CODE OF CONDUCT

1.0 Introduction

China State Hualong Construction (GH) Limited is committed to providing a safe, healthful,

and secure work environment. We are committed to upholding the highest ethical standards in

all of its activities. We expect our employees to comply with applicable laws and to conduct

themselves responsibly, ethically and with integrity.

We strive for accountability, integrity, transparency, efficiency and effectiveness through:

a) Fairness;

b) Confidentiality;

c) Meritocracy;

d) Equity; and,

e) Timely delivery of quality services.

1.1 Purpose of Document

The attainment of the objective of China State Hualong Construction (GH) Limited requires

good leadership and corporate governance as well as disciplined and dedicated employees. The

conduct and attitudes of all employees of the project will conform to appropriate norms and

standards of behaviour which are contained in

The China State Administrative Rules and Regulations,

Construction of Ghana Code of Ethics,

The Commission of Human Rights and Administrative Justice and Guidelines on Conflict of

Interest to Assist workers Identify, Manage and Resolve Conflict of Interest,

Any Legislative Instruments and other relevant policy documents of the Company.

1.2 Scope

The Code will be applicable to the following personnel:

a. All China State employees on the project.

b. Personnel on the project from China State on of absence.

c. Any other person(s) working with the China State under approved terms.

1.3 Misconduct

Misconduct will be any act of commission or omission by any employee (including managers)

on the project which may:

a. Result in or is likely to result in failure to perform in a proper manner any lawful duty

assigned to them

b. Cause or is likely to cause financial and/or material loss to the China State and the

Client.

c. Bring China State into disrepute; for the avoidance of doubt, the conviction of an

employee on the project for e.g. any offence involving fraud, dishonesty or moral

turpitude tends to bring the name of the China State into disrepute.

d. Tarnish the corporate image of the company.

1.4 Types of Misconduct

The following are some of the acts of omission or commission that may amount to misconduct:

a. Reporting late on site or closing earlier than the official time without permission.
b. Absenting oneself from work without approved or reasonable excuse.

c. Insubordination (i.e. refusing to obey lawful instructions of or showing disrespect to superior

authority)

d. Disregarding or wilfully refusing to carry out any lawful order or instruction by any person

having authority to give that order or instruction on the project.

e. Being under the influence of alcohol or narcotics drugs during working hours.

f. Taking alcoholic drinks and narcotic drugs on site.

g. Smoking on site.

h. Using without approval from the prescribed authority, facilities and other resources of

the company for purposes not connected with official site duties.

i. Engaging in any activity which is likely to result in conflict of interest.

j. Failure to submit reports or information or both as prescribed in the course of one’s

duties

k. Disclosure of confidential information or documents to any person or institution not entitled

to such information.

l. Making false declarations or representations.

m. Use or aid the use of false documents.

n. Failure to report or take disciplinary action against employees found to have misconducted

themselves.

o. Professional malpractice, incompetence, negligence or misconduct.

1.5 Workers’ Code of Conduct

This Code of Conduct embodies ethical obligations and serves as the ultimate terms of

reference and guide. It encapsulates a vision of excellence, of what workers on the project

should be striving to achieve. The Code also seeks to promote integrity, probity and

accountability, dedicated and faithful service to the project and the Republic of Ghana. It aims

at assisting and guiding staff of the China State Hualong Construction (GH) Limited on how

to handle ethical dilemmas that they may encounter through their official and private activities.

The Code is very important because it offers the framework within which the staff can carry

out their duties and responsibilities. The project is in a community, implying a duty to act in

the public interest. Therefore, the ultimate loyalty of the staff shall be to the public interests.

All employees of China State Hualong Construction (GH) on site are expected to observe the

highest standards of ethics, integrity and behaviour during the course of their work on the

project. This code provides an overview of our fundamental values. It is by no means

exhaustive, but summarises some of our most important policies, which are based on standards

that underlie our ethics and professional integrity, standards that apply to all workplace

participants.

As representatives of CSHCL, all workers are expected to conduct themselves in a professional

and courteous manner and observe the following standards of behaviour both inside the

workplace and outside the workplace where the workplace participant can be perceived as

representing

1.6 General Code of Conduct

• Comply with all lawful and reasonable directions from China State Hualong Construction

Ghana Limited.
•Act in compliance with national and State legislative and regulatory framework in relation to

international education, and existing China State Hualong Construction (GH) Limited policies

and procedures designed to ensure such compliance.

•Be honest and fair in dealings with people in the communities, client, and colleagues

•Display the appropriate image of professionalism on the project. Wear the required safety

equipment or work clothes.

•Promptly report any violations of law, ethical principles, policies and this Code.

•Maintain punctuality.

•Do not use work time for private gains.

•Maintain and develop the knowledge and skills necessary to carry out duties and

responsibilities.

•Observe health and safety policies and obligations, and co-operate with all procedures and

initiatives taken by CSHCL of health and safety.

•Be truthful in all dealings with persons encountered on site.

•Never demand or request any gift or benefit in connection with engagement of the people in

the community.

•Do not use abusive or offensive behaviour or language on the project site.
2.0 Compliance with Laws

Workers must ensure that, in all of their activities, they work in compliance with the applicable

laws, rules and regulations of the jurisdictions in which they operate.

2.1 Drug-Free Workplace

We will expect our workforce to report to work free from the influence of illegal drugs and

alcohol. We will strictly prohibits the use, abuse, sale, purchase, possession, manufacture, or

distribution of any intoxicating or illicit substances on the project.

2.2 Smoke-Free Workplace

Smoking will be prohibited throughout all the project. This will include Ashaiman Newtown

Community and TDC Quarters thus buildings, entrances, walkways, and sidewalks as well as

parking lots and parking structures.

2.3 Workplace Violence

China State Hualong Construction (GH) limited will not tolerate any form of violence, threats,

harassment, intimidation or other disruptive behaviour in the workplace. This will include

verbal or written threats of violence. This policy will be applied while you are at the project

location.

2.4 Weapons

Weapons of any sort will be prohibited on the project. This will be applied even if you have a

permit or license to carry a weapon.

2.5 Respect and Diversity

Workers must maintain workplaces characterized by respect for the dignity of every individual.

China State will respect the diversity of their employees and the people in the community with

whom they interact, including respect for differences such as gender, race, colour, age,

disability, sexual orientation, ethnic origin, religion and any other characteristic protected by

applicable laws. China state will not tolerate any harassment, violence, intimidation, retaliation,

discrimination based on protected characteristics, or other disrespectful or inappropriate

behaviour.

2.6 Employment Practices

Workers must abide by applicable employment standards, labour, non-discrimination and

human rights legislation. Where laws do not prohibit discrimination, we will still expect to be

committed to non-discrimination principles.

We will ensure that, on the project:

(i) forced/compulsory labour and child labour are not used;

(ii) Employees are free to raise concerns without fear of reprisal;

(iii) Required security screening of personnel will be performed; and

(iv) Employment standards will be met or exceed legal and regulatory requirements.

2.7 Health, Safety and Environment

Workers will be required to obey safety rules and regulations when on-site and to notify you’re

their leaders of any circumstances that may be potentially harmful to the health and safety of

any individual on the project or to the environment. When on-site, we will work in conformance

with all applicable safety rules, laws, standards and procedures, including Occupational Safety
and Health Administration rules and regulations and any additional requirements from the

company.

2.8 Solicitation, Distribution of Materials and Bulletin Boards

China State bulletin boards are limited to Company sponsored or generated material and

Company business-related material. Postings of any communications in common areas, such

will be prohibited. Solicitation or distribution of non-job related material will be approved by

China State management and is restricted to break times.

2.9 Sexual and Other Forms of Illegal Harassment

China State will not tolerate illegal harassment on the basis of race, colour, religion, disability,

national origin, gender (including gender identity, pregnancy, childbirth or related medical

conditions), age, sexual orientation, gender identity, veteran status, or for any other reason

protected by law or ordinance of our associates, applicants, clients, customers, or any other

individual in the workplace, or at any work-related function, or in connection with work for

the Company. One may be held personally liable for illegal harassment. Retaliation against

anyone who will be reported with illegal harassment of any kind, or who will participate in the

investigation of an allegation of illegal harassment, will be forbidden.

2.10 Children’s Act

CSHCL shall not engage in children’s act. AN ACT to reform and consolidate the law relating

to children, to provide for the rights of the child, maintenance and adoption, regulate child

labour and apprenticeship, for ancillary matters concerning children generally and to provide

for related matters. There is also Children’s Act, No. 560 of 1998, which defines a child is a

person below the age of eighteen years. Sections 12 and 87 prohibit engaging a child in
exploitative labour, defined to mean labour depriving the child of its health, education or

development. Section 91 of that text defines hazardous work. The minimum age for the

engagement of a person in hazardous work is eighteen years. Work is hazardous when it poses

a danger to the health, safety or morals of a person.

3.0 BREACHES OF THIS POLICY

A breach of this Policy may lead to disciplinary action including, but not limited to, termination

of employment.