himself/herself in a position of obligation.
2. Employees are advised not to engage in gambling activities or involve in large stakes gamble with persons having business dealings with the Company. In a social occasion, if playing gambling nature game and the participants include customers, contractors or suppliers, the employee ought to justify the appropriateness beforehand. The employee ought to quit the game if the stakes are large.
Note: All gambling activities mentioned above must be legal. Employees are prohibited from involving in any illegal gambling activity.
3.The employee and his/her direct relatives should not loan to any person, company or organization having business dealings with the company or act as loan guarantor and also should not accept any loan from, or through the assistance of, any person, company or organization having business dealings with the Company.
Conflict of Interest and Declaration procedure
1 “Conflict of Interest” exists when the employee’s “private interest” interferes in any way, or even appears to interfere, with the interests of the Company.
Note: “Private interest” includes both personal and financial interests of the employee and those of his/her family members, relatives and close personal friends.
2. The employee should avoid any conflict of interest situation. When actual or potential conflict of interest arises, the employee should make a declaration to the Company.
3. If the employee, his/her relatives or close friends has direct or indirect “personal and financial interests” of a company and this company is having business dealings with the Company, or is the Company’s competitor, the employee must declare such interests to the Company.
4. The employee should avoid participating part-time job, investment or other business activity which conflicts with the Company’s interest. If the employee has participated or wants to engage in such activity, he/she should declare to the Company promptly.
Declaration Procedures
1. The employee must fill in the form of “Declaration of Conflict of Interest” and submit it to his/her department manager or more senior managerial executive.
2. After examining by the Company, the employee must follow the Company’s instruction to dispose the case.
Confidential Information and Company Assets
1. Employees must properly maintain the confidential information and documents entrusted to them by the Company.
The employee who is entrusted to manage, use or look up the Company’s confidential information and documents, should keep high alertness, adopt adequate confidential measures to prevent such information being stolen and misused.
During or after the termination of the employment, the employee should not infringe the Company’s interest, not disclose the Company’s confidential information to outsiders, and not make use of such information to gain personal interest.
2. Employees should keep the company assets properly. All company assets are to be used for company business purpose or for other purpose authorized by management. Employees are prohibited to take any company assets for private use or resale.
Complaint
If an employee discovers any employee violating this “Code of Conduct”, he/she should complain to department manager or more senior managerial executive. All information of the complaint will be treated with the strictest confidence. The Company will deal with the employee’s complaint promptly and in fairness manner. Meanwhile, the complained employee may be rewarded for merit.
Disciplinary Action
Regardless of the job position, all employees in breach of this “Code of Conduct” will be subject to disciplinary action including dismissal without any compensation. In case of suspected corruption or other criminal offences, it will be reported to the Police or the appropriate authority.
This “Code of Conduct” comes effective September 1, 2015.
The Company reserves the right to amend this “Code of Conduct” as deemed appropriate, according to the situation.