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Iron Limited\'s Internal Code of Conduct for Regulating, Monitoring and Reporting of Trades under the SEMI (Prohibition of Insider Trading) Regulations, 2015 (ICC PIT) (Effective from March 29, 2016)* I. Background,

How to fill out internal code of conduct

How to create an internal code of conduct:

1. Start by clearly defining the purpose and scope of the code of conduct. This involves specifying the expected behaviors, values, and ethical principles that everyone within the organization should abide by.
2. Conduct a thorough analysis of your organization's culture, values, and industry-specific regulations. This will help you identify any key areas or risks that should be addressed in the code of conduct.
3. Collaborate with different departments and stakeholders within the organization to gather input and perspectives. This ensures that the code of conduct reflects the values and expectations of the entire organization, rather than being solely top-down.
4. Clearly outline the rights and responsibilities of employees, management, and any other relevant parties. This includes guidelines for workplace behavior, communication protocols, conflict resolution procedures, and any other policies that are essential for maintaining a positive work environment.
5. Consider including specific sections addressing ethical concerns and conflicts of interest. These sections should provide guidance on how employees should handle different situations and emphasize the importance of integrity and transparency.
6. Make the code of conduct easily accessible and understandable. Use simple language and provide concrete examples to illustrate the expected behaviors and consequences for violations. This helps ensure that employees can easily refer to and understand the code of conduct.
7. Implement a comprehensive training program to educate employees about the code of conduct and its importance. This can involve in-person trainings, online modules, and regular refreshers to ensure that everyone is aware of and understands the guidelines.
8. Regularly review and update the code of conduct to ensure that it remains relevant and aligned with the organization's evolving values and industry standards. Solicit feedback from employees and adapt the code of conduct as necessary.

Who needs an internal code of conduct?

1. All organizations, regardless of size or industry, can benefit from having an internal code of conduct. It provides a framework for defining how employees should behave and interact within the workplace, ultimately fostering a positive and ethical work environment.
2. Employees at all levels within the organization are expected to adhere to the code of conduct. This includes management, staff, contractors, and any other individuals associated with the organization.
3. Stakeholders such as clients, customers, and partners may also interact with the organization and should be aware of the code of conduct to ensure that their interactions align with the organization's values and expectations.

In conclusion, developing and implementing an internal code of conduct is essential for promoting ethical behavior, maintaining a positive work environment, and aligning all employees with the organization's values and goals.

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What is internal code of conduct?

Internal code of conduct is a set of guidelines and rules that outline the expected behavior and ethical standards for employees within an organization.

Who is required to file internal code of conduct?

All employees within an organization are required to adhere to and file internal code of conduct.

How to fill out internal code of conduct?

Employees can fill out internal code of conduct by reviewing the guidelines and rules provided, signing off that they understand and agree to follow them.

What is the purpose of internal code of conduct?

The purpose of internal code of conduct is to promote a positive work environment, ensure ethical behavior, and maintain the reputation of the organization.

What information must be reported on internal code of conduct?

Internal code of conduct typically includes guidelines on conflict of interest, confidentiality, harassment, discrimination, and other important workplace behaviors.