CODE OF ETHICS FOR EACH MEMBER
WHO NEEDS TO FOLLOW THIS CODE?
This code of conduct applies to all members of the company. We believe that the foundation and experience of each member, customer, supplier, and partner will aid in elevating the company’s status. More importantly, PMC recognizes each individual’s diversity. Below is a list of professional ethical standards for members, regardless of their position or role.
VISION, MISSION, AND VALUES OF PMC
VISION
The humility, tolerance, and passion for learning are nurtured and widely spread among PMC’s members. We have made endless efforts in applying international standards and hospitability suitable to Vietnamese culture. With an aim at bringing to our clients, partners, and PMC members pleasant moments and tranquillity. This is also to cover the part that the hustle and bustle of daily life have taken from each one of us.
MISSION
We are going to be a leading company in maintaining professional ethics, values, and commitments that have been made with customers, partners, and PMC members.
VALUES
PMC’s core values – our principles and behaviors in the working environment as well as the community are a firm foundation for the company’s success.
These values shape our corporate culture, enable us to attract high-calibre employees, and ensure that we provide a consistently high-quality level of service, as well as creative and effective business solutions to customers.
Integrity - is the highest regard for legal and ethical practices to perform our role with honesty, transparency, dedication, and sincerity in every belief, thought, and action that each PMC member brings to the community to maintain good life values.
Challenges - We use our experience, standard, and flexibility in approaching any type of real estate to create the appropriate strategies and cutting-edge solutions for helping customers achieve the best results.
Respect - is being considerate of people’s feelings; recognizing the value of people, property, the environment, and yourself. PMC is acutely aware that behind every fellow associate, customer, colleague is a man with values and differences. Therefore, under any circumstance, we honor their rights, beliefs and treat them with the highest degree of dignity, equality, and trust.
No compromise on quality - PMC pays due attention to details, fulfills commitments, and directs towards perfection in service quality. We always make every effort to become the client’s first choice.
Life balance - PMC understands that the bustle and daily worries of modern life has taken away peaceful moments from every individual. Thus, we always make every effort to create PMC’s moments, which can ease your burdens as well as help you have peace of mind. A balanced life that is harmonious with the environment is not only PMC’s value but has also become its ideal.
Humility - Humility reflects a spirit of inclusion and a willingness to leave the door open for continuous improvement. This is how PMC creates a culture of learning and an atmosphere that encourages each member to increase the ownership and responsibility. We hope that contentment and gratitude always are nurtured in PMC’s mind.
From the above values, we strive to build and maintain the following equations: Empathy + Shared Values + Safety & Reliability = Trust over time
Satya Nadella (CEO Microsoft)
RESPONSIBILITIES OF EACH INDIVIDUAL
All members are expected to act consistently and in accordance with PMC’s values: fairness, overcoming challenges, respect, no compromise on quality, life balance, and humility. The daily actions of members reflect PMC’s goals and values. The company’s success depends on each member being conscious of personal responsibility and always willing to take responsibility for their actions. We must avoid and minimize behaviors that creates interpersonal disputes, harm customers and business partners, and harm the community and the company’s reputation. As a service industry entity, we recognize the need of interacting smoothly with everyone, including our customers.
Each member’s personal responsibility also includes reporting emerging issues and concerns. PMC encourages members to contact or meet directly with supervisors, department managers, or HR managers if they have any quieries or require clarification. All reflections will be kept strictly confidential to prevent retaliation. We hope all company members will always be treated with respect.
EXPECTATIONS FOR ALL MEMBERS
As PMC members, you must:
• Maintain strong ethical standards in all actions.
• Ensure compliance with relevant rules, laws, and policies.
• Ask questions and seek guidance if unclea about how to proceed.
• Report any challenges or concerns encountered.
Fairness is one of the company’s core values, which we must uphold.
EXPECTATIONS FOR COMPANY LEADERSHIP
This Code applies not just to PMC members, but also to management. The leadership must:
• Demonstrate the highest standards of fairness –leading by example.
• Create a culture of compliance. Ensure company members understand that business results are never more important than acting legally and ethically.
• Discuss ethical and compliance topics with company members. Ensure everyone completes compliance training and meet other relevant requirements.
• Create an environment where company members can share and are ready to report potential rule or law violations.
• Ensure violations are reported immediately to the legal department when there are suspicions.
• Protect members who report from retaliation and ensure the confidentiality of investigations when necessary.
SEEKING GUIDANCE
This code outlines various policies, laws, and regulations that apply to all company members. Laws are often complex, particularly in new business processes and initiatives that must comply with the law. If you have queries regarding the code or current laws and regulations, consult:
• Your direct supervisor
• A higher-level manager
• Human Resources representative
• Legal department
RESPECTING AND VALUING DIVERSITY
PMC encourages and values a diverse working environment and aims to flourish by appreciating and leveraging workforce diversity in partnerships with customers and service providers. PMC respects the distinct characteristics of each culture as global citizens. Therefore, we do not tolerate any discriminatory, harassing, or prejudiced behavior based on race, religion, gender, and other factors.
The leadership will seek and select members who possess the necessary qualities and will provide opportunities fairly based on skills, qualifications, experience, effort, and capacity to complete assigned tasks.
PMC is a culturally diverse company that serves a variety of customers. Therefore, we need to understand communities and create an inclusive environment, as well as maintaining our competitive advantage by applying core values, attracting talent, and respecting the diversity of members, customers, suppliers, and partners.
MAINTAINING A HARASSMENT- FREE WORKPLACE
PMC is committed to creating a harassment-free work environment. Any form of harassment will not be accepted. Any behavior that causes offense, harm, or affects the ability of other members to perform their jobs is unacceptable.
We do not tolerate any form of discrimination or harassment based on race, religion, color, gender, age, nationality, sexual orientation, disability, or any other characteristic protected by current law. Any behavior that threatens, offends, exploits, or hinders a member’s ability to work is prohibited.
Harassment can take many forms, including (but not limited to):
• Verbal or written threats
• Derogatory comments, jokes, or slurs with a discriminatory tendency
• Humiliating or offensive pranks or behavior
• Ignoring, isolating, or segregating an individual
• Displaying discriminatory materials publicly or circulating them in the workplace
• Unwanted physical contact
Any member feeling harassed should immediately report to their supervisor or Human Resources. All harassment complaints will be handled appropriately. We will conduct investigations in complete confidentiality for the reporter. All members are required to cooperate in the investigation to ensure effectiveness. PMC strictly prohibits any retaliation against members who report or assist in investigations.
BUILDING A SAFE AND HEALTHY WORKING ENVIRONMENT
PMC is committed to ensuring the health and safety of customers, members, and business partners. Our operational history reflects this commitment. Safety necessitates everyone’s commitment. Each member is responsible for understanding and following current safety and health laws and requirements, as well as promptly reporting workplace accidents, injuries, or unsafe conditions.
The company does not accept violence or threats of violence among its members. Everyone is responsible for addressing health, safety, and security concerns. If you notice a safety hazard, report it immediately.
MAINTAINING A SUBSTANCEFREE WORKPLACE
Where permitted by law, members may store, use, purchase, distribute, manufacture, and transport alcoholic beverages as part of their work or when authorized by management. Members may be required to undergo alcohol and substance testing as part of the recruitment process or when signs of impairment are present, as permitted by law.
MAINTAINING A VIOLENCEFREE WORKPLACE
PMC will not tolerate any behavior that affects the physical safety of members. Violence is defined as any threat that can cause physical or mental injury to the victim.
Violence can take many forms, including (but not limited to):
• Threatening gestures like raising fists, destroying property, or throwing objects
• Verbal or written threats
• Physical assault or harassment
• Stalking
• Any action that may cause fear in an average person PMC will appropriately investigate reports of threats and violent behavior. All members must cooperate in workplace violence investigations.
PROHIBITED BEHAVIORS
All members must adhere to the highest standards of conduct. PMC reserves the right to determine whether a specific behavior is considered inconsistent with the company’s values.
The following is a list of examples of prohibited behaviors when working at PMC:
• Using offensive or vulgar language
• Viewing or storing obscene or pornographic materials
• Theft or misuse of PMC or others’ property
• Disclosing personal information or others’ property information
• Disrupting work
• Falsifying documents such as recruitment information, schedules, expense reports, etc.
• Exploiting authority for unjust personal benefits for oneself, friends, or family
• Excessive absenteeism
• Gambling at the workplace
• Sleeping on the job
• Using or sharing account passwords without permission
• Inappropriate behavior when representing PMC at social events or on social media
FAIRNESS
Maintaining the company’s brand image is critical to past, present, and future success. Each member is accountable for acting with fairness to enhance the company’s image and maintain a professional working environment.
Fairness is integrity, dedication, and sincerity in every belief, thought, and action that each employee brings to the community, preserving faith in positive life values.
This code of conduct outlines on how we may work together to maintain the highest ethical standards in the service industry. The code describes some of the most significant standards that all company members must follow and guides each member on how to handle difficulties and seek help.
Most importantly, the code reflects the company’s commitment to doing business fairly and legally. The culture of fairness influences how we treat one another, our customers, partners, and the communities we work in, which is critical to success.
SPEAKING UP
Members must report any suspected wrongful actions by speaking up when they witness behavior that might violate laws or policies. The company can address issues before they become significant. There are several channels to voice your concerns about compliance.
At the workplace: You can report directly to the HR Hotline: 0904.994.855. Additionally, you can report incidents to:
• Your direct supervisor
• Your higher-level manager
• A Human Resources representative
• Any other company leader They will ensure that your concerns are directed to the relevant department for review and response. The company encourages every member to take ownership. We are responsible for our actions and decisions.
NO RETALIATION
We strive to create a culture where company members can ask questions and raise concerns without fear of retaliation.
PMC strictly prohibits retaliation against anyone who seeks advice, reports concerns in good faith, or assists in an investigation. According to company policy, members found to have engaged in retaliation will face disciplinary action, potentially including termination.
RESPECTING CONFIDENTIALITY
The company will take steps to protect the confidentiality of anyone who report violations or suspected violations as appropriate and to the extent reasonably possible.
REVIEWING REPORTS OF VIOLATIONS
The company will take reports of suspected violations seriously and investigate them promptly, maintaining appropriate confidentiality as far as possible and following up on any concerns. It is crucial that members report promptly if they notice any signs of policy violations. The company will conduct investigations, and you may be required to assist in this process.
VIOLATIONS OF THE CODE OF CONDUCT
Any violations of the policies described in this Code or other wrongful and illegal behavior may subject the member to disciplinary measures, including termination and possible legal liability. Accordingly, disciplinary measures may also apply to any manager or supervisor who directed, approved, or tolerated the violations, or who was aware of the violations but did not report and address them promptly.
QUESTIONS AND ANSWERS
If I report something suspicious but it turns out there is no wrongdoing, will I get into trouble?
No. Members should raise their concerns if they genuinely believe something wrong or unethical is happening or has happened. Therefore, you should not knowingly or deliberately report false or inaccurate information.
What happens when I call the company’s HR Hotline? ?
Calls to the Hotline will be listened to by the HR department, and the person on duty will ask you some questions and report back on your call. The company will promptly investigate and take appropriate action.
Each of us is responsible for enforcing this Code, but you do not have to do so alone. Colleagues and management can answer members’ questions and guide them through tough decisions. When in doubt, consult your managers.
When facing a challengin situation, ask yourself the following questions. If you cannot answer “yes,” seek advice before taking action.
• Is this action legal?
• Is it ethical?
• Is it socially responsible?
• Does it comply with the company’s Code?
• Is it appropriate for others?
• Does it enhance the company’s reputation?
If, you still doubt their course of action after considering these questions, consult your supervisor, the legal department, or other relevant departments indicated in this Code.
