Code of conduct
Pop-A-Shot Enterprise LLC Code of Conduct
Pop-A-Shot literally created the electronic basketball shooting game. Over time Pop-A-Shot introduced electronic scoring, arcade versions, infrared scoring, steel frames…a litany of firsts in the industry. Pop-A-Shot is synonymous with basketball shooting games and we will continue to be the leader in the shooting game market.
Act like an owner. Wow the customer. Cherish the Brand.
Standards of Behavior
Consistently demonstrate Pop-A-Shot’s values in the performance of job duties and responsibilities:
- Leverage the skills and abilities of each person to enable great teams
- Collaborate across departments, facilities, business units and regions
- Seek to understand and are open to diverse thoughts and perspectives
- Connect with each person treating them with courtesy, compassion, empathy and respect
- Enthusiastically engage in our work
- Accountable for our individual actions and our team performance
- Responsible for solving problems regardless of the origin
- Commit to the best outcomes and highest quality, it’s our brand
- Have a relentless focus on exceeding expectations
- Believe in sharing our results, learning from our mistakes and celebrating our successes
- Embrace and promote innovation and transformation
- Create partnerships that improve relationships within our community
- Have the courage to challenge the status quo
Build Trust and Credibility
The success of our business is dependent on the trust and confidence we earn from our employees and customers. We gain credibility by adhering to our commitments, displaying honesty and integrity and reaching company goals solely through honorable conduct. It is easy to say what we must do, but the proof is in our actions. Ultimately, we will be judged on what we do.
Respect for the Individual
We all deserve to work in an environment where we are treated with dignity and respect. Pop-A-Shot is committed to creating such an environment because it brings out the full potential in each of us, which, in turn, contributes directly to our business success. We cannot afford to let anyone’s talents go to waste.
Pop-A-Shot is an equal employment/affirmative action employer and is committed to providing a workplace that is free of discrimination. Pop-A-Shot does not tolerate unlawful harassment or any mistreatment by or of workers, guests or clients in the workplace or in a work-related situation on the basis of sex, race, color, nationality, ethnic or national origin, ancestry, citizenship, religion (or belief, where applicable), age, physical or mental disability, medical condition, sexual orientation, veteran status, marital status, genetic information or characteristics (or those of a family member), or any other category protected under applicable federal, state, or local law. Any employee who feels harassed or discriminated against should report the incident to his or her manager or to the General Manager.
Create a Culture of Open and Honest Communication
At Pop-A-Shot everyone should feel comfortable to speak his or her mind, particularly with respect to ethics concerns. Managers have a responsibility to create an open and supportive environment where employees feel comfortable raising such questions. We all benefit tremendously when employees exercise their power to prevent mistakes or wrongdoing by asking the right questions at the right times.
Pop-A-Shot will investigate all reported instances of questionable or unethical behavior. In every instance where improper behavior is found to have occurred, the company will take appropriate action. We will not tolerate retaliation against employees who raise genuine ethics concerns in good faith.
For your information, Pop-A-Shot’s Whistle Blower Policy is as follows: Employees are encouraged, in the first instance, to address such issues with their managers or the General Manager, as most problems can be resolved swiftly. If for any reason that is not possible or if an employee is not comfortable raising the issue with his or her manager or the General Manager, Pop-A-Shot’s CEO, Tony Stucker does operate with an open-door policy.
Set Tone at the Top
Management has the added responsibility for demonstrating, through their actions, the importance of this Code. In any business, ethical behavior does not simply happen; it is the product of clear and direct communication of behavioral expectations, modeled from the top and demonstrated by example.
To make our Code work, managers must be responsible for promptly addressing ethical questions or concerns raised by employees and for taking the appropriate steps to deal with such issues. Managers should not consider employees’ ethics concerns as threats or challenges to their authority, but rather as another encouraged form of business communication.
Uphold the Law
Pop-A-Shot’s commitment to integrity begins with complying with laws, rules and regulations where we do business. Further, each of us must have an understanding of the company policies, laws, rules and regulations that apply to our specific roles. If we are unsure of whether a contemplated action is permitted by law or Pop-A-Shot policy, we should seek the advice from the resource expert. We are responsible for preventing violations of law and for speaking up if we see possible violations.
We are dedicated to ethical, fair and vigorous competition. We will sell Pop-A-Shot products and services based on their merit, superior quality, functionality and competitive pricing. We will make independent pricing and marketing decisions and will not improperly cooperate or coordinate our activities with our competitors. We will not offer or solicit improper payments or gratuities in connection with the purchase of goods or services for Pop-A-Shot or the sales of its products or services, nor will we engage or assist in unlawful boycotts of particular customers.
It is important that we respect the property rights of others. We will not acquire or seek to acquire improper means of a competitor’s trade secrets or other proprietary or confidential information. We will not engage in unauthorized use, copying, distribution or alteration of software or other intellectual property.
We will not selectively disclose (whether in one-on-one or small discussions, meetings, presentations, proposals or otherwise) any material nonpublic information with respect to Pop-A-Shot, its securities, business operations, plans, financial condition, results of operations or any development plan. We should be particularly vigilant when making presentations or proposals to customers to ensure that our presentations do not contain material nonpublic information.
Health and Safety
Pop-A-Shot is dedicated to maintaining a healthy environment. Pop-A-Shot employees must adhere to good health and safety practices and comply with all environmental health and safety laws and regulations. A safety manual has been designed to educate you on safety in the workplace. If you do not have a copy of this manual, please see the General Manager.
Avoid Conflicts of Interest
Conflicts of Interest
We must avoid any relationship or activity that might impair, or even appear to impair, our ability to make objective and fair decisions when performing our jobs. At times, we may be faced with situations where the business actions we take on behalf of Pop-A-Shot may conflict with our own personal or family interests. We owe a duty to Pop-A-Shot to advance its legitimate interests when the opportunity to do so arises. We must never use Pop-A-Shot property or information for personal gain or personally take for ourselves any opportunity that is discovered through our position with Pop-A-Shot.
Here are some other ways in which conflicts of interest could arise:
- Being employed by, or acting as a consultant to, a competitor or potential competitor, supplier or contractor, regardless of the nature of the employment, while you are employed with Pop-A-Shot.
- Owning or having a substantial interest in a competitor, supplier or contractor.
- Having a personal interest, financial interest or potential gain in any Pop-A-Shot transaction.
- Accepting gifts, discounts, favors or services from a customer/potential customer, competitor or supplier, unless equally available to all Pop-A-Shot employees.
Determining whether a conflict of interest exists is not always easy to do. Employees with a conflict of interest question should seek advice from management. Before engaging in any activity, transaction or relationship that might give rise to a conflict of interest, employees must seek review from their managers or the General Manager.
Gifts, Gratuities and Business Courtesies
Pop-A-Shot is committed to competing solely on the merit of our products and services. We should avoid any actions that create a perception that favorable treatment of outside entities by Pop-A-Shot was sought, received or given in exchange for personal business courtesies. Business courtesies include gifts, gratuities, meals, refreshments, entertainment or other benefits from persons or companies with whom Pop-A-Shot does or may do business. We will neither give nor accept business courtesies that constitute, or could reasonably be perceived as constituting, unfair business inducements that would violate law, regulation or policies of Pop-A-Shot or customers, or would cause embarrassment or reflect negatively on Pop-A-Shot’s reputation.
Accepting Business Courtesies
Most business courtesies offered to us in the course of our employment are offered because of our positions at Pop-A-Shot. We should not feel any entitlement to accept and keep a business courtesy. Although we may not use our position at Pop-A-Shot to obtain business courtesies, and we must never ask for them, we may accept unsolicited business courtesies that promote successful working relationships and good will with the firms that Pop-A-Shot maintains or may establish a business relationship with.
Employees who award contracts or who can influence the allocation of business, who create specifications that result in the placement of business or who participate in negotiation of contracts must be particularly careful to avoid actions that create the appearance of favoritism or that may adversely affect the company’s reputation for impartiality and fair dealing. The prudent course is to refuse a courtesy from a supplier when Pop-A-Shot is involved in choosing or reconfirming a supplier or under circumstances that would create an impression that offering courtesies is the way to obtain Pop-A-Shot business.
Meals, Refreshments and Entertainment
We may accept occasional meals, refreshments, entertainment and similar business courtesies that are shared with the person who has offered to pay for the meal or entertainment, provided that:
- They are not inappropriately lavish or excessive.
- The courtesies are not frequent and do not reflect a pattern of frequent acceptance of courtesies from the same person or entity.
- The courtesy does not create the appearance of an attempt to influence business decisions, such as accepting courtesies or entertainment from a supplier whose contract is expiring in the near future.
- The employee accepting the business courtesy would not feel uncomfortable discussing the courtesy with his or her manager or co-worker or having the courtesies known by the public.
Employees may accept unsolicited gifts, other than money, that conform to the reasonable ethical practices of the marketplace, including:
- Flowers, fruit baskets and other modest presents that commemorate a special occasion.
- Gifts of nominal value, such as calendars, pens, mugs, caps and t-shirts (or other novelty, advertising or promotional items).
Generally, employees may not accept compensation, honoraria or money of any amount from entities with whom Pop-A-Shot does or may do business. Tangible gifts (including tickets to a sporting or entertainment event) that have a market value greater than $100 may not be accepted unless approval is obtained from management.
Employees with questions about accepting business courtesies should talk to their managers or the General Manager.
Offering Business Courtesies
Any employee who offers a business courtesy must assure that it cannot reasonably be interpreted as an attempt to gain an unfair business advantage or otherwise reflect negatively upon Pop-A-Shot. An employee may never use personal funds or resources to do something that cannot be done with Pop-A-Shot resources. Accounting for business courtesies must be done in accordance with approved company procedures.
Set Metrics and Report Results Accurately
Accurate Public Disclosures
We will make certain that all disclosures made in financial reports and public documents are full, fair, accurate, timely and understandable. This obligation applies to all employees, including all financial executives, with any responsibility for the preparation for such reports, including drafting, reviewing and signing or certifying the information contained therein. No business goal of any kind is ever an excuse for misrepresenting facts or falsifying records.
Employees should inform Executive Management and the General Manager if they learn that information in any filing or public communication was untrue or misleading at the time it was made or if subsequent information would affect a similar future filing or public communication.
We create, retain and dispose of our company records as part of our normal course of business in compliance with all Pop-A-Shot policies and guidelines, as well as all regulatory and legal requirements.
All corporate records must be true, accurate and complete, and company data must be promptly and accurately entered in our books in accordance with Pop-A-Shot and other applicable accounting principles.
We must not improperly influence, manipulate or mislead any unauthorized audit, nor interfere with any auditor engaged to perform an internal independent audit of Pop-A-Shot books, records, processes or internal controls.
Promote Substance Over Form
At times, we are all faced with decisions we would rather not have to make and issues we would prefer to avoid. Sometimes, we hope that if we avoid confronting a problem, it will simply go away.
At Pop-A-Shot, we must have the courage to tackle the tough decisions and make difficult choices, secure in the knowledge that Pop-A-Shot is committed to doing the right thing. At times this will mean doing more than simply what the law requires. Merely because we can pursue a course of action does not mean we should do so.
Although Pop-A-Shot’s guiding principles cannot address every issue or provide answers to every dilemma, they can define the spirit in which we intend to do business and should guide us in our daily conduct.
Each of us is responsible for knowing and adhering to the values and standards set forth in this Code and for raising questions if we are uncertain about company policy. If we are concerned whether the standards are being met or are aware of violations of the Code, we must contact the General Manager..
Pop-A-Shot takes seriously the standards set forth in the Code, and violations are cause for disciplinary action up to and including termination of employment.
Confidential and Proprietary Information
Integral to Pop-A-Shot’s business success is our protection of confidential company information, as well as nonpublic information entrusted to us by employees, customers and other business partners. Confidential and proprietary information includes such things as pricing and financial data, customer names/addresses or nonpublic information about other companies, including current or potential suppliers and vendors. We will not disclose confidential and nonpublic information without a valid business purpose and proper authorization.
Use of Company Resources
Company resources, including time, material, equipment and information, are provided for company business use. Nonetheless, occasional personal use is permissible as long as it does not affect job performance or cause a disruption to the workplace.
Employees and those who represent Pop-A-Shot are trusted to behave responsibly and use good judgment to conserve company resources. Managers are responsible for the resources assigned to their departments and are empowered to resolve issues concerning their proper use.
Generally, we will not use company equipment such as computers, copiers and fax machines in the conduct of an outside business or in support of any religious, political or other outside daily activity, except for company-requested support to nonprofit organizations. We will not solicit contributions nor distribute non-work related materials during work hours.
In order to protect the interests of the Pop-A-Shot network and our fellow employees, Pop-A-Shot reserves the right to monitor or review all data and information contained on an employee’s company-issued computer or electronic device, the use of the Internet or Pop-A-Shot’s intranet. We will not tolerate the use of company resources to create, access, store, print, solicit or send any materials that are harassing, threatening, abusive, sexually explicit or otherwise offensive or inappropriate.
Questions about the proper use of company resources should be directed to your manager.
Contractors, Sub-contractors, Factory Workers & Manufacturers
Pop-A-Shot Enterprise LLC is dedicated to the ethical and responsible stewardship of our resources. We place the highest value that everyone connected with Pop-A-Shot follows these guidelines:
Forced Labor: Pop-A-Shot will not work with any company that uses forced labor, whether in the form of prison labor, indentured labor, bonded labor or otherwise.
Child Labor: Pop-A-Shot will not work with any company that employs any person at an age younger than 15.
Harassment or Abuse: Pop-A-Shot will not work with any company that does not treat their employees with dignity and respect. These employees shall not be subject to any physical, sexual, psychological or verbal harassment or abuse or any form of corporal punishment.
Nondiscrimination: Pop-A-Shot will not work with any company that discriminates in employment, including hiring, salary, benefits, advancement, discipline, termination or retirement, on the basis of gender, race, marital status, reproductive or familial situation religion, age, disability, sexual orientation, nationality, political opinion, or social or ethnic origin.
Health & Safety: Pop-A-Shot will not work with any company that does not provide a safe and healthy working environment to prevent accidents and injury to health, including reproductive health.
Women’s Rights: Pop-A-Shot will not work with any company that restricts women’s rights:
- Female workers shall have the same work opportunities as men, without arbitrary restriction on the types of job or special limits on hours of work
- No criteria shall be used to marital or reproductive status (example: pregnancy tests, use of contraception, fertility status)
- New mothers shall be entitled to leaves of absence (with the right to return to work) for childbirth and recovery from childbirth
- Freedom of Association and Collective Bargaining is recognized. No employee shall be subject to harassment, intimidation or retaliation for her/his efforts to freely associate to bargain collectively. Licensees shall allow union organizers access to employees.
Hours of Work and Overtime: Pop-A-Shot will not work with any company that does not comply with applicable laws and industry standards on working hours. Personnel shall not on a regular basis be required to work in excess of 48 hours per week and shall be provided with at least one day off in every seven-day period. Mandatory overtime shall be limited to extraordinary and short-term business circumstances and the policy concerning mandatory overtime shall be expanded to employees before they are hired. Regular working hours plus mandatory overtime shall not exceed 60 hours per week. All overtime shall be paid at a higher rate.
Compensation: Pop-A-Shot will not work with any company that does not recognize that wages are the principal means of meeting the basic needs of employees and their families, and therefore shall pay a wage that enables employees to satisfy their basic needs and provide legally mandated benefits. These companies shall ensure that wages and benefits for a standard working week meet at least legal minimum standards and industry averages, whichever is greater, and that net compensation is at least sufficient to meet the worker’s basic needs. Compensation standards will be adjusted periodically based on the experience and increased knowledge concerning local labor markets and living conditions.
Remediation: When a violation of the Code of Conduct occurs, remediation of the violation by Pop-A-Shot Enterprise LLC is expected and appropriate corrective action will take place. The remedy will, at a minimum, include requiring the said company to take all steps necessary to correct such violations. If agreement on corrective action is not reached and/or the action does not result in correction of the violation within a specified reasonable time period, Pop-A-Shot Enterprise LLC reserves the right to terminate or not renew its relationship with the said company.
Pop-A-Shot is a high-profile company in our community, and from time to time, employees may be approached by reporters and other members of the media. In order to ensure that we speak with one voice and provide accurate information about the company, we should direct all media inquiries to Pop-A-Shot CEO, Tony Stucker. No one may issue a press release without first consulting with Tony Stucker.
Tony Stucker, CEO, President