The Al Suwaidi Industrial Services (SIS) Code of Business Ethics and Conduct (CoC) defines how SIS integrates its core values – the Al Suwaidi Group Values - into policies, practices and decision making. The CoC also defines how SIS complies with legal standards and adherence to business ethics, internal rules and regulations.

As recently as a decade ago, business ethics consisted primarily of compliance-based, legally-driven codes and training that outlined in detail what employees could or could not do with regard to areas such as conflict of interest or improper use of Company assets.

Today, the scope of business ethics has expanded to encompass a Company's actions with regard not only to how it treats its employees and obeys the law, but to the nature and quality of the relationships it wishes to have with stakeholders including shareholders, customers, employees, business associates, the community, the environment, indigenous peoples and even future generations.

Leading companies have found that ethics policies and programmes with some or all of the following elements go a long way toward building an ethical culture, reducing risk and demonstrating a commitment to integrity:

• Strong, visible support from top management;
• Ensuring that ethical values (e.g. honesty) and not only performance values figure prominently in the CoC;
• Carrying out ongoing evaluations/audits of ethical performance, with rewards and sanctions.

The Objectives of the SIS Code of Business Ethics and Conduct.

The objectives of the SIS Code of Business Ethics and Conduct are as follows:

• To define accepted/acceptable behaviour;
• To promote high standards of practice;
• To provide a benchmark for members to use for self evaluation;
• To establish a framework for professional behavior and responsibilities as a vehicle for occupational identity;
• As a mark of occupational maturity.

Both the Leadership and the Employees have an active role to play in the CoC:

The Leadership must:

• Ensure that compliance to the CoC is vital part of the business activity;
• Supervise the compliance to CoC

• Maintain the conduct of the business in accordance to the CoC;
• Help the employees to understand the CoC;
• Provide prompt resolution of possible violations of CoC;
• Have a retribution free mechanism for addressing employee concerns;
• Take prompt remedial actions as and when required.

The Employees must :

• Ensure personal and organisational compliance with the CoC;
• Seek assistance from managers and other Company resources with regard to application of the CoC and also related violation of the CoC.
• Promptly report :

Some of contents in the CoC are mandatory whilst some are guidelines designed to promote good practice. However this should not be construed as a license to ignore all applicable current Company rules, orders and policies. The CoC has been designed to help and guide Managers, Employees and Business Associates to conduct their business with high standards of probity.


The SIS CoC acts as a basic ethics infrastructure on which policies and practices will be built. The SIS Human Resources & Administration Manager will be custodian of this process

Interpretation of CoC

Any question or interpretation under this CoC will be handled by the Human Resources & Administration Manager or CEO or any person/ committee authorised by the CEO of the Company.

Violation and Investigation of CoC

If any employee knows of or suspects a violation of applicable laws, rules or regulations or this CoC, he must immediately report the same to the Human Resources & Administration Manager. Such person should as far as possible provide the details of suspected violations with all known particulars relating to the issue.

The Company recognises that resolving such problems or concerns will advance the overall interests of the Company that will help to safeguard the Company's assets, financial integrity and reputation.

SIS prohibits retaliation in any form for reporting, in good faith, suspected violations of the CoC. Disciplinary action will be taken against anyone who retaliates directly or indirectly against any Employee who reports actual or suspected violations. Discouraging other Employees from making a report or knowingly reports false or misleading information is prohibited and could result in disciplinary action.

Violations of this CoC will result in disciplinary action, which may even include termination of services of the employee. SIS’s Human Resources & Administration Manager or any Committee/ person designated by the CEO for this purpose shall determine appropriate action in response to violations of this CoC.

Investigations conducted by the Company will be kept confidential to the extent permitted by law and the Company's need to fully investigate the matter. However, if the Company discovers criminal or otherwise improper activity, it can report such activity to the appropriate government enforcement authorities. Employees are expected to fully cooperate with any investigation conducted pursuant to a suspected violation of the CoC.

Should you have any questions about this Code of Business Ethics and Conduct or any matter relating to it, please do not hesitate to contact our SIS SIS Human Resources & Administration Manager.

Thanks & Regards
from the Office of:

Mr. David J. Greer
Chief Executive Officer

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