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Privacy | Legal

Business Conducts  

Financial Integrity:
Financial and Other Records Accurate and reliable financial and business records are of critical importance in meeting SUDHA’s financial, legal, and business obligations. No false entries shall be made on the books or records of SUDHA for any reason. For example, billing of time or expenses by consultants, entry of orders by sales administrators, submission of travel and expense reports, and reporting of petty cash disbursements shall be made accurately and in compliance with SUDHA policy. No documents shall be inappropriately altered nor shall those lacking proper authority sign them.
 
SUDHA’s funds or assets shall not be used for any unethical purpose. No undisclosed or unrecorded fund or asset of SUDHA or any subsidiary shall be maintained or established for any purpose. No payment on behalf of SUDHA shall be made or approved with the understanding that it will or might be used for something other than the stated purpose. SUDHA’s financial books, records, and statements shall properly document all assets and liabilities and accurately reflect all transactions of the company. Additionally, SUDHA’s business records must be retained in accordance with SUDHA’s record retention policies and all applicable laws and regulations.
 
Business Courtesies that may be extended:
Furnishing meals, refreshments, and entertainment in conjunction with business discussions with non-government personnel is a commonly accepted practice. SUDHA employees may furnish meals, refreshments, or entertainment appropriate to the circumstances. The furnishing of meals, refreshments, or entertainment, however, must not violate the standards of conduct of the recipient’s organization or of any contractual agreement with a customer. Employees are responsible for familiarizing themselves with any such standards imposed by the customer and for complying with them. SUDHA prohibits gifts to any private individual, firm, or entity as a means of improperly inducing business. Employees who make and employees who approve expenditures for meals, refreshments, or entertainment must use discretion and care to ensure that such expenditures are in the ordinary and proper course of business and could not reasonably be construed as bribes or improper inducement.
 
Business Courtesies that may be received:
Gifts - SUDHA employees generally may accept unsolicited gifts or other business courtesies from actual or potential customers, suppliers or other business partners provided they are not of material value and are not given with the purpose of influencing one’s judgment. It is never appropriate to solicit gifts or other courtesies, directly or indirectly. If you are offered a gift or other business courtesy of material value from an individual, firm, or representative of a firm who has or seeks a business relationship with SUDHA, you must demonstrate that the gift could not be construed as an attempt by the offering party to secure favorable treatment and obtain written approval from the Chief Executive Officer of your organization and from your designated Business Conduct Officer before accepting the gift. SUDHA recognizes that in some parts of the world gift giving is common practice and not accepting a gift could reflect badly on SUDHA. Even in those instances, however, where the gift is of a material value, you must obtain the written approval of your Chief Executive Officer and your designated Business Conduct Officer before accepting the gift.
 
Loans & Incentives - Except for loans from recognized banks and financial institutions, which are generally available at market rates and terms, you, or any member of your family, may not accept from an individual or firm doing or seeking business with SUDHA any loan, guarantee of loan, or payment. Similarly, SUDHA employees may not accept finders’ fees, referral fees or other incentive payments or perquisites from third Parties to whom SUDHA may refer business. Generally, incentive programs offered by third parties are discouraged. Any such incentive programs must be approved by the Chief Executive officer of the organization and the President of Human Resources.
 
Entertainment - SUDHA employees may accept occasional meals, refreshments, or other entertainment appropriate to the circumstances in connection with normal business discussions. Again, it would not be appropriate to accept such favors if they were offered solely to influence your business decision. If an individual or firm doing or seeking business with SUDHA offers you entertainment that is more than modest or routine, obtain the necessary approvals as set forth above before accepting. Every employee is personally responsible for ensuring that acceptance of any business courtesies; gifts or entertainment is proper and could not reasonably be construed as an attempt by the offering party to secure favorable treatment.
 
Conflict of Intrest:
The term conflict of interest describes any circumstance that could cast doubt on an employee’s ability to act with total objectivity with regard to SUDHA’s interests. SUDHA wants its employees’ loyalty to come easily, free from any conflicting interests.
 
All employees have a duty to avoid financial, business, or other relationships that might be opposed to the interests of SUDHA or might cause a conflict with the performance of their duties. Employees should conduct themselves in a manner that avoids even the appearance of conflict between their personal interests and those of SUDHA. Conflict of interest situations may arise in many ways. Examples of improper actions by SUDHA employees when acting in conflict with SUDHA include, but are not limited to, the following :
 
1. Employment by a competitor, regardless of the nature of the employment, while employed by SUDHA.
 
2. Placement of business with any company in which an employee, or any member of the employee’s family, has a substantial ownership interest or management responsibility.
 
3. Ownership of, or substantial interest in, a company, which is a competitor with or a supplier of SUDHA by an employee, or any member of the employee’s family.
 
4. Acting independently as a consultant to an SUDHA competitor, customer or supplier.
 
5. Engaging in any activity or employment that interferes with or detracts from an employee’s work at SUDHA, or requires an employee to disclose SUDHA proprietary information.
 
6. Service on a board of directors or as a technical advisor to an actual or potential competitor, customer or supplier of SUDHA. Sometimes, a conflict of interest will develop accidentally or unexpectedly, and the appearance of a conflict of interest can also easily arise.
 
If you feel that you have a conflict, actual or potential, report all pertinent details in writing to your manager. The presence of a conflict does not necessarily mean that the proposed activity will be prohibited. Your responsibility is to fully disclose all aspects of the conflict to your manager and remove yourself entirely from the decision making process.
 
With respect specifically to any request to serve as a director or technical advisor to another company, again you must be very sensitive to an actual or potential conflict of interest. Generally, no conflict is presented if your service as a director or advisor would
 
(1) Require at most a very minimal commitment of time during your normal SUDHA work hours and would not otherwise detract from your job responsibilities at SUDHA,
 
(2) Not cause you to disclose SUDHA proprietary information, and
 
(3) Not be for an actual or potential SUDHA competitor, customer, supplier, or other business partner. Regardless of whether you perceive a conflict, before serving as a director or technical advisor to any company or engaging in any activity that may involve a conflict, you must first fully disclose the opportunity to your manager and obtain his or her written approval, as well as the written approvals of the Chief Executive Officer and Business Conduct Officer for your organization.
 
Additionally, if you observe any situation involving another employee that you believe in good faith to be a conflict of interest, you must report the situation to your manager. Your manager will be responsible for referring the matter to a Business Conduct Officer, as appropriate, for resolution. You may also report conflicts of interest directly to the Business Conduct Officer for your organization, if
 
appropriate. Reports from employees will be handled as confidentially as possible. Protecting Confidential Information No employee may at any time, directly or indirectly, profit from confidential information obtained by the employee during the course of performing his or her duties on behalf of SUDHA.
 
As a general rule, all information related to SUDHA’s business should be considered confidential. Each employee must safeguard SUDHA confidential information by not transferring, publishing, using or disclosing it other than as necessary in the ordinary course of business or as directed or authorized by SUDHA. All employees must also observe applicable data privacy standards. Materials that contain confidential information should be stored securely and should be shared only internally with those employees with a need to know or externally under an authorized nondisclosure agreement. Dispose of confidential materials in shredding bins designated for confidential information, and not in non-secure recycling bins or trashcans. Employees must also be sensitive to avoid the inadvertent disclosure of confidential information. Refrain from discussing SUDHA confidential information in public areas, such as in airplanes and restaurants and at public pay phones, and in non-private SUDHA’s areas, such as cafeterias, etc. Employees must be particularly careful not to transfer outside the company confidential electronic mail notes or those intended for internal use only. An employee’s obligation to protect company confidential information continues even after the end of his or her employment with SUDHA. Moreover, just as SUDHA expects its employees to abide by their obligations not to disclose SUDHA confidential information after they leave SUDHA, we expect employees to abide by their obligations to protect the confidential information of their former employers. No confidential information obtained during an employee’s work at a former employer should be brought on SUDHA premises or used in any form in the employee’s work at SUDHA.
 
In addition to honoring their obligation to retain the confidentiality of SUDHA information, employees are expected to abide by all SUDHA, local system and physical office security policies. Employees must not access or attempt to access systems or physical areas without appropriate authorization. Similarly, employees may not allow third parties to access SUDHA systems or physical areas without obtaining the appropriate authorization. If you learn that someone has accessed SUDHA systems or facilities without authorization, report the unauthorized access to your manager and to your local Security officer at once.
 
Gathering Information about our competitors:
SUDHA employees may appropriately make observations about competitors’ products and activities if such observations are based on publicly available information, such as public presentations, public marketing documents, journal and magazine articles, advertisements and other published information. SUDHA employees should not seek information about competitors if such information is proprietary nor should they seek to gain such information illegally or in a way that involves a breach of integrity or breach of any confidentiality or employment agreement. SUDHA employees must never misrepresent their identities when attempting to collect competitive information.

Copyright © 2015 Sri Sudha Fabrics Ltd. All Rights Reserved.
This website is best experienced on the following version (or higher) of Chrome 31, Firefox 26, Safari 6 and Internet Explorer 9 browsers.

Privacy | Legal