UOB Code of Conduct

Coverage of Code of Conduct Implementation

All parties including the Board of Commissioners, Board of Directors, employees both working on a full-time and part-time basis, temporary employees such as trainees and interns and, where relevant, third party independent contractors, agents, agency staff, consultants, vendors and suppliers of goods and services must understand, comply with and implement the Code.

Main Points of the Code of Conduct

The Bank periodically reviews the Code of Conduct and disseminates to all employees and management for compliance. The Bank’s Code of Conduct is outlined in 6 (six) components, namely:

• Responsibilities at the Workplace
  The Bank is responsible for creating a non-discriminatory, conducive and healthy working environment. The Bank also provides regular training to all employees and assesses the effectiveness of training activities regularly. Additionally, the Bank manages all employees’ personal data according to the stipulated Law and guided by UOB Privacy Notice (Employee).
• Responsibilities to the Customers and Other External Parties 
  The Code of Conduct contains provisions to act independently, professionally, objectively, to treat Customers fairly, prohibits employees from accepting any gift and entertainment where it may appear to others that business judgement has been compromised or conflicts with employees’ duty, prohibits employees from accepting a gift of cash in connection with work, and requires employees to exercise appropriate business judgement when selecting third-party business associates or vendors. An employee may participate in political activities if he or she has obtained prior approval from his/her respective Country Function Head and Human Resources function.
• Responsibilities to the Bank 
  Employees are obliged to cooperate with authorised external and internal investigators, to safeguard the interests of the Bank in terms of intellectual property rights and the use of information technology assets, to ensure accurate documentation is in place, to ensure proper records retention and proper handling of records’ disposal, and are prohibited to influence other employees to leave the employment of the Bank or draw customers away from the Bank (non-solicitation).
• Confidentiality 
  Every employee shall protect the privacy of customers as well as the confidentiality of customers’ data
• External Investment and Activities 
  The Bank prohibits insider trading, avoids involvement in transactions that contain conflict of interest and prohibits any activities outside the Bank which directly or indirectly interfere with the performance of that employee and/or Bank.
• Legal Provisions and Other Major Compliance 
  The Bank’s provisions prohibit any violation of the prevailing anti-trust law and require employees to comply with all prevailing laws and regulations.

Dissemination of Enforcement and Sanctions of Code of Conduct

Socialisation for the Bank’s Code of Conduct starts from the time an employee joins the Bank, when he/she is required to read, understand and declare to indicate his/her compliance with the Bank’s Code of Conduct. To ensure that the employee read, understood and adhered to the provisions in the Bank’s Code of Conduct on a continuous basis, Bank requires each employee to undergo annual e-Learning and make an annual declaration of such through a platform created by HR as refresher. The Bank also regularly reinforces Code of Conduct awareness through HR News which can be accessed through platform provided by HR. 

As part of its enforcement actions, the Bank monitors the transactions of employees’ account, monitors employees’ change of behavior and uses vendor services to screen candidate’s data and profile and conducts Financial Information Services System (SLIK) checking. 

Employees are expected to uphold the Bank’s Code of Conduct and apply its principles to their everyday actions.