The Code of Zaree
"Think Right, Speak Right, Act Right"
Code of Conduct - "Think Right, Speak Right, Act Right"
At Zaree, our brand and reputation set the frame for our legacy which is our most fundamental asset, and that depends on the integrity and judgment of our people within the organization. The Code should be represented in the organization as a whole, no matter position, role, or mandate, everyone should always conducting the most excellent leadership by the highest level of integrity, fairness, and responsibility.
The Code of Conduct is a collection of rules and policies designed to assist our employees and directors in their conduct of the firm’s businesses. The core concept behind the Code is that no one at Zaree should ever sacrifice his or her integrity, whether for personal gain or for a perceived benefit to the firm’s business. Harm to our reputation affects the entire firm and is enduring. Any perceived ethical transgression, no matter how isolated or minor, can have extremely adverse consequences for Zaree.
Our people within the organization are accountable for their actions and should know and abide by the policies that apply to us as individuals and the whole organization as a legal entity. Managers have a special responsibility, through example and communication, to ensure that our people under their supervision understand and comply with the Code and other relevant policies.
Our people should use the Code of Conduct as a guide in decisions in a variety of circumstances. However, no rulebook can anticipate every situation. The firm relies on its people's personal integrity to protect and enhance our brand and ultimately the reputation of Zaree. As the founder and CEO, I trust each one of my people's good judgment and that they should never underestimate the importance of their own ethical framework and conduct it in their daily tasks with the goal to secure our collective success.
ZAREE CODE OF CONDUCT
Code Principles Frames our Philosophy
At Zaree, we maintain our industrial presence, and keeping up the progress through our strong ethical culture which is everyone’s top priority in the Company; we must always manage and implement the values of integrity, fairness, and accountability in all our business activities. We all share a responsibility to our task and to always act professionally by genuine and flawless relationships with our clients, partners, shareholders, each other, the financial market, and the societies. We must never underestimate the importance of our code, always take personal responsibility for our actions. Our Code is our shared commitment in the Company, to operate with the highest level of integrity and to always conduct with the highest ethics.
Understand and comply with the Code and report if you suspect violations.
Comply with applicable laws. regulations, and policies.
Protect confidential information.
Always work according to ethical business practices.
Never buy, sell, or tip others off whole in possession of material, non-public information relating to those securities and analysis.
Personal investment activities should never conflict with Zaree or our client's interests.
Never offer, give, solicit, or receive anything of value if it is intended to give, or appears to give, an improper business advantage or benefit.
Protect all Company assets - our physical assets, information, intellectual property, and business relationships.
Avoid personal conflict of interest, inside and outside of the workplace.
Communicate responsibly - seek authorization to speak on behalf of the Company and use good judgment on social media.
Treat others with dignity, and respect the diversity of cultures, backgrounds, and experiences.
Do your part to promote a safe workplace and report any activity that can pose a threat to others.
Give back to the community where you work and live and do your part to reduce the environmental impact of our operations.
Make sure political activities and charitable contributions comply with laws and regulations.
Reduce paper and plastic usage.
ZAREE CODE OF CONDUCT
Employees and Directors Confidentiality Levels
Every employee and manager is obligated to their authorization code and confidentiality levels been notified to them based on their role as employees of the company. In any situation you may approach a situation where you got access to non-authorized data or information, you must comply and report to the management team or employees with higher confidentiality levels:
ZAREE CODE OF CONDUCT
Authorized at all levels. Full insight into legal documents, agreements, and company bank accounts, clients' and partners' letters and agreements, and more.
Authorized level to such as CEO, CIO, CLO, CFOs, and employees who been awarded the level of authorization.
Authorized at levels 1 and 2. Full insight in private equity Data-Room, and clients details. Semi-insight in employees' data.
Head of Departments, Project:
Senior Associates, Senior Analyst, and employees who been awarded the level of authorization, which leads a specific team, department or project.
Authorized in client agreements framework and purpose of engagement exclusive fee models. Semi-transparency in client and partners details.
Associates and Analyst:
From junior to mid seniors which are in such a position of handling sensitive data and information could occasionally be given special authorization for a project.
1.0 The Principles of Zaree
Our principles that set the very essence of our philosophy which forms our people, our services and our enduring commitment to integrity make us become a great force of competition. We achieve this by conducting a higher degree of quality and solely focusing on creating long-term relationships with our clients and partners through our expertise and knowledge. We can become a force of competition and contribute to positive developments in the financial markets. We all share responsibility for preserving and building on this proud principle. To keep a strong reputation is our absolute goal and it can not be bought or sold and should never be compromised. Our Principles and the bright future for Zaree, its clients, and partners begin with the Code of Conduct and start from every employee.
ZAREE CODE OF CONDUCT
1.1 Personal Integrity
Every employee who has worked within the firm has built our success, we are responsible for preserving it. Our Code of Conduct is an important tool in that respect. It lays out the expectations the Company has for each of us and provides the information and the resources we need to conduct business ethically and in compliance with the law everywhere we operate. Our Code helps to ensure that the actions we take today preserve our brand and legacy for the future.
The Code applies to all employees.
All who work for, or on behalf of, Zaree have a duty to demonstrate the highest standards of business conduct. Our Code applies to employees and directors of Zaree and its direct and indirect subsidiaries. In general, consultants, agents, and the contract or temporary workers are expected to comply with the underlying principles of the Code.
Your Code Specialist is an important resource.
Zaree has a Code Specialist who is a representative from the Legal, Compliance, or Management Department. If the Code Specialist is not appointed or for reasons removed, the Chief Executive Officer of Zaree will automatically be appointed as a temporary Code Specialist until a specialist is appointed. Your Code Specialist can answer questions about the Code, Company policies, and procedures and can explain how the rules apply in a specific situation. Contact the Code Specialist assigned to your department.
1.2 Ethical Decisions
Compliance with the Code is a term and condition of employment with the Company. This means you must know the Code; you must do the right thing when it comes to your own conduct, and you must report about conduct by others that might violate our Code or Company policies. It also means you must cooperate as directed by the Company with any investigation, inquiry, examination, or litigation related to the Company’s business.
ZAREE CODE OF CONDUCT
New hires are required to provide an affirmation that they have read and understand the Code, affirmation that they will comply with the Code, and will report suspected violations as required by the Code. Compliance with these requirements is a condition of employment. No business unit or location in the Company can adopt policies that are less restrictive than the Code, but some do have rules that are more restrictive.
The Company will take the necessary actions to enforce the Code.
We may act against employees who violate our Code, up to and including termination of employment. Where appropriate we may also seek monetary damages and/or a court order prohibiting the employee from continuing to violate the Code.
We rely on our employees to practice sound decision-making and take actions that will preserve an ethical workplace. Remember, you oversee your own decisions. No one, at any level, has the authority to tell you to do something unethical or illegal.
1.3 Managers with greater responsibilities
Managers have a greater level of responsibility. If you are a manager, your employees look to you to lead with integrity. Make sure you know the Code and can either help employees with questions. If an ethical issue or a suspected violation is brought to your attention, do not investigate it yourself. Report it through the Code Reporting or another proper channel and ask the reporting employee to do the same. The matter will be investigated by the appropriate party, make sure the reporting employee is protected from any form of retaliation.
Managers are responsible for supervising the activities and conduct of employees in their reporting chain.
1.4 Compliance with Law
We work in a highly regulated environment. We urge our employees to be aware of — and comply with — the laws and regulations under which we operate. Its not just a critical part of our business, but fundamental to who we are and how we operate depends on these frameworks. It is important to comply with the letter, the spirit and intent, of the law. Violating the law — or engaging in unfair, deceptive, and abusive acts or practices — may weaken our client's confidence and put our brand and reputation at risk, and can result in regulator criticism, legal action, fines and penalties, and other negative repercussions for our Company, the people within, the clients and partners and our shareholders.
1.5 Dealing with Confidential Information
We work in a industry which trust is essential to become successfull. Customers and Clients, partners, suppliers, and companies with whom we do business trust us to be good stewards of their confidential information, whether that information relates to financial, personal, or business matters.
Confidential information can be written, oral, telephonic, or electronic and includes a wide variety of data, from technology applications, business strategies and customer lists, customer preferences, and personnel information.
We highly recommend to practice and follow the GDPR, the EU directives and assume that all personal information and all information you have about the Company and its business (including information concerning past, present, and prospective customers, business partners, suppliers, directors, and employees) is confidential unless the contrary is clear.
Disclose of confidential information
Each employee have a duty to protect confidential information and to take precautions before sharing it with anyone, inside or outside the workplace. Employees are not allowed to share confidential information with friends or family, to discuss it in places where others could hear you. Not allowed to access or use confidential information, and to disclose it to fellow employees who are not involved in providing services to the owner of the information, unless they are authorized and legally permitted to do so. Employees are not allowed to send confidential information, including internal communications such as intranet postings, outside the Company (including to personal email address), unless permitted to do so under applicable law, regulations, and Company policy or procedures.
ZAREE CODE OF CONDUCT
Before employees disclosing confidential information:
Employees should be sure that they are permitted to do so, under applicable law, regulations, and Company policies or procedures.
Employees should disclose it, only to those who are authorized to receive it and who need to know it to do their job.
Employees should limit the amount of information shared to what is required to achieve the stated business purpose.
Employees should obtain a Zaree approved confidentiality agreement, non-disclosure agreement or other agreement with appropriate Zaree approved privacy clauses if required when sharing it with someone outside the Company.
Employees should make sure the recipient knows that the information is confidential, and any restrictions related to its use or dissemination.
Any form of restriction on disclosing confidential information is not intended to prevent employees from reporting to the Company’s management or directors, the government or a regulator, employees’ attorneys, or a court under seal, concerns of any known or suspected Code violation; or to prevent employees from reporting retaliation for reporting such concerns. It is also not intended to prevent employees from responding truthfully to questions or requests from the government, a regulator, or in a court of law.
Nothing in the Code should be interpreted to prevent employees from engaging in activities that are protected under laws and regulations that allow employees to discuss or disclose compensation information.
Safeguard confidential information of prior employers, too.
Every employee have the responsibility to protect confidential information which also applies in to the work the employees may have done before coming to Zaree. Sharing confidential information from a former employer is unethical and can also expose the employee and Zaree to legal liabilities. Employees are not allowed to disclose any confidential information of a prior employer unless it has already been made public through no action of the employees own.
Special rules regarding processing and safeguarding customer and personal information.
The employees of Zaree has a special responsibility to protect the privacy of the Companys customers, clients, partners and other third parties, and the confidentiality of their information. The Companys recommendations is to follow the GDPR, the EU directives and assume that all personal information no matter jurisdiction is regulated according to the GDPR. This responsibility may be imposed by law, may arise out of agreements with or representations to our customers, or may be based on policies or practices adopted by the Company. The employees should be aware of that certain jurisdictions have regulations relating specifically to the privacy of individuals and business and institutional customers. Various business units and geographic areas within Zaree have internal policies regarding customer and employee privacy.
The Companys customer information should never be disclosed to anyone inside or outside the Company except as permitted by law in the proper conduct of the Companys business, where disclosure is required by legal process or where the Compliance or the Legal Department otherwise determines it is appropriate.
The Companys customer information based on privately owned information such as contact detail, personal number and other sensitive information should be interpreted as information owned by the customer and not Zaree. Zaree follows strictly the GDPR, the EU directives and regulations. If customers request data and information or to delete all data and information, it is our duty and responsibility to fully apply to the customers’ demands. Hiding or withholding customer information is a direct violation of the regulations and Zaree´s policy, the company will take legal action against employees who violate the regulations and customer protection policy.
1.6 Sharing Concerns and Reporting Violations
Preserving our principles and protecting our Company’s reputation is the responsibility of every employee in every location. If a employee see or suspect that something is illegal or unethical, they have not only the right, but also the obligation, to speak up and share the concerns.
The Company encourage employees to ask questions and have open conversations with their managers on business and conduct concerns. The Company rely on its employees to speak up when something is unclear.
ZAREE CODE OF CONDUCT
Employees are required to promptly report any known or suspected violations of the Code, any internal Company policy, or any law or regulation related to the Companys business. Reporting is required whether the violation involves the employee or someone else subject to the Code.
Employees should report any known or suspected illegal conduct or conduct that violates the underlying principles of the Code, by any of the Companys customers, suppliers, consultants, employees, contract or temporary workers, business partners, or agents.
Just as employees will be held responsible for their own actions, employees can also be held responsible for not reporting the actions of others if they knew or should have known that they were in violation of any applicable policy, law, or regulation. In addition, the reporting obligations to the Company do not prevent employees from reporting to the government or regulators conduct that they believe to be in violation of the law.
Report criminal, legal or regulatory proceedings that involve the emloyee personally.
Employees must immediately report to Legal, Compliance Officer, Human Resources, or the Managers of the company if the following incidents involve them personally, whether they relate to the business of the Company or not:
Any arrest, charge, conviction, or legal proceeding relating to a criminal charge, or in the police caution, including unresolved criminal charges, however minor
Any inquiry or action by a financial services regulator, law enforcement agency or similar authority, including any denial or suspension of a license or request seeking to take testimony or interview employee regarding conduct at the Company or any other financial services institution
Any legal claims against the employee asserting fraud, dishonesty, or unfair or unethical conduct related to financial services
Generally, employees do not need to report minor traffic offenses. If they have questions on whether they need to report a criminal, legal or regulatory proceeding, contact the Specialist or the Managers of Zaree.
Employees who are acting as attorneys for the Company have additional reporting obligations. They should know and comply with these rules if they apply to them as employees of Zaree.
1.7 Non-retaliation Statement
Sharing concerns without fear of realiation.
Employees of the Company should not be afraid to speak up and promote an ethical culture at Zaree. Zaree are counting on its employees to do so. They are the Company’s eyes and ears, and the Company rely on each employee to report any suspected misconduct so that the Company can act in a early stage.
The Company strictly prohibit intimidation or retaliation against anyone who makes a good faith report about a known or suspected violation of the Code or any of Zaree’s policy or procedure, or any law or regulation. The Company strictly prohibit any intimidation or retaliation against anyone who assists with any inquiry or investigation of any such violation.
Employees should be assured that the information they provide will be handled discreetly and shared only with those we have a need to inform, such as regulators and those who are involved in investigating, resolving and, if necessary, remediating the issue. Employees who have concerns about or are aware of possible retaliatory action must report it to their Specialist.
1.8 Administration of the Code of Conduct,
Zaree´s Code, which is administered by everyone within and around Zaree´s business activities, is a living document that should serve as employees first-line resource for ethical decision-making. It may be amended from time to time, and all amendments are effective immediately upon posting. Employees can access the most current edition of the Code on the Company’s intranet.
The Code Specialists may provide interpretations of the Code, in consultation with the Chief Executive Officer or the Management, where appropriate. Any waiver of the provisions of this Code must be made by the Board of Directors and will be promptly disclosed to Zaree´s shareholders or the shareholders within the group who could be directly or indirectly affected. The Code does not create any rights to continued employment and is not an employment contract, it is part of your employment contract as you signed the Zaree employment contract or any other form of employments and contracts between Zaree and a Natural Person or Legal Entities with its employees which would be part of Zaree´s employees.
All investigations of possible Code violations are conducted by the appropriate party, such as Human Resources, Legal or other function as appropriate. Employees should not investigate the matter by themselves.
ZAREE CODE OF CONDUCT
2.0 Customers, Clients and the Market we Operate in
In Zaree we believe that trust lies at the core of every transaction, every management towards our customers, clients, and interactions within our organization. To build long-lasting business relationships, we follow the law and treat our customers the way we would want to be treated ourselves — in an open, honest, and respectful manner. We are proud of our philosophy which lays the foundation for our genuine approach to our customers and business affiliates, to empower our customers to make informed decisions about the products and services we offer and to select the ones that best meet their needs and circumstances. And in those circumstances where we fail to live up to our standards, we identify the problem and fix it as quickly as possible. By doing so we will maintain our course of excellence.
ZAREE CODE OF CONDUCT
2.1 Insider Trading and Information Barriers
As an employee of an investment services company, employees may have access to material, non-public information (“MNPI”) about our Company, our clients and other companies that conduct business with us. MNPI is information that is not known by the public, but if it were, would likely affect the market price of the securities issued by a company (ours or any other) or be considered important to a reasonable investor in deciding to buy or sell those securities. In certain jurisdictions, MNPI may also be referred to as Inside Information. The terms MNPI and Inside Information are used interchangeably in the Companys Code.
The best practice is to consider all information non-public unless it has been publicly announced or otherwise disseminated in a way that does not breach any confidentiality or fiduciary duty.
Material, non-public information or inside information.
The best practice is to consider all non-public information about publicly traded securities, activities or financial condition of a company and its employees as MNPI and consult with the Legal or Executive or the Management.
As an employee:
Employees may not buy or sell securities in their own account or any account over which they exercise control (either alone or with others, including client accounts) when they are in possession of MNPI relating to those securities.
Employees may not pass along MNPI or tip anyone to buy or sell securities while in possession of MNPI relating to those securities.
These rules apply to the securities of the Company if available in the market and of other companies, no matter how the MNPI is acquired.
2.2 Personal Investment Activities.
Employees have a duty to ensure that their personal investment activities are conducted with the Company’s reputation in mind and in compliance with all applicable laws, regulations, and Company policies. Zaree trust its employees to devote their time at work to serve the interests of the Companys clients and the Company, not their personal interests.
ZAREE CODE OF CONDUCT
Personal securities or other financial transactions, including private investments, employees may:
Always base their decisions on a philosophy of long-term investment objectives, not short-term or speculative trading (such as day trading or trading based on rumors).
Never buy or sell securities or tip others to do so while in possession of MNPI relating to those securities (see the Insider Trading and Information Barriers section).
Make sure that their trading and investment activities are within their financial means.
Do not ask for or accept any preferential terms or conditions in connection with any personal trading or investments, unless the terms are available to:
- Anyone with a portfolio or creditworthiness comparable to the employees themselves
- All Zaree employees under a plan negotiated by the Company
In general, employees should not invest in a competitor of Zaree (unless it is a publicly-traded company until Zaree or the Groups subsidiaries becomes a publicly-traded company). A “competitor” for these purposes includes unrelated financial services companies of any kind and others engaged in any business the Group are involved in (even if not currently in direct competition with our Company), such as banks, asset managers, private equity firms, corporate finance firms, investment banks, venture capitals and securities brokers, dealers and underwriters.
Trading in Zaree securities (if Zaree or companies in the Group are listed securities)?
As an employee, one may have been granted stock or other securities in Zaree or a Company within the Group as part of their compensation (if Zaree or companies, funds, or other securities that Zaree or the Group owns are listed). All sales are subject to the insider trading and applicable personal investment and account dealings policies outlined in this Code. For some employees, additional restrictions may apply as identified below. Employees are also permitted, again subject to the policies outlined in the Code, to buy stock on their own. Diversification is important too, however, and they should carefully consider whether it is wise to concentrate all their assets in Zaree or other financial companies. In general, they are not required to buy or hold Zaree stock and they will not be looked upon unfavorably if they do not do so.
Special trading restrictions for some employees.
Certain employees are restricted from engaging in transactions in Zaree securities except (if Zaree or companies, funds, or other securities that Zaree or the Group owns are listed) during quarterly “window” periods. They may also have to comply with other restrictions and requirements. If they are subject to these kinds of restrictions, they will be notified.
Know the rules for trading in the securities of our clients and suppliers.
In general, employees should not invest in any securities of a client with which they have (or recently had) significant dealings or responsibility on behalf of Zaree if it might appear that their investment is based on confidential information. Employees may be subject to more restrictive rules, depending on their business unit or location.
If they have information about or are directly involved in negotiating, a contract with a supplier of Zaree or within the Group, they may not invest in the securities of that supplier.
Each time the employee are asked to represent Zaree in any dealings with a company in which they own securities or have another interest, they must immediately disclose that information to Zaree´s Managers and their Specialist.
The policies regarding personal investing are designed to build honest business relationships and promote fairness throughout the marketplace. If employees have any questions about our Company’s expectations regarding their personal financial activities, they should contact Executive or the Management for answers.
ZAREE CODE OF CONDUCT
2.3 Ethical Business Practices.
In addition to compliance with applicable laws and regulations, Zaree expect all employees to hold themselves to the highest standards of ethical conduct. Zaree strive to treat all customers in a fair, ethical, and non-discriminatory manner, and work to achieve a competitive advantage through superior products and services, never through unethical or illegal business practices.
Employees should always deal fairly and in good faith with our customers, suppliers, competitors, business partners, regulators, and other employees. They should never take unfair advantage of anyone through manipulation, concealment, abuse of privileged or confidential information, misrepresentation of material facts, or any other unfair dealings or practices.
Employees should always listen carefully to any feedback they receive from those doing business with the Company. Their commitment to ethical business practices preserves our Company’s reputation for integrity.
In addition, Zaree may have fiduciary obligations to our clients to act in their best interest. This means employees must avoid or otherwise address through controls, disclosures, or other appropriate steps actual or potential conflicts of interest. Employees are highly prohibited from use of clients relationship to serve their personal interests ahead of their clients.
Protect the interests of Zaree.
Respect and protect our most valuable assets. Do not:
Solicit for a competitor or direct a Zaree customer, prospective customer, supplier, or other individual or company to one of our competitors
Solicitor encourage a current Zaree employee, consultant, independent contractor, agent, or supplier to leave our Company
Solicit business opportunities and transactions for employees own economic interest while working for the Company
Employer's action or inaction may harm our clients, damage market integrity, undermine the Company’s reputation, or negatively impact our internal culture. Employees must be alert to any potential negative effects that their actions or inactions may cause our clients, the markets, or our Company. Employees are encouraged to escalate concerns, regardless of whether it affects their line of business.
While being an employee of the company employees are solely working for the Company’s interest and goals. No business activities or transactions are allowed without the approval of the highest Management of the Company.
2.4 Anti-money Laundering.
Money laundering is the process of taking the proceeds of criminal activity and making them appear legitimate. Money laundering is generally accomplished in three steps — placement of cash or other assets into the financial systems; layering, by moving these assets around multiple accounts or institutions; and the integration of the assets back into the mainstream economy. Money laundering can result from almost any crime, including fraud, corruption, drug trafficking, human trafficking, and terrorism.
Anti-Money Laundering Policy — Firmwide and related procedures are designed to comply with all applicable laws and regulations related to money laundering, terrorist financing and economic sanctions. Everyone, all employees are required to comply with these policies, procedures, and controls. Specifically:
Make sure to accurately complete all KYC (know your customer) requirements.
If the job requires more detailed knowledge of anti-money laundering, counter-terrorist financing, and sanctions rules, talk to manager to receive, and complete the necessary training.
Be alert to — and report — any unusual or suspicious activity to manager, Anti-Money Laundering Investigations, Legal or the responsible for anti-money laundering and sanctions compliance.
Complete all required Compliance training on a timely basis.
2.5 Economic Sanctions Regulations and Anti-boycott Rules.
U.S. economic sanctions regulations administered by the U.S. Department of the Treasury’s Office of Foreign Assets Control (or “OFAC”), prohibit anyone subject to the jurisdiction of the U.S. and non-U.S. businesses from exporting financial services to certain foreign jurisdictions, governments, or individuals.
FPI transposes into EU law sanctions decisions prepared by the European External Action Service and agreed by the Council of the European Union. Such decisions support specific EU Common Foreign and Security Policy (or “CFSP”) objectives or UN Security Council.
These regulations sometimes also require that assets in which these governments or individuals have an interest be frozen. Economic sanctions can also be imposed by other countries, and these may impact our activities as well.
ZAREE CODE OF CONDUCT
We conduct the Global Anti-Money Laundering Policy and Firmwide Sanctions Standards to achieve compliance with the U.S. and EU economic sanctions regulations. Employees have a responsibility to know and comply with the policies and procedures that apply to them. Employees should consult with our legal and Management team if they are involved in any transaction or activities that appear to implicate economic sanctions.
These laws prohibit us from:
Refusing to do business in a certain country or with companies that do business in certain countries:
Discriminating against someone based on race, religion, sex, national origin, or nationality
Furnishing information about someone in response to a boycott-related request, or
Implementing a letter of credit that contains a condition related to any of the prohibited actions.
Boycott-related requests may arise in several ways such as letters of credit and trade transactions, loan syndications, and visa applications. Employees should consult with our legal and Management team if they receive any requests that appear to be boycott-related.
2.6 Competition, Antitrust, and Tying
Competition laws, known in the U.S. as antitrust laws and in the EU as antitrust policy promote and maintain the benefits of free markets. These laws vary from place to place, but they share core principles that protect competitive market participants, including our Company and our clients. We are committed to complying with the letter and spirit of applicable competition laws wherever we do business.
These laws and our Company policies prohibit agreements among competitors that are deemed collusive or anti-competitive.
Examples include agreements to:
Raise, fix, stabilize, or maintain prices, fees, spreads, or any item (e.g. benchmarks, costs) that would ultimately affect price (price fixing)
Reduce or eliminate competition in a competitive bidding process (bid-rigging)
Divide customers, territories, markets, or products (allocation schemes)
Refuse to deal with a competitor, customer or third party (group boycott)
Predatory or exclusionary conduct that is intended to harm competition is also prohibited.
2.7 Anti-bribery, Anti-corruption
Zaree’s reputation for integrity is central to the success of our business. We must never compromise our reputation by engaging in, or appearing to engage in, bribery or any form of corruption.
Employees may not give, offer or promise (directly or through others such as third-party intermediaries) anything of value to anyone, including government officials, clients, suppliers, or other business partners, if it is intended or could reasonably appear as intended to influence improper action or obtain some improper business or other advantages. Employees may also not solicit or accept anything of value from anyone (directly or through others such as family members) if it is intended or could reasonably appear as intended to improperly influence the employees decisions on behalf of Zaree. Anything of value is broadly defined and includes but is not limited to:
Gifts and hospitality (e.g., meals, entertainment, travel and related expenses, training, and conferences)
An offer of employment or other work experience, whether paid or unpaid (e.g., full-time employment, unpaid internships)
There are heightened risks when interacting with government officials. Government official is defined broadly and includes employees of government-controlled entities. Special procedures may apply, including preclearance requirements, when providing anything of value to a government official.
For the purposes of the Code, providing anything of value (for example, money, gifts or offers of employment) indirectly through a family member, close associate or business partner of the government official is considered the same as providing it to the government official directly if it is intended, or could reasonably appear as intended, to influence improper action or obtain some improper business advantage.
In addition, employees may not make facilitation or “grease” payments, which include anything of value given to anyone, including a government official, in his or her personal capacity, to cause the person to perform or expedite performance of a routine duty or function.
ZAREE CODE OF CONDUCT
We expect all employees to act ethically and we do not tolerate bribery. Consult our legal or management team for the rules and restrictions on these standards. If something seems improper or may involve bribery, employees should contact the legal or management team.
Zaree is committed to complying with both the letter and the spirit of applicable tax laws wherever we operate and ensuring accuracy in the tax-related records we produce and the tax information we are required to report. Employees may not facilitate any client activities intended to breach applicable tax laws, which may include engaging in activities that would assist a client in evading the payment of taxes that are due and payable or concealing information from tax authorities. As an employee of Zaree, employees are responsible for being familiar with and complying with related policies and procedures.
3.0 Organization and the Shareholders
In a short time, since the start of the company, we have managed to build a solid defined culture and we are nursing it on daily basis to maintain our course of success and excellence. Each of us, at every level of the Company, shares responsibility for preserving what we have built. It is not just about protecting our Company today, but also positioning ourselves for continued success tomorrow. We have a duty to protect Zaree’s assets, systems, information, records and interests — even the Company name — to maintain the trust of our shareholders, customers and partners have placed in us and keep our Company strong and thriving.
ZAREE CODE OF CONDUCT
3.1 Other Obligations of Some Employees
Our assets are the resources we use to conduct our business. Use Company assets for legitimate Company business and appropriately safeguard them including against cyber-related attack, theft, loss, waste, or abuse. By protecting our assets, we protect our competitive advantage in the marketplace. Employees also have a responsibility to extend the same degree of care to assets entrusted to our Company by others.
Our assets include:
Physical assets, such as office furnishings, equipment, and supplies
Technology assets, such as telephone, computer hardware, software, and information systems
Financial assets, such as cash, securities, and credit cards
Our Company’s name, its brand, and our customer relationships
Information assets, such as Intellectual property, including information about products, services, systems, and other data
Company assets should be used only for the conduct of the Company’s business, except where otherwise provided by the Code or other Company policies. The Company’s business includes, for these purposes, service related to an outside activity at the request of the Company.
All physical and technology assets provided by the Company, whether used inside or outside the Zaree workplace, are Company property and are provided for employees business use. Employees should not use our assets (including technology or information resources) for your personal activities.
Personal use of Zaree electronic communication devices (email, telephone, etc.) and assets (Zaree email addresses, Zaree technology, Zaree information resources, etc.) should be kept to a minimum, to the extent permitted in employees jurisdiction or business, and comply with Zaree policies and procedures, and with applicable laws and regulations. Personal use should not interfere with employees business obligations, should not burden Zaree’s assets, should not introduce additional risk to the Company, and should not negatively impact or disrupt other colleagues.
ZAREE CODE OF CONDUCT
Use electronic communications wisely and be aware of the Company’s monitoring practices.
The Company reserve the right to monitor, review, access, record, and disclose data as we deem appropriate, subject to applicable laws and regulations. Employees should not expect privacy when using Company resources.
Employees should make sure that use of the Company intranet and internet access complies with our policies. Employees should in particular:
Do not transmit or provide access to confidential information unless it is adequately protected in accordance with Company policies and its transmission is necessary for business purposes.
Do not use these resources in a way that would violate applicable law (for example, use or sale of controlled substances) or any of our policies (for example, discrimination, harassment, gambling, misuse of confidential information or social media).
Do not access, download, upload, save or send sexually oriented — or other offensive materials.
Do not access, download, upload, save, send, or use any proprietary materials — such as software, articles, photographs, pictures, or graphs — unless authorized to do so.
Do not send Company information to an external email address for any non-business purpose or to personal email account for any reason.
Protect our information systems. The threat of a cyberattack is a very real risk for our Company.
Never install unauthorized software, applications, hardware, or storage devices on Company-issued computer, and do not access our network through unauthorized applications or devices. Take care to prevent theft, loss or unauthorized use of electronic information and systems by:
Using extreme caution in opening email attachments from unknown or suspicious senders
Protecting passwords and personal IDs and not sharing them with others
Ensuring the physical security of information or hardware that is assigned to each one
Respect and protect our intellectual property.
Information employees create, send, receive, download, or store on our electronic or telephonic equipment and systems is Company property. Any invention, discovery, development, concept, idea, process or work related to our Company’s business — no matter what form it takes, whether or not it can be patented or copyrighted, even if the employee only work on it outside the office — that employee develop alone or with others while they work at Zaree is referred to as a “Company Invention” and belongs to the Company. As a condition of employees employment, they assign to the Company, exclusively, all their rights, title, and interest in any Company Inventions. Employees are required to provide any documents or other assistance we need to obtain intellectual property rights (such as patents, trademarks, and copyrights) for Company Inventions developed during employees employment with Zaree.
Please note, if a Company Invention the employee develop is later copyrighted, it is called a “work made for hire.” As such, the Company owns the copyright to that Company Invention and is not required to acknowledge the employees role in creating it or ask their permission to modify it, expand on it or benefit from it.
3.2 Maintaining Accurate Records
Recordkeeping policies and controls are essential to the successful operation of our Company and our ability to meet our legal and business requirements. Each of us is responsible for being accurate, complete, and honest in Company records and for complying with all the recordkeeping policies, controls, and procedures we have in place.
Never falsify any book, record or account that relates to the business of our Company, customers, employees or suppliers or the disposition of our assets. This means being honest and accurate in all aspects of the job, including entries employees make on expense reports, timekeeping records, results they record on sales incentive plans and claims they make under our employee benefit plans.
Our recordkeeping policies include information about document retention and destruction.
These policies and related procedures ensure that we maintain the records we need to meet our legal, tax and regulatory requirements and securely dispose of records that are no longer needed. Employees must never dispose of records or information that may be relevant to pending or threatened litigation or a regulatory proceeding unless they are authorized to do so by the Legal Department.
ZAREE CODE OF CONDUCT
3.3 Avoiding Conflicts
Employees are responsible for avoiding activities or relationships that might affect their objectivity in making decisions as a Zaree employee. Never permit their personal interests to conflict — or appear to conflict — with the Company’s interests. If employees are faced with a potential conflict of interest, they should ask themself:
Would public disclosure of my action (or relationship) cause me or the Company embarrassment?
Would the action (or relationship) lead an outside observer to believe a conflict might exist, even if it does not?
If the answer to either question is “yes,” discuss it with the Code Specialist.
It is not possible to list every situation that could present a potential conflict, but there are certain areas where conflicts typically arise. Employees should be familiar with these, use good judgment, and ask for help whenever they are unsure of the proper course of action.
3.4 Personal Relationships
Decision-making can become difficult if the person with whom the employee are working is someone they know personally, outside of the workplace. Even if the employee try to remain objective in their business dealings, the personal relationship can create a conflict of interest — or can raise the appearance of a conflict. For that reason, there are certain situations employees should avoid.
In general, employees may not act for the Company in any transaction or business relationship that involves themself, members of their family or other people or organizations where they or their family have a significant personal connection or financial interest. Let another qualified employee handle the Company’s business with these people and organizations. Any such arrangement or exception should be escalated to the Company’s legal or management team.
Do not engage in self-dealing or use of position at the Company to derive benefits that are not available to others.
Avoid negotiating with Zaree on behalf of others, especially when family and others the employee have a connection to if their involvement might be perceived as a conflict.
Be aware that relationships in the workplace can also present real or perceived conflicts. Employees should make sure tp know and understand the specific restrictions that relate to hiring or working with relatives or someone with whom they have a personal relationship with.
3.5 Personal Finances
Because of the nature of our business, any improper handling of employees personal finances could undermine their credibility and the Companies. It could also cause others to question their decision-making on the job. Handle their personal finances responsibly, with integrity, and in compliance with the law.
In general, employees may not participate in any personal financial transaction with fellow employees, customers, or suppliers, including shared investments (unless widely held or part of a Company-sponsored, co-investment plan) and investment clubs.
Employees may not borrow money (other than nominal amounts) from or lend money to or act as a guarantor, co-signer, or surety for customers, suppliers, or other employees unless the transaction involves a family member. Borrow only from reputable organizations that are in the business of lending.
It is permissible to borrow from — or act as guarantor, co-signer, or surety for — relatives or close personal friends (but not if the friendship grew out of a Zaree relationship). It is also permissible to borrow from a customer who is in the financial services business if the employee are not granted preferential treatment. Employees may also make consumer credit purchases from a customer or supplier in the normal course of business — again if the customer or supplier is not granting the employees preferential treatment. In every case, our employees should use good judgment, look at each situation objectively and, before moving forward, employees should ask how their actions would look to someone outside of the Company.
Note that if employees are an employee of the Zaree investment team they are subject to other restrictions as well; these employees should make sure that they know the rules that apply to them.
Note also that employees may not participate in gambling or betting of any kind, including office pools, at any Company location, or use Company resources (such as email, phone, and copy machines) in connection with any gambling or betting activity, even if it is legal in their location.
ZAREE CODE OF CONDUCT
3,6 Outside Activities
Employees should not let their activities outside of Zaree reflect adversely on the Company or suggest a possible conflict of interest. As an employee, we expect our employees to put their job at the Company ahead of other business opportunities, not-for-profit activities, or a second job.
Be alert to potential conflicts, be proactive in obtaining any necessary approvals or clearances and, finally, employees should be aware that they may be required to discontinue any activity if a conflict arises.
Regarding outside activities, in general, employees may not:
Accept a business opportunity from someone who does — or seeks to do — a business with Zaree if the offer is made because of the employees position in the Company
Allow activities, or the time they spend on them, to interfere with their job performance
Act as a personal fiduciary for anyone other than a family member or close friend (but not if the friendship grew out of a Zaree customer or supplier relationship)
Take a business opportunity that represents an opportunity for our Company
Engage in a business that competes with our business
Work for, or serve as a director, officer of or advisor to, a competitor
Invest in a competitor unless the investment is in a publicly-traded company
Engage in an activity, investment, or business opportunity that is related to employees role or responsibilities at Zaree
The concept of a “competitor” is broad and includes some organizations that are not in direct competition with the Company. If the employees are not sure whether an outside activity involves a competitor, they should discuss it with their Code Specialist.
Service on the boards of public companies is generally not permitted and is subject to enhanced review and approval requirements. Contact the Code Specialist for additional information.
3.7 Gifts and Entertainment
The exchange of gifts and offers of entertainment are common business practices, but too often can be misinterpreted or suggest the appearance of something improper, even when there is no improper intent. We are committed to doing business based strictly on the value of products and services we offer and purchase, not on gifts or offers we extend or accept, so we have very strict rules in place that our employees are required to know and follow. If employees ever have questions about our policies or are unsure whether a gift is appropriate (or not), contact the Code Specialist.
A gift is anything of value and can take many forms, including meals or refreshments; goods or services; tickets to entertainment or sporting events; the use of a residence, vacation home, or other accommodations; a raffle prize; travel expenses; a product or service discount; or charitable or political contributions made on the employees behalf. In general, anytime a recipient is not required to pay the retail or usual and customary cost for something, it is considered a “gift.” Note that event tickets can be considered a gift even if the employee pay the face value for them. Keep in mind that gifts given by others to members of employees family or to those with whom they have a close personal relationship or to charities designated by them are considered to be gifted to the employee.
Giving gifts — our policy.
Offering gifts may be acceptable unless intended to improperly influence a business decision. Employees should make sure that any gifts they offer are reasonable and customary and conform to our Code and Company policies. In general, they should never give a gift that:
Would violate local laws, industry-specific regulations, or the policies of the recipient
Is intended or could reasonably appear as intended to obtain an improper business advantage
Could appear to be offered with the intent of influencing someone to do something improper
Would be considered lavish or inappropriate under the circumstances
Gift-giving to government officials is governed by strict laws and regulations, violations of which can have severe consequences for employees and for our Company. Contact legal, management team or the Compliance Officer in connection with any gift to a government official.
ZAREE CODE OF CONDUCT
Some of the Lines of Business and Corporate Functions have very restrictive gift-giving policies and others prohibit gifts entirely. Emlpoyees are responsible for knowing and complying with the policies that apply to them. Contact the Code Specialist for advice on giving gifts and on the approval process for giving gifts.
Accepting gifts — our policy.
From time to time, employees may be offered gifts from a customer, supplier or other company or person doing — or seeking to do — business with us. In general, employees are prohibited from accepting gifts of any kind, but there are certain situations where it is permissible. Employees should ask themself.
(1) Did I solicit the gift?
(2) Have I received frequent gifts or offers from this same source?
(3) Would acceptance of it violate any policies of my business unit or location?
(4) Is this gift being given in appreciation for good service or as thanks for the Company’s business?
(5) Is this customer, supplier or company trying to influence or reward me in connection with a business decision or transaction?
(6) Is the gift on the list of “never-appropriate” gifts?
3.8 Acting on Behalf of Our Company.
Employees authority to act on behalf of Zaree is limited by various laws, regulations, corporate charters, by-laws, and board resolutions as well as Company policies and procedures. Employees are strictly probihited to sign any documents or otherwise represent the Company, or authorize any action on the Company’s behalf, unless they are specifically authorized to do so. Employees should know the limits on their authority and do not take any action that exceeds those limits. Any delegation of authority, where permitted, should be limited in scope and proactively managed to prevent abuse.
3.9 Communicating Responsibly
We respect our employees right to engage in social, professional, and political dialogue outside the workplace. We are also committed to making sure that communications about our Company and its business are accurate, reflect the Company’s views and are made by employees who are authorized to speak on our behalf. In addition, we recognize our obligation to comply with regulatory requirements regarding various types of communication and to protect the confidentiality of our business and customer information.
Except as described in 3.10-3.11 and our Social Media Policy, employees should not comment on or provide information related to the Company’s business or any subject matter related to their job responsibilities or expertise in public forums unless they are specifically authorized to do so. This rule applies whether employees identify themself as a Zaree employee or not. Remember that “information relating to the Company’s business” is broadly defined and includes anything related to:
The financial services industry
The Company itself and its businesses
Our confidential information
Our products, strategy, security, technology, and tech support, procurement practices, or legal/regulatory/compliance issues
Our customers, business partners, suppliers, directors, employees, or competitors
Employees should note that nothing in the Code should be interpreted to prevent employees from engaging in activities that are protected under laws and regulations that allow employees to discuss or disclose compensation information.
ZAREE CODE OF CONDUCT
3.10 Use of Social Media and Other Online Activity
We encourage employees to use good judgment in their use of social media and other online activities. Their employment postings on internet sites and social media sites may include the fact that they work for Zaree, employees job title, a high-level job description (e.g., no specific project/ initiative details, no proprietary application or software names), and their general office location. Employees should be mindful not to disclose confidential and/or proprietary information, and don’t post, seek or provide recommendations or referrals by or of other employees, customers, or suppliers (current or former) regarding their responsibilities at Zaree, unless they are authorized to do so. Certain regulated users, employees, and those with high-risk entitlements may have additional social media use restrictions.
3.11 Speaking on Behalf of the Company
Whether online or in public speaking engagements, employees should be alert to situations in which they may be perceived as someone who is representing or speaking for Zaree. They are prohibited to make any statements on our behalf unless the employee are authorized to do so. Refer all media inquiries to the Code Specialist or the management team.
3.12 Other Types of Communication
Public testimony (for example, as an expert witness), publications and speaking engagements relating to our business and media inquiries require preclearance. Code Specialist for the Line of Business for preclearance.
Employees are prohibited to seek or provide recommendations, sponsorships, or referrals by or of fellow employees (current or former), unless they are authorized to do so. Contact the Code Specialist or the management team with any questions.
Any recommendations, referrals, or sponsorship related to clients should be escalated to the Code Specialist or management team.
Subpoenas directed at the Company and our employees concerning civil, criminal, or regulatory matters are centrally managed and only authorized employees are permitted to respond to subpoenas. Employees should refer any subpoenas or legal papers served to the Legal Department.
Zaree testimonials or endorsements for suppliers, including those referenced in marketing materials and press releases or in response to media inquiries, are generally not allowed. Any exceptions should be directed and reviewed by the management team.
Before engaging in any of these activities, consult the applicable policy or procedure.
1.13 Leaving Zaree
As a condition of working for us, there are certain responsibilities employees will have as they leave our Company and as their employment with our Company ends, including:
Providing advance notice of resignation for any employees
Returning all Company assets in your possession
Maintaining the confidentiality of information, not only of our Company but of those individuals and companies that do business with us; this does not prevent the employee from reporting to the government or regulators, their attorney, or a court under seal, concerns of conduct that they believe to be in violation of the law, or retaliation for reporting a concern
Refraining from buying or selling securities while in possession of MNPI relating to those securities (insider trading)
Assisting with any investigations, litigation, and the protection of intellectual property related to the employees job
Certain senior employees have additional obligations for one year and sometime three year after they leave our Company including prohibitions in soliciting or hiring Zaree employees or soliciting certain customers. Some employees are subject to other post-employment restrictions. They have a responsibility to know and comply with the requirements that applies to them. Consult with the Code Specialist or senior management team if any questions arises.
Even after employees leave Zaree, they can report known or suspected violations of the Code of Conduct through the toll-free Code of Conduct Reporting Hotline at and through direct contact with the Executive of the Company or the legal team.
ZAREE CODE OF CONDUCT
4.0 Principels to Each Other
Our great achievements rely on the people of Zaree. Nothing is more vital to the long-term growth of Zaree than our ability to attract and retain talented and dedicated employees. A diverse network of people and cultures, a broad range of skills and experiences — we celebrate all the people of Zaree in Europe, Asia and around the world. We recognize that our employees are our most valuable asset. Our success requires that we treat each other, and our customers and suppliers, respectfully and fairly..
ZAREE CODE OF CONDUCT
We are committed to maintaining a safe, productive, diverse, professional, collegial, and secure work environment in which all individuals are treated with humanity, respect, and dignity.
We prohibit discrimination, harassment, bias, or prejudice in our workplace and against our workforce based on an individual’s race, color, national origin or ancestry, ethnic origin, citizenship status, creed, religion, religious affiliation, age, sex/gender, pregnancy, maternity, paternity, caring responsibilities, marital status, civil partnership, sexual orientation, transgender status, gender identity or expression, genetic information, physical or mental disability or protected condition, military or veteran status, an individual has been a victim of domestic violence, sexual assault or abuse, membership in the Traveler community or any other community group protected under applicable law, or any other status protected under applicable local law.
We do not tolerate discrimination, harassment, or inappropriate or abusive conduct by or against employees, customers, suppliers, contractors, or any other individuals who conduct business with our Company. We will not pay or reimburse employees for membership in, or expenses incurred at, organizations with discriminatory practices.
4.2 A Safe Workplace
A safe and healthy workplace is important to the well-being of every employee. We rely on our employees to comply with applicable laws and Company policies as they relate to the health, safety, and security of our workforce, our customers, and others who may be present on our premises.
Speak up about harmful activity.
We are committed to a non-violent working environment, free of threats, intimidation, and physical harm. Any acts or threats of violence towards another person or Company property should be reported immediately. The unauthorized possession or use of weapons, or menacing references to weapons, while at work, on Company property, or while on Company business or during Company-sponsored events, is also prohibited.
4.3 Alcohol-free and Drug-free Workplace
We recognize that the use of alcohol or illegal drugs can create serious health and safety risks and have implemented alcohol and drug-free workplace policies.
ZAREE CODE OF CONDUCT
5.0 The Society and Environment
Zaree´s believe that the company’s sole relies on making and taking right decisions for monetary purpose but what makes us greater than our daily task and goals is always to stay as a sound global citizen. With success comes responsibility. the responsibility to be a good global citizen, to be good stewards of the resources entrusted to us and to leverage our success to make a difference in the communities where we live, work and play. Zaree encourage its employees to take part of the society and contribute to a more sustainable environment.
ZAREE CODE OF CONDUCT
5.1 Political Activities
We respect our employees right to engage in personal political activity, but make sure that activities are lawful and appropriate and do not involve the use of Company time or resources (including facilities, equipment, stationery, email, phones, supplies or mailing lists). Employees must also comply with any special rules that may apply to Line of Business or their specific position with the Company.
Know the policy on volunteer activity and solicitations.
If employees wish to volunteer for a political campaign, do so on own time and as an individual, not as a representative of the Company. Many volunteer political activities, such as serving on the board of a political committee, hosting an event, or taking a leadership position with a campaign, also involve fundraising. When fundraising for a candidate or political organization:
Ensure that activities cannot be viewed as connected with the position at Zaree.
Do not use Company email, stationery, office supplies, administrative staff, or other resources unless specifically approved by the Legal or senior management team.
Do not share or make use of Company intellectual or intangible property, including client lists, employee email addresses, and research reports.
Do not contact other employees during work hours or on Company premises to solicit political contributions or participation in any political activity.
Political contributions on behalf of Zaree.
Employees may not offer or give anything to a public official, either directly or through an intermediary, to secure an advantage. In the EU, state and local laws may prohibit or limit political contributions of Company funds (including the purchase of fundraising event tickets) as well as in-kind contributions (such as the use of corporate facilities or staff or making a loan at a preferential rate). Local law in countries outside the EU can also impose restrictions.
The Company does not make contributions of corporate funds to, or independent political expenditures on behalf of, political candidates, campaign committees, political parties, or other political groups. Government Relations may from time to time approve corporate funds to support or oppose a state or local ballot initiative that affects our business.
ZAREE CODE OF CONDUCT
Meetings with government officials and lobbying activities require preclearance.
Except for sales calls, regulatory meetings, or research contacts, all official Zaree meetings with government officials must be precleared with Government Relations.
The following activities must also be precleared with Government Relations before they occur: all lobbying and political intelligence activities, including the hiring of consultants; Company memberships in trade groups engaged in lobbying; and payments by the Company to social welfare organizations (in the EU) that engage in political activity. Before contacting Government Relations regarding any proposed contact, engagement, membership, or payment relating to a matter that may be subject to an information barrier or similar restriction on the sharing of information internally, employees must contact legal for guidance and, if appropriate, senior management team for approval.
5.2 Charitable Contributions
While we encourage employees to become involved with charitable organizations, they must make sure that their participation does not interfere with their job at Zaree. They must remember that soliciting customers, suppliers, and other employees for contributions or other participation is generally prohibited or restricted, and many of our locations have specific policies governing these activities. Employees must comply with any restrictions and policies that apply to them.
5.3 Human Rights
We support fundamental principles of human rights across our supply chain and business activities in each region of the world in which we operate. We acknowledge the United Nations Guiding Principles on Business and Human Rights as the recognized framework for corporations to respect human rights in their own operations and through their business relationships.
We are committed to respecting the human rights of our employees through our internal employment policies and practices.
5.4 Corporate Responsibility
We value our place in the global community and take pride in giving back to the communities where we live and work. Zaree offers employees the opportunity to become involved in their communities. Learn more about company-sponsored programs through the senior management team.
5.5 Environmental Stewardship
As a provider of business services for clients in various sectors and geographies around the world, we recognize that our business decisions have the potential to impact surrounding communities and the environment. Zaree believes that balancing environmental with financial priorities is fundamental to sound risk management and a core part of corporate responsibility. We take environmental and social risk issues very seriously, which minimizes potential reputational and financial risk to the Company, and we encourage all our employees and business units to do the same.
When dealing with suppliers, customers, and clients, let them know that Zaree is working hard to make its operations as sustainable as possible and that we encourage others to do the same.
ZAREE CODE OF CONDUCT
Ending the Code with Values and Thoughts
At the organization, Zaree, integrity and a high degree of professionality is the very essence of the organization's identity and it is always applied in every aspect of the organization’s businesses, operations, and engagements.
We have a great responsibility on our shoulders, to the company our customers, partners, shareholders, and ourselves. The industry we operate in is an industry that can lead or lure you to violate laws and regulations as well as your personal integrity and hurt the company’s reputation by doing so. It is most important not to be drawn into incorrect thoughts which can then lead to incorrect formulations and acts. The organization has clear rules and frameworks that you must follow. Overall, everything is about having sound values and having a high personal intuition.
Zaree implements the ancient Persian philosophy, the Golden Rule that formed and built civilizations and settled the foundation for harmony between cultures and societies.
“Think Right, Speak Right, Act Right”