FRENCH GERMAN SPANISH. The Beam Way. Code of Conduct and Ethics

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1 FRENCH GERMAN SPANISH The Beam Way. Code of Conduct and Ethics March 2013

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3 Fellow Beam Colleagues: Our Vision into Action agenda is showing promising results, and I thank every employee for their contribution to our success. We have many exciting opportunities ahead, and with opportunity comes challenge and risk. How we collectively address our opportunities and risks is critical, as we all have a role to play in shaping our Company s future. Beam employees believe we can win in the marketplace while maintaining the highest standards of business ethics. And that is our expectation we will win while doing the right thing, and doing it right. This Code outlines our approach to business honest, fair, competitive, and focused always on doing things the right way the Beam way. Sometimes that will mean tough decisions on priorities. Always it means making good decisions, managing risk in our business and executing our decisions within legal requirements. Beam is an important contributor to the communities where our employees live and work. And our employees seek to build rewarding careers in this Company. We achieve these objectives when our decisions reflect appropriate balance of creativity and innovation with sound consideration of risk and compliance. As we move forward, utilization of business tools already in place or to be developed will guide us to these good decisions. I urge all of us to reward our shareholders with good decisions based on sound judgment and experience, insight and knowledge of the rules that affect our business. And we all benefit from the advice and counsel of our co-workers and experts within the Company when questions arise. Managers are responsible for ensuring the compliance program operates effectively in their areas of responsibility, and for creating an environment where open discussion of areas of concern is encouraged. This Code is our commitment to Crafting the Spirits that Stir the World while conducting business the right way the Beam way. The Code outlines key issues and provides information on how to handle a variety of issues and situations. All employees are encouraged to review this Code which is completely updated from prior versions, before certifying their compliance. I call upon each of us to do our part as we drive Vision into Action in taking Beam to new levels of success. This Code is an important foundation for all we do, and I welcome your comments on other tools and processes that will help us achieve the exciting potential of our Company. Best regards, Matt Business the Right Way The Beam Way 3

4 Global and Regional Risk & Compliance Committees Employees may contact any person listed below, or any other member of management in any Beam location, to share information or concerns about Beam s operations and compliance Global Risk and Compliance Committee (GRCC) Matt Shattock President & CEO T E Bob Probst SVP & CFO T E Mindy Mackenzie SVP HR T E Leo Mierzwicki VP Global Controller T E Ian Gourlay SVP Global Operations & Supply Chain T x 206 E Kevin George SVP & Global Chief Marketing Officer T E Kent Rose Chief Ethics and Compliance Officer and General Counsel T E Derek Kolano VP Internal Audit T E 4

5 Global and Regional Risk & Compliance Committees EMEA RCC NA RCC APSA RCC OPERATIONS RCC Albert Baladi President EMEA: chair RCC T E Bill Newlands President NA: chair RCC T E Philip Baldock President APSA: chair RCC T E Ian Gourlay SVP, Global Operations & Supply Chain: chair RCC T x 206 E Paul McKay CFO/RCO EMEA: lead regional implementation T E Diego Reynoso CFO/RCO NA: lead regional implementation T E Anthony Stewart CFO/RCO APSA: lead regional implementation T E Rick Frohock Director Accounting, Americas Operations T E Silvia Minguez Camba Assistant Controller T E Brent Fayhee Region Risk and Compliance Champion: lead tactical implementation T E Alex Forsythe Sr. Finance Manager Risk & Compliance APSA/S. America T E Steve Lutes Ops Risk and Compliance Champion: lead tactical implementation T E Active Functional Members Active Functional Members Active Functional Members HR: Jim Tighe T 44 (0) E Operations: David Hunter T E Legal: Pino Bermudez T E HR: Tom Strehle T E Operations: David Hunter T E Legal: Allyson Wilcox T E Commercial: Jonathan Chow T E Operations: Phillip Gock T E HR: Evelyn Jackson T E David Hunter VP of Manufacturing T E Don Hardwick VP Global Supply Chain T E Tom McPartlin VP CIO Systems Transformation Leader T E IT: Maria Galvez T E IT: Erica Lopez T E Marketing: Kelly Doss T E Marketing: Julian Cohen T E 5

6 Managing Our Future What is expected? Beam employees strive to be entrepreneurs acting boldly to create innovative solutions to beat the competition, together. To do this employees are expected to execute their responsibilities in a sustainable way. That means good business practices with practical understanding of Company policies and the laws that apply to our business. This Code outlines some of the key policies and expectations of Beam employees, agents and directors. For over 215 years we ve built this business on a foundation of high standards. We challenge employees to bring forward bold, innovative ideas that enable us to deliver sustainable, profitable growth. We can only achieve that if we innovate and compete aggressively, but always grounded in ethical behavior. Every Beam employee is expected to follow sound business practices and the rules that apply to our industry. We need to identify and proactively manage opportunities and risks, and apply best practices. Our ultimate objective is to protect and enhance the reputation of Beam in the marketplace and in our communities. In practice, that means we are creative and stretch to achieve our goals, but always by conducting business the right way the Beam way and being open about both successes and challenges. Employees may not bend the rules, violate compliance requirements or good business ethics to achieve results. We can always ask for help from colleagues or managers if needed. And if we became aware of any compliance or ethics issue, we must make our concerns known through any of the following means: 1. The domestic and international reporting hotline listed in Appendix A 2. To any member of the Global Risk & Compliance Committee 3. To any member of a Regional Risk & Compliance Committee 4. To any member of management Additional compliance tools are available on Stir. Action Required: After a thorough review of this Code every employee must acknowledge receipt and certify their understanding of the Code by submitting their electronic verification. Your submission of the acknowledgement page confirms you will apply the laws in your daily activity and report concerns if they arise. 6

7 Compliance and Reporting: Beam employees have the right and the responsibility to take an active role in detecting and preventing misconduct. Speak Up! Worldwide system for raising concerns about business practices What: If any Beam employee believes that another Beam employee, including any manager, any member of senior management or an employee of any Beam subsidiary or joint venture, or a third party agent, has or may violate the letter or spirit of the law or the standards outlined in this Code, they are required to report such activity. How: Use any of the reporting options on page 6 of this Code. Employees may also use other reporting options including, for example, discussions with local managers or a member of the local Legal Department. So long as all actions are taken in good faith, employees who raise concerns will not suffer adverse consequences. However, persons who participated in any confirmed violation, or who file an intentionally false report, may be subject to disciplinary action, up to and including termination depending on the circumstances. Employees will not be terminated for refusing a request or directive they reasonably believe would violate the law or this Code, and retaliation against any employee is prohibited. Implementation of this Code, and reporting pursuant to this Code, must at all times be conducted in compliance with applicable laws and no retaliation will be taken for such compliance. Nothing in the text or implementation of this Code creates a contract of employment for a specified period or modifies any existing contract of employment. Your Toolbox Confidentiality. Information from employees will be kept confidential to the extent possible and in compliance with applicable personal privacy laws while still allowing appropriate investigation by the Company. However, subject to applicable personal privacy laws confidentiality will not protect those who participated in or contributed to a violation, and in certain instances, the identity of the reporting person may be provided to those involved in the investigation. Concerns and questions from employees may be directed to any member of the Global or Regional Risk & Compliance Committees. Matters may also be reported anonymously through the toll-free compliance hotline 24 hours a day as follows: General compliance matters For employees in the U.S. and Canada toll-free For employees outside the U.S. see Appendix A to this Code International instructions for using the Compliance Hotline 7

8 Brand Ambassadors Every employee in every corner of the world reflects on Beam. We are all ambassadors for our Company and our products, and we are expected to act that way at all times. We take a very firm view on alcohol issues including excessive consumption, underage drinking, responsible marketing and drunk driving. We expect that all employees will model desired behaviors, and avoid the consequences of abusive behaviors such as excessive consumption and drunk driving. Our policy on underage drinking, drunk driving and excessive consumption is clear: POLICY ON UNDERAGE DRINKING, DRUNK DRIVING AND EXCESSIVE CONSUMPTION Beam and its subsidiaries and affiliates make alcohol beverages only for adults of legal purchase age ( LPA ), as LPA is defined in each market. We actively support all laws establishing age restrictions on access to, purchase of and consumption of alcohol beverages and we devote substantial resources to education and prevention of illegal underage drinking and drunk driving. We do not market or sell our products to persons below the LPA. Our products are intended to be consumed responsibly for enjoyment by LPA adults. We oppose all forms of illegal, excessive or irresponsible consumption and we vigorously support enforcement of drunk driving laws. Some people should not drink alcohol beverages at all, and we do not market to those people. Brand Ambassadors, Alcohol Issues and Marketing Ethics Marketing Leadership Beam will lead the industry in responsible marketing and promotional practices. Our Goal: Set the standard for tasteful, responsible marketing and advertising to LPA adults who choose to drink. Our Approach: A single objective for our sales, marketing, promotion and advertising to grow our business through tasteful, relevant materials that speak to our target audience of LPA adults. The LPA may vary in international markets, but our requirements will not we will utilize only those materials and services that speak responsibly to LPA consumers in each of our markets. Our Role: Through effective self-regulation internal policing of our own practices we can ensure our goal is met. We comply strictly with all laws and regulations and industry codes of practice that apply to our business; the Beam Marketing Guidelines establish additional policies and practices to confirm our responsible approach to marketing alcohol beverages. Our Guidelines: All employees must review and adhere to the Beam Marketing Guidelines regarding responsible and tasteful advertising and promotional practices. See Appendix B. Our Position: Drunk driving is irresponsible and unacceptable behavior. We expect all employees to comply with all drunk/drink driving laws while conducting Company business. Period. There will be employment consequences which may include termination for employees who drive Company vehicles in violation of the law. 8

9 Competition Law; Bribery and Corruption Antitrust and Competition Laws Antitrust laws foster competition and a free and open market for goods and services. These laws prohibit restraints of trade, including, among other things, any agreement or understanding between Beam and any competitors: 1. To raise, lower, stabilize or otherwise fix or control prices 2. To restrict the volume of goods to be produced or made available for sale 3. To allocate territories, markets or products 4. To boycott particular suppliers or customers If any competitor raises these issues, walk away and report to any reporting contact. Beware oral contracts or other actions that might be misinterpreted to be agreement to the prohibited actions above. Regional variations on the general principles above must be strictly complied with. For example, Articles 81 and 82 in the European Union prohibit activities that restrict the free flow of goods between member states of the European Union. Because questions under the antitrust laws can be complex, it is essential that employees consult with Legal Department contacts on competition law matters. The possible penalties for antitrust violations are severe and include civil and criminal penalties, imprisonment, fines, and injunctions. Q & A: Q: I work in Sales and recently a friendly customer gave me a competitor s price list. The information is very helpful but I feel uncomfortable having this in my possession. I haven t told my boss I have it. What should I do? A: Call your local Legal Department contact ASAP. Don t copy or distribute the price list, and don t take any commercial action on the basis of what you have seen. Legal will return the price list to the competitor, and manage any necessary communications or further action. Your Toolbox It may be unlawful under certain circumstances to discriminate in prices between competing customers for the same goods. Never coordinate or broker retail prices between retail customers. Avoid any contacts with competitors that violate competition laws. 9

10 Bribery of Public Officials The Foreign Corrupt Practices Act ( FCPA ), the OECD Convention, the UK Bribery Act and local laws prohibit Beam from: Offering or paying any money or other thing of value Directly or indirectly To any foreign government official, foreign political party or its officials, or candidate for public office For the purpose of improperly obtaining or maintaining business or influencing governmental action favorable to Beam. Prohibited payments include consulting, broker s, finder s or other fees paid to third parties where any part of the fee will be distributed to, or for the benefit of, foreign officials or political parties for improper purposes NOTE: Extra vigilance is needed regarding the actions of third parties on Beam s behalf. Anti-bribery laws cover Beam employees and third party agents for our interests. Consultants and third parties cannot do anything or take any action that would be prohibited if done directly by Beam. 10

11 Bribery of Public Officials Your Toolbox Beam will not tolerate any bribery in its business, or by third parties on the Company s behalf. Questions may arise in particular in connection with: Dealings with government officials such as military sales channels Actions of third party consultants, advisors and representatives Gifts of company product Extra care is required to avoid any suggestion Beam is providing products or payments in a corrupt manner. In addition, the FCPA, the UK Bribery Act, numerous national laws and the OECD Convention on Combating Bribery in International Business Transactions ( OECD Convention ) also require that Beam keep books that accurately reflect transactions and Company assets. Examples of prohibited transactions can include split invoicing or dual invoicing that enable a customer to pay a lower import duty, as well as over-invoicing to enable a customer to take payment outside of his or her own country and thus avoid that country s currency export regulations. Money laundering in any form will not be tolerated at Beam. are signatories to the OECD Convention. Many countries also have criminal codes forbidding such conduct. Reasonable and bona fide expenditures for services, travel or entertainment within the bounds of business ethics and local custom and practice, are permissible provided such payments relate directly to services or goods received or the performance of a contract with a foreign government. The rules are complex, however, and permitted activities are not always clear. Call the Legal Department if you need guidance. These prohibitions must be observed by all employees and agents of Beam and its affiliates, whether foreign or domestic. If any employee believes that such payments have been or are being made by one of Beam s foreign affiliates, agents, consultants or business partners, the facts should be immediately reported to any member of the Global or Regional Risk & Compliance Committees or the General Counsel in Deerfield. 38 countries including many of Beam s priority markets such as Australia, Brazil, France, Germany, Mexico, Spain, the U.K. and the United States, 11

12 State/provincial and national laws prohibit the payment of bribes, kickbacks or other illegal payments to Beam s customers by Beam or any third party. Employees may not make any payment to or give any gift or other item of value including Company products directly or indirectly, to any customer or supplier of Beam, or any government agent working on Beam matters, except that gifts or entertainment may be given to representatives of customers or potential customers if they meet all the following criteria: Commercial Competition Bribery Law; Bribery and Corruption. Your Toolbox 1. The gift or entertainment is legal 2. The gift or entertainment is not cash or a cash equivalent 3. The gift or entertainment is of a nominal value such that it cannot be construed as a bribe, payoff or other attempt to procure business by any reasonable person applying normal, generally accepted standards of business ethics 4. Public disclosure of such gift or entertainment would not in any sense be an embarrassment to Beam 5. The gift or entertainment was not given in exchange or in anticipation of a specific service or outcome concerning the Company Q & A: Q: In my market it is customary to provide buyers and other contacts some of our finer Beam products as gifts around the holidays. Can I continue? A: A single bottle is unlikely to raise problems but the rules are complex and risks of free product are high, especially with any government contact. Consult the Legal Department. Q: I want to set up a distributor and retailer reward program the more they sell the bigger the reward. What do I need to know? A: Many markets have a thing of value rule that will come into play. Subject to local rules this may be feasible but ensure all requirements are met by consulting the Legal Department. 12

13 Books and Records; Accounting Practices and Financial Records Beam s financial statements and all books and records on which they are based must be COMPLETE, ACCURATE AND REFLECT THE TRUE STATE OF OUR BUSINESS even when records disclose disappointing results or a failure to meet anticipated profit levels. Any attempt to mask, hide or minimize actual results by inaccurately reflecting costs, inventory values, sales, etc., will not be tolerated. Employees in management and in financial reporting functions are required to cooperate in and deliver accurate and complete certifications regarding integrity of financial statements. Refusal to cooperate or any attempt to provide false certification may result in discipline up to and including termination for cause. Your Toolbox All financial reporting and accounting regulations and standards, including all requirements under the U.S. Sarbanes-Oxley Act which govern the operations and financial reporting obligations of Beam, must be strictly followed. If any Beam employee has concerns or complaints regarding Beam accounting, record keeping, or reporting practices, those concerns or complaints should be reported via the reporting hotline phone number ( for U.S. and Canada; for other locations see Appendix A) or to any member of the Global or Regional Risk & Compliance Committees. 13

14 Fair Competition Employment Law; and Bribery Fair Dealing and Corruption. Discrimination Employees are expected to conduct themselves with the highest regard for the dignity of others. Employees must make all personnel decisions, including those with respect to the recruitment, hiring, training and promotion of qualified persons for all positions, without regard to prohibited factors which may include race, color, sexual orientation, religion, sex, national origin or age and where required with affirmative consideration for individuals with disabilities and military service. Fair Dealing All employees are expected to deal fairly with Beam customers, suppliers, competitors and employees and labor union representatives. Employees may not take unfair advantage of anyone through manipulation, concealment, abuse of privileged information, misrepresentation of material facts, or any other unfair practice. Gifts, Loans and Entertainment Employees are expected to avoid any involvement or situation that could interfere, or even appear to interfere, with the impartial discharge of their duties. The following rules are illustrative only. No employee nor any member of an employee s immediate family should accept gifts of more than nominal value from any customer, competitor or supplier of Beam or any employee or agent thereof. No employee nor any member of an employee s immediate family should receive a loan from any customer, competitor or supplier of Beam or employee or agent thereof. No employee nor any member of an employee s immediate family should accept entertainment from any customer, competitor or supplier of Beam, employee or agent thereof that exceeds in scope and cost the common courtesies generally and normally acceptable as appropriate to ethical business practices. Q & A: Q: I have become friendly with my contact who works at a supplier to Beam. The supplier has offered to loan me some money to buy a new car. Is it ok for me to accept this money? A: No, accepting a loan from a person or Company that has a business relationship with the Company is prohibited. Q: A vendor I routinely work with has invited me and my spouse to dinner. Can I accept the offer? A: If your business contact will be attending dinner with you and business matters may be discussed, accepting this invitation will not violate the policy, provided the dinner is not excessive in value and the vendor s dinner invitations are not too frequent. 14

15 Conflicts of Interest Your Toolbox EXAMPLE 1 In my role for Beam I need to purchase certain products and services. My father s company happens to sell what I need. Can I buy from his company? Answer: No. Purchases from family members or their businesses raise conflicts of interests. Contact your manager or the Legal Department for guidance. Employees must avoid situations that would create a conflict between an employee s personal interests and Beam s business interests. Consequently, employees are expected to avoid or, where appropriate, disclose situations that, because of some interest of an employee or of members of an employee s immediate family, could consciously or unconsciously interfere with an employee s ability to represent Beam s best interests. In circumstances in which a family member, relative or close personal friend is also a Beam employee, employees are expected to avoid any conduct that might give the appearance of favoritism toward such individual. EXAMPLE 2 Two employees in Beam are in a romantic relationship. Is this a problem? Answer: Individuals have certain privacy rights at work except where there may be a conflict of interest, or where an inappropriate relationship (for example, a romantic relationship between a manager and a direct report, or behaviors that put the company at risk for harassment or a hostile work environment) is created. Any romantic relationship between a manager and a direct report must be brought to the attention of management. We understand that close relationships and friendships are formed in the workplace and we welcome friends working together; so long as relationships remain professional at all times. If the friendship/relationship proves problematic to the business, affects the morale of the team or puts the reputation of the Company at risk, appropriate action will be taken. In no event will harassment or any other improper discriminatory relationship be allowed to exist. EXAMPLE 3 Around holiday periods, I like to work in the local department store during off-hours from my job at Beam to earn a little extra spending money. Is this ok? Answer: Probably. First, speak to your manager to inform the Company and describe your position. Unless your job for Beam requires extra year-end work, a part-time holiday job likely will not be an issue. 15

16 Major Competition Incidents Fires, Law; Storms, Earthquakes, Bribery and etc. Corruption. Beam has procedures in place to cope with incidents that could result in harm to its employees, customers, consumers or damage the Company s financial assets or reputation. When a situation arises speed and quality of information are paramount. Contact any member of the Global Major Incident Management (GMIM) Team or your local management until you speak to someone live or receive a response or text. In an emergency situation the priorities of the Company are: to ensure safety of its employees and customers and surrounding community, and to preserve and protect the Company, its physical assets and financial assets and its reputation. Your Toolbox If you have information regarding: A threat to the safety of an employee A threat to contaminate or contamination of any of the Company s products A complaint about our products which could pose a health risk to customers immediately report the situation to the G-MIM or local management or Legal Department contact, using the contact information in this Code or the Major Incident Policy on Stir. Remember: keep dialing and sending messages until you speak to someone live or receive a response or text Paula Erickson w m Ian Gourlay w m Steve Lutes w m Kent Rose w m

17 Other Policies and Expectations Harassment Employees must conduct themselves with the highest regard for the dignity of others, as outlined in Beam s Harassment Policy. Beam will not tolerate harassing, intimidating or offensive behavior of any kind, whether through unwelcome sexual advances, requests for sexual favors or any other verbal or physical conduct of a similar nature. Any confirmed harassment will result in discipline, up to and including termination for cause depending on the circumstances. If any employee believes they are being harassed, immediately notify any member of Beam management or any Regional or Global Compliance Committee member, a local Legal Department member or the Human Resources Department. Such complaints will be promptly investigated, and such complaints and investigations will be kept confidential to the extent practical. void any conduct that might give the appearance of favoritism toward such individual. Privacy Laws and Protection of Personal Information All employees must strictly comply with laws and regulations concerning the collection, use and distribution of personal information obtained from consumers. For example, when data is collected within the European Union, EU regulations on personal data treatment apply, and in this regard no transmission of personal data can be carried out to third parties without the data owner s consent. Beam s U.S. locations operate under a safe harbor which assures employees, customers and governments worldwide that any personal data will be collected and managed appropriately and with due regard for confidentiality. Global Citizenship Respect for basic human rights is reflected in all Beam employment practices including wages and hours, health and safety and environmental regulations and non-discriminatory employment opportunities. Details of our Global Citizenship Policy are in Appendix C. 17

18 Other Policies and Expectations Immigration and Work Eligibility Beam is committed to compliance with all immigration and nationality laws, including those regarding verification of employment eligibility as well as the prohibition of national origin discrimination. Beam will not knowingly employ an individual who lacks valid employment authorization under local regulations. Concerns in this area should be reported as described in this Code or to their manager or their local Legal Department contact. Other Employment Except as otherwise provided in the Conflicts of Interest policy, Beam encourages community involvement, volunteering and other forms of giving back to our local communities. Outside noncommercial activities which have no impact on Beam s business or on an employee s ability to devote energies to Beam s business are generally considered to be an employee s personal affairs. Your Toolbox EXAMPLE: I spend a lot of time during off hours volunteering to help at my local house of worship doing maintenance, organizing fundraisers, etc. Is that Okay? ANSWER: Yes. But if your activities expanded into a second career where you worked for income that would potentially be a problem and would need to be discussed with your manager. 18

19 Other Policies and Expectations Political Activity Beam encourages employees to participate in the political process, provided that these activities are on personal time, do not interfere with work and are not done in a context that identifies an employee with Beam. Beam will not pay or reimburse an employee for any political contributions. Employees may not offer any gift or payment, directly or indirectly, to any governmental official or political party with the objective of procuring or maintaining business or influencing governmental action favorable to Beam. These restrictions do not prohibit contributions to Beam s political action committee ( Beam PAC ) and political activities officially sponsored by Beam. Eligible employees are encouraged to contribute to Beam PAC. Workplace Health and Safety Safe, hospitable workplaces for every employee are a top priority at Beam. To that end, every employee must comply with all national, state/provincial and local regulations governing workplace safety and health. In addition, Beam has long encouraged and benefited from active involvement of employees in process improvements and safety enhancements. We welcome all discussions with management concerning the safety and health programs at Beam facilities. Works Councils and Unions Beam respects and welcomes the role of works councils, unions and employee representatives on behalf of our employees. Positive, open working relationships with all employees and group representatives is important to achievement of our goals. Strict compliance with all agreed work rules and with all contracts and regulations governing works councils, employee representation and union activity is required from all employees. Illegal Drugs Beam seeks to provide an environment for employees free from illegal drugs. Possession or use of illegal drugs in and around Beam premises is strictly prohibited. Violation of this policy, or the personal use of illegal drugs, including abuse of prescription drugs, in a manner that has an adverse impact on work performance, may be cause for dismissal. Employees whose job functions may involve the safety or health of others may be tested for illegal drug use where permitted under applicable law and works council or union agreements. 19

20 Protection and Proper Use of Beam Assets Employees are obliged to protect Beam assets and ensure their efficient use. Theft, carelessness and waste have a direct impact on Beam s profitability, and may be a basis for discipline up to and including termination. Beam assets including internet access from Beam computer systems should be used only for legitimate business purposes. Confidential Information Employees may not publish, disclose, or use for personal gain, either during or after their employment, any confidential information or trade secrets about Beam and its affiliates, its personnel or the parties with which it does business. Employees disclosing confidential information will be subject to discipline up to and including termination, and may be subject to civil or criminal penalties. Additionally, employees should not and are expected not to disclose or use any non-public, confidential information of prior employers or third parties to advance Beam s business. Competition Preservation Law; and Protection Bribery of Assets and Corruption. Environment Every employee is responsible for furthering Beam s policy to prevent harm to the public health and the environment through strict compliance with all applicable environmental laws and regulations. Regional/national, state and local environmental protection laws and regulations govern nearly every aspect of our business operations, especially those causing emissions to air, land or water. All necessary action must be taken to comply with these laws. In addition, all Beam employees are urged to do their part in protecting the environment by conserving resources, recycling and reusing materials. Government and Other Investigations Government enforcement proceedings and other investigations, including civil litigation between private parties, are increasingly a fact of life. Governmental authorities have broad investigative powers. Beam cooperates fully in government proceedings and investigations. Employees are obligated to cooperate willingly in any litigation, government proceeding or investigation. 20

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