CODE OF PROFESSIONAL & ETHICAL CONDUCT

This Code of Conduct is written to apply to all of us who work for the KESOL group. It applies whether a person is an employee or part of a contracted or commission-based role. Issues may arise which are not covered by the Code. In that case you should consult your manager. This Code forms the foundation of our commitment to do business with respect and integrity for our company, our colleagues, our customers and our products.

A) Honest and Ethical Conduct – Conflicts of Interest

Our Company is committed to honest and ethical conduct, including the ethical handling of actual or apparent conflicts of interest between personal and professional relationships. Your conflicts of interest should be covered by your Individual Employment Agreement.

Our employees have many activities in their lives outside the Company. A "conflict of interest" arises when an employee's personal, social, financial or political activities have the potential of interfering with their loyalty and objectivity to the Company. Actual conflicts must be avoided, but even the appearance of a conflict of interest can be harmful, too.

B) Honest and Ethical Sales Conduct- Guidelines

The company recognises, appreciates and embraces the individual sales styles of our representatives. It must be noted that you are representatives of one of the largest heating and insulation companies in Canterbury. As such, certain sales behaviours can throw a negative light on our company and will not be tolerated. Below is a list of expectations regarding sales pitches.

- We are not currently a part of any of the Government funding initiatives so when marketing it must be made clear that what we offer IS NOT a Government subsidy. This will probably change in the near future but just be clear on how you represent to a client.

- We take ownership of what we offer. We are proud to offer KESOL discounts using our longstanding relationships and rather large buying power. We are grateful to receive private funding from groups like Powered by Enterprise and pass that on to help deserving families. We have one of the largest Direct Marketed operations in NZ and that allows us to offer this to our customers.

- We ensure our clients clearly understand our guidelines and go into detail when asked.

- Clean and tidy dress. Professional presentation is expected at all times when representing the Company.

- Punctuality. We understand there can be a delay when moving from one job to another but we do expect effort to get to each job in a timely manner as possible. We expect communication with a client if you expect to be late.

- You may never be under the influence of alcohol or drugs while at a job.

- Accountability. A sales price should be honestly justifiable. You are required to act with credibility and integrity. If a customer asks, you should be able to break down the price you have quoted in a credible way they understand.

- Misrepresentation. You must represent the Company truly. We stand behind what our Company can offer to customers. We do not pretend to offer subsidies or grants with organizations we are not affiliated to.

- Discounts. To clearly define supplier discounts. The term grant is not to be used. since it implies Government money.  If asked, it is important to reiterate to our customers that our supplier discount's are available since our buying power allows us to purchase at a cheaper rate. We also regularly receive supplier promos which our Company chooses to pass on to our customers.

- Hiking a price based on customer judgements is not accepted. Sales representatives must not hike prices in order to achieve a higher commission from a sale. A better mind set would be to see how much you can get their price reduced by.

- It should be made clear at meetings with clients/customers that they are receiving a quote and will pay after the install. The customer should understand they can cancel within their 5 working days if they choose to.

- Relationships with Councils and other organizations should be referred to as preferred partners or providers. It should be clear that we do not work for the Council. Available Rates programs and/or subsidies in your area should be clearly explained to the customer to allow them to make informed decisions.

- We believe in the honesty and integrity of our Company and products. We should not need smoke and mirrors sales tactics to get a sale across the line.

- We do not pressure our customers into a sale.

- We require a family member or support person to be present at a sales pitch with vulnerable older single residents.

C) Corporate Opportunities

Employees also may not use Company property or information, or their positions with the Company, for personal gain. You should never take for yourself business opportunities that you learn about through your work at the Company. You should also never engage in any business activities that compete with the Company.

If you find yourself faced with a potential conflict of interest, it is important to resolve the conflict as soon as possible.

You should:

* Disclose the conflict (or potential conflict) to your Manager.
* Remove yourself from any decision-making responsibility that relates to or may appear to relate to the situation.
* Ensure that you always put the best interest of the Company first, ahead of any competing personal interest.

D) Compliance with Laws, Rules, Regulations and Ethical Conduct

The Company is committed to compliance with all applicable laws, rules, regulations and codes of practice. No one is authorized to direct you to break the law. You must maintain honest and ethical conduct in the performance of your contractual obligations. Relationships with suppliers must be based entirely on sound business decisions and fair dealings. Business gifts and entertainment can create their own conflicts of interests and make it harder to be objective about the person providing them. Such gifts/benefits, for example, may include, but are not limited to travel, contra arrangements, redeeming and or cashing Company entitlements/loyalty points, participating in events, cash, vouchers, products etc. Before offering or accepting gifts, you need to get approval from your Manager if the value of the gift is above $200.

E) Bullying

Bullying is a form of personal harassment, which is characterized by repeated and persistent, offensive, abusive, intimidating, malicious or insulting behavior. Some examples of behavior which do not amount to bullying are:

* Free and frank discussion about issues or concerns in the workplace, without personal insults;
* Legitimate criticisms made to an employee about their behavior or work performance (not expressed in a hostile manner);
* Issuing of legitimate instructions to employees and expecting them to be carried out;
* Insisting on satisfactory standards of performance in terms of quality, safety and team cooperation;
* Giving negative feedback, including in a performance appraisal, and requiring justified performance improvement.

The Company will not condone bullying behavior in the workplace and also bullying of customer or consumers. Employees who engage in such misconduct risk dismissal.

F) Professional Conduct

You must adopt a professional approach in the performance of your duties and responsibilities at all times. Following are some examples of what will, in the absence of an explanation acceptable to the Company, be considered serious misconduct and therefore, grounds for summary dismissal. These are compiled to ensure you and your fellow colleagues can still have interests; while still providing a safe place of work. These examples are in two parts:

G) Part 1 Misconduct

The Following are examples of behavior which constitute less serious misconduct for which warnings and or dismissal may result:

NOTE: The giving of a warning is not limited to the repetition of the same offence.
* Refusal to attend a doctor nominated by the employer
* Smoking in a Non-Smoking area
* Failure to perform work to the required standard
* Failure to follow product handling procedure
* Unauthorized absence
* Failure to report any accident or injury occurring at work, no matter how minor the incident
* Poor time-keeping, including arriving late for work, or from lunch and/or tea breaks
* Careless or indifferent attitude in the performance of duties
* Being discourteous to other employees, customers or clients
* Aggressive argumentative behavior

Warning Procedure

The following warning procedure shall be used. However, the Company reserves the right to move directly to a final warning and or dismissal where it considers that circumstances warrant it.
* First offence First warning
* Second Offence Final warning
* Third offence Dismissal

Part 2 Serious Misconduct

Following are some examples of what will, in the absence of an explanation acceptable to the Company, be considered serious misconduct and therefore, grounds for summary dismissal:
* Refusal to carry out a lawful and reasonable instruction or request from a Company representative, such as the person in charge
* Removing Company or customer property from the Company’s premises without authorization
* Being in possession of another employee’s personal property without that employee’s permission
* Using Company equipment or services without proper authorization
* Driving Company vehicle without a valid driving license, unsafely, recklessly and unlawfully
* Damage to Company, customer and employee property arising out of negligence or carelessness
* Assaulting, or threatening to assault any person (customer, member of the public or employees)
* Possession, supplying or using drugs or alcohol on the Company’s premises. The exception being those drugs prescribed by a medical practitioner or non-prescribed items purchased from a chemist provided they are used as prescribed or directed.
* Reporting to work in such a state of intoxication, whether due to alcohol or drugs, that you are unable to perform your duties properly and safely.

  Part 2 Serious Misconduct Continues

* Consuming alcohol on the premises during working hours without appropriate consent or approval
* Acts inside or outside the Company which, in the reasonable opinion of the Company, could constitute fraud, misappropriation or any form of theft, irrespective of whether you are charged with or convicted of the offence
* Breach of confidentiality undertaking
* Breach of the Company’s policies in the Internet
* Forwarding of objectionable e –mail and or other forms of communication
* Disclosure of your password to another person
* Intimidation or bullying of any employee or customer
* Neglect of duty
* Falsification or being party to falsification of any Company or customer document or record including time/wage/accident/expense/leave/client information/quotes etc
* Misrepresentation or non-disclosure of information that may conflict or has the potential to conflict with your employment obligations
* Sleeping at work or in customer’s property
* Actions which discredit the Company, damages its image and Brand
* Inappropriate, abusive, unruly behaviour that damages or has the potential to damage the image and reputation of the Company, its commercial and other interests
* Undermining the trust and confidence of the employment relationship
* Any other conduct that the Company considers incompatible with your employment relationship.