Overview and Purpose
Forth Recruiting, Inc. (referred to as Forth) is committed to the highest standard of business ethics and integrity everywhere it does business. Our continued success depends on our employees, vendors, and other business partners acting with honesty and integrity while conducting business with or on Forth.

Scope
This Code of Conduct sets forth the basic standards that Forth maintains. Clients and Vendors, distributors, agents, third-party intermediaries, suppliers, representatives, and other business partners and their employees, directors, officers, agents, representatives, and subcontractors (collectively referred to as “Clients and Vendors”) are expected to comply with these minimal standards to do business with Forth.

Compliance with Laws and Regulations
Forth complies with all applicable local, state, federal, and national laws and regulations of the jurisdictions where they are doing business and other relevant legislation applicable to its business.

Vendor Diversity
Forth will partner with a diverse pool of suppliers and other vendors through inclusive sourcing procedures that promote equal opportunities.

Integrity
Forth conducts its overall business with integrity and specifically complies with the following principles:

• Business Records

  • Honestly and accurately record and report all business information and comply with all applicable laws regarding their completion and accuracy. Create, retain, and dispose of business records in full compliance with all relevant legal and regulatory requirements.

• Interactions with Regulators

  • Act professionally and be honest, direct, and truthful with all regulatory agency representatives and government officials.

• Media/Investors

  • Do not speak to the media or investors on behalf of Forth clients and vendors unless expressly authorized in writing.

• Conflicts of Interest

  • Avoid the appearance or actual improprieties of conflicts of interests.

Labor Practices and Human Rights
Forth expects its Clients and Vendors to respect and promote human rights, including operating in compliance with the ILO Declaration on Fundamental Principles and Rights at Work. Clients and Vendors must comply, at a minimum, with the following labor, human rights, and employment practices:

• Compensation

  • Forth, Clients and Vendors must fairly compensate their employees by providing wages and benefits that comply with the local and national laws and regulations of the jurisdictions in which the Clients or Vendors are doing business or that are consistent with the prevailing local standards in the countries if the prevailing local standards are higher.

• Hours of Labor

  • Working hours must comply with local regulations. Where the country’s laws and regulations do not address standard working hours, XCTR Clients and Vendors must ensure that the work week does not exceed 60 hours. XCTR Clients and Vendors must provide workers rest days (at least one day off every seven days) and leave privileges.

• Discrimination/Fair Treatment

  • Clients and Vendors must not discriminate based on race, color, national origin, gender, sexual orientation, religion, disability, or any other characteristic prohibited by applicable law. Clients and Vendors must base all conditions of employment on an individual’s ability to do the job, not based on personal characteristics or beliefs. Clients and Vendors must follow all applicable employment laws, must not engage in acts of verbal or physical harassment, and must not utilize mental or physical disciplinary practices.

• Diversity and Inclusion

  • Clients and Vendors must provide an inclusive and supportive working environment for employees and respect and promote diversity and inclusion.

• Freedom of Association

  • Clients and Vendors must allow workers to exercise freedom of association.

• Immigration Law and Compliance

  • Clients and Vendors must only employ workers with a legal right to work and must have procedures in place to ensure compliance with this requirement.

• Employee Identification

  • Clients and Vendors must not require their employees to lodge “deposits” or their identity papers (government-issued identification, passports, or work permits) with them or another person or entity. Employees must be free to resign per local and national laws or regulations without unlawful penalty.

• Employee Records

  • Clients and Vendors must keep employee records in accordance with local and national laws or regulations and provide the basis for employees' on-time pay via pay stubs or similar documentation.

Environmental, Health, and Safety (EHS)
Vendors must develop and implement policies and procedures that are protective of human safety, health, and the environment, including the following:

Law and Compliance|
Clients and vendors must comply with all EHS laws, regulations, ordinances, rules, product registrations, permits, license approvals, and orders.

Systems
Clients and Vendors must have written EHS policies and systems to minimize work-related injury, illness, and environmental incidents.

Work Environment.
Clients and Vendors must maintain a healthy, clean, and safe work environment. This includes any residential facilities a Client or Vendor provides its employees. Clients and Vendors must construct and maintain all facilities under the standards set forth by applicable laws and regulations in the countries in which they operate.

Emergency Preparedness
Clients and Vendors must be prepared for emergencies. This includes worker notification and evacuation procedures, emergency training and drills, appropriate first aid and emergency response supplies, fire detection and suppression equipment, and adequate exit facilities. Clients and Vendors must also regularly train employees on emergency planning, emergency exit procedures, and responsiveness.

Environmental Sustainability
Clients and Vendors are expected to operate in an environmentally responsible and efficient manner and seek to minimize adverse environmental impacts. Vendors are expected to seek to conserve natural resources, avoid using hazardous materials where possible, and promote activities that reuse and recycle. Vendors are expected to develop and use climate-friendly products and processes to reduce power consumption, water consumption, waste, and greenhouse gas emissions.

Confidentiality, Data Protection, and Privacy

• Confidentiality

  • Clients and Vendors must not disclose to others. They must not use for their purposes or the purpose of others any trade secrets, confidential information, knowledge, designs, data, skill, or any other information or intellectual property considered by FORTH Recruiting, Inc as “confidential”.

• Data Protection

  • Clients and Vendors must take appropriate steps to safeguard Forth Information or any information that could lead to the identification of individuals, including information that identifies individuals in combination with other information (“Personal Information”). Clients and Vendors must securely handle, destroy, and return any documents or records provided to them.

• Privacy

  • Clients and Vendors must implement administrative, technical, and physical safeguards to ensure that employees' and other third parties ’ privacy rights are protected under all applicable laws and regulations.

• Records Management

  • Clients and Vendors are expected to maintain all business records and information in compliance with all applicable data retention and accuracy laws. They must also maintain policies and procedures to create, retain, handle, destroy, return, and dispose of business records in full compliance with all applicable legal and regulatory requirements.

Social Media
Clients and Vendors are expected to educate and train employees on use of social media, which should be broadly understood to include blogs, wikis, microblogs, message boards, chat rooms, electronic newsletters, online forums, social networking sites, and other sites and services that permit users to share information with others in a contemporaneous manner. Although not an exclusive list, some specific examples of prohibited social media conduct include posting commentary, content, or images that are defamatory, pornographic, proprietary, harassing, libelous, or can create a hostile work environment.

Reporting and Investigations
Clients and Vendors must establish processes to enable their employees to report concerns or illegal activities through a formal reporting structure. They must also investigate reported incidents and take appropriate corrective action.

Clients and Vendors may not take retaliatory action against any employee who, in good faith, reports a concern, questionable behavior, or illegal activity.

Training, Compliance Monitoring, and Vendor Policies and Procedures
Clients and Vendors must ensure that their relevant personnel understand the expectations and requirements of this Vendor Code of Conduct. They are also expected to educate and train their employees to ensure that they understand and comply with this Code of Conduct.

Questions
If you have questions about this policy, contact the Forth Privacy Office by postal mail at the address below or by email at rob@forthrecruiting.com.

Forth Recruiting, Inc.
Privacy Office
4441 Park Alisal
Calabasas, CA. 91302

Updates
We will communicate any significant updates to this policy. We will post the date this policy was last updated at the top of the policy. Please check periodically for changes.