Code of Ethical Conduct

December 2, 2016

Code of Ethical Conduct

Our shared core values form the foundation of the AYA Bank. These values underpin every aspect of all our business dealings, irrespective of the business or jurisdiction involved.

AYA Bank Core Values

  • Excellence
  • Team
  • Honesty
  • Integrity
  • Care
  • Sincerity
Excellence: We shall strive to deliver the highest quality in every aspect of our business and approach every challenge with a determination to succeed.
Team: We represent AYA bank as a team “ One Team , One Goal”. The best teamwork comes from team members who are working independently towards one goal in unison. In AYA, everyone is given the opportunity for equal participation.
Honesty: We affirm that honesty is essential in building trust between us, and our valued customers and stakeholders as stated in our Brand Promise “ Your trusted Partner”. We adhere to the highest standards of accuracy and truth in advancing the interests of those we represent and in communicating with the public.
Integrity: We describe integrity as one of the fundamental values and the act of conducting ourselves in an honest and ethical way with everyone we do business with.
Care: We strongly believe that Caring is an integral component of an organization and encouraged to demonstrate every day by expressing and accepting caring in our professional relationships.
Sincerity: It is embedded in our values that Sincerity is a strength that allows us to build credibility in the workplace. It is a tremendous asset for an organization, and we always urge employees to portray their sincerity at the workplace.
AYA Bank regards high ethical standards as non-negotiable. This Code of Ethical Conduct will be adopted to give effect to our core values and to guide our relationships with all our stakeholders and other relevant role-players as well as to outline our commitments to them. This conduct is required to maintain and enhance the public’s confidence in AYA Bank.

BUSINESS PRINCIPLES

Preserve Confidentiality
AYA Bank assure that all aspects of our communication with individuals, stakeholders regarding their business-related data or personal identities will be held in the strictest confidence. Individuals shall protect the confidentiality of bank detail, business plan, conditions, and customer’s data, to any unauthorized individuals.
Anti- Bribery and Corruption
AYA Bank employees are strictly prohibited on promising, receiving , offering cash or anything of value to any customers, stakeholders, government employees or any individuals for the purpose of improperly influencing decisions or securing benefits for obtaining or retaining business.
Fair Business Dealing
All employees are expected to exercise fair business dealing when conducting all business transaction. Both parties shall work honestly and refrain from any use of deception or unfairness when negotiating the business.

WORKPLACE PRINCIPLES

Discrimination and Harassment
AYA Bank try its best to make employees feel safe and supported in the workplace, which includes while they are engaged in Bank’s business and at events of the Bank , or at other outside activities with a connection to employment or work, whether during or after normal business hours. Any kind of discrimination or harassment including unwanted verbal or physical harassment based on race, ethnicity, religion, sex , gender, identity, age, or disability will not be tolerated. We have a formal complaint system that acknowledges the victim’s rights to anonymity and security from retaliation.
Human rights
AYA Bank is committed to respecting human rights and demonstrates leadership in responsible workplace practices across our Bank’s Branches and in all regions where we conduct business. We aim to align our Bank’s policies and practices with international standards. Our commitment to fair, ethical, and responsible business practices, as we engage with our employees, clients, vendors, and community, is embodied in our values and Code of Conduct.
Conflict of Interest
Any employee of AYA Bank is obliged to disclose any known or potential conflicts of interest as soon as they arise. This practice is in place to prevent the possible conflict exists between their own personal interests and the interests of the Bank. As all conflicts of interest will be reviewed on a case-by-case basis, a review may result in disciplinary action. Executive Management has full discretion to deem what disciplinary action is both fitting and necessary, including suspension and/or termination of employment.
Use of Bank’s property for private advantage
Employees are expected to be ensure that all property maintained by Bank is kept in the best possible working condition and is used appropriately for Bank’s business purpose only. Using of Bank’s property for private advantage includes using of supplies, equipment, vehicles, inventory, AYA Bank’s material, products, ideas, or concepts to an outside firm or individual for private advantage.
“DISCLOSURE PROCESS”
Employees are also obliged to disclose the activities of any other employee that falls in direct breach of the AYA Bank’s Code of Ethical Conduct. Employees are given full support and encouragement to disclose any activities or behavior they may view with uncertainty, or that they feel requires clarification. Disclosure may be achieved by speaking to their Head of Department or People Department. Failure of disclosure will be considered an intentional breach of the Code of Ethical Conduct.
“DISCIPLINARY ACTION”
Employees found willfully behaving outside any of the above outlined guidelines, will be considered to have been in breach of the Code of Ethical Conduct, and to have opposed AYA Bank’s policy of honesty, loyalty, and faithful service. The employee will be subject to disciplinary action up to and including dismissal and all activities undertaken by the employee may be made public knowledge within the AYA community. In order to be a fair process, an “Enquiry Board” comprising of Head of People Department, HOD of accused employee, reporting line Director will access and probe the situation and report its findings and recommendations to Human Resources Committee. Any breach of Code of Ethical Conduct which is linked with violation of criminal conduct by an employee will also be charged with criminal law.