Code of Conduct

 Matahari’s Code of Conduct is an integral component of our corporate governance framework. It serves as a reference for everyone in the Company by establishing the standards of behaviour they are expected to display at all times to ensure that the GCG principles of transparency, accountability, responsibility, independence and fairness are upheld in every aspect of the business.
  1. The key objectives of the Code of Conduct are:
       a. Integrating the Company’s values into employees’ ethical business practices in line with the Company’s vision and mission.
       b. Clearly describing the Company’s values and the acceptable conduct that must be followed by all employees in carrying out their day-to-day duties and responsibilities.
  2. Providing basic guidelines for all levels in the Company with regard to interaction between employers and employees, shareholders, suppliers, Government, and other stakeholders.

The Code is reviewed periodically to ensure that it remains consistent with these objectives.

Content of the Code of Conduct for Business Partners

The Code provides guidance for employees on their interactions with colleagues, employees, shareholders, suppliers, and regulatory officials in the following areas:
   1. Improving accountability, transparency, and compliance with existing laws and regulations;
   2. Implementing tasks with the highest degree of professionalism and integrity;
   3. Avoiding giving or accepting inappropriate corporate gifts, bribery and kickbacks in any form and for any reason, for example: cash and its equivalent, membership/entertainment, unusual discounts, unusual (in terms of frequency and/or value) meals or banquets, fund support for tours or vacations, hampers, bouquets;
   4. Avoiding activities which may give rise to a conflict of interest with their work in any form or situation, for example: an employee has a financial interest with vendors, contractors or brokers who have business relations with the Company; an employee operates and manages an enterprise that is related to the Company; an employee uses the Company’s asset for personal benefit; and
   5. Protecting the Company’s proprietary information, both during and after an employee’s term of employment with the Company.