CODE OF ETHICS & STANDARD OF CONDUCT

2. Sexual harassment and discrimination in the workplace are unlawful employment practices. In 1980, the Equal Employment Opportunity Commission (EEOC) issued comprehensive guidelines on the issue of sexual harassment in the workplace. These guidelines define sexual harassment as a type of sexual discrimination prohibited under title VII of the Civil Rights Act of 1964. Members who are employers will hire without regard to race, color, religion, sex, sexual orientation, national origin, citizenship, place of birth, age, or disability in accordance with federal, state and local laws. Persons who seek employment will accept it without regard to the same.

3. Each individual has the right to work in an atmosphere that promotes equal opportunities and prohibits discriminatory practices, including sexual harassment. Employees will not participate nor tolerate sexual harassment in the work place in which they have supervisory responsibility. Members that observe it, but are not legally responsible, have a moral obligation to see to it that the behavior is prohibited.

4. An employee of Dependable Wheel Repair will conduct themselves with respect to clients, employers and one another in such a manner as to reflect the highest standards of professionalism, honesty, integrity and fairness.

5. Employees should hold paramount the safety, health, and welfare of their clients and the public and in the performance of their duties.

6. Each employee is responsible for the propriety and consequences of his or her actions. Misconduct will not be excused because the action was directed or requested by a client or another person.

7. Employees will, for one year after the date of termination of a relationship with an employer, shall not, directly or indirectly, solicit business for any of the services offered by the employer, from any clients of the employer or divert business from that employer.

8. Employees will protect all information and material, including but not limited to any confidential or other proprietary information or material regarding the business or affairs of their client, employer, and any affiliated companies or corporations. Employees will keep confidential all information regarding their client, officers, employees, or agents, including trade-secrets, pending or future operations, investigations, business affairs, know-how, research, client and agent identities, client lists, pricing, business or other plans, operational and other manuals, protocols, software and programs, and any other information obtained by any employee from or through their employer.

9. Employees will not realize personal gain from employment that is unethical or a questionable practice derived from acquiring information proprietary to their client or employer.

10. In the course of performing any work or assignment, members will keep confidential and will not disclose any information to anyone unless their client or employer grants prior permission.

11. Employees will work as a member of a team, putting aside personal differences in favor of professional commitment to complete the job.

12. Gratuities must be a reward for professional merit.

13. Employees are expected to conduct themselves outside their employment in a manner that does not adversely affect their job performance or the reputation of their profession.

14. Employees are expected to dress appropriately for protective assignments. Agents are expected to present a neat and professional image at all times.

15. Employees will not commit an unlawful act of using, dispensing, distributing, possessing, or manufacturing of alcohol, illegal drugs, or controlled substances.

16. Experience has shown that personal relationships between agents and Principals are detrimental to both the protective effort and the maintenance of a professional working environment.

17. Mental illness is a disease not unlike any other medical condition, and it is often treatable with medication or professional therapy. Employees who suffer any form of mental illness must be willing to seek professional treatment, and their membership suspended until medical diagnosis can be provided that ensures that the condition is under control or no longer exists.

Dependable Wheel Repair retains an Ethics Committee consiting of three members. The Ethics Committee will consider and pass judgment on any violation of this Code, and the ultimate internal consequence will be expulsion from the company. External consequences may be sought through appropriate legal channels.

Any employee who is disciplined or expelled from the company has the right of appeal to the Ethics Committee.

The Code identifies basic principles that Depedable Wheel Repair believes to be fundamental to the conduct of every employee, but it does not address every conceivable ethical dilemma that an employee may encounter. Employees who are unsure about the proper course of action to be taken in any particular situation are encouraged to ask questions and consult with the Dependable Wheel Repair Ethics Committee.