Code of Conduct

a.     Gifts

No employee/Board of Directors (BoD)/other associated individual shall, except with the previous sanction of the MD & CEO, accept or permit any member of his family to accept, from any person any gift, the receipt of which places him under any form of official obligation to the donor. If the offer of a gift cannot be refused without giving any offence, it may be accepted and reported to the MD & CEO and delivered to him for decision as to its disposal. If any question arises whether receipt of a gift places an employee under any form of official obligation to the donor, the decision of the MD & CEO shall be final.

Exceptions:

1-     Advertising and promotional material of nominal value

2-     Awards and shield received with participation in seminars, conferences or trainings.

b.     Lending and Borrowing Money

No employee shall lend money to, or borrow money from, or place himself under any pecuniary obligation to any person with whom employee has any official dealings, provided that nothing in this behalf shall apply to authorized dealings under letter on behalf of the Company in the ordinary course of business with a joint stock company, bank or a firm of standing. When an employee has borrowed money or has otherwise placed himself under pecuniary obligation in violation of above sub-rule, employee shall forthwith, declare the circumstances to the MD & CEO. Employees are discouraged to give or take loan from each other. The Company shall not be liable if such loan is taken and any default occurs thereof.

c.      Confidential Information

The petroleum industry places a great premium on creativity, upon invention and upon technological progress. It is an inviolable obligation of every Employee/BoD/other individual associated with PLTL that the Company’s trade secrets and confidential information are not leaked, released or otherwise disclosed to any unauthorized person or entity in any circumstances except upon specific instructions or orders of a Competent Authority and/or a court of competent jurisdiction.

The Company will restrict access to confidential information to those Employees/BoD/other associated individual who need it to perform their regular duties and will release it to others only upon prior approval by the MD & CEO and / or BOD. All employee/BoD/other associated individual having access to PLTL’s confidential information shall sign a “Non-Disclosure Agreement” (HRF-003-008 – NON- DISCLOSURE AGREEMENT).

The Company insists that all Employees/BoD/other associated individual having access to confidential information refrain from discussing it or disclosing it to those not required to know, breach of which shall tantamount to misconduct and hence dealt with accordingly. This obligation shall survive even after the expiration or termination of the services of Employee from the Company and such Employee would indemnify the

Company for all the losses arising out of any breach of confidentiality obligations provided in these Rules.

No Employee/BoD/other associated individual shall convey to any person (including a Co-Employee not directly connected with the work) in any manner or form or through any means any information about the Company which employee is not otherwise permitted to do so officially in the normal course of his duties or under special instructions. Breach of this Rule shall be treated as an act subversive of discipline and the Employee shall be liable to the punishment in accordance with these Rules.

In case of doubt over some information being confidential, employees are advised to check with their respective supervisors / HoD.

d.     Speculation and Investment

No Employee/BoD/other associated individual shall make, or permit any member of his family to make, any investment likely to embarrass or influence him in the discharge of his official duties. No Employee/BoD/other associated individual shall make any investment the value of which is likely to be affected to some event by information which is available to him as an Employee and is not equally available to the general public.

If any question arises whether a security or an investment is of the nature referred to in any of the forgoing sub-rules, the decision of the MD & CEO shall be final.

e.      Private trade, employment or work

No Employee/BoD/other individual associated shall, except with the previous sanction of the MD & CEO, engage in any trade or undertake any employment or work other than his official duties, provided that employee may, without such sanction undertake any honorary work of a religious, social or charitable nature or occasional work of a literary or artistic character, subject to the condition that his official duties do not thereby suffer and that the occupation of undertaking does not conflict or is not inconsistent with his opinion or obligation as an Employee but employee shall not undertake any such work without disclosing it to the Company and without approval of the MD & CEO.

Nothing in this Rule shall apply to sports activities and membership of recreation clubs.

f.      Politics/ Political Influence in Office

With regards to politics / political influence in office, the employees shall observe the following guidelines:

  • No Employee shall indulge in any political activity during his employment in the Company.
  • No Employee shall agitate collectively or through any association or form any association for the purpose of agitation of demand relating to their remuneration, terms and conditions.
  • No Employee shall propagate any religious and sectarian creed or take part in such controversies.
  • No Employee shall indulge in provincialism, parochialism and any anti-state activity.
  • No Employee shall bring or attempt to bring political or other outside influence, directly or indirectly, to bear on the Company or any Employee in support of any claim arising in connection with his employment.
  • No Employee shall canvass or otherwise interfere or use his influence in connection with or take part in any election to a legislative body, whether in Pakistan or elsewhere, provided that an Employee who is qualified to vote at such election may exercise his right of vote, but employee shall give no indication of the manner in which employee proposes to vote or has voted.
  • An Employee who issues an address to electors or in any other manner publicly announces himself or allows him to be publicly announced as a candidate or prospective candidates for election in a legislative body shall be deemed to take part in an election to such body.
  • If any question arises whether any movement or activity falls within the scope of this rule, the decision of the MD & CEO, thereon shall be final

g.     Unauthorized communication of official documents or information

No Employee/BoD members/other individual associated with PLTL shall, except in accordance with any special or general order of the MD & CEO, communicate directly or indirectly any official documents or information to another Employee not authorized to receive it, or to a non-official person, or to the persons.

No Employee/BoD members/other associated individual shall disclose any information to the media or answer any queries made by them unless duly authorized by the MD & CEO.

All employee/BoD members/other associated individual shall sign a “Non-Disclosure Agreement” (HRF-003-008 – NON-DISCLOSURE AGREEMENT).

h.     Conflict of Interest

It is the primary responsibility of an Employee/BoD members/other individual associated with PLTL to avoid any activities that may interfere or have the appearance of interfering with the performance of his work. The following activities should not be undertaken by Employees/BoD members/other individual associated with PLTL including but not limited to:

  • Own directly or indirectly a beneficial interest in any enterprise that does business or is in competition with the Company except securities quoted on a recognized stock exchange or over-the-counter market;
  • Engage in any outside activity which might interfere with the performance of his duties to the Company without written approval of the MD & CEO;
  • Provide any service for remuneration or act as an Employee or agent of any enterprise that does business with the Company except with written approval of the MD & CEO; and
  • Engage in any activity which competes directly or indirectly with the Company.

i.       Personal Conduct

An Employee’s personal conduct reflects on both the Employee and the Company. The following guidelines are established as essential requirements:

  • No distribution or posting literature on Company property or posting or removing bulletin board notices without authority;
  • Soliciting, collecting or accepting contributions during official time are not allowed;
  • The use or abuse of any substance that adversely affects safety or job performance is not allowed; therefore use, possession, sale, purchase, or transfer of alcohol or illegal drugs by Employees while on the job or on Company property is prohibited;
  • No political discussion is allowed in office;
  • Employees should not have any link whatsoever with an organization classified as terrorist organization by the Ministry of Interior;
  • Compliance with Company’s internal procedure is required as notified from time to time;
  • The use of Company’s time, information, material or facilities for purposes not directly related to Company’s business, such as the selling of items for personal or charitable causes, or the removal or borrowing of Company’s property without permission, or internal damage to Company’s property is prohibited;
  • As a general rule the use of Company telephones for personal use is not permitted. Emergency calls are permitted;
  • Threatening, intimidating or otherwise interfering with other Employees at any time is prohibited;
  • Dishonesty of any kind in relation to work of the Company, such as theft or pilferage of Company’s property, the property of other Employees / visitors to Company’s premises, or property of others entrusted to the Company, misrepresentation of facts on Employee’s application or other Company’s documents in obtaining Employee benefit or privileges, misconduct of any nature or kind, as well as any action constituting a criminal offense, whether committed on duty or off duty, will be grounds for dismissal and, where the facts warrant, prosecution to the fullest extent of the law;
  • Habitual late attendance or absence without permission is not permitted;
  • Wilful insubordination or disobedience of any lawful or reasonable order of any authorized Company official is prohibited;
  • Employees are expected to be appropriately dressed while on official duty or in office premises;
  • Employees are required to comply with the Health, Security and Environment (HSE) policy of the Company;
  • Unauthorized use/misuse of computers/internet facility and failure to act as per Company’s IT Security policy is liable to disciplinary action and other causes analogous to any of the above.

j.       Protection against Harassment of Women at Workplace

A code of conduct as laid down in “Protection against Harassment of Women at Workplace Act 2010” shall be part and parcel of these Rules. All Employees are expected to be fully aware of the 2010 Act supra and abide by the rules therein. The salient features of the Act are given below:

  • The purpose is to create a work environment in the Company where both male and female Employees work together in a civilized and respectful manner with dignity and honour leading to improvement in the productivity of the Company.
  • The Competent Authority/management needs to take the main responsibility to ensure that such work environment is created and if there are any complaints the Competent Authority needs to appoint a 03 members committee with at least one woman (some members can be co-opted from outside the Company) to look into the complaint(s).
  • Sexual harassment by any Employee is an unacceptable behaviour in the Company.
  • Sexual harassment is defined as any unwelcome sexual advance, request for sexual favours or other verbal or written communication or physical conduct of a sexual nature or sexually demeaning attitudes, causing interference with work performance or creating an intimidating, hostile or offensive work environment, or the attempt to punish the complainant for refusal to comply to such a request or is made a condition for employment. Such circumstances also include any interaction or situation that is linked to official work or official activity outside the office.
  • A complaint can be filed with one of the members of the Inquiry Committee against any Employee of the Company.
  • The Committee can according to the preference of the complainant initiate an informal or a formal inquiry.
  • The management has to make sure that the process is just and no retaliation against the complainant is allowed.
  • Once the Committee reaches a decision and recommends a penalty, the Competent Authority has to implement the decision.
  • The Inquiry Committee may recommend for appropriate action against the complainant if allegations levied against the accused are found to be false and made with mala fide intentions.

k.     Delegation of Powers

It is expected that all powers delegated to the Employees for the operation of the Company shall be exercised by them in the best interest of the Company.

The Employees shall exercise the delegated powers to run the Company’s business as per their authorization and as per the rules and procedures laid down in this regard.

The company shall indemnify all the employees and not hold them liable for any proceedings, costs and expenses occasioned by actions/decisions taken by them while performing the duties assigned to them except in the case of their willful negligence and/ or fraud.

All employees/BoD members/other individuals associated with PLTL shall sign a declaration to confirm understanding and adherence to this Code of Conduct.