Clarissa Resorts believe that honesty, integrity and fair play are important assets in our business. All employees of our Organization must ensure that the Organization's reputation is elevated by our complete honesty, loyalty and ethical actions. This Code of Conduct sets out the standards of behavior expected from the employees, and guidelines to handle different situations.
The purposes of this policy are:
Any employee soliciting an advantage in connection with his work without the permission of the Organization commits an offence. The term "advantage" includes money, gift, loan, fee, reward, office, employment, contract, service and/or favor.
It is the policy of the Organization to prohibit employees from soliciting any advantage from clients, suppliers or any person in connection with Organization’s business.
Employees should decline advantages offered in connection with their work if the acceptance of such advantages could affect their objectivity or induce them to act against the Organization's interests or lead to complaints of bias.
Under no circumstances may an employee offer bribes or similar considerations to any person or Organization for the purpose of influencing such person or Organization in business dealings. Any advantage given in the conduct of the Organization's business should be in accordance with the Organization's prevailing policies on such matters and prior written approval of the Organization should be obtained.
Although entertainment, discounts and complimentary services which are common in the hospitality industry are acceptable forms of business and social behavior, employees should turn down invitations to meals or entertainment or offers for discounts and complimentary services that are excessive in nature or frequency, so as to avoid embarrassment or loss of objectivity when conducting the Organization’s business. Under no circumstance should an employee accept undue hospitality that is not common in the industry.
Employees are not allowed at any time to disclose any proprietary information to anybody outside the Organization without permission. Such information may relate to all aspects of the Organization's operations including investment strategies, sales and marketing plans, new products, financial projections, patent applications, clientele database, copyrighted materials, etc. It is the responsibility of each employee, who has access to or is in control of proprietary information to provide adequate safeguards to prevent its abuse or misuse. Examples of misuse include disclosure of information in return for monetary rewards, use of information for personal interest, and disclosure of information to sabotage the Organization’s interest.
‘Conflict of interest’ situations arise when the personal interests of employees compete or conflict with the interests of the Organization. Employees should avoid such situations, actual or potential, which may compromise the integrity of the employees and put the Company's interests and reputation at stake. Every employee of the Organization should take it as his/her personal responsibility to avoid engaging in situations that may lead to or involve conflict of interest. He/she should at all times ensure that his/her dealings with customers, suppliers, contractors and colleagues do not place him/her in a position of obligation that may lead to a conflict of interest.
The Organization will not tolerate the use of insider information by employees to secure personal advantage at the expense of the Organization, or over those not in the Organization. The use of insider information, which has not been made public, for personal gain is illegal, unethical and is strictly prohibited.
Appropriation of Organization properties, including raw materials and finished goods by employees for personal use or for resale is a crime of theft and renders the culprit liable to dismissal and prosecution.
Sexual harassment may include unwanted sexual advances, sexual jokes, subtle or overt pressure for sexual favors, sexual innuendoes, and offensive propositions. These will not be tolerated. Likewise, the Organization will not tolerate workplace harassment, abuse or violence of any kind. This includes threats, intimidation, bullying, subjecting individuals to ridicule or unwarranted exclusion.
An employee or his immediate family should not grant or guarantee a loan to, or accept a loan from or through the assistance of any individual or company having business dealings with the Organization. There is, however, no restriction on normal loans from banks or financial institutions made at the prevailing interest rates and terms.
Employees should not take up concurrent employment, either regularly or on a consulting basis, without the prior written approval from the Organization. Applications for outside employment should be sent to the Manager - Human Resources. Employees are advised not to engage in frequent and excessive gambling of any kind, with persons having business dealings with the Organization. In social games with clients, contractors or suppliers, employees must exercise judgment and withdraw from any high stakes games.
The health and safety of its employees constitutes the top priority for Clarissa. It is thus expected that suppliers and other business partners will strive for the implementation of occupational health and safety regulations at a high level, will adhere to the relevant occupational health and safety regulations and will ensure a safe working environment that is conducive to good health, serving to maintain the health of employees and to avoid accidents, injuries and work-related illnesses.
It is our policy to conduct our business in an environmentally responsible way that minimizes environmental impacts. We are committed to minimizing and, if possible, eliminating the use of any substance or material that may cause environmental damage, reducing hazardous waste generation and disposing of all waste through safe and responsible methods, minimizing environmental risks by employing safe technologies and operating procedures, and being prepared to respond appropriately to accidents and emergencies. Violation of environmental laws can be a criminal offence and can involve monetary fines and imprisonment. We expect employees to comply with all applicable environmental laws.
As a general rule, employees are to refrain from participating in political activities in a manner that will invite censure to the Organization. Employees have a right to their political beliefs, as long as the view presented is of the employee, and does not involve the Organization. Employee will avoid involvement in any affiliation or activity pertaining to a Political party during the paid Organization time. It is our general policy not to make contributions to political parties at any level of government.
Disciplinary actions, including termination, will be taken against any violators who commit any acts of theft or fraud, threats, intimidation, bullying, subjecting individuals to ridicule or unwarranted exclusion or violation any above mentioned policies.
All Employees, wherever located, are expected to understand, observe and promote compliance with both the spirit and letter of the Code to the full extent allowed by the statutes, laws, regulations or ordinances of any relevant jurisdictions.
If any Employee observes any actual or potential breach of the Code, irregularity, impropriety, fraud or other inappropriate activity by a fellow Officer, he/ she should immediately report it to his/ her supervisor or the HR Department. Failure to comply with the Code may result in disciplinary action including termination of employment and the return of incentive components of the Officer’s remuneration in the preceding 12 months from the Event of Wrongdoings.
The executive shall be obliged to return all incentives, bonuses and share awards (“Incentive Award”) received in the preceding 12 calendar months from an Event of Wrongdoings as follows:
any financial loss or reputational harm to the Organization; and/or
the need for a restatement of the financial results or financial statements of the Organization; and/or
any adverse change in the risk profile or rating of the Organization, or is otherwise detrimental to the Organization and/or the businesses conducted by any member of the Organization; and/or
there has been a deterioration in the financial performance of the Organization.
This Policy was reviewed and approved by Audit & Risk Committee and Board of Directors’ Meeting on _______________________ and _______________________ respectively.
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