code of business conduct and ethics - landisgyr.com.autoshiba’s standards of conduct (“soc”)...

Code of Business Conduct and Ethics


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I. IntroduCtIon ......................................................................................3

II. ComplIanCE wIth laws ....................................................................3

III. rEsponsIBIlIty to thE Company ..................................................4 A.ConflictsofInterest...............................................................................4 B.CorporateOpportunities......................................................................4 C.ProtectionandProperUseofCompanyAssets..................................5 1.PropertyandEquipment...................................................................5 2.ConfidentialandProprietaryInformation.........................................5 3.InformationResources......................................................................6 D.Entertainment,GiftsandGratuities......................................................7 E.BooksandRecords..............................................................................7 F.RespondingtoInquiriesfromtheMediaandOthers...........................7

IV. rEsponsIBIlIty to EmployEEs.......................................................8 A.REsPECtInGOnEAnOthER.............................................................8 B.sAFEtyInthEWORkPlACE.............................................................8 C.EqualEmploymentOpportunityandnondiscrimination......................8 D.Privacy...................................................................................................9

V. CompEtItIon and faIr dEalIng ................................................... 10 A.AntitrustandCompetitionlaws......................................................... 10 1.ConspiraciesandCollaborationamongCompetitors..................... 10 DistributionIssues........................................................................... 11 B.Bribery,kickbacksandFraud............................................................ 12

VI. IntEraCtIng wIth goVErnmEnts ................................................ 12 A.RelationshipswithPublicOfficials..................................................... 12 B.PoliticalContributions......................................................................... 12

VII. ImplEmEntatIon of thE CodE ...................................................... 13 A.seekingGuidance............................................................................... 13 B.ReportingViolations........................................................................... 13 C.hotline................................................................................................. 13 D.InvestigationofsuspectedViolations................................................ 14 E.DisciplineforViolations...................................................................... 14 F.WaiversandAmendments.................................................................. 14 G.Acknowledgement.............................................................................. 14

schedule 1: 24-hrs hotline ......................................................................... 15

Table of conTenTs

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I. IntroduCtIon

landis+GyrAG(collectivelywithitssubsidiaries,“landis+Gyr”orthe“Compa-ny”)iscommittedtoconductingourbusinessinaccordancewithallapplicablelawsandregulationsandinaccordancewiththehigheststandardsofbusinessconductandethics.thisCodealsoreflectstheguidanceandregulationsoftoshiba’sstandardsofConduct(“sOC”)whicharetheBasisforthisCodeofBusinessConductandEthics(the“Code”).theCodehelpseachofusinthisendeavorbyprovidingastatementofthefundamentalprinciplesandkeypoliciesandproceduresthatgoverntheconductofourbusiness.theCodeappliestoallourdirectors,officers,employeesandagents(collec-tively“employees”).

thisCodecannotprovideanswerstoallissuesthatmayarise.EmployeesareencouragedtoseekassistancefromtheirsupervisorortheComplianceOfficerifquestionsorconcernariseswithrespecttoanymatteraddressedintheCode.theCodeisastatementofpoliciesforindividualandbusinessconductanddoesnot,inanyway,constituteanemploymentcontractoranassuranceofcontinuedemployment.

II. complIance wITh laws

landis+Gyrupholdstheletterandspiritofthelawsinalllocationsinwhichourbusinessoperatesandconducts transactions in fullcompliancewithapplicablelawsandregulations.thesearetheconditionsunderwhichwecompete,delivervalueandactasresponsiblemembersofourcommunities.Weareconvincedofourabilitytosucceedhonestlyandexpectallemployeestoabidebythisconviction.

Employeesareexpectedtocomplywithallapplicablelawsandregulationsandtoconductthemselveswiththehighestlevelofethicsandintegrity.Insomeinstances,theremaybeaconflictbetweentheapplicablelawsoftwoormorecountries,statesorprovinces.Ifsuchaconflictoccurs,oriflocallawconflictswiththerequirementsofthisCode,themorestringentcourseshouldbepursued.EmployeesareencouragedtoseektheadviceoftheComplianceOfficer,theirsupervisor,orthelegaldepartmentincaseofanyquestion.


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III. ResponsIbIlITy To The companyEmployeesareexpectedtodedicatetheirbesteffortstoadvancingtheCom-pany’sinterestandtomakedecisionsthataffecttheCompanybasedontheCompany’sbestinterest,independentofoutsideinfluences.

a. Conflicts of Interestlandis+GyrexpectsemployeestoactethicallyandhonestlyinthebestinterestoftheCompany,includingthehandlingofpotentialoractualconflictsofinterestinpersonalandprofessionalrelationships.A“conflictofinterest”ariseswhenanemployee’sprivateinterestinterferesorevenappearstointerfereinanywaywiththeCompany’sinterests.suchaconflictcanarisewhenanemployeetakesanactionorhasaninterestthatmaymakeitdifficulttoperformhisorherworkobjectivelyandeffectively.ConflictsofinterestalsoarisewhenanindividualbenefitsasaresultofhisorherpositionintheCompany.

Itisnotpossibletodescribeeverysituationinwhichaconflictofinterestmayarise,butthefollowingareexamplesofsituationsthatmayconstitutesuchaconflict:

»Anemployeeorafamilymemberreceivesanimproperpersonalbenefit asaresultoftheemployee’spositionwithlandis+Gyr.»Anemployeeorafamilymemberhasafinancialinterest inatransactioninvolvingalandis+Gyrcompetitor,customerorsupplier.»Owningorotherwisepossessing,directlyorindirectly,aninterestina competitorof,orasupplier,contractororsubcontractordoingbusinesswith, theCompany,exceptforsecuritiesofsuchentitiesthataretradedona recognizedsecuritiesexchangeorintheover-the-countermarket,ifthe amountofsuchownershipdoesnotexceed5%oftheoutstandingamount oftheclassofsuchsecurities.»Anemployeeworksinanycapacityfor,orservesasadirectorof, acompetitor,customerorsupplierwhileemployedbylandis+Gyr.»Anemployeedirectslandis+Gyrbusinesstoasupplierowned ormanagedby,orwhichemploys,arelativeorfriend.

B. Corporate opportunitiesEmployeesoweadutytotheCompanytoadvance its legitimate interestswhentheopportunitytodosoarises.EmployeeswholearnofabusinessorinvestmentopportunitythroughtheuseofcorporatepropertyorinformationorhisorherpositionintheCompany,suchasfromacompetitororactualorpotentialcustomer,supplierorbusinessassociateoftheCompany,maynotparticipateinthebusinessopportunityormaketheinvestmentwithoutthepriorwrittenapprovaloftheComplianceOfficerorGroupGeneralCounsel.suchanopportunityshouldbeconsideredaninvestmentopportunityfortheCompanyinthefirstinstance.noemployeemayusecorporateproperty,informationorpositionforimproperpersonalgain,ortocompetewiththeCompany.

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C. protections and proper use of company assetslandis+Gyr’sassetsincludealltheresourcestheCompanymaintainstoconductandplanourbusiness.Amongthemarephysicalpropertyandequipment,confidentialinformation,intellectualpropertyandotherassets.AssetsareusedtopromotetheCompany’sinterestsandareneverforpersonalgain.Employeesareexpectedtoprotectlandis+Gyr’sassetsandensuretheirefficientuse.

1. property and EquipmentEmployeesmustsafeguardtheCompany’spropertyandequipmentandacttopreventcarelessormisguideduse,waste,lossortheft,sothattheCompanycanconductbusinessefficiently,competesuccessfullyandbeprofitable.theCompany’spropertyandequipmentmayonlybeusedforCompanybusiness.Incidentalandoccasionalpersonaluseofelectronicmailandtelephonesarepermitted,butsuchuseshouldbeminimized,asthisusecoststheCompanyintermsoftimeandmoney.

2. Confidential and proprietary InformationEmployeeshandleconsiderableinformationaboutbusinessactivities,operationsandplansthatareofgreatvaluetotheCompanyandthatarenotknowntothegeneralpublicorcompetitors.sensitiveinformationsuchascustomerdata,marketingorstrategicplansandproductspecificationsareexamplesoftheCompany’sinformationthatmustbemaintainedasconfidentialandproprietary.Confidentialinformationincludesallnonpublicinformationthatmightbeusefultocompetitorsorothers,orthatcouldbeharmfultotheCompanyorthosewhodobusinesswiththeCompanyifdisclosed.suppliers,businesspartners,andcustomersregularlyprovideconfidentialinformationtolandis+Gyrandtrustthattheinformationwillbeprotected.Informationreceivedfromthirdpartiesmustbecarefullysafeguardedinaccordancewithgoodbusinessjudgmentandpracticesaswellasanyapplicablenondisclosureagreement(s).Unauthorizeduseordistributionofproprietaryinformationisnotallowedandcouldbeillegal.


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Employees who possess or have access to confidential proprietary in-formation should

»Usetheinformationonlyforbusinesspurposesandneverforpersonal benefitorthatoffamilymembers,friendsoracquaintances.»Carefullyguardagainstdisclosuresofthatinformationtopeople outsidetheCompany.thisrequiresdiscretionwhenspeakingwith familymembers,businessorsocialacquaintancesandwhenspeaking inlocationswheretheinformationcanbeoverheard,suchaspublic transportation,elevatorsorrestaurants.»Respecttheprivacyofcustomers,competitorsandsuppliers,and neveracceptinformationobtainedthroughunethicalorinappropriatemeans.»safeguardagainstcarelessopportunity,andneverleaveconfidential andproprietaryinformationvisibleorunattended.Filesshouldbekept lockedandprotected.Allcomputersecurityrequirementsmustbeobserved.»neverdiscussconfidentialinformationwithcompetitorssuchaspricepolicy, costs,productroadmapsandinnovations,inventories,marketing,production plansandcapabilities.Collaborationordiscussionofthesesubjects maybeillegal.

Employeesmustcomplywiththeaboverequirementsandthoseofanyconfi-dentialityagreementsignedattheoutsetofemployment.Companyrestrictionsrelatingtoconfidentialinformationremaininfullforcebeyondtheconclusionofanindividual’semploymentunlesstheinformationsubsequentlyentersthepublicdomainthroughpropermeans.

Inkeepingwiththesepolicies,employeesshouldneverdisclosetoanyonewithintheCompanyanyconfidentialinformationabouthisorherformeremployer.

3. Information resources thelandis+Gyrcomputerandnetworkhardware,software,anddataarekeycomponentsofourbusiness.Employeesareresponsibleforprotectingtheseresourcesfromdamage,destruction,viruses,alteration,theft,fraudulentmanipulation,andunauthorizedaccess,disclosureoruse.UseofinformationresourcesissubjecttotheCompany’selectronicmediaandItpolicies.

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d. Entertainment, gifts and gratuitiesWheninvolvedinmakingbusinessdecisionsonbehalfoftheCompany,em-ployees'decisionsmustbebasedonuncompromised,objectivejudgment.EmployeeswhointeractwithanyoneconductingbusinesswiththeCompany(includingsuppliers,customers,competitors,contractorsandconsultants)mustcarryoutsuchactivitiesinthebestinterestoftheCompanybasedonconsistentandunbiasedstandards.

Personalrelationships,gifts,hospitality,oranythingelseofdirectorindirectvaluemustnotbeusedtoinfluencedecisions.Detailedregulationsandguid-anceonthistopicissetoutintheCompany’sGiftsandEntertainmentPolicy,whichistobereadinconjunctionwiththisCode.

E. Books and recordsEmployeesmustcompleteallCompanydocumentsaccurately,truthfully,com-pletely,andinatimelymanner,aswellascomplywiththeCompany'sreviewandapprovalprocedures.thisincludesbutisnotlimitedtoexpensereports,timesheets,reportingofvacationorpaidtimeoff,payrollandservicerecords,bills,equipmentorders,orinvoicesandotherfinancialdatasuchasmightbesubmittedtoCompanyauditorsorgovernmentagencies.theserecordsarecriticaltothemanagementofthebusiness.False,misleading,orincompleteinformationunderminestheCompany'sabilitytomakegooddecisionsaboutresources,personnel,andprogramsand,insomecases,violatesthelaw.

Compliancewiththeaccountingandinternalcontrolproceduresoflandis+Gyrismandatory. noundisclosedorunrecordedbankaccount, fundorassetmaybeestablishedormaintained.EmployeesmustnevercreateafalseormisleadingreportorrequestormakeapaymentorestablishanaccountonbehalfoftheCompanywiththeunderstandingthatanypartofthepaymentoraccountistobeusedforapurposeotherthanasdescribedbythesupportingdocuments.Employeesmustneversignanother'snameorsignonbehalfofanyoneotherthanthemselves,unlessauthorizedtodoso.

f. responding to inquires from the media and otherslandis+Gyrdesignatesparticularindividualsasdirectlyresponsibleforhan-dlinginquiriesandquestionsregardingtheCompanyandourbusinessfromthemedia,financialanalystsorothermembersofthefinancialcommunity,governmentofficialsorthegeneralpublic.Employeesarethusinstructedtoreferanyinquiriesregardingourfinancialconditionandstatementsandrelatedmatterstotheirrespectivefinancedepartment.AllinquiriesconcerningtheCompanyfromthemedia,financialanalystsorthegeneralpublicshouldbereferredtotheVicePresidentGroupCommunications.Inquiriesfromregu-latorsorgovernmentalagenciesshouldbereferredtothelegaldepartment.


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IV. ResponsIbIlITy To employeeslandis+Gyrisaglobalenterprise,activelycompetingindifferentenvironmentswithwell-qualifiedstafffromavarietyoforigins.Itisouremployees'perfor-mance inproductionandservicethatearnsandmaintainsour leadershipposition.Wepromoteandstriveforanenvironmentinwhichallemployeescandevelopandperformtothebestoftheirabilities.

a. respecting one anotherthewayemployeestreateachotherandourworkenvironmentaffectsthewaywedoourjobs.Allemployeeswantanddeserveaworkplacewheretheyarerespectedandappreciated.landis+Gyrhighlyvaluesandrespectsouremployees'diversityofbackgrounds,skillsandprofessionalexpertise.Weencourageemployeestovaluethediversitythatourenvironmentoffersandexpecteveryonetotreatallemployeeswiththerespectandintegritycharac-teristicoflandis+Gyr.

B. safety in the workplacethesafetyofallemployeesisofutmostconcernforeveryone.Asafeworkingenvironmentcontributesgreatlytogoodhealth. Employeesmustobserveprescribedsafetyandhealthguidelinesandnotifytheirsupervisorsofunsafeworkingconditions,equipmentorpractices.Employeesmustalsocomplywithallapplicablelaws,regulationsandinternalguidelinesregardingenvironmentalprotection,handlingofhazardousmaterialsanddisposalofwaste.

C. Equal employment opportunity and nondisciminationInadditiontocomplyingwithapplicablewage,laborandemploymentlaws,itistheCompany'spolicytoensureequalemploymentopportunitywithoutdiscriminationorharassmentonthebasisofrace,color,nationalorigin,citi-zenship,religion,maritalstatus,gender,sexualorientation,age,disabilityoranyotherstatusprotectedbylaw.

Alllandis+Gyrhiringandemploymentpracticesaretocomplywithlocallawsandregulations,guidedbybusinessconsiderationssuchasqualificationsandcapabilities.Recruitingandpromotionisbasedpurelyonqualificationsandnotonpersonalrelationships.AnyactionorpracticewhichdegradeemployeesorcanreflectbadlyontheCompany'sreputationshouldbebroughttotheattentionofanemployee’ssupervisor,thehumanresourcesdepartmentorthelegaldepartment.

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d. privacytheCompanyrespectstheprivacyofall individuals. Personal informationandotherdatathat iscollectedfromindividualcustomersandconsumersaresubjecttodataprotectionlawsinmanycountriesinwhichtheCompanyoperates.landis+Gyrcollectsandmaintainspersonalinformationthatrelatestoemployment,includingmedicalandbenefitinformation,andfollowsallap-plicablelawsandregulationsregardingprivacyanddataprotection.

Personaldatamaybecollected,processedandusedforlegitimatebusinesspurposesonlyandmaynotbereleasedoutsidetheCompanywithoutappro-priateconsentand/orapprovalandmaybereleasedbyhumanresourcesonly.theCompanyreservestherighttoreleasepersonalinformationforlegitimatebusinesspurposesinaccordancewithapplicablelawsincarryingoutCompanyaffairsandauthorizedinvestigatoryorlegalrequirements.

Eachemployeemusttakecaretoprotectsuch informationanddatafrominappropriateorunauthorizeduseordisclosure,andtoensurecompliancewithapplicablelawsandregulations.


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V. compeTITIon and faIRdealIngAsaglobalenterprise,landis+Gyrconductsbusinessinmanycountriesinwhichbusinesspracticesmayvarygreatly.Wesucceedinthesemarketsonthebasisandmeritsofourperformance,compliantwithall local lawsandregulations,upholdingthisCodeasourstandardofbusinessconductandbehavior.

theCompanydependsonitsreputationforquality,serviceandintegrity.Em-ployeesareexpectedtodealfairlywiththeCompany'scustomers,competitorsandsuppliers.Employeesmustneverpursueunlawfulorunethicalmeanstogainunfairadvantageofothersthroughmanipulation,concealment,abuseofprivilegedinformation,misrepresentationofmaterialfactoranyotherunfairdealingpractice.

a. antitrust and competition lawslandis+Gyrcompetesvigorouslyinallofourbusinessactivities.theCom-pany'seffortsinthemarketplacearealwaysconductedinaccordancewithapplicableantitrustandcompetitionlaws.EachofthecountriesinwhichtheCompanydoesbusinesshasantitrustandcompetitionlawsthatmustbeob-served.WhileafulldescriptionofantitrustandcompetitionlawsisnotpossiblewithinthisCode,whatfollowsisanoverviewofthetypesofconductthatareparticularlylikelytoraiseconcerns.FurtherinformationcanbeobtainedfromtheComplianceOfficerorGroupGeneralCounsel.

1. Conspiracies and Collaboration among CompetitorsAntitrustlawsseekto,amongotherthings,promoteandpreserveeachcom-petitor's independencewhenmakingdecisionsonprice,output,andothercompetitivelysensitivefactors.someofthemostseriousantitrustoffensesareagreementsbetweencompetitorsthat limit independent judgmentandrestraintrade,suchasagreementstofixprices(asdefinedbelow),"rig"bids(asdefinedbelow),restrictoutputorcontrolthequalityofproducts,ortodi-videamarketforcustomers,territories,productsorpurchases.landis+Gyrcompetesindependentlyonthemeritsofourproducts,skillsofouremployees,servicesandperformance.Employeesshouldthereforenotagreewithanycompetitoronanyoftheaforementionedtopics,astheseagreements,eitherwrittenororal,arevirtuallyalwaysunlawful.

“Pricefixing”isanagreementorunderstandingamongcompetitorstomain-tain,raise,depress,“peg,”orotherwisestabilizeprices.tobeunlawful:(i)thecompaniesinvolveddonotneedtopossessmarketpower;(ii)theagreementorunderstandingneednotbeeffective;and(iii)thepricesneednotbeunrea-sonable.Bid“rigging”isanagreementorunderstandingamongcompetitorstofix,determine,orriganotherwisecompetitivebiddingprocess.

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when dealing with competitors:

»Employeesshouldnotdiscusspricesorpricingpolicies,exchangeprice lists,ordiscussanytermsofsales.Employeesshouldobtainallprice informationaboutcompetitorsthroughlegitimatemeans.»Employeesshouldnotdiscusscurrentorplannedproductionlevels.»Employeesshouldnotdiscusscontractbids,productcontent,or marketingplans.»Employeesshouldnotsuggest,oragree,tosellornottosellto anycustomers,classofcustomers,territories,orproductmarkets.»Employeesshouldnotunfairlydisparagecompetitiveproducts.

Basedonlegitimatebusinessinterest,employeesmaydiscussmattersinvolvinglegislation,governmentrelations,environmentalandsafetyregulations,andpositionstobetakenonotherpoliticalissues.however,employeesmaynotmakemarketingorpricingpoliciesbasedon"industryagreement"or"industrypolicy."

2. distribution issuesRelationshipswithcustomersandsupplierscanalsobesubjecttoanumberofantitrustprohibitionsiftheserelationshipsharmcompetition.Forexample,itcanbeillegalforacompanytoaffectcompetitionbyagreeingwithasuppliertolimitthesupplier'ssalestoanyofthecompany'scompetitors.Also,whileacompanygenerallyisallowedtodecideindependentlythatitdoesnotwishtobuyfromorselltoaparticularperson,whensuchdecisionsarereachedjointlywithothers,itmaybeunlawfulregardlessofwhetheritseemscommerciallyreasonable.theantitrustlawondistributionissuesisparticularlycomplex,sobeforemakinganydecisionto(i)terminateadealer/wholesaler,(ii)enterintoanyexclusivedealerrelationship,or(iii)provideanyfavorablepricingorpromo-tionstoselectdealers,employeesshouldconsultwiththelegaldepartment.


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B. Bribery, kickbacks and fraudlandis+Gyrcompetesvigorouslyinallofourbusinessactivities.theCom-pany'seffortsinthemarketplacearealwaysconductedinaccordancewithapplicableantitrustandcompetitionlaws.EachofthecountriesinwhichtheCompanydoesbusinesshasantitrustandcompetitionlawsthatmustbeob-served.WhileafulldescriptionofantitrustandcompetitionlawsisnotpossiblewithinthisCode,whatfollowsisanoverviewofthetypesofconductthatareparticularlylikelytoraiseconcerns.FurtherinformationcanbeobtainedfromtheComplianceOfficerorGroupGeneralCounsel.

1. Conspiracies and Collaboration among CompetitorsIndealingwithemployees,customers,suppliers,contractors,agents,com-petitorsorgovernmentofficialsofanytypeorotheremployees,weconductbusinessandwithutmostintegrity.Employeesmustnotoffer,giveorreceiveanytypeofbribe,kickbackorpayoff(whetherincash,inkind,orinanyotherform)toanyoneinordertoinfluencesomedecisionaffectingtheCompany'sbusinessorforthepersonalgainofanindividual.

Employeesmaynotoffer,make,solicitoracceptsuchprohibitedpaymentseitherdirectly,throughpersonalinvolvement,orindirectly,throughathirdpartysuchasanagentorconsultantactingontheirbehalf.DetailedregulationsandguidanceonthistopicissetoutintheCompany’sAnti-briberypolicy,whichistobereadinconjunctionwiththisCode.

VI. InTeRacTIng wITh goVeRnmenTsa. relationships with public officialsspecial lawsapplywhendealingwithpublicofficials,andemployeeswhointeractwithpublicofficialsmustunderstandandcomplywiththese laws.specialguidanceandregulationsregardingtheinteractionwithgovernmentofficialscanbefoundinlandis+GyrAntiBriberyPolicy.

B. political contributionslawsofcertainjurisdictionsprohibitacorporation,suchaslandis+Gyr,frommakingpoliticalcontributions.thisincludesmonetarycontributions(e.g.,intheformofacorporatecheckorapurchaseofticketstoapoliticalfundraiser),aswellas"in-kind"contributions(e.g.,theuseofCompanyfunds,assets,servicesorfacilitiesonbehalfofapoliticalparty,candidateorpoliticalcommittee(e.g.,apoliticalactioncommittee("PAC")orballotmeasurecommittee).Further-more,itisCompanypolicythatlandis+Gyrasanenterprisedoesnotendorsepoliticalcandidates,partiesorcommittees.youwillfindfurtherguidanceandregulationsinlandis+GyrslobbyingandPoliticalContributionPolicy.

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VII. ImplemenTaTIon of The codea. seeking guidancethisCodecannotandisnotintendedtoansweralllegalquestionsandexpoundallinstancesofethicalbehavior.situationsmayariseinwhichguidancemustbesoughttonavigatealegalandanethicalcourseofaction.Employeesareencouragedtoseektheadviceoftheirsupervisor,theComplianceOfficers,thehumanresourcesdepartmentorthe legaldepartment if theyhaveanyquestionsoriftheyaredoubtfulabouttheappropriatecourseofaction.

B. reporting violationslandis+Gyrstronglyencourageseveryemployeewhoknowsoforsuspectsaviolationofapplicablelawsorregulations,theCodeortheCompany'srelatedpolicies,includingthoserelatingtoaccounting,internalcontrolsandauditingmatters("AccountingIssues"),toreportthatinformationimmediatelytotheirsupervisor,theirComplianceOfficer,theChiefComplianceOfficerorbyusingthehotlinedescribedbelow.

The Company will not tolerate any kind of retaliation for reports or com-plaints made in good faith regarding misconduct.

C. hotlinetheCompanyhasa24-hourhotlineasannexedinschedule1ofthisCode.EmployeescanusethehotlinetoreportviolationsoftheCompany'spolices,includingcomplaintsorconcernsregardingAccountingIssuesorconcernsintheareaofbanking,financialcrime,andanti-corruption,iftheydonotwanttoreportthemtotheirsupervisorortheirRegionalComplianceOfficerortotheChiefComplianceOfficer.Employeesmayreportsuspectedviolationsanonymously.

however,providingtheirnamemayexpeditethetimeittakestheCompanytorespondtotheconcern,and italsoallowstheCompanytocontacttheemployeedirectlyifnecessaryduringaninvestigation.

Employeesshouldtreattheinformationthattheyprovideasconfidential,andtheCompanywilltreattheinformationasconfidentialtotheextentreasonablypossible.DuetocertainrequirementsunderdataprotectionlawsinEurope,theCompanymaybeobligatedtoinformthesubjectofareportedviolationthatthereportwasfiledandhowheorshemayexercisehisorherrighttoaccessandcorrecttheinformationregardingtheallegation.however,thisrighttoaccess informationdoesnotentitlethesubjectoftheallegationtoinformationidentifyingthepersonwhomadethereport.Useofthehotlineisvoluntary.


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d. Investigation of suspected violationsAllreportedviolationswillbepromptlyinvestigatedandtreatedconfidentiallytotheextentreasonablypossible.Employeeswhohavereportedaviolationshouldnotconducttheirownpreliminaryinvestigations.Investigationsofal-legedviolationsmayinvolvecomplexlegalissues.EmployeesactingontheirownmaycompromisetheintegrityofaninvestigationandadverselyaffectboththemselvesandtheCompany.Anysuchunauthorizedinvestigation,aswellasfailuretocooperatewithanauthorizedinvestigation,isaviolationofthisCode.

E. discipline for violationstheCompanyintendstomakeeveryreasonableefforttopreventbehaviorthatbreachesthisCodeandtostopsuchbehaviorassoonasreasonablypossibleafter itsdiscovery. subjecttoapplicable lawandagreements,employeeswhoviolatethisCodeandrelatedCompanypoliciesandproceduresmaybesubjecttodisciplinaryaction,uptoandincludingterminationofemployment.f. waivers and amendmentstheCompanywillwaiveapplicationofthepoliciessetforthinthisCodeonlywherecircumstanceswarrantgrantingawaiver.WaiversoftheCodefortheCompany'sdirectorsandexecutiveofficersmaybemadeonlybytheCompany'sBoardofDirectorsoracommitteeoftheBoardthatisgrantedsuchauthority.WaiversandamendmentsofthePolicywillbepromptlydisclosedasrequiredbylaworregulation.

g. acknowledgementEachemployeemustindicatethatheorshehasreceived,readandwillabidebythisCodeofBusinessConductandEthicsbysigninganddatingtheattachedacknowledgementandreturningitpromptlytotheir localhumanresourcesdepartment.

ReleasedinApril2013

Munehikotsuchiya AndreasUmbachChairmanoftheBoard PresidentandChiefExecutiveOfficer

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schedule 1:24-hrs hotline

For Belgium, Germany, France, the Netherlands and Spain:

+18007148077(hotlinenumber)

or via Internet:

https://www.financial-integrity.com/landisgyr.jsp

For Denmark, Finland, Greece, UK, Italy, New Zealand, Norway, Aus-

tria, Poland, South Africa, Sweden, Switzerland and Czech Republic:

+18004353167(hotline)

or via Internet:

https://www.integrity-helpline.com/landisgyr.jsp

For Argentina, Australia, Brazil, India, Mexico, Hong Kong, Singapore

and Taiwan:

+18665462127(hotline)

or via Internet:


For all other Landis+Gyr countries:

+17043234016(hotline)

or via Internet:


[email protected]

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landis+GyrAGtheilerstrasse1,6301Zug,[email protected]

code of business conduct and ethics - landisgyr.com.autoshiba’s standards of conduct (“soc”)...

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