Code of Practice – Membership

Contents
1. Compliance with the Law
2. Confidential Information
3. Conflicts of Interest
4. Business Practice and Entertainment
5. Accounting Standards
6. External Reporting
7. Employment
8. Equal Opportunities
9. Customers
10. Suppliers
11. Competition
12. Community
13. Environment
14. Whistle Blowing
15. Policies and Procedures

1. Compliance with the Law
All Members must comply with the laws and regulations of Hong Kong. Of particular importance are laws relating to employment, security and guarding services, prevention of bribery and health and safety. It is the responsibility of all Member Companies to ensure, by taking legal or other expert advice where appropriate, that they are aware of all Hong Kong laws and regulations which may affect that part of the business in which they are engaged.

2. Confidential Information
Members must not make use of confidential information obtained through provision of security services to their customers for business or personal gain, nor disclose such information to any third party during or after the expiry of the said contract. “Confidential information” is either information which has been specifically described as being confidential or is otherwise obviously confidential from the surrounding circumstances.

3. Conflicts of Interest
Members’ employees should not enter into situations in which their personal or financial interests conflict with those of their employer, for example, participating in a contract negotiation where a close friend or relative is an employee of the other party. When conducting business, Members’ employees must always act in the best interests of their employer. Where a potential conflict does arise, the employee should declare this and seek advice from his employer at the earliest opportunity.

4. Business Practice and Entertainment
Gifts or entertainment may only be offered to a third party if they are consistent with customary business practice in Hong Kong and are modest in value. Where there is doubt, guidance should be sought from the Independent Commission Against Corruption.  No financial or other inducements should be given to third party organisations or to individuals from such organisations in any circumstances. This includes government agencies and representatives.

Members’ employees should not accept gifts, money or entertainment from third part organisations or individuals, where these might reasonably be considered likely to influence business transaction. Unsolicited gifts, other than trivial ones with a low value, should be returned.  If an action may cause offence, the gift should be declared to the employer and, if practical, donated to an appropriate charity. An offer of entertainment must not be accepted unless it falls within the bounds of normal corporate hospitality.

5. Accounting Standards
All accounting documentation must clearly identify the true nature of business transactions, assets and liabilities in conformity with generally accepted accounting principles. No record or entry must be false, distorted, incomplete or suppressed.

6. External Reporting
Members may be required to make statements or provide reports to regulatory bodies, government agencies or other government departments. Care should be taken to ensure that such statements or reports are correct, timely and not misleading. Members’ senior management must be made aware of any sensitive disclosure before it is made.

Care must also be taken when making statements to the media that information given is correct and not misleading.

7. Employment

As a people business, the industry’s success depends on the effectiveness and competence of its Members’ employees to deliver the service excellence expected by their customers.

Members’ employees must observe the highest levels of honesty and integrity when conducting business.

Members will ensure that individual employees are treated fairly and with dignity and respect. They will also be provided with the opportunity to develop to their full potential and, if appropriate, to develop their careers further with their company.

The Association places the highest priority on promoting the health and safety of employees whilst at work. In particular, Members will constantly review the effectiveness of its methods of operation to best protect those who work in a high-risk environment.

In order to protect the interest of their customers and employees and because of the nature of our business, Members will apply rigorous pre-employment screening and selection techniques.

8. Equal Opportunities
All decisions made in relation to the recruitment, promotion and training of individuals will be based on the requirements of the job. Race, religion, ethnic origin, sex, sexual orientation, age, marital status or disability unrelated to the ability of the person to perform the essential functions of the job will not be considered when making such employment decisions. All employees will be treated with equal respect and dignity and with an equal opportunity to develop themselves and their careers. Career advancement will be based solely on competence and work performance.

9. Customers
Mutual trust and confidence between Members and their customers is vital. All Members’ employees should strive to consistently deliver service excellence and value for money, meeting customers’ expectations and anticipating their changing requirements.

10. Suppliers
All suppliers are entitled to fair treatment and all potential suppliers should have a reasonable opportunity to win Members’ business.

11. Competition
Members will always compete vigorously, but in a fair and ethical way. Competitive success is built on providing good value and service excellence. Competition should not be disparaged. When in contact with competitors, Members’ employees will avoid discussing confidential information and no attempt will be made to improperly acquire competitors’ trade secrets or any other confidential information. They must not discuss pricing strategies or undertake any arrangements which would conflict with the laws of Hong Kong.

12. Community
Members can best serve the community by providing good employment opportunities and by providing effective services which safeguard the public good.

Members’ employees are encouraged to undertake voluntary work in the community, provided there is no conflict with their obligations as employees.

13. Environment
The Association recognizes its obligation to minimize the environment impact of its Members’ operations. It strives to be sympathetic to the environment in which Members run their businesses and to ensure that all Members comply with applicable environmental laws and standards.

14. Whistle Blowing
Members’ employees are encouraged to raise with senior management any practice which they feel might be of a questionable ethical standard. This would include fraud, misinterpretation, theft, harassment, discrimination and on-compliance with regulations, legislation, policies and procedures

Concerns must be investigated impartially so that employees’ rights are protected. Employees who have concerns about potential unethical behaviour should advise their employer’s HR Head or Finance Head in the first instance. Members’ employees may do this anonymously if they so wish. To ensure confidentiality is maintained, Members’ employees should not discuss such concerns with colleagues or other third parties, unless specifically authorised or unless it is a legal requirement.

Appropriate protection should, if necessary be provided to any employee who raises a concern.

15. Policies and Procedures
The Association recognises that there are risks associated with carrying out any business activity. Members’ Management is responsible both for ensuing that policies and procedures are in place to manage risks and for complying with those policies and procedures. Members’ employees should ensure that they are aware of the risks associated with their activities and that they comply with policies and procedures in place to manage those risks.

16. Contravention of Code of Practice
Any contravention of the Code of Practice will be dealt with through the Association’s disciplinary code as contained in the Articles of Association.