Code of Conduct

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Scope

This Code of Conduct applies to all employees, contractors, and trainees (collectively referred to as “Employees” for the purposes of this Code) who are engaged with the Company.

Authority Concerned‍

For any questions or clarifications on this Policy, please contact the HR Team.

Conflict

In case of any conflict between this Code and an Employee's employment or other engagement agreement with the Company, such agreement shall prevail.

General Standards

Leucine's Code of Conduct outlines our expectations regarding Employees’ behavior toward colleagues, supervisors, the workplace, the organization, and external stakeholders. Employees are expected to conduct themselves in a responsible, professional, and ethical manner at the workplace or when representing the organization, including when dealing with Company clients, vendors, colleagues, or any other stakeholders.

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This Code sets out the standards of behavior that are expected of all Employees. Failure to meet these standards may result in disciplinary action, up to and including termination of employment. Serious misconduct or legal violations may also result in notification to legal authorities.

Compliance with Laws and Policies

Employees are required to comply with all Company policies, procedures, and regulations, as well as applicable local laws and regulations. Violations may result in personal liability and could expose the Company to reputational or legal risks.

Drug-Free and Alcohol-Free Workplace

Leucine is committed to providing a healthy and productive work environment. Employees must refrain from using, possessing, or distributing drugs, alcohol, or any illegal substances in the workplace or while representing the Company. Violations may result in disciplinary action or legal consequences.

Safety in the Workplace

Employees must adhere to all health, safety, and environmental regulations. They are expected to exercise caution and prevent accidents in the workplace. Failure to follow safety procedures may result in disciplinary action.

Conflicts of Interest

Employees are expected to prioritize the Company's interests and avoid situations where personal interests may conflict with professional responsibilities. Examples include:

Accepting personal gifts or entertainment from competitors, customers, or suppliers.
Engaging in business or employment with competitors, customers, or suppliers.
Using confidential Company information for personal gain.
Using Company resources for personal use.
Participating in business transactions with relatives without disclosing the relationship.

Any actual or potential conflict of interest must be reported to the HR Team or the Employee's manager.

Private Trade or Employment or Directorship

Employees are prohibited from engaging in any employment, trade, or business outside of their role at the Company without prior written approval. This includes accepting directorships or leadership roles in other organizations, except in creative fields like arts or sports.

Business / Employment with Relatives

To ensure fairness and prevent bias, Employees must disclose any potential or actual business relationship between the Company and a relative. Prior written approval from the HR Team is required for hiring or engaging with a relative. Additionally, Employees must ensure that any business transactions involving relatives do not grant them preferential treatment.

Personal Relationships

Personal or romantic relationships between Employees, especially in supervisor-subordinate roles, must be disclosed to the HR Team. The Company may take steps to mitigate potential conflicts, such as reassignment or adjustment of reporting structures. Employees may also be required to sign a consensual relationship form.

‍Restrictions on Roles

Relatives and Employees in personal relationships must not:

Report directly to each other.
Influence each other's performance evaluations, promotions, or salary adjustments.
Hold roles that could result in financial conflicts of interest.

Failure to disclose relationships or conflicts may result in reassignment or other appropriate actions by the Company.

Use of Corporate Opportunities and Other Business Interests

Employees are prohibited from using Company resources, information, or opportunities for personal gain. Any potential conflicts of interest arising from external business interests must be disclosed to the HR Team or the Employee's manager.

Equal Opportunity Employment

Leucine is committed to providing a diverse, inclusive, and equal workplace. Discrimination based on race, gender, age, disability, religion, or any other protected characteristic is strictly prohibited. Violations may result in severe disciplinary action, including termination of employment.

Fair Employment Practices and Non-Solicitation

Leucine upholds the principles of fairness and merit-based advancement. Employees are prohibited from soliciting current Employees or clients for external business opportunities without prior approval from the Company.

Reporting Violations

Employees are encouraged to report any violations of this Code of Conduct to the HR Team. The Company will investigate all reports thoroughly and maintain confidentiality to the greatest extent possible. Retaliation against Employees who report violations in good faith is strictly prohibited.

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Amendments to the Code

The Company reserves the right to modify or amend this Code of Conduct at its discretion. Employees are responsible for keeping themselves informed about updates to this Code.

By adhering to this Code of Conduct, Employees contribute to fostering a respectful, ethical, and professional work environment at Leucine.