Code of Conduct

Code of Business Conduct

This Code of Business Conduct applies to all employees of   Jordan Industrial Ports Company (JIPC) Code of Business Conduct   and to the members of JIPC Board of Directors. This Code of Business Conduct has been designed to deter wrong doing and to promote:

  • Honest and ethical conduct, including the ethical handling of actual or apparent conflicts of interest between personal and professional relationships

  • Full, fair, accurate, timely, and understandable disclosure in reports and documents that   JIPC files with, or submits to, government agencies and in other public communications

  • Protecting JIPC confidential and proprietary information and that of our customers and vendors

  • Compliance with applicable governmental laws, rules and regulations

  • The prompt internal reporting of violations of this code

  • Accountability for adherence to this code

Overview of Business Ethics

We believe that long-term, trusting business relationships are built by being honest, open and fair. All JIPC employees are expected to uphold the highest professional standards in all global business operations. We also expect that those with whom we do business (including suppliers, customers or re-sellers) will adhere to the standards set by JIPC Code of Business Conduct.

Outstanding employees are key to   JIPC success. Everyone is part of the company team, and each of us deserves to be treated with dignity and respect. In addition, every employee is responsible for his/her own conduct. No one has the authority to make another employee violate   JIPC Code of Business Conduct, and any attempt to direct or otherwise influence someone else to commit a violation is unacceptable.

JIPC requires all employees, to know, understand and follow the Code of Business Conduct, as it applies personally to each individual. Managers also are expected to set an example for their employees and act on ethical issues that come to their attention.

The fundamental principle that underlies the way we do business at JIPC is good judgment. An understanding of our legal and ethical parameters enhances that judgment.  JIPC has a responsibility to pay constant attention to all legal boundaries and to comply with all applicable laws and regulations in all   of its operations worldwide. We have the same obligation to the communities in which we do business and to the customers with whom we do business. For everyone at   JIPC, this means following the spirit of the law and doing the right, ethical thing even when the law is not specific.

This code outlines the broad principles of legal and ethical business conduct embraced by JIPC. It is not a complete list of legal or ethical issues an employee might face in the course of business, and therefore, this code must be applied using common sense and good judgment. Additionally, under certain circumstances local country law may establish requirements that differ from this code. Employees worldwide are expected to comply with all local country laws as well as, JIPC business conduct policies even if these laws and policies seem inconsistent with the local practice. Although we realize that no two situations are alike, we aim for consistency and balance when encountering any ethical issues. It is essential that we all keep an eye out for possible infringements of JIPC business ethics - whether these infringements occur in dealings with the government or the private sector, and whether they occur because of oversight or intention.

Workplace Rights

One of   JIPC   goals is to provide a positive, creative, and rewarding work environment. JIPC wants to attract, motivate, and retain the best and brightest people possible. Toward this end, JIPC provides an environment developed to promote individual expression, innovation, and achievement.

Success, however, necessitates dual responsibilities. For its part, JIPC provides equal opportunities for growth and development, encouragement to succeed, reviews based on performance, and a competitive compensation and benefits package. In return, JIPC employees are expected to be individually accountable, to contribute to the team effort, to perform to the best of their abilities, and to help make JIPC a great place to work.

It is JIPC policy to treat all employees and applicants for employment without regard to sex, race, color, national origin, ancestry, citizenship, religion, age, physical or mental disability, medical condition, sexual orientation, gender identity, veteran or marital status. All personnel actions are free of unlawful discrimination, and only factors relating to job requirements, performance, and results are considered.  JIPC   is proud of our diversity and is committed to continuing to be an Equal Employment Opportunity employer.

Furthermore, it is   JIPC   policy to provide a workplace free of the tension that can be created by the harassment of any employee. Remarks or behavior that creates an intimidating work environment violate JIPC philosophy and policy. Unwelcome sexual advances, requests for sexual favors, or offensive conduct of any kind constitutes harassment and will not be tolerated at JIPC.

Any employee who feels s/he has been discriminated against or harassed, or feels s/he has witnessed such action, is strongly encouraged to report the incident to their manager or Human Resources Manager. Complaints will be promptly investigated, and if warranted, appropriate action taken to ensure that   JIPC   positive culture is preserved and that each individual is treated as a respected team member. Retaliatory conduct against any employee who brings a discrimination, harassment or ethics issue forward is strictly forbidden and will not be tolerated.

Conflicts of Interest

Employees are expected to make or participate in business decisions and actions in the course of their employment with JIPC based on what is right for the company as a whole, and not based on personal relationships or benefits. A conflict of interest is any activity that may be inconsistent with or opposed to JIPC   best interests, or gives the appearance of impropriety. We can't, of course, list all possible conflicts. However, below are listed some areas where conflicts could arise and additional approvals may be required.

  • Outside Directorships and Membership in Technical Advisory Boards (TABs): Employees who serve on outside Boards of Directors or TABs of a profit-making organization are required, prior to acceptance, to obtain written approval.

  • Interest in Other Businesses: JIPC employees and members of their immediate families must avoid any direct or indirect financial relationship with other businesses that could cause divided loyalty.  JIPC employees must receive written permission from the   JIPC General Manager for their organization before beginning any employment, business, or consulting relationship with another company. This doesn't mean that family members are precluded from being employed by one of   JIPC   customers, competitors, or suppliers. However, JIPC employees must avoid conducting JIPC business with members of their families-or others with whom they have a significant personal relationship - unless they have prior written permission from the General Manager.

  • Industry Associations: Membership on boards of industry associations generally does not present financial conflicts of interest. However, employees should be sensitive to possible conflicts with JIPC business interests, if, for instance, the association takes a position averse to JIPC interests or those of key customers.

  • Favors, Gifts and Entertainment:  JIPC   has many customers, suppliers and other business partners, all of whom are vital to our company's success. All of these relationships must be based entirely on sound business decisions and fair dealing. Business gifts and entertainment can build goodwill, and are a part of normal relationships with our business partners, but they can also create a perception of conflict of interest that can undermine the integrity of our relationships. Any courtesy a   JIPC   employee extends should always comply with the policies of the recipient's organization, and those we are doing business with should understand our policy as well.  JIPC   has a separate policy for giving gifts internally to employees.

"Favors, gifts and/or entertainment" means anything of value, including meals, lodging, discounts, loans, cash, favorable terms on any product or service, services, equipment, prizes, products, transportation, use of vehicles or vacation facilities, stocks or other securities (including accepting the opportunity to buy "directed shares" - also called "friends and family shares" - from a company where the  JIPC  employee is now or is likely to become in any way involved in  JIPC relationship with that company), home improvements, tickets and gift certificates. The potential list is endless - these are just examples. Because of tax and other legal reporting rules, it is essential that our expense report records accurately reflect favors, gifts and entertainment provided to customers. You are required to report properly in your expense reports, all expenditures for favors, gifts or entertainment conducted as part of your   JIPC   employment, and you must accurately state the purpose of the expenditures or the identities of the individuals receiving the favors, gifts or entertainment.

Favors, Gifts and Entertainment to Public Sector/Government Officials Raise Special Risks: It is very important that when working with any public   sector official - regardless of location, department or agency, and including government-controlled organizations such as public universities or telecom service providers - that you know the specific rules related to the giving of favors, gifts and entertainment to that official. It is each   JIPC   employee's responsibility to know the specific rules related to the giving of favors, gifts or entertainment to public sector employees.

Communication with The Financial Community, The Press and Other Outside Organizations

Any employee who is contacted by a member of the financial community, the press or any other outside organization is not to provide information regarding   JIPC   or any subsidiary's business without prior approval. This includes, among other things, answers to questions on the following:

  • Overall business trends

  • Business in our geographic theaters

  • Product bookings/shipments

  • Lead times

  • Pricing

  • Suppliers

  • New products/technology

  • Lawsuits or intellectual property disputes

Propitiatory Information

Proprietary information is defined as information that was developed, created, discovered by or on behalf of JIPC, or that became known by or was conveyed to the company, that has commercial value in JIPC business or that JIPC does not want publicly disclosed. It includes but is not limited, trade secrets, copyrights, ideas, techniques, know-how, inventions (whether patentable or not), and any other information of any type relating to designs, product specifications, configurations, tooling, schematics, works of authorship, formulae, mechanisms, research, manufacture, assembly, installation, marketing, pricing, customers, salaries and terms of compensation of company employees, and costs or other financial data concerning any of the foregoing or the company and its operations generally.

JIPC business and business relationships center on the confidential and proprietary information of JIPC and of those with whom we do business- customers, vendors, and others. Each employee has the duty to respect and protect the confidentiality of all such information. The disclosure or use of confidential and proprietary information - whether JIPC or a third party's - should be covered by a written agreement. In addition to the obligations imposed by that agreement, all employees should comply with the following requirements:

  • Confidential information should be received and disclosed only under the auspices of a written agreement.

  • Confidential information should be disclosed only to those JIPC employees who need to access it to perform their jobs for JIPC.

  • Confidential information of a third party should not be used or copied by any JIPC employee except as permitted by a written agreement between JIPC and the third   party owner.

  • Unsolicited third-party confidential information should be refused or, if inadvertently received by an employee, returned unopened to the third party or transferred to the JIPC Legal Department for appropriate disposition.

  • Employees must refrain from using any confidential information belonging to any former employers (with the exception of any such information acquired by JIPC), and such information must never be brought to JIPC or provided to other employees.

Code Violations/Reporting

The Legal Department or Internal Control Services is responsible for administering and updating this Code of Business Conduct. Depending on the nature of an alleged   violation, the Legal Department or Internal Control Services would be responsible for conducting an investigation and would be responsible for determining appropriate disciplinary action. JIPC attempts to impose discipline for each Code of Conduct violation in a consistent manner appropriate to the nature of the violation, including termination of employment if the circumstances warrant.

All JIPC employees are responsible for promptly reporting any issue or concern they believe in good faith may constitute a violation of this code or any other JIPC policy. If you believe a violation of this code, or any other JIPC policy, has occurred, please contact JIPC Legal Department. Any such complaints may be submitted on an anonymous basis.

Additionally, if you have any concerns regarding accounting, internal accounting controls or auditing matters relating to JIPC or any other issue you believe should be brought to the attention of JIPC Audit Committee, you should contact the Audit Committee of the Board of Directors. if you are concerned about maintaining anonymity, you may send correspondence to the General Manager.

Any complaints received by the Legal Department office regarding accounting, internal accounting controls or auditing matters relating to JIPC will be promptly brought to the attention of JIPC Audit Committee.

"name" if you want to remain anonymous.

Special Ethics Obligations for Employees with Financial Reporting Responsibility

The Finance Department bears a special responsibility for promoting integrity throughout the organization, with responsibilities to stakeholders both inside and outside of   JIPC. The General Manager and Finance Department personnel have a special role both to adhere to these principles themselves and also to ensure that a culture exists throughout the company as a whole that ensures the fair and timely reporting of   JIPC   financial results and condition. Because of this special role, the General Manager and all members of JIPC Finance Department are bound by the following Financial Officer Code of Ethics, and by accepting the Code of Business Conduct, each agrees that he or she will, in his or her capacity as an employee of   JIPC:

  • Act with honesty and integrity, avoiding actual or apparent conflicts of interest in personal and professional relationships

  • Provide information that is accurate, complete, objective, relevant, timely, and understandable to ensure full, fair, accurate, timely, and understandable disclosure in reports and documents that JIPC   files with, or submits to, government agencies and in other public communications

  • Comply with rules and regulations of private and public regulatory agencies

  • Act in good faith, responsibly, with due care, competence and diligence, without misrepresenting material facts or allowing his or her independent judgment to be subordinated

  • Respect the confidentiality of information acquired in the course of his or her work except when authorized or otherwise legally obligated to disclose. Confidential information acquired in the course of his or her work will not be used for personal advantage

  • Share knowledge and maintain skills important and relevant to stakeholder's needs

  • Proactively promote and be an example of ethical behavior as a responsible partner among peers, in the work environment and the community

  • Achieve responsible use of and control over all assets and resources employed or entrusted

  • Promptly report to the Director of Legal Department and/or Director of Internal Control Services any conduct that the individual believes to be a violation of law or business ethics or of any provision of the Code of Conduct, including any transaction or relationship that reasonably could be expected to give rise to such a conflict

Violations of this Financial Officer Code of Ethics, including failures to report potential violations by others, will be viewed as a severe disciplinary matter that may result in personnel action, including termination of employment. If you believe that a violation of the Financial Officer Code of Ethics has occurred, please contact JIPC Chairman

It is against JIPC policy to retaliate against any employee for good faith reporting of violations of this Code.

Waivers and Permission

Any waiver of a provision of this Code of Business Conduct for any   JIPC   executive officer or   JIPC   General Manager must be approved by the Board of Directors. Any such waivers granted, along with the reasons for the waivers, will be publicly disclosed by appropriate means. Complying with this Code of Business Conduct by obtaining permission where required will not be deemed to be a waiver of any provision of this code for purposes of this paragraph.

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