CODE OF

BUSINESS CONDUCT &

ETHICS

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Table of Contents

1. Introduction.........................................................................
2. Work Environment................................................................
3. Professional Conduct............................................................
4. Dealing with Customers......................................................
5. Compliance with Law..........................................................
6. Where to go for Help...........................................................

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1. Introduction
Fast Cables expects its Employees to uphold the highest ethical standards.
This Code of Business Conduct & Ethics (“Code”) applies to all Employees of
Fast Cables at all levels and at all times. Fast Cables regards any violation of
this Code as a serious matter. A breach can put the Company, its Employees,
and its products or services at substantial risk. Therefore, any violations of
this Code may result in disciplinary action, up to and including termination.
Fast Cables Code of Business Conduct & Ethics provides an introduction to
important laws and policies that everyone working for or representing Fast
Cables must follow. Every Employee is accountable for his or her own
behavior. The Code is designed to help each one of us understand and follow
the basic compliance and integrity rules that apply to our jobs. It helps us
determine when to ask for advice, and where to seek it.
The Company expects all Employees to work smartly and make intelligent as
well as rational decisions in our highly competitive business environment. At
the same time, the Company also demands that you, as members of this
Company, act in ways that will bring credit to yourselves, your families and
your associates.
In addition to strict compliance with legal requirements, all Employees are
expected to be guided by the principles of honesty and professionalism in the
conduct of the Company’s affairs and to comply with the policies contained or
referred to in this Code. No Code of Business Conduct and Ethics can replace
the thoughtful behavior of Employees. However, such a Code can help focus
on areas of ethical risk, provide guidance to personnel and help them
recognize and deal with ethical issues, provide mechanisms to promptly
report unethical conduct and help foster an awareness of the Company’s
obligations to shareholders, other Employees, customers, vendors and the
general public.
1.1 Reporting Concerns and Seeking Guidance
If you become aware of any conduct or behavior in violation of this Code by
anyone working in Fast Cables or if you have any business ethics question or
concern, you are first encouraged to talk to your manager. You can also raise
questions and concerns with the Human Resource (HR) Department.
You can also report ethics and compliance concerns or seek guidance by
contacting code@fast-cables.com. This is an alternative if you are not
comfortable contacting your manager or other available company resources
or if you feel your concern has not been addressed satisfactorily. All concerns
are received by a senior Management Representative and kept confidential, if
so desired by you.
1.2 Resolving Issues

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When an issue is reported, it will be investigated by the Company’s
Disciplinary Committee. All Employees are required to cooperate fully with
internal investigations, regarding providing information, documents and
personal interviews when requested. Failure to cooperate, misleading, lying,
destroying or altering records, or failing to respond promptly to requests for
information by investigators is grounds for disciplinary action. The Company
may report any misconduct to the appropriate authorities, if deemed suitable.
When notified of an investigation by outside authorities, we will take prompt
action to preserve relevant documents and data, and will ensure appropriate
cooperation with government investigators.
In addition to strict compliance with legal requirements, all Employees are
expected to be guided by the principles of honesty and professionalism in the
conduct of the Company’s affairs, and to comply with the policies contained,
or referred to, in this Code. This Code is not exhaustive or a rulebook; it
serves to refine our common understanding of a collaborative, shared
environment and goals. We expect it to be followed in letter and true spirit.

2. Work Environment
Fast Cables enjoys an excellent reputation as a Company. Our user's trust is
our most valuable asset, and we strive to make sure that we continually
earn that trust. We act with integrity by demonstrating honesty, by obeying
the law, and by treating each other with fairness, dignity and respect.

2.1 Equal Opportunity & Diversity

Policy Overview

We are committed to equal opportunity in employment and to fostering

diversity in our work force. Our hiring policies and practices require that
there be no discrimination because of race, color, religion, age, gender,
national origin, or disability. We recognize that diversity in our work force
is a valuable asset, and we strive to provide an inclusive work environment
in which different ideas, perspectives, and beliefs are respected. We are
firmly committed to the fair and equitable treatment of all Employees and
applicants for employment. We judge all applicants and Employees by their
qualifications, demonstrated skills, experience and achievements without
any regard to race, color, gender, lingual origin, age, religion, disability or
marital status.

Core Requirements

 Honor the spirit as well as the letter of the Company’s

nondiscrimination Policies. These Policies also apply to those who do,
or seek to do, business with us.

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  Remember, we all share responsibility for implementing the
Company’s Policies of equal opportunity in employment, and our
commitment to diversity.
 Help the Company as it strives, through legally permissible means,
to have minorities and women well represented throughout our work
force.

2.2 Anti- Harassment

Policy Overview

As part of our commitment to having a respectful and inclusive work

environment, the Company has long maintained an Anti-Harassment
Policy. Harassment includes language or conduct that may be derogatory,
intimidating, or offensive to others. All office staff, as well as vendors,
customers and other visitors to our premises, are protected under this
Policy and are expected to abide by it. We will not tolerate verbal or
physical conduct by any employee that harasses another employee or
disrupts an employee’s work performance or creates an intimidating,
offensive, abusive or hostile work environment. We have zero tolerance for
such misconduct. Employees who engage themselves in harassment or
inappropriate behavior are subject to disciplinary actions, ranging from
informal counseling to discharge from services.

Fast Cables has zero tolerance towards harassment of women at work place.
We do not tolerate unwelcoming verbal or physical advances towards a
female employee. All female Employees are encouraged to speak out when a
co-worker’s conduct makes them uncomfortable. If any team member
experiences or observes workplace harassment, the incident should be
immediately reported to the concerned Manager or HR Department.
Core Requirements

 Treat coworkers with trust, dignity and respect at all times. Do not
harass a coworker or visitor to the workplace.
 Don’t make jokes, use language, dual meaning sentences, showing
mal-intention by gestures, or participate in activities that may be
offensive to others. Discourage others from engaging in such behavior.
As a precaution, always think about how something could be perceived
by others. Don’t intimidate others through bullying, threats, or
practical jokes.
 Report, and encourage others to report, incidents of harassment or
retaliation. Report any incidents to appropriate Human Resource
personnel, or email code@fast-cables.com.

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  Take all harassment complaints seriously and do not make public till
the situation gets settled. Managers and supervisors should
immediately address behavior or conduct that may be offensive,
and should encourage an atmosphere in which everyone feels free
to report potential violations. Managers and supervisors should keep
an eye after any sort of similar settlement in order to supervise and
avoid the situation of hidden revenge.
 Do not retaliate against anyone who makes a report. The Company
prohibits retaliation against anyone making a good-faith complaint of
harassment, or who cooperates in a Company investigation of a
complaint that alleges harassment.

2.3 Environment, Health and Safety

Policy Overview
The Company is committed to protecting environment, health and safety.
Safety is one of the most important factors in any decision as people are
our most valuable asset and nothing is more important than their safety
and well-being. When it comes to environment, health and safety
concerns, compliance with legal requirements represents a minimum.
When necessary and appropriate, we establish and comply with standards
of our own, which may go beyond legal requirements.

Each of us is accountable for observing the safety and health rules and
practices that apply to our job and for taking precautions necessary to
protect us and our co-workers, including immediately reporting accidents,
injuries, and unsafe practices or conditions.
Core Requirements
 Take personal responsibility for the protection of environment,
health and safety while at work.
 If you are a member of management, consult with employees and/or
their representatives and involve them in matters affecting their
health and safety.
 Comply with the Company’s environment, health and safety
requirements. Failure to do so may result in discipline, up to and
including termination or release.

2.4 Confidentiality
Policy Overview
The Company’s information is a valuable asset and must be managed
effectively and securely. Generally, Company information is any
information that you receive, acquire, or record in performing your job
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duties, including information that is stored on Company computers or
other electronic storage devices. It includes documents such as strategy
papers, finance contracts, communications to the Company’s Board of
Directors and Management, and agreements the Company has with others,
as well as written memoranda, handwritten notes, drawings, photographs,
computer files, voice mail, and e-mail notes. Though it may be in your
possession, Company information belongs to the Company, not to you.

Fast Cables also maintains employee's personal information which relates

to an individual’s employment, including compensation, medical and
benefit information. In order to run day to day business, this information is
provided to related functionaries only on a need-to-know basis. All such
personnel who have access to employee's personal data are bound to
ensure that the information is not disclosed. Non-compliance to this rule
may result in strict disciplinary action.
Core Requirements
 Take appropriate measures to safeguard and protect the
confidentiality and security of Company information.
 Do not use nonpublic information about the Company for personal
financial gain, or for the financial gain of others.
 If you receive an inquiry from outside the Company, you must
forward it to the business activity responsible for such
communications to ensure that the Company makes a proper
response.
 Do not bring and leave data of the Company anywhere from where it
can be fetched, stolen or move to unprotected hands. Be custodian
of the information/data you have and protect it with same care and
due diligence.

2.5 Conflict of Interest

Policy Overview
To maintain the highest degree of integrity in the conduct of the Company’s
business, each Employee must avoid any activity that creates or appears to
create a conflict between the Employee’s interest and the interests of the
Company. Generally, a “conflict of interest” exists when a person’s private
interest interferes in any way with the interests of the Company. A conflict
situation can arise when an Employee takes actions or has interests that may
make it difficult to perform his or her Company work objectively and
effectively.

It is important that you and the Company not be placed in a situation

where you have a conflict of interest in conducting Company business. For
that reason, all salaried employees must seek prior approval from the
Company any time they will be serving as a director, officer, or consultant

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of an outside business, regardless of whether or not the Company conducts
business with that outside entity.

Fast Cables expects Employees to avoid situations that may involve a

conflict, or even appearance of a conflict, between our personal interests and
Company’s interests. Such conflict may arise if we receive a personal benefit
from any outside activity related to our responsibilities at Fast Cables.
Conflict of interest may also arise based on the actions of our family
members or other people with whom we have relationship. If a current or
potential conflict arises, employee is expected to raise the issue immediately
to his/her supervisor and/or HR Department.

Core Requirements
If you are a salaried employee, obtain prior written approval from the
Company for the following circumstances:
 Before working or performing services for an organization with which
the Company does business.
 Before becoming a director, manager, officer, or consultant of any
other business and/or initiative associated with monetary gain.
 Before becoming a director, manager, officer, or consultant of a
nonprofit or charitable organization (such as a disaster relief
organization).
 Consult the Human Resource Department if you have any doubt on
how this Policy affects you.

2.6 Substance Abuse

Policy Overview
Substance abuse poses a threat to all of us in virtually every aspect of our
lives, including the workplace. For the protection of all, it is imperative that
the workplace be free from substance abuse, including use or possession
of illegal or illicit drugs, and alcohol abuse. You may not use, possess,
manufacture, distribute, dispense, transport, promote, or sell illegal or illicit
drugs or drug paraphernalia while on Company business or on Company
premises. You are prohibited from being at work or on Company business
while under the influence of, or impaired by, alcohol or illegal or illicit
drugs.

Core Requirement
 Do not possess, use, sell, or transfer illegal drugs, medically
unauthorized drugs, controlled substances, or unauthorized alcohol
on Company premises and even outside Company premises where
your presence is associated with Company representation. For
example, in any event where you join as Company representative.

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  If you suspect usage of alcohol or drugs by another employee at work
place or anywhere else, immediately report to HR Department.

2.7 No Smoking
Policy Overview
In compliance with national government regulations and overwhelming
health warnings, Fast Cables has prohibited smoking throughout its
workplace. Any violation of or disputes arising under this policy should be
reported immediately to the HR Department.
Core Requirement
 Smoking is prohibited in Fast Cables premises.

2.8 Use of Company Assets

Policy Overview
As employees and other entrusted personnel, each of us is responsible for
protecting the Company’s assets and ensuring that they are used for
Company business purposes and in accordance with Company policies.
Resources such as computers, telephones, internet access, electronic mail
(e-mail), instant messaging, reproduction equipment, facsimile (fax)
machines, and similar technologies are provided to enable you to perform
your work in support of Company business. All electronic data stored on
Company computers or similar assets are the property of the Company.
You should have no expectations of privacy when using Company
computers or other Company resources. The Company has the right to
monitor or access documents on its systems at any time, within the limits
of existing laws and agreements.

Core Requirements
 Use Company assets for Company business.
 Do not use Company resources to run a personal business or similar
venture.
 Do not access, reproduce, display, distribute, or store any
materials that are sexually explicit, obscene, defamatory,
harassing, illegal, or otherwise inappropriate when using Company
assets, or when performing your job.
 Do not use Company resources to reproduce, display, distribute, or
store any materials that violate trademark, copyright, licensing, or
other intellectual property rights of any party.
 Remember, the Company will investigate theft or loss of its assets
and take appropriate action.

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3. Professional Conduct
3.1 Insider Trading
In the course of employment with Fast Cables, you may learn information
about Fast Cables or other companies that has not been made public. The
use of such nonpublic or “inside” information for financial or other benefit is
called “insider trading.” All Fast Cables Employees are prohibited from
engaging in insider trading. Failing to this may subject them to civil and
criminal proceedings which may be resulting into legal
penalties/punishments/fines. An employee may not evade these guidelines by
acting through anyone else or by giving inside information to others for their
use even if employee will not financially benefit from it.
3.2 Assets of the Company
Fast Cables assets, such as equipment, systems, facilities, charge cards and
supplies must be used for purposes authorized by management. On
departure from Fast Cables for any reason, including retirement, you must
return all Company assets and you may not disclose or use proprietary
information.

Accurate and auditable records of all Company financial transactions must

be maintained in conformity with International Financial Reporting Standards
or generally accepted accounting principles. Employees are responsible for
safeguarding and preserving assets of the company and properties under
their control. Employees are also responsible for providing an auditable
record of financial transactions related to the use of these assets. No “off-
the-books” funds (e.g., side cash funds, reserves or allowances) or
transactions that are not documented in the Company’s regular accounting
system are permitted. Guidelines are as follows:

1. The use of Company funds or assets for any improper or unlawful

purpose is strictly prohibited. Improper purposes include the use of
Company time, materials, assets or facilities for purposes not related
directly to the Company’s business, or the removal or borrowing of the
Company’s property without permission.
2. All assets, liabilities, revenues, expenses and transactions must be
accurately reported on the books of the Company, in accordance with
the Company’s accounting procedures.
3. No false or misleading entries may be made in the books and records
of the Company.
4. No undisclosed or unrecorded fund or asset of the Company may be
established or maintained for any purpose.
5. No payment on behalf of the Company may be approved or made with
the intention or understanding that any part of such payment is being
made for any purpose other than that described in the documents
supporting such payment.

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3.3 Intellectual Property and Confidential Information
During the course of your employment with Fast Cables, you may have
access to certain trade secrets of the Company. Said trade secrets may
consist of business information, like customer lists, pricing data, financial
data, marketing plans, methods, processes, manuals, formulae,
compositions, systems, techniques, inventions, machines, computer
programs and research projects. All Employees are bound to protect this
information and not to disclose these to irrelevant people, during the job or
after leaving the company. On their departure from the company, they are
also bound to return all documents and property of the Company, including
drawings, blueprints, reports, manuals, correspondence, customer lists,
computer programs, formats and all other materials and all copies relating in
any way to the Company's business obtained during the course of
employment with the Company, except when disclosure is authorized by the
Company’s general or outside counsel, or required by laws or regulations.
3.4 Political Contributions
Employees may be involved in civic affairs/political activities only in a
personal capacity. Employees must recognize that their involvement and
participation must be on an individual basis, on their own time, and at their
own expense. Employees may not use any Company facilities, such as
supplies, vehicles, telephones, copy machines or Company letterhead in
connection with political activities, candidates or parties.

4. Dealing with Customers

4.1 Gifts and Other Business Courtesies
Our relationships with suppliers, customers and others must be based
entirely on professional and fair dealing. Business gifts can build goodwill,
but they can also make it harder to be objective about the person or
company providing them. No gift, favor or entertainment may be solicited,
accepted or provided if it will obligate or appear to oblige the person who
receives it. It is strictly prohibited for all Fast Cables Employees to offer,
accept or provide to anyone cash or cash equivalents (for example gift
certificates, bank checks, traveler’s checks, money orders, loans, stock or
stock options).

Employees may not receive gifts from our suppliers, customers or other
entities. Exchange of greeting cards and inexpensive sweets on traditional
occasions are however considered appropriate. With management approval,
you may give or accept customary business courtesies, such as promotional
materials, meals etc. provided the expenses are reasonable and are not
prohibited by law or by either party’s standards of conduct.
4.2 Privacy of Customers

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Fast Cables is committed to protecting all confidential or proprietary
information that our customers share with us. Our customers and others
must be able to trust that we will only collect, store and use their personal
information for defined business purposes and to support and enhance our
relationships with them. We will not share our customers’ personal
information. We will appropriately safeguard our customers’ information and
comply with internal policies and applicable laws.

5. Compliance with Law

Fast Cables has a strict policy to comply with all laws and regulations that
apply to its business. We are all expected to comply with the laws of the
country and of the relevant market in which we do business and to follow
policies, their ethical obligations and this Code.

6. Where to go for Help

6.1 What should you do if you have a question or concern about
compliance and integrity?
We work hard to foster an environment of open and honest communication.
If you have a concern about a legal, compliance or business conduct issue,
you have several options. What matters most is that you ask the question or
raise the concern. Confidentiality will be maintained to the extent possible,
given the Company’s need to investigate and resolve the issue raised and
comply with the law. Your manager is usually a good place to start. You can
also speak with HR Department or send a mail to code@fast-cables.com.

6.2 No Retaliation Policy

If you seek advice, raise a concern relating to a potential compliance issue or
report suspected misconduct, you are doing the right thing. Fast Cables
Management will not tolerate retaliation against you. Anyone engaging in
retaliation will be subject to a strict disciplinary action.

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 Code of Conduct-Acknowledgement

I ___________________________ hereby declare that I have read and understood

the above Code of Business Conduct and Ethics and agree to abide by it
during my service with Fast Cables and even after leaving the company for
related clauses.

Employee Signature: ___________________ Designation:

____________________

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Location: ______________________________ Date:
_________________________

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