Code of Business Ethics and Conduct - EthicsPoint

Table of contentsFairness and Honesty in Business................................................................................ 211. Gifts, Entertainment.......................................................................................... 212. Gifts to and from Government or Public Employees........................................ 213. Bribes and Facilitation Payments..................................................................... 224. Theft and Fraud................................................................................................. 225. Reporting Expenses.......................................................................................... 226. Creating Accurate Records............................................................................... 227. Public Statements............................................................................................. 238. Suppliers........................................................................................................... 23Compliance ................................................................................................................... 251. Antitrust Compliance........................................................................................ 252. Compliance with Laws...................................................................................... 253. Supreme Group Policies, Systems, Procedures............................................... 25Obtaining Assistance and Reporting Suspected Problems........................................... 27Duty to Report....................................................................................................... 27What happens when I contact the Ethics and Compliance Hotline by email?..... 28What if I feel threatened for reporting a problem?............................................... 28Consequences of violating the Code..................................................................... 28Summary of the Code of Business Ethics and Conduct................................................. 29Employee Acknowledgement........................................................................................ 31Document No: LEG-EC-G-001 | Version No: 4 | Version Date: 2013.03.19 | Authorized by: Director of Ethics and Compliance | Page 3

Introduction to the Code of Business Ethics and ConductIntroduction to the Code of Business Ethics and Conduct1. Company ValuesCustomers - We are committed to delivering quality solutions to our customers.People - We recognize and reward the passion and achievements of our people.Success - We drive success through operational excellence and innovative thinking.Integrity - We insist that integrity and ethics define our decisions and our actions.Sustainability - We are dedicated to protecting the environment and creating asustainable future for communities where we operate.2. IntroductionSupreme Group conducts business in many different parts of the world, each governedby a different set of laws, regulations, and business practices. Because of this, SupremeGroup has established global standards to help ensure that our values are upheldwherever we do business, and that we conduct business fairly and honestly in all areas ofoperation. Supreme Group is committed to maintaining the highest standard of businessconduct in all of its activities. Our business success is dependent upon all employees andagents of Supreme Group maintaining the highest standards of ethical behavior in eachbusiness interaction they conduct on Supreme Group’s behalf.The Code of Business Ethics and Conduct (the “Code of Conduct” or the “Code”)confirms Supreme Group’s commitment to conducting our business legally and to thehighest ethical standards. As an employee you must follow these ethical standards whilecarrying out your daily activities. No one in Supreme Group is authorized to conductany business or to act in a manner which conflicts with the guidelines set out in thisCode of Conduct, or any applicable law, and no one at Supreme Group is authorized toask another employee or a third party (such as a supplier or subcontractor) to do so onSupreme Group’s behalf.Although the Code of Conduct does not cover every subject matter or situation, it sets outbasic principles for guidance. In addition, detailed policies and procedures covering manyof the topics in this Code are availableon Supreme Group’s Intranet at http://intern.supreme-group.net/ or fromyour HR representative.While each of us is responsible andaccountable for our own actions, wedo not face ethical challenges alone.Questions may be addressed toSupreme Group’s Director of Ethics& Compliance or to any memberof Supreme’s Group ComplianceCommittee. Your confidentiality will bemaintained at all times.3. Why we have a Code of BusinessEthics and ConductSupreme Group’s success dependson our reputation, performance, andhow we treat others, whether theyare employees, clients, suppliers,Document No: LEG-EC-G-001 | Version No: 4 | Version Date: 2013.03.19 | Authorized by: Director of Ethics and Compliance | Page 6

Introduction to the Code of Business Ethics and Conductcompetitors, government authorities, or communities. While business practices andcustoms vary across cultures and geographies, Supreme Group has established a setof standards that we must meet in all parts of the world, at all times, in order to besuccessful in our business.4. To Whom the Code AppliesAll employees of Supreme Group must adhere to the standards set out in this Code. Inaddition, Supreme Group must only select subcontractors, workers, consultants, agents,suppliers and other third-party providers who act in a manner consistent with thestandards contained in this Code of Conduct.5. Breaches of the CodeMinor breaches of the Code will normally be resolved internally and may result incounselling or the clarification of procedures to avoid further breaches. More seriousbreaches may lead to disciplinary action, up to and including the termination ofemployment. The intent of disciplinary action is not punitive but corrective, and may benecessary to safeguard the continued success of the company and its employees.6. Industry PracticeSupreme Group recognizes that other companies and their employees may sometimesobserve less ethical standards than we do at Supreme Group. If you encounter or suspectsuch transgressions and feel that we suffer a business disadvantage as a result, reportthe matter promptly to the Group Legal Department or Director of Ethics & Compliance.Under no circumstances are you permitted to relax or violate this Code of Conduct.Neither Supreme Group policy nor the law exonerates your unethical conduct on thegrounds that another company or individual has behaved unethically.Document No: LEG-EC-G-001 | Version No: 4 | Version Date: 2013.03.19 | Authorized by: Director of Ethics and Compliance | Page 7

Chapter 2.RESPONSIBILITIES.

Responsibilities under the CodeResponsibilities under the Code1. To make Ethical DecisionsNot all ethical decisions are black and white. In fact, many complex situations we facein business fall in the ‘grey area’ in between. Supreme Group supports employees byoffering a full program of Ethics & Compliance training explaining how to make decisionsbased on the values set out in this Code of Conduct. However, as a basic guide, if you areuncertain about what to do when faced with an ethical decision and have considered allthe issues, ask yourself:•§Does my decision conflict with Supreme Group’s values?•§What are the consequences of my decision?•§How will I feel explaining my decision to colleagues?•§Would I be confident explaining my actions to external authorities?•§How would my actions look in a newspaper?•§How will my actions affect the organization as a whole?If after having considered these questions you remainunsure about your decision, give your supervisor ormanager a chance to talk through the issues with you,or consult your Human Resources representative orSupreme Group’s Director of Ethics & Compliance.2. Your Responsibility under the CodeAll Supreme Group employees are responsible fortheir own conduct and behavior. It is important that youunderstand not only what your job is but how your jobis to be performed, including what policies you need tooperate under.If you are not sure of your responsibility, you shoulddiscuss the matter with your direct manager or,alternatively, your Human Resources representative. Asan employee of Supreme Group, you are required to:•§Understand and follow the laws and regulations that apply to your job including anyhealth and safety guidelines provided to protect you, other employees and customers;•§Read, understand, and follow this Code of Conduct; and•§Participate in any Ethics and Compliance Training that is required by theSupreme Group. “Not knowing” is not an option. Every employee has an individualresponsibility to understand what acceptable and unacceptable behavior is.3. Duty to ReportAs an employee of Supreme Group, you must promptly report whatever you know or haveheard about a situation that appears to you, in good faith, to be unlawful or unethical. Youmay make a report anonymously if you wish to the Ethics Hotline, details of which are setout in a Chapter 8. The person to whom you make the report must pass the informationdirectly to the Director of Ethics & Compliance. Your report will be reviewed promptly,and Supreme Group will not tolerate threats, attacks, or acts of retaliation against you formaking a report.4. Cooperation with Internal Reviews, Audits and InvestigationsSupreme Group frequently conducts internal reviews, audits and investigations to gatherinformation for our management regarding business activities and to assist with makingDocument No: LEG-EC-G-001 | Version No: 4 | Version Date: 2013.03.19 | Authorized by: Director of Ethics and Compliance | Page 9

Responsibilities under the Codesound business judgments. When Supreme Group conducts internal reviews, audits orinvestigations, it is your duty to cooperate and assist fully in providing materials, data andinformation as requested.5. Additional Responsibilities for ManagersIf you are a manager or supervisor at Supreme Group, you have additionalresponsibilities. You must:•§Develop and support a work environment where ethical conduct is recognized, valued,and exemplified;•§Ensure those employees who report to you attend any Ethics & Compliance trainingorganized by Supreme Group;•§Assist and support employees who raise questions or concerns in good faith aboutethics and legal compliance;•§Monitor and enforce compliance with the standards in this Code of Conduct; and•§Set a good example and encourage others to do likewise.Document No: LEG-EC-G-001 | Version No: 4 | Version Date: 2013.03.19 | Authorized by: Director of Ethics and Compliance | Page 10

Chapter 3.RESPECT FOR OTHERS.

Respect for othersRespect for Others1. Equal Employment OpportunityOur employees are our most valuable resource and at Supreme Group we believethat all employees should be treated fairly and with respect. To ensure this wehave established global standards that are followed at all Supreme Group sitesaround the world. Supreme Group has zero tolerance for discrimination and is anequal opportunities employer. Employment decisions such as hiring, promotion,remuneration, benefits, termination, training opportunities and job assignmentsare based on qualifications, experience, competence and performance, and are notbased on gender, race, national origin orother characteristics.All managers, supervisors, and employeesotherwise in positions of authority have anadditional responsibility to maintain andsupport a healthy work environment.2. Safe and Harassment-free WorkEnvironmentSupreme Group is committed to providing asafe and healthy work environment for allemployees. As an employee it is importantthat you help to maintain this environmentby complying with all health and safetyregulations and reporting any safetyhazards, accidents or injuries immediatelyto your manager. Supreme Group strives tocreate a work environment that is free fromharassment by co-workers, supervisors,providers of goods and services, contractors,and clients. The Employee Handbook setsout the following principles for behavior required in the workplace:•§All employees should be treated with respect. This includes using appropriateworkplace language when dealing with colleagues and internal and externalcustomers. Swearing in particular is unacceptable; and•§All employees should be aware of the impact of their behavior on others.Supreme Group has zero tolerance for bullying and harassment and considers it afundamental obligation of all employees to behave appropriately in the workplace.3. Use of Drugs and AlcoholThe use of drugs and alcohol in the workplace puts you, your fellow employeesand the reputation of Supreme Group at risk. Employees may not attend workunder the influence of controlled substances or alcohol, or bring illicit drugsor alcohol onto any of Supreme Group’s premises. Similarly, use of controlledsubstances, the misuse or abuse of alcohol or medication away from companypremises in any manner that may impair your ability to perform assigned duties,threatens the safety of others, or otherwise adversely impacts Supreme Group’sbusiness is not in the best interest of Supreme Group and is a violation of theCode of Conduct. If you are taking prescribed medication that could impair yourability to do your job or cause danger to yourself or others, you should discussDocument No: LEG-EC-G-001 | Version No: 4 | Version Date: 2013.03.19 | Authorized by: Director of Ethics and Compliance | Page 12

Respect for othersthis with your direct manager or your Human Resources representative. SupremeGroup has a zero tolerance policy for abuse of drugs and reserves the right toemploy random drug screening to ensure compliance.4. Social activitiesThis Code of Conduct is not intended to cover the private lives of Supreme Groupemployees. However, this is sometimes a grey area and the Code of Conduct will applywhen an employee’s private or social actions impact negatively on their colleagues and/or Supreme Group. In particular, employees should exercise discretion and integritywhen conducting a personal relationship of any nature with another employee. All suchrelationships must also be conducted in full compliance with Supreme Group’s Conflictsof Interest policy.5. Employee Privacy and Confidential InformationSupreme Group collects and maintains personal information relating to youremployment, including compensation, medical, and other benefit information forlegitimate business purposes only. Any employee who has access to sensitive informationis subject to strict guidelines on the use of this information, including approval processesfor accessing and sharing confidential employee information for legitimate businesspurposes.Supreme Group also collects personal information relating to employees of ourcustomers, suppliers and subcontractors. We are a global organization with businessprocesses, management structures, and technical systems that may require the sharingof such information across country borders and we have implemented worldwide dataprivacy policies to protect information wherever it is stored or processed. If your positionrequires you to access personal information of employees, customers, suppliers orsubcontractors, you must confirm with your manager that proper authorization has beenobtained before any disclosure of this information to third parties.6. CompetitorsAt Supreme Group, we firmly believe that our services are superior to those of ourcompetition. The most effective way to promote our business is to explain this to ourcustomers, not to talk down or disparage the competition. When you possess nonpublicinformation about a competing firm, you must refrain from using it to influence acustomer, even if you believe the information to be true.Document No: LEG-EC-G-001 | Version No: 4 | Version Date: 2013.03.19 | Authorized by: Director of Ethics and Compliance | Page 13

Chapter 4.WORKING WITH INTEGRITY.

Working with integrityWorking with Integrity1. Avoiding Conflicts of InterestA conflict of interest arises when your own personal interests, or those of people close toyou, conflict with the impartial performance of your professional duties. Supreme Groupis sensitive to even the appearance of a conflict of interest. The perception of a conflict ofinterest could arise where circumstances exist which lead a reasonable person to thinkthat you could be influenced. In order to avoid conflicts of interest you must conductbusiness in an open manner. All financial, business and other activities both insideand outside of your job must be lawful and free of any conflict of interest, or even thesuggestion of a conflict of interest with your responsibilities to Supreme Group. Pleasesee Supreme Group’s Conflicts of Interest policy for more information on your obligationswith respect to Conflicts of Interest.2. Working Time and Supreme Group AssetsSupreme Group’s property, such as its facilities and computer/communicationsequipment, is provided to you so you can perform business activities on behalf ofSupreme Group. You may not perform non-Supreme work or solicit non-Supremebusiness on Supreme Group’s premises or by using Supreme Group’s equipment or whileworking on Supreme Group’s time. You may not under anycircumstances use Supreme Group equipment to store oraccess pornographic or offensive materials or materialthat is discriminatory or contains derogatory referencesto national origin, race, color, age, disability, religion,gender, sexual orientation, marital or family status, orany other protected characteristic.3. Information belonging to othersJust as Supreme Group believes that its internalinformation and expertise constitute a major businessasset, we recognize that other companies are entitled toretain control of their internal information assets.You may not solicit, acquire, use, or distribute theproprietary, confidential, or trade secret information ofanother company or party. There is no general applicablestandard for recognizing proprietary documents, but youshould at least assume that markings such as “CompanyPrivate,” “Confidential,” “Proprietary,” “Restricted Distribution,” “Internal Use,” and soon, mean that the materials should not be used without prior written authorization fromthe owner. Even if the materials aren’t specially marked, if you have any reason to believethey are or may be proprietary, you must treat them as such.4. Protecting Supreme Group’s Public ImageThe public image of Supreme Group can be influenced by your actions. You must notmake comments about, or on behalf of, Supreme Group to the media unless writtenauthorization has been provided by the Group Legal Department. If you are asked todo so, please take the details of the caller and refer to the Group CommunicationsDepartment for advice. Employees can also be associated with Supreme Groupthrough their clothing, badges and vehicles. It is important that you consider yourselfan ambassador for Supreme Group and conduct yourself accordingly when wearingSupreme Group branding.Document No: LEG-EC-G-001 | Version No: 4 | Version Date: 2013.03.19 | Authorized by: Director of Ethics and Compliance | Page 15

Chapter 5.PROTECTION OF ASSETS.

Protection of Supreme Group AssetsProtection of Supreme Group Assets1. Monitoring PropertySupreme Group’s property is vital to its business, helping you carry out your dutiesand meet the needs of our customers. As such, it is important that you use SupremeGroup property in a responsible manner. This includes securing company propertyfrom theft or abuse. You must take proper care of any company property in yourpossession, in particular:•§Mobile phones;•§Computer hardware and accessories;•§Software and computer files.Personal use of company property such as telephonesand internet access is not prohibited by SupremeGroup, but should be kept to a minimum and utilizedoutside of business hours.Transmission or receipt of any material in violationof any Supreme Group policy or applicable laws isprohibited. Supreme Group reserves the right to monitor,access, disclose and use the content of communicationscomposed, sent or received through company systems forany legitimate business purpose.Intellectual property and confidential informationbelonging to Supreme Group is also company property.Any ideas, inventions, computer programs, technicalinnovations, system designs, or technical enhancementsthat you design or conceive while at Supreme Group arethe sole property of the Supreme Group and must beprotected like any other form of confidential information.2. Protecting Supreme Group InformationInformation about our work processes, procedures, clientele, suppliers, and employeesis highly confidential and must be protected at all times. No employee may release nonpubliccompany information such as trade secrets, confidential operations, processesor dealings, or any information concerning the organization, business, finances,transactions or affairs of Supreme Group to the public without the approval of the GroupLegal Department. Employees are required to keep all confidential information entrustedto them during the performance of their duties in complete secrecy and not use orattempt to use any such information in a manner that may injure or cause loss eitherdirectly or indirectly to Supreme Group. Employees must not share such informationwith anyone, even a co-worker, who does not need to know about it. If you have familyor other close personal ties to a competitor, customer, supplier, subcontractor or otherorganization involved with our business, you must be especially careful not to discloseconfidential information to them. Employees must also ensure that all confidentialinformation entrusted to them is stored in line with Supreme Group policy.3. Preserving Supreme Group RecordsSupreme Group applies specific document retention controls which include hardcopy,electronic, and magnetic documents and records, as well as invoices, agreements, andcontracts. Before destroying any records, employees must check with their supervisorsDocument No: LEG-EC-G-001 | Version No: 4 | Version Date: 2013.03.19 | Authorized by: Director of Ethics and Compliance | Page 18

Chapter 7.COMPLIANCE.

ComplianceCompliance1. Antitrust ComplianceSupreme Group succeeds in the marketplace because we deliver superior services andresults to our customers. We do not engage in price fixing, dividing territories, agreeingto contract terms, or other similar activities with competitors that negatively impact theclient and are counter to free market principles.To comply with competition laws, you must be particularly careful about relationshipswith competing companies (which may include our suppliers or subcontractors). If yourassignment requires you to interact with our competitors, you must observe the followingrestrictions and consult the Group Legal Department or Director of Ethics & Complianceas necessary:•§Avoid any discussion of pricing and contracting policies, costs, delivery capacities,and plans related to competing services with any Supreme Group competitors.•§Do not disclose any market or product plans, market segmentation or analysis, ormarket surveys in areas where our competitors compete.•§Do not offer or solicit any agreement, formal or informal, with any competitoror group of competitors concerning Supreme Group business practices, sales,territories, prices, terms, conditions, or supply volumes.•§If a competitor initiates a discussion in any of these areas, you are required to removeyourself from the discussion and immediately report the matter to the Group LegalDepartment or Director of Ethics & Compliance.2. Compliance with LawsLaws in many locations have a direct impact on the conduct of business by SupremeGroup. You must comply with all relevant laws, in addition to the standards set in thisCode of Conduct which may be more restrictive than those required by law. If you haveany questions on specific laws or regulations, contact the Group Legal Department.In particular, we are committed to full compliance with all export control laws of theU.S. and other jurisdictions in which it operates, including obtaining proper exportauthorization, establishing eligibility of export recipients, and acquiring and retaining allrequired documentation. Similarly, we expect that all Supreme Group employees, agents,and contractors will also adhere to applicable customs laws for importing products.U.S. law also prohibits Supreme Group and its agents from complying with or supportinga foreign country’s boycott of a country that is “friendly” to the United States. We are alsorequired to report promptly to the U.S. government any request to support a boycott orto furnish information concerning a boycott. Examples of improper boycott requests are:requests that we refuse to do business with a boycotted country, including its citizens;requests that we refuse to do business with so-called blacklisted companies who dobusiness with the boycotted country; or requests to provide information about activities ina boycotted country or implement letters of credit with boycott conditions. If you hear ofa boycott or receive a request to support a boycott or to provide information related to it,you should contact the Group Legal Department or Director of Ethics & Compliance.3. Supreme Group Policies, Systems, ProceduresAs a Supreme Group employee, you must comply with all documented Supreme Grouppolicies, systems and procedures which apply to the role you are employed to performand the tasks you are required to accomplish. If you believe that an exception is requiredto any policy, system or procedure, the appropriate approvals (as laid out in that policy,system or procedure) must be sought and fully documented in writing.Document No: LEG-EC-G-001 | Version No: 4 | Version Date: 2013.03.19 | Authorized by: Director of Ethics and Compliance | Page 25

Chapter 8.ASSISTANCE andreporting.

Obtaining assistance and reporting suspected problemsObtaining Assistance and Reporting Suspected ProblemsDuty to ReportRemember, you have a duty to immediately report whatever you know or have heardabout a situation that appears to you, in good faith, to be unlawful or unethical.What to do if you have a concern related to the Code of Business Ethics and Conduct?If possible, discuss the question or concern directly with the person involved or contactyour immediate supervisor for guidance. If it is uncomfortable for you or inappropriate tospeak to your supervisor about your question or concern, you can contact:•§Your Human Resources representative;•§The next line manager above your supervisor;•§Supreme Group’s Director of Ethics & Compliance; or•§Your local Supreme Group’s Ethics and Compliance Hotline (see pg. 29)•§Visit www.supremegroupethics.ethicspoint.comSituations may arise where it is necessary to report a concern about suspected unethicalmisconduct. Supreme Group is committed to supporting our employees and will protectyou from retaliation if you report suspected illegal or unethical conduct in good faith. Itis Supreme Group policy that the Ethics and Compliance Hotline email address is nottracked or traced for anonymous users.Document No: LEG-EC-G-001 | Version No: 4 | Version Date: 2013.03.19 | Authorized by: Director of Ethics and Compliance | Page 27

Obtaining assistance and reporting suspected problemsIf at any time you believe appropriate action is not being taken or would be morecomfortable discussing your concerns with someone else, the Supreme Group Ethics andCompliance Hotline is available, 24 hours a day, 7 days a week.When you call the Hotline:•§You will be asked for your name and contact information. You are not requiredto identify yourself, however providing your information is beneficial toconducting the investigation•§You will be asked to provide detailed information about your concern or question•§You will be given a case tracking number•§If you have identified yourself, you may receive a call from the assigned investigatorto provide further information to thoroughly investigate the matter reported•§If you have not identified yourself, you will be asked to call back in two weeksin order to follow up with any additional information that may be necessary tothoroughly investigate the matter reportedWhat happens when I contact the Ethics and Compliance Hotline by email?The more information you provide, the easier it will be for Supreme Group to investigateor appropriately respond. Upon receipt of your email, an investigator will be assigned andyou will receive a reply with a case tracking number. If further information is needed, youwill be contacted by email.Call isreceived atcall centerCaller isinterviewedDetails areprovided toCorporateComplianceIssue isassignedto the properinvestigatingdepartmentResults arereported toCorporateComplianceCall centercontactscaller, or ifanonymouscaller may callbackCase closedWhat if I feel threatened for reporting a problem?Supreme Group will not tolerate any direct or indirect retaliation against an employeefor reporting a suspected problem in good faith. If you suspect you are a victim ofretaliation, contact Human Resources, the Director of Ethics & Compliance or theEthics and Compliance Hotline. Retaliation against someone who reports a problemin good faith will result in prompt and strong sanctions against the retaliator, up toand including termination.Consequences of violating the CodeViolations of the Code may result in discipline, up to and including termination. In someinstances, the offender may be reported to the appropriate authorities for legal prosecution.Document No: LEG-EC-G-001 | Version No: 4 | Version Date: 2013.03.19 | Authorized by: Director of Ethics and Compliance | Page 28

Obtaining assistance and reporting suspected problemsSummary of the Code of Business Ethics and ConductThe aim of the Supreme Group Code of Business Ethics and Conduct is to maintain andconfirm the reputation of Supreme Group as a positive employer by setting the highestbehavior standards for all employees. All employees of Supreme Group are requiredto behave and act in a manner which is not prejudicial or causes harm to the companyand/or their colleagues.Your Local Supreme Group Ethics and Compliance Hotline NumberAfghanistanCollect Call:503-619-1839LatviaDirect Access Code:8000-0937BelizeDirect Access Code: 811Hotels Only: 555then: 866-881-5746LiberiaCollect Call:503-619-1839Bosnia/HerzegovinaDirect Access Code:00-800-0010LuxembourgDirect Access Code:800-2-1157ChadCollect Call:503-619-1839MacedoniaDirect Access Code:0-8000-4288then: 866-881-5746CongoCollect Call:503-619-1839TheNetherlandsDirect Access Code:0800-0226174DenmarkDirect Access Code:80-882809PakistanDirect Access Code:00-800-01-001then: 866-881-5746FalklandIslandsCollect Call:503-619-1839SomaliaCollect Call:503-619-1839GermanyDirect Access Code:0800-1016582SudanCollect Call:503-619-1839Ivory CoastDirect Access Code:00-111-11 or 00-111-12(French Operator)then: 866-881-5746SwitzerlandDirect Access Code:0800-562907JordanKosovoDirect Access Code:1-880-0000then: 866-881-5746Collect Call:503-619-1839UAEDirect Access Code(s):U.A.E.: 8000-021Military-USO & cellular:8000-051Military-USO & cellular:8000-061then: 866-881-5746KuwaitCollect Call:503-619-1839UKDirect Access Code:08-000328483KyrgyzstanCollect Call:503-619-1839USADirect Access Code:1-866-881-5746Document No: LEG-EC-G-001 | Version No: 4 | Version Date: 2013.03.19 | Authorized by: Director of Ethics and Compliance | Page 29

Chapter 9.EMPLOYEEACKNOWLEDGEMENT.

Employee acknowledgementEmployee AcknowledgementI acknowledge that I have received a copy of the Supreme Code of Ethics and BusinessConduct. I understand that:•§I am responsible for reading and complying with the Code of Ethics and Business Conduct;•§I am expected to adhere to the highest moral and ethical standards for business andpersonal conduct;•§I am personally responsible and accountable for my actions and should avoid anyactivity or behavior that may conflict with my duties under Supreme’s Code of Ethicsand Business Conduct;•§I am required to report any violations or suspected violations of this policy to mysupervisor, HR manager, or Legal department;•§I should direct any questions concerning this policy to my supervisor, HR manager, orLegal department;•§A copy of this page will be kept in my personnel file; and•§Violations of this Code may result in disciplinary action, up to and including termination........................................................... .......................................................................Employee SignatureEmployee Name (please print)..........................................................Date..........................................................Received by Human ResourcesDocument No: LEG-EC-G-001 | Version No: 4 | Version Date: 2013.03.19 | Authorized by: Director of Ethics and Compliance | Page 31