burlington coat factory employee manual

burlington coat factory employee manual

Adherence to the Code and to our Company’s policies is essential toBy following the Code, we can help make our Company a good place for employees to work, a good provider of goods and services for our customers, a good partner for our vendors, a good investmentThe Company expects its suppliers, vendors, contractors, consultants, public relations firms and other service providers to act ethically and in a manner consistent with this Code. Read through the entire booklet, think about how the guidelines in the Code apply to your job, and consider how you might handle situations to avoid illegal,In addition to following the technical requirements as explained herein, each Employee is obligated to follow and abide by the general spirit of the Code. An Employee may not accomplish indirectly what the policies prevent Employees from accomplishing directly. No Code can fully cover every workplace situation. Sometimes, a law or policy dictates the outcome. More often, it is necessary to interpret the situation. When faced with a decision, ask yourself these questions about the choice you areIf not, speak with your supervisor or the Corporate Compliance Officer before taking action (See Contact Information on pages 26-27.) An action, even though innocent, can result in the appearance of wrongdoing, or create an unintended sense of obligation between parties. If a decision could look improper or create an unintended sense of obligation between twoCould the decision be honestly explained and defended. If you would feel worried or embarrassed by any action, speak with your supervisor or the Corporate Compliance Officer before taking such an action. If you are unsure about the implications of your actions, speak with your supervisor or the Corporate Compliance Officer before taking such an action.http://www.svenskafik.se/uploads/fckeditor/danfoss-vlt-5032-manual.xml

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Your supervisor knows you and your job, and is usually in the best position to help; however, if you feel that your supervisorAny failure to follow this Code or related practices or procedures could lead to disciplinary action, up to and including termination. In addition to following the technical requirements as explainedAn Employee may not accomplish indirectly what the policies prevent Employees from accomplishing directly. For example, Employees may not evade policies by using personal funds or resources or by having family members, friends or agents engage in conduct on your behalf if the policies would prohibit the Employee from such conduct. It is up to you and your fellow Employees to maintain the. Company’s standards of integrity and professionalism. This requires that all of you deal fairly and honestly with customers, vendors and your fellow Employees. All employees, officers and directors are required to sign an Acknowledgment certifying that you read, understand and agree to observe this Code. All signed Acknowledgments by those employed in the Company’s merchandise planning and allocation departments and anyoneThe Acknowledgement is provided on pages 28-29 of this Code. If you have any questions or need additional information, you should speak with your supervisor, the Corporate Compliance Officer or the Executive Vice President of Human ResourcesAll signed Codes of Ethics for the Chief Executive Officer and Senior Financial Officers should also be returned to the Legal Department. If youFrom time to time, as the Company may determine, Employees may be required to re-read the Code and re-acknowledge your understanding of and adherence to its principles. The Corporate Compliance Department consists of the Corporate Compliance Officer and the Associate Corporate Compliance Officer. Do not hesitate to contact the Corporate.http://ahzfgroup.com/uploads/file/2020/09/16003903583.xml

Compliance Officer or Associate Corporate Compliance Officer if you are unsure how to act or uncertain as to how the Code should be applied in a specific instance. You may also contact any member of the Legal Department. Contact information for personnel who can provide additional information with regard to the Code can be found on pages 26-27. Prevention Manual”), the Burlington Coat Factory Employee Handbook applicable to your department (“Handbook”), all employee policies, and other manuals which may be in use in your department. It is necessary that our Employees become aware of the laws, regulations and established Company policies and procedures, including this Reasons such as “everyone does it” or “it’s not illegal”Employees are also responsible for complying with requirements of contracts that we have entered into with other parties, such as intellectual property licenses ( e.g., software licenses related to software packages used in our business), confidentiality agreements, leases, etc. The failure to report a violation of law is a matter for disciplinary action, including possible termination. The failure to report a violation of the Code, any law or other corporate policy is a basis for disciplinary action, including possible termination. In the course of an investigation, however, it may be necessary to discuss the claims with the person(s) against whom the complaint was filed and other persons who may haveAfter sufficient facts have been ascertained and examined, the appropriate body or persons ( e.g., the Audit CommitteeThe discipline decided upon will be determined in light of the governing law, Company policy and all surrounding circumstances and fundamental fairness. The CompanyThe Company reserves the right to refer matters to the justice system in appropriate circumstances. The Company is committed to developing and maintaining a diverse workforce and providing a safe workplace and an atmosphere that encourages positive interaction.

Unlawful discrimination in the hiring, promotion, compensation or retention of Employees is strictly forbidden. We do not unlawfully discriminate on the basis of race, color, religion, sex, age, nationalWe make reasonable accommodations for the physical and mental disabilities of Employees. Abusive, harassing or offending conduct is unacceptable, whether verbal or physical. Degrading or humiliating jokes, slurs, intimidation, or other harassing conduct toward others are never acceptable. Remember that even small, seemingly innocent actions canIt can include unwelcome sexual advances, requests for sexual favors, unsolicited physical contact, propositions, unwelcome flirtations, or offensive verbal, visual or physical conduct of a sexual nature. Examples may include suggestive or lewd remarks,Sexual harassment is not always overt or deliberate. Often, innocent or unintentional behavior can be considered harassment. Examine your own actions. Be sure you understand that certain apparently harmless actions may have a negative effect on others. No matter what the medium—conduct, speech, written notes, photos, cartoons, or electronic mail—harassment is against our policy. If youSubstance abuse - the misuse of drugs or alcohol - negatively affects productivity,In addition, acts or threats of violence, including extreme or inappropriate verbal or physical threats, are not tolerated. You should report behavior that threatens the safetyWe will comply with all applicable safety and health laws and regulations. Where laws and regulations do not exist, we will apply responsible standards. We rely on Employees to identify any existing and potential hazardsEmployees are encouraged to promptly report any concerns, accidents, or “close calls”, so problems or potential problems can be investigated and resolved before becoming more serious. More detailed information regarding workplace safety may be found in the Loss Prevention Manual.

Therefore, any personal messages or other informationSpecifically, e-mail, instant messages and other means of communications and messaging using Company equipment are not private, even though they appear to be. Be sure that any e-mail correspondence complies with all of Company policies. EmployeeFor these purposes, the Company’s assets include, without limitation, money, equipment, inventory, furniture, fixtures, supplies, contracts, real estate, tools, inventory,These assets are intended for Company business only. If you have a computer, all software and information on the computer is Company property. Licensed software or documentation must be used in accordance with licensing agreements, and should not be duplicated without permission. YouThe Company’s assets are to be used for business purposes only. Management must approve any use of Company assets or services that is not solely for the Company’s benefit. Employees must follow our Company controls and policies designed to protect resources against theft and fraud. All Employees are responsible for any property the Company places in their custody. You are alsoYou are responsible for safeguarding any logins and passwords which provide access to Company networks.For example, if competitors had access to our business plans, vendor lists, pricing and marketing strategies, expansion plans or other internal data, our ability to compete would be drastically undermined. BusinessEmployees must remain aware at all times of their duty to protect confidential and proprietary information. For example, confidential or proprietary information shouldIn no event should confidential or proprietary information be disclosed to third parties without the express approval of the Legal Department, unless this is otherwise legally required.

Misuse or unauthorized disclosure of such information not only breaches our responsibility to our trading partnersIf there is any doubt regarding your authority to discuss the matter, refer financial matters to the Executive Vice President and Chief Financial. Officer. All other subjects may be referred to the General Counsel or to the Corporate Compliance Officer. The law requires our Company books and records to accurately reflect the transactions represented. Recording data in a timely and accurate manner protects our Company resources and also meets the expectations of thoseThe Company is committed to full compliance with all requirements applicable to its disclosures. The Company has implemented disclosure controls and procedures to assure that its disclosures are timely,All Employees responsible for the preparation of the Company’s disclosures, or who provide information as part of that process, have a responsibility to provide In addition, payments made by or on behalf of the Company must be supported by appropriate documentation properly describing the purposes of such payments. Inaccurate travel and expense reports can lead to the discipline and, in appropriate circumstances, the dismissal of the EmployeesAn Employee’s department’s specific record retention guidelines along with the Company record retention policy will determine how long certain documents must be retained and when they should be destroyed in the ordinary courseDestruction or falsification of any potentially relevant document could lead to prosecution for obstruction of justice. If you have any questions regarding specific ethical issues in the course of performing your duties, pleaseDoing business in an honest and fair manner with our customers means that we must earn their business based on the quality of our products and services.

Our customers are our top priority, and our goal is to have each customer feel like a welcomedEmployees may not offer customers any benefits or rewards that violate applicable law or our business practices or policies. ForAll legitimate customer inquiries and complaints must be dealt with promptly and fairly. Our ultimate goal is to provide our customers withThis goal should be achieved without ever resorting to the disparagement of our competitor’s goods or services. The Company’s policy is to give fair treatment to all of our vendors. We must use objective factors in selecting our vendors. TheseAccordingly, it is against Company policy to give preferential treatment to any vendor which does not relate to the quality or cost of the goods and services being provided or other factors enumerated above. Employees should also review the Section entitled “Gifts from Vendors and Others” on pages 16-22If an Employee becomes aware of any violation by a vendor of a national or international law or regulation with regard to its employment practices, he or she shouldSpecifically, no vendor of the Company should use forced labor (prison labor, bonded labor, or indentured servitude) or child labor, and all vendors and contractors must pay their employees at least minimum wage, including using overtime only when each employee is fully compensated according to local law. Vendors should inform each employee at the time of hiring if mandatory overtime is a condition of employment and, on a regularlyVendors should maintain on file all documentation needed to demonstrate compliance with this Code and required laws. Accordingly, false or misleading statements or innuendo about our competitors, their products or their services will not be tolerated. All comparisons of our products or services with those of our competitors must be accurateEmployees should not resort to the disparagement of our competitor’s goods or services.

This includes but is not limited to stealing proprietary information or trade secrets, or attempting to induce disclosure of such information from past or present Employees of other companies through misrepresentation. EmployeesThis information should be made available only in the proper context and to employees with a legitimate need to know. For example, if we determine to stop purchasing from a given vendor, we should not do so because another vendor has pressured us to get rid of a competitor. By the same token, the. Company may not use its influence with vendors to get them to refrain from selling to our competitors. In addition, although it is perfectly legal for a vendor to advise us of the manufacturer’s suggested retail price, it is not legal for the Company to agree with the vendor to charge a particular price. Therefore, we should never agree to charge certain prices or to conduct sales at particular times or exchange pricing information of any kind with competitors. InThere have been instances in which seemingly innocent exchanges of information between mid- and low-level employees have led courts to conclude that an agreement in violationThere is nothing in the law which forbids a company from becoming fully aware of its competitor’s retail prices by shopping their stores. However, when comparison shopping is underway, it is impermissible to attempt to acquireNever attempt to obtain such documentation as price lists from any competitor or enter portions of a competitor’s store which are not open to the public. Except as specifically authorized by said officers, all communications with the Media must be channeled through the Company’s third party public relations firm.

Because Employees who make such presentations and speeches will be acting as representatives of the Company, no such engagement may be accepted withoutIn addition, any materials to be presented (including, without limitation, any speech to be made) must be first approved by (i) the Vice President of Marketing, in the case of an Employee other than a Senior Vice President or above, orChief Executive Officer, must be obtained before any industry award or honor may be accepted. In such case, any speech or other presentation to be made at the award ceremony must be approved by the Vice President of Marketing or Chief Executive Officer or his designee, as the case may be. In connection with the acceptance of any award or honor, any solicitation of the Company’s Vendors to purchase tables or provide other support must first be approved by the Chief Executive OfficerFurthermore, no monetary award or honor may be accepted. No arrangements or upgrades or anything of a similar nature made by any third party may be accepted. For instance, the foregoing would not apply to an individual’s speaking to a church group regarding religious activities or to theNevertheless, even in such cases, if any portion of the Employee’s speech or activity may be associated with the Company, approval in accordance with the procedures set forth above will be required. In case of any doubt, please consult with the Corporate Compliance Officer. In order for the Company to carry out its business effectively, it must be assured of its Employees’ loyalty. A conflict of interest occurs whenever your private interest interferes with the interests of the Company as a whole. EmployeesEven relationships that give the appearance of a conflict of interest or any impropriety should be avoided. In addition, you cannot avoid these standards and restrictions by acting through someone else, such as a friend or family member.

Therefore, an Employee is responsible for advising family members and friends to refrain from entering into relationshipsAll conflicts ofFor example, personal financial interests, obligations to another company or governmental entity or the desire to help a relative or friend are all factors that might divide our loyalties. To clarify what we mean, we have set out below our policies aboutThis provision is not intended to prevent hourly employees from working as a store associate for another retailer as a means to supplement their income. The Board, after consultation with counsel, will determine whether an actual conflict of interest exists with respect to the directors. The Legal Department will assist you in determining what steps are appropriate. This provision shall not prohibit an Employee from owning an investment in the publicly traded debt or equity security of an entityIf there is any doubt about how an investment might be perceived, you should discuss it in advance with your immediate supervisor or the Legal Department. Such loans and guarantees are prohibited by law in the case of the Company’s directors and executive officers. Situations may arise, however, where our relationships with family members and friends create conflicts of interest. The Company discourages personal relationships that may interfere with work performance or which may lead toEmployees are prohibited from being in the position of supervising, reviewing or having any influence on the job evaluation, conditions of employment or salary of persons with whom they have a family or close relationship (such as a romantic, dating or live-in relationship). Such relationships must be disclosed to the Vice President in charge of the Employee’s area (or Executive Vice President in charge of such area in case the Employee is a Vice President, or the President and Chief Executive Officer if there is no Executive Vice President supervising such Vice President).

InWhen doing so and making any public communication, Employees should make clear that their views are their own, individual views and are not being expressed as a representative of the Company. Employees may not use any funds or assetsEmployees also may not engage in any lobbying activities, or the appearanceThis could occur, for example, whereThe law may require or permit you to abstain from any decision where these circumstances exist, depending on your position within the Company and other factors. Before participating in such a decision, you should seek advice from legal counsel for the community and the Legal Department and should in any event make it clear to the responsible persons that you are an EmployeeIt is never permissible for Employees to compete against the Company, either directly or indirectly. Employees may not appropriate to themselves, or to any other person or organization,Any Gift that does not fall within one of the categories of permissible Gifts discussed below should be refused. If there is any question as to the propriety of accepting a proffered Gift, the Employee shouldValue may be accepted, subject to the reporting requirements established by the Company. Any other occasion, including without limitation, birthdays, anniversaries, graduations, engagements, weddings, birth of a child, bereavement, promotion, home purchases, relocations and any other event or occasion not specifically approved by the Company, even if they occur between Thanksgiving and New Year’s, are NOT Acceptable. Gift Receiving Occasions, regardless of the degree of friendship with a Vendor. However, the definition of a Vendor is specific to each Employee and is limited to those Vendors of which an individual Employee has actual knowledge and also includes those Vendors ofNo Employee (including without limitation, an Officer )Company pursuant to Forms 2 or 3, as discussed in detail below.

An Employee may accept only one Gift per Vendor during the Acceptable Gift Receiving Occasion. In addition, an Employee may accept Gifts only from a Vendor withA Gift may not be accepted from a Vendor with which the Employee has only a past or potential business relationship. If a Gift is offered at any other place, it must be politely but firmly declined. An Employee may request that the Vendor deliver it to the Company’s mainUnder no circumstance is a Gift to be sent or delivered to an Employee’s home or other address (including, without limitation, the address of a friend, relative or acquaintance.) Items provided at an industry or vendor sponsored convention, conference or meeting by the host or by an airline, hotel, restaurant or other establishment of public accommodation will not be deemed a Gift from a Vendor and may be accepted provided: (i) such Promotional Item is distributed to all participants of such convention, conferenceDepending on the nature of the Gift or Promotional. Item, Employees should use the following forms to report Gifts and Promotional Items: Gift received for an Acceptable Gift Receiving Occasion and receipt of a Nominal Promotional Items which is not deemed a Gift. If an Employee desires to receive a waiver to accept an Impermissible Gift, such requestThe decision of the Chief Executive Officer shall be final and binding. The Company understands that on certain special occasions (for example, a son or daughter’s wedding or Bar Mitzvah), gifts of money, gift certificates or cash equivalents (such as securities, savings bonds and the like) may normally be given by close friends. However, it is the Company’s policy that such Gifts mayIn lieu thereof, the Employee may request that the Vendor make a donation to any charitable organization qualifying under Section 501(c) (3) of the Internal Revenue Code, as amended, in honor of the Employee or family member for whom the Gift is intended.

AnThis request should be communicated to the Vendor at the time the Vendor is invited to the occasion in order to avoid any misunderstanding. If a cash or cash equivalent gift is received, such Gift must beAny other arrangement must be approved in advance by the Corporate Compliance Officer or person designated by the Company. An Employee on a Company business trip may not solicit or accept from a Vendor anyAny attempt to do so by a Vendor will be viewed as an improper attempt to influence the business decisions of the Employee.The acceptance of such a meal will not beEmployees should use Form 1, entitled, “Report For Nominal Gift For An Acceptable. Gift Receiving Occasion or Nominal Promotional Item” to report for Nominal Gifts receiving for an Acceptable Gift Receiving Occasion. Generally, inexpensive Gifts including, without limitation, edibles (such as food, beverages, chocolates, cookies, nuts and candies), flowers, mugs, picture frames, pens and other items willNotificationEmployees, including Officers, should use Form 2, entitled, “Request For Approval Of Meal Exceeding Prescribed Limits Or Report Of Meal Exceeding Prescribed Limits Accepted While On Business Trip” to obtain approval for accepting meals that exceed theIn the latter case, the report must contain a detailed explanation of the circumstances under which such a meal was accepted. Acceptance of such meals will normally not be approved, unless there is shown to be valid business reason therefor. If such a meal, exceeding prescribed limitations, occurs while the EmployeeIf more than one Employee is attending the meal, only one Form 2 need be submitted for approval, provided all Employees are disclosed thereon. Meal, a theatrical production, sporting event, golf outing, fishing trip, concert or other similar event) may not be accepted by an Employee or an Officer.

An Employee (including an Officer ) may request approval to attend an entertainment event such as a concert or party provided for by a Vendor inIn addition, an Employee (including an Officer ) may request approval to attend a special event in honor of an industry leader or celebrating a significant milestone of an industrySuch request for approval must be made in advance of such event, and an Employee (including an Officer ) may attend such event only after receiving the prior approval from the Corporate Compliance Officer. Employees should use Form 3, entitled, “Request. If more than one Employee is attending the entertainment or special event, only one Form 3 need be submitted for approval, provided all Employees are disclosed thereon. An Employee will not be allowed to accept such an invitation if any travel expense is involved, unless the Company otherwise determines. If an Employee, including Officers, receivesThe Company may require that the invitations be returned to the Vendor or transferred to the Company. If the Company receives multiple invitations from one or more Vendors,The Company may add or modify guidelines and procedures by communications to Employees from time to time as it may determine to be appropriate, without any formal amendment to this gift policy. As with any policy, the. Company retains the right to adopt, modify, amend or rescind this gift policy from time to time. Questions regarding this policy should be addressed to the Legal Department. Employees of the Company are prohibited from soliciting or accepting a bribe, commercial bribery, under any circumstances.

Bribes may take many forms beyond such obvious ones as the offer or acceptance, either directly or indirectly, of: (1) cash, (2) a “kickback” or commission to an Employee of the CompanyBribes may also include, without limitation, having the following paid for, wholly or in part, by a Vendor: moving expenses, contract work done on a house, gifts to relativesFailure to do so is a breach of Company policy and will subject the offender to discipline up to and including termination as well as criminal prosecution where appropriate. Employees must not give anything of value to governmental agentsEmployees should consult the Legal Department if there is any uncertainty about permitted interactions with governmental agents. This includes making any payments through intermediaries,Before making any payment or giving anything of value to a foreign official, Employees should consult with the Legal Department. Violations of the FCPA can result in civil and criminal penalties for both the Company and the individuals involved. An Employee of the Company may not trade on, or disclose to others who trade on, Inside Information obtained in the course of employment with the Company. For example, an Employee of the. Company may become aware that the Company is entering into a material transaction with another company such as the acquisition of a material asset or a significant quantity of inventory from another company or the entire company which transaction is likely to affect the value of such other company. Employees are prohibited from buying or selling securities of such other company ahead of release of news about this transaction. Employees with access to Inside Information should be aware that they areNeedless to say, a violation of law, or even an SEC investigation that does not result in prosecution, can tarnish one’s reputation and irreparably damage a career.