Compliance and Ethics

Equal Employment Opportunity

EEO

Serilda is committed to employ, without discrimination, the most qualified persons of the greatest ability.

Workplace Free of Harassment

CWFH

Upholding our Commitment to a Workplace Free of Harassment and ensuring respect for all.

Retaliation Will Not Be Tolerated

RPSF

Retaliation prohibited. Speak freely; Serilda safeguards fairness for everyone, always!

Americans Disabilities Act

ADA

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Serilda is committed to conducting business with integrity, reliability, accountability, and transparency.

Serilda pride ourselves for our company high level of ethics and values, guided by Federal Regulations ( 5 C.F.R. Part 2635) Code of Ethics and Business Conduct Policy, which reflects the company’s standards by which its employees are expected to present themselves when representing Serilda in any capacity.

Serilda is committed to delivering the highest ethical standards in its pursuit of excellence. The principles set forth in our Code are the standards of professional conduct that are the foundation of Serilda’s image. Each Serilda employee is responsible for understanding and abiding by all requirements of the Code.

All employees, including company agents or consultants, are expected to demonstrate the highest ethical conduct in all our dealings with collogues, clients, strategic partners, suppliers, and community. Individual personnel are encouraged to assert personal responsibility to maintain his/her conduct adheres to the code of conduct legally, ethically and truthfully.

Legal Compliance

It is our duty to abide by all applicable laws in the countries where we conduct business. This includes anti-bribery and anti-corruption laws such as the U.S. Foreign Corrupt Practices Act (FCPA) and similar laws in other countries and territories that we operate in. All business decisions are based on reasonable, dependable, and accurate data with policies and culture in place designed to guarantee we perform ethically and lawfully. These guidelines apply to all Serilda employees.

Serilda ensures that when we assess and carefully choose our trading partners that they clearly understand our commitment to the highest level of ethics, integrity, and compliance with applicable laws, rules, and regulations.

We Don’t Retaliate

Serilda encourages employees, subcontractors, suppliers, vendors, consultants, and customers to ask questions or raise concerns about ethical violations or compliance issues that may be contrary to our values, reflect potential misconduct, and/or violate laws and regulations. We evaluate all grievances and resolve issues as necessary.

Retaliation against employees, subcontractors, consultants, and customers who report concerns in good faith regarding the Company’s operations will not be tolerated.

Reporting

It is the responsibility of Serilda’s personnel to immediately report any potential violation of Serilda’s Anti-Bribery and Anti-Corruption policy to one of the following confidential sources.

Those with managerial or supervisory responsibilities have additional obligations under this Code.

These consist of:
-Ensuring that the Code of Ethics are communicated and understood by personnel
-Providing guidance to personnel’s they manage or supervise on how they can meet the Compliance standards
-Promoting principles through one’s own example
-Providing staff with training and direction on ethical challenges
-Assessing the Code compliance of Employees, they oversee or supervise
-Ensuring that trading partners are aware of the policies and standards and adhere to them

Our Code of Conduct is established to assist us in achieving our obligations and objectives.

Hiring Policies

Equal Employment Opportunity

Serilda is committed to employ, without discrimination, the most qualified persons of the greatest ability. Serilda does not discriminate against any applicant or employee because of age, ancestry, color, creed or religion, genetic information, HIV status, marital status, medical condition, national origin, physical or mental disability, race, sex, sexual orientation, gender identity and expression, veteran status, family leave status, or any other protected group status as defined by applicable law (“protected employee status”). This policy applies to all terms, conditions, and privileges of employment including recruiting, hiring, training, placement, development, promotion, transfer, compensation, benefits, employee facilities, terminations, and retirement.

Serilda has developed and maintains an Affirmative Action Plan that establishes specific practices, procedures, and goals in support of this policy. The following are included in the Plan:

Serilda will recruit, hire, train, and promote qualified persons in all job classifications without regard to protected employee status.

Serilda will make promotion decisions in accordance with principles of Equal Employment Opportunity by imposing only valid job-related requirements for promotional opportunities.

Serilda will administer all above noted personnel actions, as well as Company-sponsored training and education, education assistance, and social recreation programs, without regard to protected employee status.

It is the responsibility of each employee to treat every fellow employee or applicant for employment with respect and in a fair, nondiscriminatory manner. We endeavor to comply with all applicable federal, state, and local discrimination legislation.

We endeavor to comply with all applicable federal, state, and local discrimination legislation.

Anyone who believes that an employment decision has been made that does not conform with management’s commitment to equal opportunity should promptly bring the matter to the attention of the Human Resources Department. The complaint will be examined carefully. There will be no retaliation against anyone who files a complaint in good faith, even if the result of the investigation produces insufficient evidence to support the complaint.

Commitment to a Workplace Free of Harassment

Serilda is committed to providing and maintaining a productive work environment that is characterized by mutual respect and is free from any type of harassment or discrimination, including but not limited to, that of a sexual nature or otherwise intimidating behavior, threats or assaults. In keeping with this commitment, the Company has adopted a policy of zero-tolerance with regard to employee harassment.

Serilda maintains a strict policy prohibiting harassment in the workplace, including sexual harassment, by any employee, and by third parties such as customers, clients, vendors or visitors. Harassment may include, but is not limited to, unwelcome or unsolicited speech or conduct based upon age, ancestry, color, creed or religion, HIV status, marital status, medical condition, national origin, citizenship status, genetic information, physical or mental disability, race, sex, sexual orientation, veteran status, family care leave status or any other protected status under federal, state or local law.

The following are instances of prohibited harassment behavior:

-Verbal conduct including threats, epithets, insulting remarks, and slurs constitute verbal harassment.
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-Visual conduct including demeaning posters, photographs, cartoons, drawings, and gestures are prohibited.
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-Written communications, statements and images which may be offensive to individuals in a particular protected group such as gender, religious or racial ethnic stereotypes, or caricatures
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-Physical conduct including assault, unwanted contact, and obstruction of normal movement

Retaliation Will Not Be Tolerated

Furthermore, any form of retaliation against an individual who has made, or cooperated with investigation of, a harassment or discrimination complaint is unlawful and will not be tolerated.

Serilda will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or(c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35 (c)

Workplace Accommodations

It is Serilda’s policy to comply with the Americans with Disabilities Act (ADA) of 1990, its amendments, and state and local laws prohibiting discrimination against people with disabilities. Serilda shall not discriminate against any qualified employee or applicant with regard to any terms or conditions of employment because of such individual’s disability or perceived disability so long as the employee can perform the essential functions of the job with or without a reasonable accommodation. Consistent with this policy of nondiscrimination, Serilda will provide a reasonable accommodation to qualified individuals with a disability, as defined by the ADA and state and local laws, provided that such accommodation does not constitute an undue hardship to Serilda. Employees with a disability who believe they need a reasonable accommodation to perform the essential functions of their job are encouraged to contact the Human Resources Department.