Chicago, IL 60631 | info@construct.com | construct.

com | 222 555 7777

CONSTRUCTION EMPLOYEE
CODE OF CONDUCT

I. PURPOSE

The purpose of this Employee Code of Conduct is to establish a clear set of

expectations and guidelines to all employees working under Construct Corp. All
employees, regardless of position, are required to adhere to the Employee Code
of Conduct regardless of the situation at hand. Construct Corp expects and aims
to promote both professionalism and excellence in all aspects of our business
operations, and at times, even far beyond the working hours. By adhering to this
code and the core values it holds, we aim to foster a positive work environment,
protect the integrity and constitution of our company, and uphold our commitment
in delivering the most excellent customer service possible.

II. COMPANY OVERVIEW

Construct Corp is a construction company dedicated to providing excellent

construction services to its clients around the state of Illinois. Our success is built
on the commitment and professionalism of our employees. Construct Corp is
committed to the highest standards of business ethics and integrity.
III. CORE VALUES

By embracing our code of conduct’s different core values. Our ethical

culture is sure to empower all of our employees which in turn will lead our
company to a collective success and victories. These values are not mere words
but a reflection of who Construct Corp is, what we stand for, and the principles we
follow and adhere with great reverence.

A. Excellence: The consistency of delivering high quality work and showing

how our services are the kinds to be sought after and desired. Our
excellent client care will be the one to be longed for, and exceeding our
customers’ expectation would be the key to such a grand goal, and
continuously growing and improving our skills, and thus, increasing our
reputation will guarantee a future full of successes. We also encourage our
employees to either constantly polish their skills with self-training regimens
or by joining our monthly training and team building programs that will
ensure constant excellent work ethics.

B. Passion: This fuels our creativity and motivates us to go above and beyond
industry standards. Work without passion becomes soulless and empty,
thus we encourage our employees to find their purpose within their works
and projects in order to have a sense of attachment to their company-
based endeavors and thus breathing life into the tasks that they are given.
You know the saying, choose a job you love and you’ll never have to work
at all.

C. Integrity: We conduct ourselves with honesty and transparency. We honor

our commitments, never backing down on any project no matter the
complexity. We also treat our employees with the respect they absolutely
deserve, which in turn would translate into them respecting Construct Corp,
its clients and shareholders, and keeping the company’s credibility and
confidentiality safe and highly secured.

D. Reliability: We deliver on our promises and ensure consistency in our work.

Being seen as reliable is the key to boosting Construct Corp’s reputation
and gaining even more customers than it would normally have. Having less
on-site accidents, or financial or budgetary misunderstandings would be
 the few of many ways to increase the reliable image that our company is
striving to have.

IV. GUIDELINES FOR IMPLEMENTATION

The task of ensuring comprehension and adherence to this code lies

collectively with the Human Resources Department (HRD) and the respective
divisions and their heads and leaders where the employees are affiliated and
working with.

The Human Resources Department shall be responsible for the following:

1. Continuously implementing the suitable measures to educate all employees on

the policies outlined in this code. This also covers the emergency seminars in
case there are updates within the code of conduct that the employees would
need to be aware of. In any case of breach of conduct, the HRD is also
expected to reprimand the violating employees along with their respective
department heads.

2. Ensuring the ongoing review of the outlined policies and updating of the said
policies in this code to align with the requirements of all operating units and
industry standards. This also includes researching and observing different and
competing company employee policies in order to implement and improve the
company’s current ethical standing.

3. Establishing control measures to facilitate the progress of implementing

corrective actions and providing assistance to all employees in need of
guidance and regularly notifying division heads of any concerning behavior
displayed by the employees under their supervision. This also includes a
complex record of the employees who had to go through corrective
interventions in order to have data on what assignments to give to which
worker.

All division heads and supervisors of each department shall have the following
responsibilities:
 1. Administering the policies outlined in this code, including the enforcement of
disciplinary action against employees that violate these policies.

2. Facilitating the resolution or settlement of any disputes that may arise relating
to this code.

3. Preparing and submitting the necessary reports and documentation to the

HRD on cases investigated and/or disciplinary action imposed for proper
recording and control.

V. COMPLIANCE WITH LAWS AND REGULATIONS

All employees must comply with all the applicable local and state laws,
regulations, and codes related to construction, health and safety, labor practices,
and environmental protection. Ignorance of the law is not an excuse for non-
compliance.

VI. ETHICAL BEHAVIOR

By upholding these principles of ethical behavior, employees will

contribute to the creation of a transparent and morally upright work environment
at all levels of the company.
A. Integrity: Employees are expected to act with honesty, transparency, and
fairness to all business operations and its clients. They must avoid any form
of disputes or conflicts of interests and not engage in any fraudulent and
illegal activities.
B. Confidentiality: Employees must respect the confidentiality of the
proprietary, client, and any sensitive information they may come across
during their work and dealings. They should not disclose the information
for personal gain or any unauthorized purposes.
C. Insider Trading: Employees must comply with insider trading laws of the
industry and state. They must refrain from sharing any non-public or
sensitive information for personal and financial gain.
D. Conflict of Interests: Employees must avoid or engage any conflicts of
interest that may compromise their judgment and loyalty to the company.
All employees must proceed with transparency and ethical decision-making
on their actions.
 E. Fair Competition: Employees should adhere to the principles of fair
competition, respecting laws and regulations of the construction industry.
Unfair business practices, such as price fixing, misleading advertising, or
the abuse of market power, are strictly prohibited.
F. Ethical Leadership: Managers and division leaders within the company
should lead by example and demonstrate high standards of ethical
conduct. They should promote and foster a culture of integrity and
accountability of their actions. They have a responsibility to openly
communicate and reinforce the importance of ethical behavior, such as
providing guidance and support to the employees under their supervision
in upholding the Employee Code of Conduct.

VII. PROFESSIONAL CONDUCT

By incorporating these principles on professional conduct, the company

emphasizes the importance of respectful behavior, personal appearance,
professional development, and representing the company's values. Upholding the
highest standards of professional conduct that contributes to a positive work
culture.
A. Respect and Diversity: Employees must treat all of their colleagues, clients,
and the local community with the utmost respect and dignity, regardless of
their ethnicity, gender, age, religion, or any other protected characteristic.
Discrimination and any form of disrespectful behavior will not be tolerated.
B. Safety: Employees must prioritize the safety and well-being of themselves
and their colleagues. They should follow the company safety protocols, use
protective gear when required, report unsafe and hazardous working
conditions, and actively participate in creating a safe work environment.
C. Quality and Excellence: Employees should always strive for excellence in
their work, delivering high-quality results that will exceed client
expectations. They should adhere to the company’s established standards,
guidelines, policies, and safe practices.
D. Professional Development: Employees are encouraged to improve on their
expertise, skills, knowledge, and professional growth through any means of
learning opportunities available or provided by the company. They should
be up to date with the industry trends and advancements.
E. Personal Appearance and Dress Code: Employees should adhere to the
company's dress code and present themselves in a professional manner.
They should maintain personal hygiene, dress appropriately for their roles,
 wear the required gear needed in construction sites, and ensure that their
appearance reflects the professional image of the company.
F. Punctuality and Attendance: Employees should strive to be punctual and
maintain regular attendance. They should fulfill their work obligations by
reporting to work on time and completing assigned tasks within the
agreed-upon timeframes. Absences and leaves should be communicated in
accordance with company policies.
G. Representing the Company’s Values: Employees must represent the
company both within and outside the workplace. They should conduct
themselves in a manner that upholds the company's values, mission, and
reputation. Their behavior and actions should reflect positively on the
organization and its commitment to ethical and professional conduct.

VIII. COMPANY ASSETS AND RESOURCES

By incorporating these principles on company assets and resources, the

company emphasizes the importance of safeguarding intellectual property,
responsible use of resources, and asset management.
A. Property Use: Employees must use the company equipment, facilities, and
resources with full responsibility and solely use it for business purposes.
Any unauthorized personal use of company assets is strictly prohibited.
B. Confidentiality and Intellectual Property: Employees must protect the
company's intellectual property rights and confidential information. They
must not disclose, produce a copy, or use such information without proper
authorization.
C. Data Privacy: Employees must handle the company’s personal and
confidential data in accordance with the applicable data protection laws
and company policies. They should only access and use such data when it
is required for business operations or with authorization to ensure its
privacy and security.
D. Use of Company Resources: Employees should use company resources,
such as equipment, facilities, and materials, solely for business purposes.
Personal use should be minimal, with complete authorization, and in
compliance with company policies. Misuse, theft, or unauthorized removal
of company resources is strictly prohibited.
IX. COMMUNICATION

By upholding these principles on communication, the company emphasizes

the importance of transparent communication, social media, clear messaging,
professional etiquette, conflict resolution, and confidentiality. Effective
communication practices will greatly enhance collaboration, productivity, and
overall organizational success.
A. Transparent Communications: Employees should openly and respectfully
communicate with their colleagues, clients and the general public. They
should provide accurate and reliable information and directly report any
concerns and mistakes through the appropriate channel lines.
B. Social Media: Employees should proceed with caution when using any
social media platforms, making sure that their online presence and
activities do not negatively impact Construct Corp’s reputation. They
should not disclose or share any confidential information and engage in
online disputes or display inappropriate behavior in the online space.
C. Professional Tone and Etiquette: Employees must maintain a professional
tone and etiquette in all forms of communication, including verbal and
written. They should use appropriate language, be respectful, and
considerate of others.
D. Conflict Resolution: When conflicts arise, employees should approach it in a
respectful and constructive communication to seek a peaceful resolution.
They should address conflicts directly with the involved parties, actively
listening to different perspectives and working towards mutually agreeable
solutions.
E. Confidentiality in Communication: Employees should respect the
confidentiality of information shared during all communications involved
with the company’s name. They should exercise discretion and follow
appropriate protocols to protect confidential or proprietary information.

X. COMPLIANCE AND REPORTING

By incorporating these principles on compliance and reporting, the

company scopes on the importance of adherence to laws and regulations,
reporting compliance concerns, whistleblower protection, confidentiality, training
and education, and documentation of reports. A strong commitment to
 compliance and reporting promotes ethical behavior and safeguards the
company’s integrity.
A. Reporting Violations: Employees must promptly report any suspected or
suspicious violations of this code, unethical practices and illegal activities
must be reported directly to their supervisor, manager, human resources
department, or the designated reporting channels established by the
company.
B. Non-Retaliation: The company strictly prohibits retaliation against their
employees who report violations or are authorized to cooperate in
investigations. Anyone found to engage in retaliation will be subject to
disciplinary action.
C. Confidentiality of Reports: Any reports and information related to
compliance concerns will be treated with strict confidentiality. Only
individuals involved in the investigation or those with an authorization
should have access to such information to ensure the privacy and
protection of all parties involved.
D. Compliance Training and Education: Construct Corp will provide regular
training workshops and educational programs to all their employees to
enhance their understanding of compliance obligations. This includes
educating them about applicable laws, regulations, and company policies
to promote a culture of compliance.
E. Whistleblower Protection: The company is committed to protecting
whistleblowers who report compliance or violation concerns with good
faith. This will ensure that no retaliatory action will be taken against these
individuals who make such reports and will comply with applicable laws
regarding whistleblower protection.
F. Compliance Documentation and Records: Employees should maintain
accurate and complete records of compliance matters, including training,
certifications, and acknowledgments. Proper documentation will ensure a
transparent record of compliance efforts and aids in demonstrating
compliance during audits or investigations.

XI. CONSEQUENCES OF VIOLATIONS

Violations against this Employee Code of Conduct will result in immediate

disciplinary action, up to and including termination of employment. The severity of
the action will depend on the gravity, nature, and repetition of any violations
mentioned above. Some violations may also lead to legal action.
XII. BREACHES OF THE CODE

A. Employees have a duty to adhere to the code and take necessary actions
to prevent or ensure that no breaches will occur. In the event of a
breachment, immediate action is required and it is the responsibility of the
employees to report known or suspected breaches of the code.
B. Complaints or disclosures about alleged breaches of the code should be
submitted in writing and provide specific details of the incident, such as the
date, time and nature of the alleged breach. It must also include any
supporting materials. All reports will be treated as confidential.
C. The Company safeguard the rights of a “whistleblower” who reports a
violation with good faith and on reasonable grounds, and will comply with
laws pertaining to “whistle blower protection”.
D. To report an allegation, the employee must notify the Human Resources
staff, their immediate supervisor, or director.
E. The Employee will be kept informed of the outcome of the investigation of
the alleged breach.
F. The company reserves the right to terminate an employee’s contract if it
should be proven that they have intentionally breached the Employee
Code of Conduct.

XIII. CONCLUSION

By adhering to this Employee Code of Conduct, we uphold the values and reputation of
Construct Corp as a responsible and ethical construction company. We can create a
positive work environment that promotes professionalism, integrity, and excellence in all
our business operations.