CODE OF CONDUCT

SALES AND MARKETING CODE OF CONDUCT

  • The Management of J-STAR GROUP OF COMPANIES Private Limited (the Company) has adopted  a Code of  Conduct(COC).The ’COC’ establishes a standard of conduct for employees and it shall be signed  by each  employee  in acknowledgement of  his understanding and  acceptance of   the standard  of conduct.
  • The Company hereby requires its entire staff both executive staff and subordinate employees, the observance of the high ethical standards in the conduct of its business activities. All employees must have  a copy  of “COC” to well understand  and  meet the standards of  professional  and  personal  integrity  expected  of  them to protect and safeguard the reputation of the Company.
  • Contravention of “COC” will be regarded as misconduct.
  • The following specific guidelines are prescribed for the Company’s staff:
  • Islam imposes a duty of good faith in contracts and dealings. In view of the Islamic Fiduciary obligations at I employees shall not make false o r m is leading statements with fraudulent intent.
  • All staff members of the Company must take all possible steps to ensure that business is conducted in responsible, honest and transparent manners. Staff has a prime responsibility to the Company and is expected to avoid any activity that could interfere with that responsibility.
  • Staff should not engage in activities or transactions which may give rise to, or which may be seen to be giving rise to, conflict between their personal interests and the interests of the Company.
  • The Company purchases equipment, material and services for various aspect of its operations. The staff members are forbidden from holding any personal financial interest, directly or indirectly, in any deal of supplying goods or services to the Company.
  • Staff should not engage in any outside business or activity that might interfere with their duties and responsibilities to the Company.
  • Staff should not keep or make copies of correspondence, documents, papers and records, list of clients or customers without the consent of the Company and all such information should be surrendered to the Company when the individual leaves the Company’s employment.
  • Company information and records should be kept on Company premises only and unpublished information may be disclosed to external organizations/individuals only on “need to know” basis. In case of doubt in this regard, the Management’s advice should be sought.
  • No funds or assets of the Company should be contributed directly or indirectly, to any political party or organization or to any individual who either holds public office or is a candidate for public office.
  • Staff should neither give nor receive payments that are intended to influence a business decision or to compromise independent judgment nor should any staff member receive money for having given Company business to an outside agency.
    • All funds, assets, receipts and disbursements should be properly recorded in the books of the Company. Funds and assets received or disbursed should be fully and accurately reflected in the books and the records of the Company.
    • No false or fictitious entries should be made or misleading reports pertaining to the Company or its operations should be issued.
    • Staff to exercise good judgment so as to act in a manner that will reflect favorably on the Company and the individual.
    • In a personal capacity also, due care should be taken by staff while discussing the Company’s performance or plans with outsiders. I n case of doubt, advice of the Management should be sought.
    • All employees work towards achievement of corporate objectives, individually and collectively as a team and conduct themselves at work and in society as respectable employees and responsible citizens.
    • All employees and management personnel strictly adhere to the Company rules and regulations and observe the best codes of conduct and abide by all laws of Pakistan.
    • Staff should take reasonable care to ensure the health and safety of him / her and others who may be affected by his/her acts or omissions at work.
    • Staff should not tamper with or misuse any item provided by the Company to secure the safety, health and welfare of its staff and for the protection of the environment.
    • The use of alcohol in any form is prohibited on all Company locations/premises. Similarly, the use of drugs, except under medical advice, is prohibited on all Company locations/premises. Any staff member arriving at a work place under the influence of alcohol or drugs will not be permitted to enter the premises and will be liable to disciplinary action.
    • All forms of gambling/betting on the Company’s premises are forbidden. Carrying any form of weapon/arm gun/knife is strictly restricted.
    • No staff member shall seek, accept or permit himself / herself to accept any gift or favor, the receipt of which will place him/her under any form of official obligation to the donor.
    • As part of building relationship with customers, suppliers, etc. staff members may receive occasional gifts, provided that the gift is of nominal value (e.g. pens, notepads, calendars, diaries, key chains or such promotional material, up to value of Rs.1,00,000/-) and the gift is neither intended nor perceived by others to be intended to improperly influence business decisions. 
    • All gift or favor, above Rs.1,00, 000/- must be declare and submit to the Company.
    • Staff will maintain an environment that is free from harassment and in which all employees are equally respected.
    • Workplace harassment is defined as any action that creates an intimidating, hostile or offensive work environment.
    • Such actions include, but are not limited to, sexual harassment, disparaging comments based on gender, race or religion.
    • No employee shall make any statement and or appear either in print or electronic media except authorized personals.
    • The above list is, however not exhaustive and any modification thereto will be notified accordingly. I n case of doubt, the advice of the Management should be sought.
    • Code of Conduct and Business Practices Acceptance
    • I hereby acknowledge that I have received a copy of the J-STAR GROUP OF COMPANIES Private Limited Code of Conduct and Business
    • Practices and have read the H R /Admin. Manual of the company and declare that I have read and clearly understood the conditions stated here in and wit I abide by them to the best of my abilities.

MANAGEMENT CODE OF CONDUCT

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 to ensure that all actions they take on behalf of the Company honor this commitment.

Scope

This Code of Conduct applies to all employees of J-STAR GROUP OF COMPANIES. The Company hereby requires the Directors and its entire staff:

1) Management Employees (Permanent & Contractual)
2) Development Employees (Permanent & Contractual)
3) Third party 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.

Purpose

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 behaviors and It shall be disseminated throughout the Company. This Code of Business Conduct serves to:
(1) Emphasize the Company’s commitment to ethics and compliance with the law;
(2) set forth basic standards of ethical and legal behavior;
(3) Provide reporting mechanisms for known or suspected ethical or legal violations;
(4) Help prevent and detect wrongdoing.

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 honors this commitment.

Hierarchy: (This Hierarchy is collectively termed as Seek Guidance in this document).

If any point, employees feel uncomfortable and/or not getting a positive response from the seek guidance hierarchy, they may also report questionable behaviors by sending an email to HR at hr@jstar.com.pk (Confidentiality will be ensured).
 

Ethical Guidelines:

A) 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.
1) An employee has a prime responsibility to the company and is expected to avoid any activity that could interfere with that responsibility.
2) The company purchases equipment, material and services for various aspect of its operations. The employees are forbidden from holding any personal financial interest, directly or indirectly in any deal of supplying goods or services to the company.
3) Employees should not engage in any outside business or activity that might interfere with their duties and responsibilities to the company.

B) Protection and Proper Use of Company Assets:

All employees should endeavor 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.
1) The company’s equipment should not be used for non-company business.
2) The obligation of employees to protect the company’s assets includes its proprietary information which includes intellectual property such as trade secrets, patents, trademarks, copyrights as well as business marketing and service plans, designs, databases, records, salary information and any unpublished financial data and reports.
3) Funds and assets received or disbursed should be fully and accurately reflected in the books and the records of the company. No false or fictitious entries should be made or misleading reports pertaining to the company or its operations should be issued.
4) No funds or assets of the company should be contributed directly or indirectly to any political party or organization or to any individual who either holds public office or is a candidate for public office.
5) Unauthorized use or distribution of company’s information/funds/assets would violate company policy. It could also be illegal and result in civil or criminal penalties.
6) Staff should not tamper with or misuse any item provided by the company to secure the safety, health and welfare of its staff and for the protection of the environment.

C) 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 competitors, suppliers, customers, and 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.
1) No employee should take unfair advantage of anyone through manipulation, concealment, abuse of privileged information, misrepresentation of material facts, or any other unfair practice.
2) The purpose of business entertainment and gifts in a commercial setting is to create good will and sound working relationships, not to gain unfair advantage with customers. No gift or entertainment should ever be offered or accepted by an employee or any family member of an employee unless it (a) is consistent with customary business practices; (b) is not excessive in value, (c) cannot be construed as a bribe or payoff and (d) does not violate any laws or regulations.
3) The offer or acceptance of cash gifts by any employee is prohibited.
4) Employees should Seek Guidance for any gifts or proposed gifts which they think may be inappropriate.

5) Employees should neither give nor receive payments that are intended to influence a business decision or to compromise independent judgment nor should any staff member receive money for having given Company business to an outside agency.
6) No employee shall seek, accept or permit him/her to accept any gift or favor, the receipt of which will place him/her under any form of official obligation to the donor. As part of building relationship with customers, suppliers, etc. staff members may receive occasional gifts, provided that the gift is of nominal value (e.g. pens, notepads, calendars, diaries, key chains or such promotional material) and the gift is neither intended nor
perceived by others to be intended to improperly influence business decisions
7) Employees should exercise good judgment so as to act in a manner that will reflect favorably on the Company and the individual.
8) Employees should take reasonable care to ensure the health and safety of him/her and others who may be affected by his/her acts or omissions at work.
9) All employees work towards achievement of corporate objectives, individually and collectively as a team and conduct themselves at work and in society as respectable employees and responsible citizens.
10) Employees will maintain an environment that is free from harassment and in which everyone is equally respected. Workplace harassment is defined as any action that creates an intimidating, hostile or offensive work environment. Such actions include, but are not limited to, sexual harassment, disparaging comments based on gender, race or religion.
11) A customer, whether coming to us directly or through some agent, is the most important visitor on our premises. He is not dependent on us – we are dependent on him. He is not an outsider in our business – he is a part of it. We are not doing him favor by serving him, he is doing us a favor by giving us the opportunity to do so. If we don’t take care of our customers, somebody else will.

D) Confidentiality:

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 of use to competitors or harmful to the company or its customers if disclosed. It also includes information that suppliers and customers have entrusted to the company. The obligation to preserve confidential information continues even after employment ends.
1) In a personal capacity also, due care should be taken by employees while discussing the company’s performance or plans with outsiders. In case of doubt, Seek Guidance.
2) Staff should not keep or make copies of correspondence, documents, papers and records, list of clients or customers without the consent of the company and all such information should be surrendered to the company when the individual leaves the company’s employment.
3) Company information and records should be kept on company premises only and unpublished information may be disclosed to external organizations/individuals only on “need to know” basis. In case of doubt in this regard, Seek Guidance.

E) Compliance with Laws, Rules and Regulations:

Obeying the law, both in letter and in spirit, is the foundation on which the company’s ethical standards are built. In conducting business, the employees shall comply with applicable governmental laws, rules and regulations at all levels. Although not all employees are expected to know the details of these laws, it is important to know enough about the applicable local and national laws to determine when to Seek Guidance.
1) All employees and management personnel should strictly adhere to the Company rules and regulations, observe the best codes of conduct and abide by all laws of Pakistan.
2) To ensure compliance with the Anti-Money Laundering (AML) Act, 2010, AML Rules, 2008 and the AML/CFT Regulations, 2018 together with the guidelines thereunder.

3) The use of alcohol in any form is prohibited on all company locations/premises. Similarly the use of drugs except under medical advice is prohibited on all company locations/premises. Any staff member arriving at a work place under the influence of alcohol or drugs will not be permitted to enter the premises and will be liable to disciplinary action.
4) All forms of gambling/betting on the company’s premises are forbidden.

F) Company Shares:

The employees, their spouses and minor children can purchase/sale company shares during the year. However during closed period, which is informed in advance by Company Secretary, employees in – and above grade cannot sale/purchase shares and they are required to report the ownership of J-STAR GROUP OF COMPANIES to the Secretary of the Company at the end by each calendar year. These executives, their spouses and minor children shall inform the Company Secretary whenever they buy or sell: the number of shares transacted and a written record of the price i.e. the invoices of the shares purchased/sold.

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 hr@jstar.com.pk All other employees should Seek Guidance (following the Hierarchy defined above in “PURPOSE”) about known or suspected illegal or unethical behavior. The employees may also report questionable behavior by sending an email to hr@jstar.com.pk (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.

Compliance Procedures:

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:

  • Make sure you have all the facts – In order to reach the right solutions, we must be as informed as
    possible.
  • Ask yourself – What specifically am I being asked to do? Does it seem unethical or improper? Use your
    judgment and common sense. If something seems unethical or improper, it probably is.
  • Clarify your responsibility and role – In most situations, there is a shared responsibility. Are your
    colleagues informed? It may help to get others involved and discuss the problem.
  • Discuss the problem with your manager – This is the basic guidance for all situations. In many cases, your
    manager will be more knowledgeable about the questions and he or she will appreciate being consulted as
    part of the decision-making process.
  • Seek help from Company resources – In cases where it would be inappropriate or uncomfortable to
    discuss an issue with your manager or where you believe your manger has given you an inappropriate
    answer, raise your concerns to HR (hr@jstar.com.pk).
  • You may report ethical violations in confidence without fear of retaliation – If your situation requires
    that your identity be kept secret, your anonymity will be protected to the maximum extent consistent with
    the Company’s legal obligations. The Company in all circumstances prohibits retaliation of any kind against
    those who report ethical violations in good faith.
  • Ask first, act later – If you are unsure of what to do in any situation, seek guidance before you act.
J-STAR GROUP OF COMPANIES
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