ADVERTISING, SALES AND PACKAGING

You are responsible for truthfully conveying product and service attributes. You should not misstate facts or create misleading impressions in any advertising, packaging, literature or public statements. Omissions of important facts or overemphasis of certain material may be misleading; the total impression of the message must be considered. Additionally, you should not promote a product for a use other than that specified in the official product literature.

COMPETITIVE INFORMATION

In the highly competitive global economy, information about competitors, suppliers and customers is a valuable asset. Employees must never seek, obtain or use information in violation of antitrust laws, laws protecting proprietary data or confidential relationships between employees and employers or that is known to have been obtained through unethical means or means that constitute an invasion of privacy. Appropriate information should be obtained from customers or suppliers, not from the competitor itself. Customers or suppliers should never be used as a conduit to communicate information to competitors.
If information is obtained by mistake that may constitute a trade secret or confidential information of another business, or if employees have questions about the legality of any information gathering process, such employees should contact the Legal Department promptly.

WORKPLACE HARASSMENT

The Company respects the personal dignity of each individual, honors diversity and is intolerant of violence, discrimination, harassment, or retribution in the workplace.
It is Company policy to maintain a work environment that is free of harassment and intimidation. The Company does not tolerate inappropriate verbal, nonverbal or physical conduct by any employee because of another employee’s sex, race, color, religion, age, ethnic or national origin, sexual orientation or disability. The Company does not tolerate conduct which is of an intimate or sexual nature or which harasses, disrupts or interferes with another’s work performance or which creates an intimidating, offensive, abusive or hostile work environment. Such conduct, when severe or pervasive enough to create an objectively hostile or abusive work environment that a reasonable person would find hostile or abusive, is not only against Company policy but is also against the law. Each of us is responsible for maintaining a harassment-free environment. Employees may be held personally liable for engaging in or supporting acts of workplace harassment.
Employees who feel they are being harassed, should immediately ask the offending person to stop. If employees are uncomfortable with the direct approach, or if it fails to solve the problem, they must immediately report the situation to their supervisor, the Human Resources Department or other member of management. If additional guidance is required, or the matter is particularly sensitive (for example, a matter involving department or facility management), or representatives fail to address the problem, employees should immediately contact the Head of Human Resources Department, at (02) 516-5438(ext. 323).
Investigations of all reports of harassment will be conducted according to the appropriate human resource policies and procedures. Please contact your Human Resources department for more information.