Shenzhen Parfait Industry Co.,Ltd

Code of Conduct

CODE OF CONDUCT

Parfait has created a vision statement, Mission statement and a set of Values that serves as a guide to define who we are as a company.

Our Vision--We make your packaging shine.

Our Mission--To provide the high quality of the Packaging with the great service for every customer. To add the value to the products and joy consumers.

RESPECT

Good human relations lead to good employee relations. Treating each other and all of our company stakeholders with dignity and respect is how we practice good human relations. Expecting fellow workers to perform their jobs with integrity and expertise is our company norm. Abusive, deceitful, or violent behavior will not be tolerated.

We have a diverse workforce in our company. We believe that differences among us should be valued, so that we all can work in an environment that supports growth and our company goals. We believe that we will all benefit from the creativity, varied perspective, innovation, and energy that arise out of our diverse workforce.

Employees must not harass, discriminate, or support others who harass and discriminate against colleagues or members of the public for any reason, including without limitation, sex, social orientation, pregnancy, marital status, age, race (including their color, nationality, descent, ethnic or religious background), physical or intellectual impairment.

COMPLIANCE AND ACCOUNTIBILITY

Environmental, Health and Safety

We are committed to providing a safe and healthy work environment and this means operating in compliance with applicable health and safety regulations and laws. It also means the accurate and timely reporting of any incident required to be reported.

We do not tolerate any acts or verbal or physical behavior that could lead to or cause workplace violence. The health and safety of our employees, as well as the expectation of quality by our customers, require that each employee works free from the influence of any substance that could prevent or impede safe and effective work activities. We are each responsible for our own safety, and that of our co-workers.

Employees whose work affects environmental compliance must be completely familiar with the permits, laws, and regulations that apply to their work. In the area of safety, all employees are responsible for their own safety and the safety of co-workers. It is imperative that employees know the safety procedures and regulations for their workplace

Child Labor

No person shall be employed at an age younger than 16. In addition, our factory also comply with all local legal requirements for the work of authorized young workers. 

Working hours

We ensure that workers shall not be required to work more than the lesser of a sixty hours per week, including overtime or the limits on regular and overtime hours allowed by the law of China. In addition, except in extraordinary business circumstances, all workers shall be entitled to at least one day off in every consecutive seven-day period.

Copyrights

We respect and protect intellectual property, whether it belongs to us or to others. Copyright laws protect intellectual property, including written and electronic materials, computer software, CD-ROM and videotape products. We obey these laws, and are prohibited from copying or distributing copyrighted materials without the permission of the copyright owner.

Gifts

We believe that no gift, favor or entertainment should be accepted or provided if it will obligate, or appear to obligate, the receiver. The giving or accepting of bribes or inappropriate, lavish or repeated gifts or other benefits is always prohibited. Similarly, requesting or soliciting personal gifts or services, or requesting contributions from vendors, suppliers or other business partners, is prohibited. In general, providing or accepting normal sales promotion items, occasional meals or other non-cash items of minimal commercial value is appropriate. In countries where gifts are accepted and expected by local custom, you should always seek advice from the Legal Department before acting.

RECORDS AND INFORMATION MANAGEMENT

Business records and documents should be retained or destroyed only according to the company’s records management policy. This policy provides that each company location has schedules and regulations covering retention of records, including printed files and those maintained electronically. Strict compliance with these policies is very important for the protection of the company and individual employees.

SECURITY OF CONFIDENTIAL INFORMATION

Information is one of our company’s most valuable assets. Employees are responsible for protecting the company’s confidential information, which includes new product and marketing plans, manufacturing processes, research and development ideas and information about potential company investments. This responsibility does not end when employment is terminated. In turn, confidential information that new employees and consultants bring with them from another company has to remain confidential, and current employees must ensure that they do not receive or use confidential or proprietary information belonging to another company or person.

Employees are to make sure that confidential and sensitive information cannot be accessed by unauthorized persons. Sensitive material should be securely stored overnight or when unattended. Employees must ensure that confidential information is only disclosed or discussed with people who are authorized to have access to it. It is considered a serious act of misconduct to deliberately release confidential documents or information to unauthorized persons, and may incur disciplinary action, up to and including termination.

USE OF COMPANY RESOURCES

Requests to use resources of the company should be referred to management for approval. If employees are authorized to use such resources outside core business times they must take responsibility for maintaining, replacing, and safeguarding the property and following any special directions or conditions that apply. Employees using such resources without obtaining prior approval could face disciplinary and/or criminal action. Company resources are not to be used for any private commercial purposes.

REPORTING MATTERS OF CONCERN

Employees are encouraged to raise any matters of concern in good faith with their manager, the head of their facility or department, Legal, Human Resources, or Corporate Audit without fear of retribution.