sustainabilityreport2003.pdf

understand the content of the Code and the philosophy of an ethical working
culture. All staff was issued a personal copy of the Code of Conduct. Each
manager was also issued a Corporate Guidebook for Managers with particular
examples for better illustration and communication with staff. During 2003,
the Code of Conduct was reviewed against recent developments in corporate
governance standards, including the standards set out under the Sarbanes-
Oxley Act of 2002.
To promote similar practices with contractors and to make it available for
interested shareholders, customers and interested parties, the Company has
placed the Code of Conduct on the MTR website for public access.
The Code of Conduct focuses on the following areas: Ethics in management;
Bribery, illegal gifts, entertainment and commissions; Conflict of interests;
Relationship with suppliers, contractors, consultants and interfacing parties;
Responsibilities to shareholders and the financial community; Relationship
with customers; Relationship with employees; Health and safety;
Responsibilities to the community; and Monitoring of compliance & the means
of enforcement.
Further guidance on sexual orientation, disability discrimination and family
status will be completed in 2004 and communicated to all staff.
5.3.3 Staff Communication and Consultation
Since 1980, MTR has established a comprehensive staff consultation
mechanism that has proved to be successful in resolving issues of common
concern between management and staff as well as reinforcing mutual trust
(Figure 5.7).
This mechanism is a two tier one comprising the Joint Consultative
Committees (JCCs) at the foundation level and the Staff Consultative Council
(SCC) at the corporate level. The SCC is for discussing matters of company
wide interest while JCCs are departmental consultative bodies. About 460
staff is elected by their colleagues to serve on 23 JCCs across MTR.
MTR CORPORATION SUSTAINABILITY REPORT 2003
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