**Exhibit 10.25**

 

|  | Code of CONDUCT  Home of the Good Guys |
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|  | Table of  Contents 3 4 4 4 5 6 6 6 7 7 8 8 8 9 9 9 10 10 10 10 11 11 12 12 12 13 13 13  13 14 14 14 15 15 15 15 15 16 16 16 17 17 17 17 17 18 18 19 19 20 20 21 21 21  22 23 23 24 24 Our Values .............................................................................................................................................  Chapter 1 Introduction  ..................................................................................................................  . 1.1 Understanding and Complying with the Code  ....................................................................................  1.2 Making Ethical Decisions  ...................................................................................................................  1.3 Reporting Compliance Concerns  .......................................................................................................  1.4 Cooperating With Internal and External Investigations .....................................................................  1.5 Leadership Responsibilities  ...............................................................................................................  1.6 Penalties for Code Violations .............................................................................................................  Chapter 2 Our Employees  ............................................................................................................  2.1 We cultivate a diverse workplace ......................................................................................................  2.2 We do not tolerate discrimination  ......................................................................................................  2.3 We maintain a safe and secure work environment  ............................................................................  2.3.1 Violence and Weapons  ................................................................................................................  2.3.2 Environmental Health and Safety  ................................................................................................  2.3.3 Illegal Drugs and Controlled Substances  ....................................................................................  2.3.4 Alcohol  .......................................................................................................................................  2.4 We avoid unproductive and unlawful activities  .................................................................................  . 2.5 We protect personal information  .......................................................................................................  2.6 We monitor employee activity as permitted by law and dictated by  legitimate business needs....... 2.7 We conduct ourselves with integrity both  on and off the job  ............................................................ 2.8 We do not  trade on or disclose insider information  .......................................................................... .  2.9 We avoid conflicts of interest  .............................................................................................................  2.9.1 Close Personal Relationships  .....................................................................................................  2.9.2 Outside Employment  ...................................................................................................................  2.9.3 Outside Activities ........................................................................................................................  2.9.4 Personal Political Interests  .........................................................................................................  2.9.5 Significant Financial Interest in Clients, Suppliers, or Competitors  .......................................... 2.9.6 Transactions in Securities  ..........................................................................................................  2.9.7 Loans .........................................................................................................................................  Chapter 3 Our Company  ...............................................................................................................  3.1 We create and maintain accurate records  ..........................................................................................  3.2 We promote transparent and complete disclosure  ............................................................................  3.3 We properly manage and retain company records  .............................................................................  3.4 We safeguard company information  ..................................................................................................  3.4.1 What to Protect  ...........................................................................................................................  3.4.2 How to Protect It  .........................................................................................................................  3.4.3 When to Protect It  .......................................................................................................................  3.5 We communicate in a professional manner .......................................................................................  3.6 We use social media responsibly  .......................................................................................................  3.7 We protect the security of our operations .........................................................................................  3.8 We use our assets wisely  ...................................................................................................................  3.8.1 Company Funds ..........................................................................................................................  3.8.2 Company Benefits  .......................................................................................................................  3.8.3 Company Communications Systems and Equipment  ................................................................. 3.9 We  protect our intellectual property  ..................................................................................................  Chapter 4 The Marketplace  ........................................................................................................  4.1 We respect client privacy  ...................................................................................................................  4.2 We respect the intellectual property rights of others  ........................................................................ 4.3  We market and sell our products and services responsibly  .............................................................. 4.4 We obtain  competitive information appropriately  ..............................................................................  4.5 We use care in procurement and contracting  ....................................................................................  4.6 We do not solicit, accept, or give gifts or entertainment that might  affect business judgment ....... 4.7 We do not offer or accept bribes,  kickbacks, or gratuities ................................................................  4.8 We compete fairly  ...............................................................................................................................  4.9 We comply with international law  .......................................................................................................  Chapter 5 The Community  ...........................................................................................................  5.1 We communicate honestly and effectively with the media ................................................................  5.2 We support charitable giving and volunteering  ..................................................................................  5.3 We support involvement in the political process ................................................................................ |
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

|  | Our Values Our  core values define who we are and what we do. They form the foundation of our  business. Honesty... Accountability... Integrity... Progressiveness...  Community... tell the truth take responsibility for your actions do the right  thing find a better way achieve common goals 3 |
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|  | Introduction  Chapter 1 Our Code of Conduct (the “Code”)1 is a statement of the principles  and expectations that guide ethical conduct at our Company. The Code is not a  contract of employment and does not give you rights of any kind. Unless  governed by a collective bargaining agreement, employment at the Company is  “at will,” which means that you or the Company may terminate your employment  for any reason or no reason, with or without notice, at any time. The Code  applies to anyone who acts on behalf of the Company or its subsidiaries,  including employees, officers, directors, agents, consultants, temporary  workers, and interns.2 Each of us is responsible for promoting and  reinforcing an ethical business environment by: • Understanding and complying  with the Code • Making ethical decisions • Reporting compliance concerns and  suspected violations • Cooperating with internal and external investigations  1.1 Understanding and complying with the Code • Read the entire Code • Think  about how the Code applies to you and your job • Consider how you would  handle ethical situations that you might face • Take the Code of Conduct  training module and other Company compliance training as assigned • If you  have questions, ask your supervisor or the Legal Department, or contact the  Security and Ethics Hotline or the Security Reporting Website You are also  required to conduct the Company’s business in accordance with applicable law  and to comply with company policies and rules other than the Code. These  policies and rules may be referred to in the Code or made available to you  separately. Our policies are available on inSite under “Forms, Policies and  Guides.” 1.2 Making ethical decisions Our Code and policies cannot address  every workplace situation, so you will need to use your common sense and  judgment to make ethical decisions as circumstances dictate. When faced with  a difficult situation, use the following questions to help you make the right  decision. 1. Is it illegal? 2. Is it inconsistent with our values, Code, or  policies? 3. Would I feel uncomfortable describing the decision to my  supervisor? To my family? To the media? 4. Could this decision harm the  Company? 5. Could this decision harm other people such as our employees,  investors, or clients? If the answer to any of these questions is “yes” or  even “maybe,” do not make the proposed decision. If you are not sure about  any of the answers, ask your supervisor or the Legal Department or contact  the Securities and Ethics Hotline or the Security Reporting Website for  guidance. You are accountable for your own conduct. You may never violate  this Code or any policy simply because a supervisor or anyone else directs  you to do so. If you receive such a request, you should report the matter  immediately. 1 The Code does not describe all applicable laws or company  policies or provide full details regarding any applicable laws or company  policies. The Code supersedes prior versions and may be revised by the  Company at any time. The online version of the Code (posted on inSite)  supersedes all printed versions. 2 All references to the term “employee”  include all of these individuals unless the context requires otherwise. Code  Sections 2.9.2, 2.9.3, and 2.9.4 do not apply to directors who are not  employees of SuperMedia. Instead, applicable state and federal law and the  rules of the applicable stock exchange shall apply. Any waiver of this Code  for executive officers or members of the Board of Directors can be made only  by the Board of Directors or a committee thereof and must be promptly  disclosed to the extent required by applicable law and stock exchange listing  standards, including postings on the Company’s website or in its public filings  with the Securities and Exchange Commission. No other waivers are permitted.  Security and Ethics Hotline: 1-866-699-8120 Security Reporting Website:  http://insite/dept/security/incident-report 4 |
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|  | 1.3 Reporting  compliance concerns and suspected violations Each of us is responsible for  reporting compliance concerns and suspected violations. This critical action  can protect our Company, our investors, our employees, and our communities. •  Report concerns and suspected violations as soon as possible so the matter  can be addressed and the Company may mitigate the risks • We have three  channels for reporting: the Security and Ethics Hotline, the Security  Reporting Website (incident report), and the Legal Department • Reports will  be kept anonymous and confidential to the extent permitted by law and our  need to properly investigate the matter The phone number for the Security and  Ethics Hotline is: 1-866-699-8120 The Security Reporting Website is located  at: http://insite/dept/security/ incident-report You may also contact any  attorney in the Legal Department. Without limiting our ability to discipline  those who violate the Code, we absolutely prohibit retaliation for reporting  of ethical concerns or participation in related investigations. Those who  retaliate are subject to disciplinary action, including termination of  employment. Honesty: “Honesty is the best policy. If I lose my honor, I lose  myself.” William Shakespeare |
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|  | 1.4 Cooperating  with internal and external investigations You must cooperate completely in  any investigation, including those conducted under the direction of the Legal  Department, the Security Department, the Internal Audit Department, or our  external auditors. This includes: • Providing full, fair, accurate, and  timely testimony, documents, and information • Not interfering with or  obstructing an investigation or attempting to improperly influence an  investigator • Not disclosing or discussing an investigation with  unauthorized persons • Not attempting to investigate a violation or potential  violation of this Code on your own • Not destroying any records relating to  the investigation. See Section 3.3 for more information In addition, if the  Company is the subject of a government investigation or inquiry, you must  ensure that all communications with the government are coordinated by the  Legal Department: • Advise the Legal Department as soon as possible if you  are contacted by any government agency • Provide all applicable testimony,  documents, and information to the Legal Department for review before  submission to the government agency 1.5 Leadership responsibilities The  Company encourages all employees to demonstrate and promote ethical behavior  and to ensure compliance with the Code. Those employees in leadership  positions, including supervisors, must take on this additional responsibility  with respect to their work groups. This responsibility includes: •  Exemplifying ethical behavior in all actions and words • Ensuring that all  employees understand that business results are never more important than  ethical conduct • Ensuring that all employees understand that unethical  conduct undermines business results and destroys business reputation •  Providing sufficient time during work hours for employees to take compliance  training and ensuring they complete the training • Creating an open and  supportive environment where employees feel comfortable asking questions or  raising ethical or compliance concerns • Identifying compliance risks and  implementing control measures to prevent or detect violations • Requesting or  supporting periodic compliance reviews by the Internal Audit Department and  the Security Department • Taking prompt and consistent corrective and  disciplinary action 1.6 Penalties for code violations Employees who violate  the Code are subject to disciplinary action, including termination of  employment, civil action, and/or criminal prosecution. Misconduct that may  result in discipline includes: • Violating the Code • Requesting or causing  others to violate the Code • Failure to promptly report a known or suspected  violation of the Code • Failure to cooperate in a company investigation of a  possible Code violation • Retaliation against another employee for honest and  good — faith reporting of ethical concerns or participation in related  investigations • Failure to demonstrate leadership and diligence to ensure  compliance with the Code Disciplinary action depends on the circumstances,  including the severity of the Code violation. In some cases, the Code  specifies that a violation could or will result in termination of employment.  These are examples only, and they do not limit the Company’s right to  terminate an employee for other Code violations. Security and Ethics Hotline:  1-866-699-8120 Security Reporting Website: http://insite/dept/security/incident-report  6 |
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|  | Our Employees  Chapter 2 2.1 We cultivate a diverse workplace Diversity means embracing  differences and cultivating an inclusive organization that reflects our  marketplace and fosters the full potential in each of us. We believe this is  not just the right thing to do, but it also drives business success. We are  committed to attracting, developing and retaining a highly qualified, diverse  and dedicated work force and complying fully with all laws providing equal  opportunity to all persons without regard to race, color, religion, gender,  sexual orientation, age, national origin, disability, genetic information,  military service or status, veteran status, marital status, citizenship  status, and any other protected category under federal, state, or local law.  For company business, our goal is to only use facilities, sponsor events or  maintain memberships at businesses or organizations that do not have  exclusionary membership practices. Accountability: “Accountability breeds  responsibility.” Stephen R. Covey 7 |
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|  | 2.2 We do not  tolerate discrimination or harassment We have zero tolerance for  discrimination, sexual harassment, and other unlawful harassment based on  race, color, religion, gender, sexual orientation, age, national origin,  disability, genetic information, military service or status, veteran status,  marital status, citizenship status, or any other legally protected category  under federal, state, or local law or harassment based on opposition to  unlawful discrimination or participation in complaint proceedings. Harassment  is conduct that creates an intimidating, offensive, or hostile working  environment or that interferes with work performance that is based upon any  of the above-described categories. This applies to all employees, including  coworkers and supervisors, regardless of title or responsibility and to  non-employees inside the workplace. It is impossible to list all  circumstances that may constitute harassment. However, some examples of  harassment include: • Racist, sexist, or ethnic comments or jokes • Offensive  gestures • Physical contact • The display of offensive or demeaning drawings,  objects, or posters • Unwelcome sexual advances • Requests for sexual favors  • Verbally or physically threatening conduct • Any action or statement  creating an intimidating, hostile, or offensive work environment 2.3 We  maintain a safe and secure work environment 2.3.1 Violence and weapons We  will not tolerate threatening, dangerous, or abusive behavior by employees in  the workplace, while operating company vehicles or on company business, or by  any persons on company property. We will not tolerate intentional damage to  property. We will take prompt and appropriate action against offenders, up to  and including termination and referral for criminal prosecution. Don’t bring  weapons to work. That includes keeping a weapon in your vehicle on company  property. You may not possess or use any weapon or any component of a weapon  (e.g. ammunition) on company property or while conducting company business in  any location. You must not use any tool, equipment, or other material as a  weapon or as a component of a weapon. You must report any instance of  threatening, dangerous, or abusive behavior (including apparent impairment by  drugs or alcohol), or possession of weapons or components of weapons on  company property to the Security Department. In cases of imminent danger,  call 911 or local law enforcement first, and then contact the Security  Department. Q. My supervisor continually criticizes my work performance. Is  this harassment? A. No. Providing constructive feedback about your work  performance is an important part of your supervisor’s job and is not  harassment unless it includes other prohibited behavior. Q. I have asked my  co-worker for a date a couple of times. Both times she has said it’s not a  good idea. Should I give it another try? A. No. Repeated requests for a date  can be perceived as harassment. Q. I am afraid that someone with whom I’ve  had a romantic relationship might try to harm me while I’m at work. What  should I do? A. If you believe that you could become the victim of domestic  violence, you should notify the police and the Security Department of any  person who threatens your safety at the work place or the safety of your  fellow employees. Security and Ethics Hotline: 1-866-699-8120 Security  Reporting Website: http://insite/dept/security/incident-report 8 |
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|  | 2.3.2  Environmental health and safety You are responsible for performing your job  in an environmentally responsible manner, for recognizing environmental  issues, and for seeking advice on how to comply with applicable law. You must  also cooperate with any inspections conducted by the Company or local, state,  or federal health, safety, or environmental agencies. Report any of the  following to the Human Resources Department: • Unsafe conditions •  Work-related injuries, illnesses, and accidents • Environmental hazards and  releases of hazardous substances • Failure to comply with environmental  guidelines • Any contact from local, state, or federal health, safety, or  environmental agencies If you are a supervisor, you have the following  additional responsibilities: • Ensure that your team knows and follows the  safety practices applicable to each of their jobs • Enforce all applicable regulations  and policies • Refer all safety issues that come to your attention to the  Human Resources Department 2.3.3 Illegal drugs and controlled substances  While on company time, conducting company business, on company premises, or  while operating company equipment or vehicles, you may never: • Use, be under  the influence of, transfer, sell, manufacture, or possess illegal drugs  (which include any controlled substances that have not been prescribed for  you by your doctor) or drug paraphernalia • Report to work under the  influence of any illegal drug (e.g. show any sign of having taken an illegal  drug or drug testing demonstrates that you have used or consumed an illegal  drug) If you are taking any medication that creates a safety risk, you must  report this to your supervisor, and you must not operate any company  machinery or vehicle if the medication affects your perception or  responsiveness. 2.3.4 Alcohol You may never possess or drink alcohol, or be  under the influence of alcohol, while at work, while conducting company  business, or while engaging in company activities. However, you may drink  alcohol in moderation when served at company functions authorized by a  department vice president or higher senior executive or at external events  where you are representing the Company. Consumption of alcohol at such events  is completely voluntary and must never be done in a manner that would  embarrass or harm the Company. In addition, you may never transport, possess,  serve, or drink alcohol in a company vehicle or in any vehicle being used for  company business in any manner that violates any law, such as an “open  container law” or a law prohibiting alcohol in the passenger compartment of a  car. Q. Is it okay to have an alcoholic beverage at lunchtime? A. No, because  you might be under the influence of alcohol when you return to work. Security  and Ethics Hotline: 1-866-699-8120 Security Reporting Website:  http://insite/dept/security/incident-report 9 |
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|  | 2.4 We avoid  unproductive and unlawful activities Gambling, solicitation, and fundraising  that distract from work productivity, may be perceived as coercive, and may  be unlawful. You may not do any of the following on company premises, on  company systems, or while conducting company business: • Gamble or  participate in games of chance (including raffles, sports pools, card games,  or lotteries) • Collect or pool funds for the purposes of gambling or related  activities • Solicit or distribute literature • Permit non-employees to  solicit or distribute literature on company premises unless officially  approved by the Human Resources Department • Raise funds for charities or  engage in other philanthropic efforts unless officially approved by the Human  Resources Department You may verify approved activities by contacting the Security  and Ethics Hotline or the Security Reporting Website. 2.5 We protect personal  information We acquire and retain personal information about our employees in  the normal course of operations, such as for employee identification purposes  and provision of employee benefits. You must take appropriate steps to  protect all personal employee information, including social security numbers,  identification numbers, and residential telephone numbers and addresses. You  must never access, obtain, or disclose another employee’s personal  information unless you have proper approval and are acting for legitimate  business purposes and in accordance with applicable laws and company  policies. See the Information Security Policy for more information. 2.6 We  monitor employee activity as permitted by law and dictated by legitimate  business needs In order to protect company assets, provide excellent client  service, and ensure a safe workplace, it is sometimes necessary to monitor  employees and company systems. As permitted by law, we may inspect, monitor,  and record the use of all company property, vehicles, systems, and facilities  — with or without notice — and search any and all company property at any  time, as well as any personal property (including vehicles) on company premises  and record and monitor any client conversations (both inbound and outbound)  at any time with or without notice. Unless you are participating in an  approved observation program or you have obtained approval from the Legal  Department, you may not record or videotape another employee, client,  supplier, competitor, or any other person, or access another employee’s  systems, records, or equipment without that person’s knowledge and approval.  You may verify approved activities by contacting the Security and Ethics  Hotline or the Security Reporting Website. 2.7 We conduct ourselves with  integrity both on and off the job Employees must avoid conduct off the job  that could impair work performance or affect our reputation or business  interests. You must promptly advise the Human Resources Department of any  criminal arrest or conviction that may affect your ability to perform your  job as well as all felony convictions. Security and Ethics Hotline:  1-866-699-8120 Security Reporting Website: http://insite/dept/security/incident-report  10 |
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|  | 2.8 We do not  trade on or disclose insider information As an employee, you may become aware  of material non-public information — that is, information that is not  publicly available and that could reasonably lead a person to buy, sell, or  hold our or another company’s securities. Examples of “material information”  include: • Financial results or expectations for the quarter or the year •  Financial forecasts • Changes in dividends or dividend policy • Possible  mergers, acquisitions, joint ventures, asset purchases, asset sales, and  other investments in companies • Changes in relationships with significant  suppliers • Obtaining or losing important contracts • Important product  developments • Major financing developments • Major personnel changes • Major  litigation developments “Non-public information” means information that has  not been effectively disclosed to the public. Examples of effective public  disclosure include public filings with the Securities and Exchange Commission  and company press releases. Information remains “non public” until it is  publicly disclosed and adequate time has passed to allow the market to digest  such information. You must never use material non-public information (even if  you acquired it as a “tip” from others) to trade — or to advise or assist  another person in trading — in our or any other company’s securities. This  also prohibits you from trading in derivatives of these securities, such as  call or put options. Trading could include shifting account balances or  changing allotments or investment directions through company plans. There are  extensive and complex legal rules relating to insider trading. If you are  unsure whether information is material non-public information, you should  consult the Legal Department before making any decision to buy or sell a  security, or before disclosing such information. Insider trading and tipping  is illegal and can result in severe civil or criminal penalties, including  imprisonment. These restrictions also apply to family members and others  living in your household. You are responsible for ensuring their compliance  with these restrictions. The Insider Trading Policy provides additional  information and is available on inSite under “Forms, Policies, and Guides.”  See also Section 2.9.6 below regarding other prohibited transactions in  securities. 2.9 We avoid conflicts of interest When you represent the  Company, you must avoid any real or apparent conflict between your interests  and those of the Company. You must never use company property or information  for personal gain or take personal advantage of any opportunity that arises  in the course of your work for the Company. Conflicts of interest may arise  in various situations. If you have questions about a possible conflict of interest,  contact the Legal Department for guidance. Q. A coworker told me that he  bought a number of domain names he thinks the Company would be willing to buy  at a premium in connection with a future product rollout. Should I report  this? A. Yes. By purchasing the domain names, your coworker has taken  personal advantage of a Company opportunity and has used Company information  for personal gain. This is a serious conflict of interest in violation of the  Code. Security and Ethics Hotline: 1-866-699-8120 Security Reporting Website:  http://insite/dept/security/incident-report 11 |
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|  | 2.9.1 Close  personal relationships You may have a real or apparent conflict of interest  when, in your capacity as an employee of the Company, you interact with  someone with whom you have a close personal relationship, such as: • Your  spouse or former spouse • Family and household members • Partners and former  partners in a business • Someone with whom you have or had a romantic  relationship To avoid a real or apparent conflict of interest, you may not: •  Supervise, even indirectly, someone with whom you have a close personal  relationship • Participate in the selection process for, or supervise the  Company’s relationship with, a company that does business with us if it  employs someone with whom you have such a close personal relationship If you  develop a relationship described above, you must disclose the relationship as  soon as you become aware of it to the Security and Ethics Hotline or the  Security Reporting Website. 2.9.2 Outside employment You may not — with or  without compensation — be self-employed or employed by, consult with, own,  perform services for, or aid a company or organization (including a  charitable organization), that is a supplier or competitor of the Company, or  in any of the same lines of business as the Company or in any line of  business which the Company is actively seeking to enter. You may not be  employed or perform services for any other organization if such employment or  service conflicts with your schedule and responsibilities with the Company or  your involvement with such organization creates any negative consequences or  connotations for the Company. 2.9.3 Outside activities Many employees  participate in outside organiza- tions (such as local school boards or  homeowners’ associations). Membership in these associations can cause  conflicts if and when you make decisions regarding the Company or our  products. If you are a member of an outside organization, Q. I am a Media  Consultant, but I would like to provide website development and search engine  optimization services on a freelance basis in my spare time. Is this  permitted? A. No. You may not provide website development or search engine  optimization services because these services would compete with services provided  by the Company. This is prohibited even though you do not provide these  services as part of your job with the Company. you must remove yourself from  discussing or voting on any matter that involves the inter- ests of the  Company or our competitors. In addition, you must disclose this conflict to  your outside organization without disclosing non-public company information.  You must also disclose any potential conflict by reporting it to the Legal  Department. You must obtain approval from the Legal Department prior to  serving on a board or committee of a public company, or acting as a  representative of the Company on a board or committee of any outside  organization. Integrity: “I never had a policy; I have just tried to do my  very best each and every day.” Abraham Lincoln 12 |
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|  | 2.9.4 Personal  political interests Your personal political contributions and activities must  be kept separate from the Company. • Contributions: If you make political  contributions, you may not refer in any way to your employment or use company  assets, including the Company’s name, in connection with your contributions,  unless required to do so by law. See Section 5.3 regarding contributions of  company funds or assets. • Appearances: If you are appearing before a  government body or engaging in contact with a public official outside of your  ordinary work duties regarding a business in which the Company is engaged or  a business issue in which the Company has an interest, you should make it  clear that you are not representing the Company, and you should report the  matter to the Security and Ethics Hotline or the Security Reporting Website  in advance of the appearance or contact. • Seeking Public Office: Before you  seek any elected or accept any appointed political office, including a local  position, such as a school board position, you must obtain approval from the  Legal Department to ensure that no potential conflict of interest exists.  2.9.5 Significant financial interest in clients, suppliers, or competitors A  potential conflict of interest exists if you participate in or attempt to  influence a decision or transaction that could provide financial gain to you  or other persons with whom you have a close personal relationship. To ensure  compliance, report any significant financial interest that you have, or to  your knowledge, any person with whom you have a close personal relationship  has, in a client, supplier, or competitor of the Company. Examples of persons  with whom you may have a close personal relationship include: • Your spouse or  former spouse • Family and household members • Partners and former partners  in a business • Someone with who you have or had a romantic relationship A  “significant financial interest” is any financial interest in a privately  held or publicly traded company that is (a) more than one percent of a  company’s issued and outstanding securities or ownership or other financial  interests; and (b) in the case of an employee, exceeds 25% of the employee’s  annual total compensation from the Company. 2.9.6 Transactions in securities  In addition to the prohibition against insider trading discussed in Section  2.8 above, the following transactions in securities are prohibited: •  Investments in companies with whom you conduct business on the company’s  behalf: If you conduct or supervise business on our behalf with another  company, you must not invest or trade in that company’s securities or  derivatives of those securities. If you already own stock in that company,  you must disclose your ownership interest to the Security and Ethics Hotline  or Security Reporting Website, and seek approval from the Legal Department  prior to trading in that company’s securities or derivatives of those  securities. • Benefitting from devaluation of company securities: You must  not engage in any financial transaction that permits you to benefit from the  devaluation of the Company’s stocks, bonds, or other securities, including  short selling or buying “put” options on the Company’s stock. • Other  transactions potentially affecting business judgment: You may not participate  in financial transactions in the stock or other securities of suppliers,  prospective suppliers, clients, or competitors of the Company if these  transactions may influence, or appear to influence, your business judgment on  behalf of the Company. Q. My brother owns a business and would like to  advertise with us. May I handle this account? A. No. Even if you treat your  brother’s account the same as other accounts, your handling of it may give  the appearance of impropriety. Report the matter so that the account can be  reassigned to a Media Consultant outside of your chain of command. Q. As part  of my divorce settlement, my former spouse and I each own 50% interests in a  small business that is worth more than ten times my annual total compensation.  I have no involvement in the operation of the business. May I handle the  advertising for this business? A. This is not permitted because: • You have a  significant financial interest in the business • A person with whom you have  a close personal relation- ship (former spouse and current business partner)  has a significant financial interest in the business Either of these could be  a real or apparent conflict of interest that you must report. 2.9.7 Loans  Personal loans or advances of credit from the Company — or even assistance  with securing a loan or advance of credit — to any executive officer are  unlawful and strictly prohibited. Personal loans from the Company to any  other employee are not permitted, except for draws made available to all similarly  situated Media Consultants under compensation plans approved by the Company.  Loans between employees who are in a direct or indirect reporting  relationship are also not permitted. Security and Ethics Hotline:  1-866-699-8120 Security Reporting Website: http://insite/dept/security/incident-report  13 |
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

|  | Our Company  Chapter 3 3.1 We create and maintain accurate records Accurate records are  vital to the success of our business. You must create accurate records that  reflect the true nature of the transactions and activities that they record.  This includes: • Correct date • No false or misleading content • Authentic  signature and initials • Authentic voice verification (for voice recordings)  • No alterations to documents after they are signed and/or initialed,  including the addition or deletion of contract terms Do not sign, initial, or  cut and paste any other person’s signature or initials on any document for  any reason. Forgery or fraud will result in termination of employment. We do  not tolerate falsification or improper alteration of records. It is never  appropriate to direct someone else to prepare or approve a false or  misleading record, and it is no excuse to say that someone else directed you  to make a record that you knew or had reason to suspect was false or  misleading. It is also no excuse to create a false or misleading record for  the purpose of convenience, including for the convenience of a client. These  requirements apply to all company records, including: • Time, attendance, and  absence reports • Expense reimbursement requests • Requests for company  benefits • Advertising Agreements, copy sheets, and other contracts and forms  • Submissions of sales • Submissions of contract cancellations • All  financial records You must resolve discrepancies in any records within your  control and make appropriate corrections. If you suspect or learn that  records outside of your control are misleading or contain errors, you must  promptly inform your supervisor, who must resolve the discrepancies and make  appropriate corrections and/or report the matter to the Security and Ethics  Hotline or Security Reporting Website. Even a minor error can affect the  truthfulness of a record, so you must report all errors, regardless of their  size or how long ago they may have occurred. 3.2 We promote transparent and  complete disclosure We are committed to transparency in financial reporting  to enhance investors’ understanding of our business and to facilitate  informed investment decisions. All disclosures made in financial reports and  public documents filed with the Securities and Exchange Commission, and other  public communications must be full, fair, accurate, timely, and  understandable. To ensure accurate reporting, we employ both internal and  outside auditors. See Section 1.4 regarding cooperating with investigations.  Q. What is a record? A. Records include information, documents, and data that  are fixed in a medium, regardless of physical form, that are generated or  received by the Company in connection with transacting its business, and are  preserved for a period of time as required by law or operational needs, as  evidence of the organization, functions, policies, decisions, procedures,  operations, or other activities of the Company, whether maintained in  individual offices on the Company’s premises, at home, or at any other  offsite location, including on laptop computers, mobile devices, and any  other device that has the capability to store such material. Records can be  paper documents, microfilm, audiotapes, videotapes, electronic documents and  files on work station hard drives, servers, diskettes, or compact disks,  memoranda, correspondence, reports, word processing and spreadsheet files,  minutes of meetings, handwritten notes, facsimile messages, e-mail messages,  instant mail messages, electronic images, completed forms, dictation tapes,  photographs, maps, charts, computer printouts, and drawings. Q. I am  concerned that my department’s monthly performance report contains false  information. I mentioned it to my supervisor two weeks ago, but he hasn’t  done anything about it. What should I do? A. You should report those concerns  to the Security and Ethics Hotline or the Security Reporting Website. You may  report this information without fear of retaliation. We absolutely prohibit retaliation  for honest and good faith reporting of ethical concerns. Q. After my client  signed the Advertising Agreement, she called me to request an additional  item. To save time, may I add the item to the original contract? A. No. It is  never appropriate to alter an already- signed document. You must prepare a  new Advertising Agreement reflecting the additional item and obtain the  client’s signature. Q. My supervisor instructed me to wait until the next pay  period before reporting the loss I have to take on an account. What should I  do? A. Do not delay the reporting of the loss. It is no excuse to say that  your supervisor directed you to make a record that you knew was false or  misleading. You should report the matter to the Security and Ethics Hotline  or Security Reporting Website without fear of retaliation. We absolutely  prohibit retaliation for honest and good faith reporting of ethical concerns.  Security and Ethics Hotline: 1-866-699-8120 Security Reporting Website:  http://insite/dept/security/incident-report 14 |
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

|  | 3.3 We properly  manage and retain company records Company records must be retained according  to applicable laws and the Records Management and Retention Policy and  Records Retention Schedule. You may never destroy, alter, mutilate, or conceal,  either intentionally or through inaction, any record if you have been  directed to retain it or if you know, or reasonably believe there is a  possibility, of any litigation, or any internal or external investigation  concerning that record. If any person directs you to violate this policy, you  must contact the Legal Department and use all reasonable measures to protect  the record. 3.4 We safeguard company information Our company information is  vital to our success, and each of us is responsible for protecting it. 3.4.1  What to protect Company information includes: • Material non public  information, which is information that could reasonably lead a person to buy,  sell, or hold our or another company’s securities • Non public information  entrusted to the company, which includes trade secrets, client information,  company financial data, internal business performance, internal employee  communications, and future product launches • Publicly available information  in which we or others have intellectual property rights, such as copyrighted  materials. For further discussion regarding intellectual property, see  Section 3.9 below. 3.4.2 How to protect It You must safeguard non public  company information by following company policies and procedures and  contractual agreements for identifying, using, retaining, protecting, and  disclosing this information. In particular, you must: • Not use non public  company information for any purpose unrelated to the work of the company •  Not release non public company information unless you have been designated as  a person that is authorized to speak on behalf of the company • Not release  non public company information to third parties unless specifically  authorized by the Legal Department, and then only if the information is  protected by a nondisclosure agreement in a form approved by the Legal  Department • Only disclose non-public company information to employees who  have demonstrated a legitimate, business — related need for the information •  Coordinate with the Legal Department regarding the response to any subpoena  or court order that requires the disclosure of non-public information 3.4.3  When to protect it Your obligation not to disclose non public company  information: • Applies to disclosures using any communications medium, including  the Internet. See Section 3.6 regarding social media for more information •  Continues to apply after you depart from the company. Without the Legal  Department’s specific prior written authorization, you may never use or  disclose non-public company information after you depart from the company.  Further, you must not accept a job with another company if your new duties  would cause you to use or disclose non-public company information • Continues  to apply to information related to but not disclosed along with properly  disclosed company information If you suspect or are aware of any improper  disclosure of non-public company information, you must report the matter as  soon as possible. Security and Ethics Hotline: 1-866-699-8120 Security  Reporting Website: http://insite/dept/security/incident-report 15 |
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|  | 3.5 We  communicate in a professional manner In the course of litigation or a  governmental investigation, Company records, including all forms of  communications — including emails, instant messages, text messages, voice  mails, memoranda, and notes — may be obtained by third parties or the media.  Therefore, it is critical that employees communicate in a professional  manner, as follows: • Be clear, concise, factual, and accurate • Do not  editorialize or speculate • Do not exaggerate or use sarcasm • Do not use  profanity or make derogatory statements • Do not make legal conclusions  (unless you are a company attorney) 3.6 We use social media responsibly We  encourage responsible use of social network websites and other media to  support and discuss our business in a professional and positive manner. Use  of social media by our employees should always further our core values of  honesty, integrity, and accountability. When using company-sponsored social  media platforms or when communicating about the Company or company business  on any social media platform, you must: • Disclose your identity (no aliases  or pseudonyms) and your connection and role with the Company • Include a  disclaimer in your communication that states “the views expressed in this  communication are personal and do not necessarily reflect the view of  SuperMedia” (unless your are acting on behalf of the Company in your official  capacity) • Not post comments that are untruthful, disrespectful,  inflammatory, derogatory, or offensive • Comply with the additional  requirements in the Social Media Policy. This policy applies during working  hours and non-working hours and at company work locations and elsewhere See  the Social Media Policy for more information. 3.7 We protect the security of  our operations We must secure our operations, including facilities, systems,  and information, from sabotage and espionage. You must take all appropriate  precautions to protect the Company's facilities, including: • Not leaving visitors  unescorted or leaving sensitive areas unattended or unlocked • Wearing your  identification badge when on company property (or, if appropriate, while on  company business) and requesting identification from others on company  property or at business meetings whom you do not recognize • Reporting all  suspicious activity to the Security Department Communication and information  systems are provided to employees to conduct company business and are  valuable assets that must be protected by all employees. To protect the  Company’s systems and information, you must: • Protect the security of any  access name and password that you use for any company computer, network, or  communication device • Scan all software, data files, and media acquired  through public networks (e.g. the Internet) or from outside parties for  malware and viruses prior to installation or use • Use only approved and  properly licensed software in accordance with the applicable software owner's  license agreements • Obtain proper authorization prior to acquiring,  accessing, using, altering, disposing of, or destroying company data • Not  leave unsecured laptops, cell phones, or confidential information unattended,  whether at company work locations or elsewhere See the Information Security  Policy for more information regarding required security procedures. Security  and Ethics Hotline: 1-866-699-8120 Security Reporting Website:  http://insite/dept/security/incident-report 16 |
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|  | 3.8 We use our  assets wisely Company assets, including time, funds, supplies, equipment, and  information, must be used for legitimate business purposes and not for  personal financial gain. You must always protect the Company’s assets and any  assets entrusted to your care by clients, suppliers and others, by not  lending, selling, giving away, disposing of, or losing them, regardless of  their condition or value, without specific authorization. 3.8.1 Company funds  Company funds -- which include anything that has or represents financial  value -- must be handled responsibly, honestly, and in accordance with  applicable policies. Personal or unauthorized use of company funds is  strictly prohibited. Corporate credit cards must be used solely for  authorized business purposes and may not be used for personal charges. If the  Company overpays any amount owed to you, including base salary, bonuses,  commissions, or expense reimbursement, you must promptly notify the Company  and repay any overpayment. 3.8.2 Company benefits Our benefit plans and  programs are provided as compensation and must be used honestly. You must not  misrepresent your health status, your covered members, your beneficiaries, or  any other facts, including reasons for absence, in order to claim benefits to  which you, or someone else, are not entitled. 3.8.3 Company communications  systems and equipment Limited personal use of company communications systems  and equipment, such as for personal telephone calls, e-mails, instant  messaging, or Internet access, is permissible so long as it does not  interfere with work responsibilities or business operations or create  incremental costs. You may never use company communications systems or  equipment to engage in activities that are unlawful or violate this Code or  company policies. Examples of inappropriate uses include: • Pornographic, obscene,  offensive, harassing, or discriminatory content • Chain letters, pyramid  schemes, or commercial ventures • Defamatory content • Violent content •  Religious materials or unauthorized mass distributions • Gambling or  auction-related materials or games • Large personal files containing graphic  or audio material • Violation of others’ intellectual property rights •  Malicious software or instructions for compromising the Company’s security  3.9 We protect our intellectual property Among our most valuable assets is  intellectual property, which includes: • Copyrights in the advertising,  directories, and websites created or acquired by the Company • Trademarks and  service marks of our products and services • Trademarks and service marks  that are licensed to the Company • Trade secrets • Patents protecting our  inventions To protect our copyrighted materials, trademarks, and service  marks (including those that are licensed to the Company): • Affix proper  trademark, service mark, or copyright symbols • Adhere to approved corporate  branding specifications • Do not permit suppliers, clients, or others to use  our trademarks without a written license approved by the Legal Department •  Refer all requests for company-sponsored endorsements or testimonials to the  Marketing Communications Department • Contact the Legal Department to seek  guidance or report misuse You must also protect the company’s trade secrets  and other confidential and proprietary information. In order for Company  trade secrets or other confidential and proprietary information to be  disclosed to a party outside of the Company: • There must be a legitimate  business need to know the information • The disclosure must be pursuant to a  nondisclosure agreement drafted and/or approved the Legal Department If you develop  an innovative and useful business method, process, or device, you must  contact the Legal Department so that a patent application can be filed, if  appropriate. 17 |
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|  | The Marketplace  Chapter 4 4.1 We respect client privacy We are committed to complying with  applicable privacy laws affecting our clients. Recording or Monitoring. You  must not — or permit others to — access, listen to, monitor, or record any  client conversation, except when complying with a law or legal order or  pursuant to a quality control or verification program approved by the Legal  Department. Disclosure of Confidential Client Information. In addition to  protecting client communications, you must also protect confidential client  information whether obtained from the client directly or from our business  partners. This means you must not use, access, or disclose confidential  client information except as authorized. Confidential client information  includes: • Personal identifying information, such as social security numbers  • Credit card numbers • Account status and credit history • Unpublished  advertising orders • Pricing or incentives made available to a client We may  receive subpoenas or court orders seeking information about our clients. You  must refer any inquiries or requests of this kind to the Legal Department.  You must ensure that suppliers make appropriate arrangements to protect  client privacy and identifying information. If you are aware of or even  suspect a breach of client privacy— including a loss of a client’s personal identifying  information — you must immediately notify the Security Department. Requests  Not to Be Contacted. We have adopted policies to ensure that a client’s  request not to be contacted by telephone or by e-mail is respected. See the  Do Not Contact/Call and Do Not Contact/e-mail policies that are included in  Sales Policy. Q. A client asked me about her competitor’s advertising plans  for the upcoming publication cycle. What can I tell her? A. We do not  disclose information about a client’s unpublished advertising program  (including ad size, headings, etc.) to any other client. However, we may show  previously published ads as an example of an effective advertising program.  Progressiveness: “Business can be a source of progressive change.” Gerry  Greenfield 18 |
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|  | 4.2 We respect  the intellectual property rights of others We must comply with all applicable  laws and agreements that protect the intellectual property rights of others,  including rights associated with proprietary information, trademarks, and  copyrighted materials. Proprietary Information. We must not request or allow  new employees to reveal proprietary information about their previous  employer, particularly when a nondisclosure agreement is in place. When  dealing with clients and suppliers, we generally prefer not to receive  proprietary information. However, if we have a legitimate need to receive  another party’s proprietary information, we may receive it pursuant to a  nondisclosure agreement that is approved by the Legal Department. Each  employee who receives proprietary information from a third party pursuant to  a nondisclosure agreement is responsible for ensuring compliance with the  terms of the agreement. Trademarks. Before using any new trademark, service  mark, or logo, contact the Legal Department to check its availability. In  addition, any trademarks, service marks, or logos that we license from third  parties (such as the telephone company brands that appear on our telephone  directories) must be used in strict compliance with applicable branding  agreements and brand identity guidelines. If you have any questions about  these agreements or guidelines, contact the Marketing Department or the Legal  Department for guidance. Copyrighted Materials. Unless you obtain the  copyright owner’s specific prior written consent, you may not copy,  distribute, display, perform, or modify third-party copyrighted materials. A  work may be protected by a copyright even if there is no notice on the work.  For example, a directory publisher generally has a copyright in the  advertising that it creates for its clients. If a client supplies you with or  asks you to copy artwork, photos, or text to appear in the client’s ads, ask  the client: “Did you or your employee create the material?” If the answer is  “No,” ask the client: “Do you have permission to use it?” If the answer to  the second question is “No” or “I don’t know,” the material cannot be used.  If the answer is “Yes,” the client must provide proof of permission. If the  client wants us to make changes to the material, ask the client: “Do you have  permission to make changes?” If the answer is “No” or “I don’t know,” the  material cannot be changed. If the answer is “Yes,” the client must provide  proof of permission. 4.3 We market and sell our products and services responsibly  We promote our products and services truthfully based on the value provided  to the client and through accurate comparisons to competitors’ products and  services. This means that you must: • Not make inaccurate, misleading, or  unsubstantiated claims in marketing materials or when discussing our products  and services with clients or others • Not make false statements to induce a  client to enter into and Advertising Agreement, including promising placement  or position when not accurate • Use only marketing material approved by the  Marketing Department and the Legal Department • Use only scripts approved by  the Sales Training Department and the Legal Department • Not make inaccurate,  misleading, or unsubstantiated comparisons to competitors’ products and services  • Not comment on competitors’ character, financial condition, or potential  legal or regulatory problems • Not make negative remarks about competitors  and their products or services Q. A client wants us to publish an ad that  looks exactly like the ad the client has in a competitor’s directory. Can we  do this? A. No. We cannot copy an ad from another publication unless that  publisher provides written permission to do so, signed by an officer of the  publisher. Q. The client would still like for the ad to look similar to the  other ad. How much of the ad do we need to change for this to be okay? A.  There is no specific rule about how much an ad must be changed so that it  does not constitute infringement. If the new ad is “substantially similar” to  the original, it likely will be infringing. We should start over with a new  ad design. Q. My clients keep telling me how our products have helped them  grow their business. I’d like to tell prospective clients about these  examples so that they can succeed, too. Is this okay? A. Client testimonials  can be effective, but we only use testimonials that have been approved by the  Marketing Department and for which we have obtained a release. Do not use any  other testimonials because they could be misinterpreted as a guarantee of  business success. While our marketing materials sometimes refer to usage,  return on investment, or other statistics, this information is properly  gathered, reviewed, validated, and documented. You must use only approved  marketing materials and scripts. 19 |
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

|  | 4.4 We obtain  competitive information appropriately While it is entirely proper for  employees to gather information about competitors, you must avoid even the  appearance of improperly acquiring this information. You must accurately  identify yourself and never misrepresent your identity when gathering  competitive information. You must also ensure that any agents or consultants  employed to obtain competitive information on the Company’s behalf also  represent themselves accurately and follow these principles. Generally, it is  appropriate to gather competitive information from public sources, industry  gatherings and surveys, and benchmarking/competitive research. It is never  appropriate to request or obtain non-public competitor information from competitors  or former employees of competitors, who must abide by any non-disclosure or  confidentiality agreements with their former employers It is also never  appropriate to commit theft or espionage or breach a competitor’s non  disclosure agreement. If you have reason to believe that competitive  information obtained from clients or others may not be public information,  you should consult with the Legal Department before accepting or using the  information. 4.5 We use care in procurement and contracting You must use care  and good judgment in selecting and maintaining relationships with all of our  suppliers. Employees who participate in the selection of any supplier must: •  Coordinate the procurement through the Sourcing/Contract Management  Department and the Legal Department • Use a selection process that is fair,  does not improperly discriminate, and complies with all Company policies and  procedures • Ensure suppliers are apprised of their obligation to abide by  the Company’s standards of business conduct • When the supplier or project is  located outside the U.S., consult the Legal Department to discuss additional  legal requirements that may apply. See Section 4.9 for further information •  Not require a supplier to be a client in order to gain our business. See Section  4.8 for further information All agreements that bind the Company, whether for  the purchase or sale of products or services or otherwise, must be: • Drafted  and/or approved by the Legal Department • Approved and executed in accordance  with the Authority to Approve Transactions Policy This includes: • Letters of  intent • Memoranda of understanding • Nondisclosure agreements • Statements  of work • Any amendment or addendum to the above You may not authorize  changes to the Company’s standard contract forms, including the Advertising  Agreement, without the prior approval of the Legal Department in each  instance. Security and Ethics Hotline: 1-866-699-8120 Security Reporting  Website: http://insite/dept/security/incident-report 20 |
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|  | 4.6 We do not  solicit, accept, or give gifts or entertainment that might affect business  judgment Gifts or entertainment may promote goodwill in business  relationships, but we must avoid gifts or entertainment that might influence,  or appear to influence, the recipient’s ability to make objective business  decisions. We may not accept or give gifts or entertainment if the gift or  entertainment fits any of the following descriptions: • Solicited by the  recipient • Excessive in value or unduly lavish • Given to or received from the  same party on a regular or frequent basis • Gifts of cash or monetary  equivalents, unless as part of a marketing program pre - approved by the  Legal Department • Entertainment in an inappropriate setting (such as an  adult entertainment venue) • Given by a bidder in a formal procurement  process to anyone involved in or supervising that process • Given to a local,  state, federal, or foreign governmental official • Creating the appearance of  undue influence, unfairness, or impropriety This rule applies to gifts and  entertainment provided or accepted by you or a member of your immediate  family, whether company or personal resources are used. Contact the Legal  Department if you have questions about appropriate gifts or entertainment.  4.7 We do not offer or accept bribes, kickbacks, or gratuities It is never  appropriate to offer or accept bribes, kickbacks, or gratuities. You should  politely decline all gratuities (e.g., gifts of cash or monetary equivalents)  and report any bribe or kickback offered to you to the Security and Ethics  Hotline or Security Reporting Website. If you are unsure if a payment or gift  is a bribe, kickback or gratuity, you should seek guidance from the Legal  Department. It is never appropriate to offer or accept personal loans or  guarantees (e.g., preferences or discounts not generally offered to similarly  situated persons on similar terms) to or from our clients, suppliers, or  competitors 4.8 We compete fairly We are committed to compliance with  antitrust laws. If you have any questions about whether any activity falls  into the following categories, or if you have any information about someone  in the Company engaging in the following types of conduct, you must contact  the Legal Department. First, the antitrust laws prohibit agreements with competitors  that fix prices, divide markets, rig bids, or otherwise limit competition.  Both explicit agreements and informal “understandings” or “winks and nods”  are against the law. Violation of these laws may result in serious  consequences for the Company and you, including criminal liability and  imprisonment. The following activities are prohibited: • Price Fixing. You  must not agree with a competitor on prices or set prices in concert with a  competitor. • Market Allocation. You must not agree with a competitor to  divide markets or engage in any communications with competitors about the  places or clients for which they or we are competing. • Bid Rigging. You must  not agree with a competitor or supplier to set the terms or direct the  outcome of a bidding process. You also must not engage in any communications  with competitors about bids. • Group Boycotts. You must not boycott a  supplier or client as a way to make the supplier or client stop dealing with  a rival. A group boycott — an agreement with others not to deal with another  person or business — may violate the antitrust laws if it is used to force  clients to pay higher prices or to hinder a rival from entering the market.  Q. A supplier has invited me to attend a World Series game in a distant city  and has also offered to pay for my airfare and hotel accommodations. May I  accept this invitation? A. Tickets to and refreshments at sporting events are  generally acceptable forms of entertainment. Although we may sometimes  provide airfare and hotel accommodations as part of approved  client-recognition events, we do not allow our employees to receive airfare  or hotel accommodations in connection with entertainment. If no other  prohibition applies, you may accept the ticket and game-related refreshments  if you pay for your own airfare and hotel accommodations. Security and Ethics  Hotline: 1-866-699-8120 Security Reporting Website:  http://insite/dept/security/incident-report 21 |
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|  | In addition,  you should be careful of the following: • Joint Ventures, Teaming Arrangements,  and Non-Competition Agreements. The antitrust laws do not prohibit all joint  ventures or teaming arrangements. Sometimes agreements not to compete are  permissible as part of otherwise valid business arrangements. You may not  submit a joint bid, or negotiate a joint venture, teaming arrangement, or a  non-compete agreement without the involvement and approval of the Legal  Department. Second, the antitrust laws prohibit certain types of unilateral  conduct, that is, conduct undertaken by one company alone. Violation of this  prohibition may result in large fines and judgments. You must not engage in  the following conduct: • Sabotage. Do not tamper with competitors’ products,  sales materials, or other property. • False Statements. When making comparisons  to a competitor, stick to the facts. Do not embellish, exaggerate, or  mislead. • Setting Resale Prices. You may not try to establish the price that  resellers or distributors charge for our products. The antitrust laws limit  the circumstances in which some business or marketing decisions are  permissible. Before engaging in any of the conduct described below, consult  the Legal Department for guidance: • Exclusive Dealing. Exclusive dealing  occurs when a company requires, as a condition of doing business, that a  client forego dealing with competitors. • Refusals To Deal. Refusals to deal  occur when a company declines to offer to one client a service that it makes  available to other clients, or when a company offers a service to one client  on more burdensome terms than it makes available to other similarly situated  clients. • Tying. Tying occurs when a company forces a client who wants one  product to buy a second product, as a condition of buying the desired  product. • Reciprocal Dealing. Reciprocal dealing occurs when a company  forces a supplier to buy something from the company as a condition for the  company continuing its business relationship with the supplier. • Setting  Prices Below Cost. The antitrust laws limit the circumstances in which a  company may set prices below cost. 4.9 We comply with international law We  are committed to following not only U.S. laws that deal with foreign business  transactions but also with the laws of the countries where we decide to do  business. These laws include the Foreign Corrupt Practices Act and laws  regarding embargoes, economic sanctions, and illegal boycotts. They also  include import and export control laws, which apply not only to products but  also the exchange of information across national boundaries or even to foreign  nationals within the U.S. Failure to comply with these laws could result in  criminal and civil penalties. To ensure compliance, you must consult the  Legal Department before: • Locating or moving a project, unit, group, or any  business activity outside the U.S. • Obtaining services from persons or  external suppliers located outside the U.S. • Exporting any product, service,  or technical information (e.g. manufacturing processes, product use, or  commercial and technical expertise, data, or software) from the U.S. or  moving it between or among countries • Providing any product, service, or  technical information to parties that previously have been denied an export  license • Discussing with or displaying to foreign nationals (including  company employees) any company technical information, equipment, or non  public information or its application, whether in the U.S. or abroad, either  on company or personal business • Paying, offering to pay, or authorizing the  payment of, anything of value to or for the benefit of a foreign official •  Providing information to third parties about our past, present, or  prospective business relationships with foreign countries, companies, or  nationals Q. An acquaintance who works for a competitor asked me if we were  going to increase our prices. I refused to discuss it, but what should I do  now? A. You must report the matter to the Legal Department, the Security and  Ethics Hotline, or the Security Reporting Website. Tip: If you attend an  industry association meeting or similar gathering and prohibited discussion  (see above list) occurs, you must leave the meeting in a very conspicuous  manner, and if minutes are being taken, insist that your departure is noted.  Then report the matter as noted above. Security and Ethics Hotline: 1-866-699-8120  Security Reporting Website: http://insite/dept/security/incident-report 22 |
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|  | The Community  Chapter 5 5.1 We communicate honestly and effectively with the media,  investors, and others To ensure that communications are handled by subject  matter experts, requests and inquiries must be referred to the authorized  groups described below: • The Marketing Communications Department is  responsible for contacts with the news media and inquiries about community  relations • The Investor Relations Department handles communications related  to the Company’s financial performance and all contacts with the financial  community • The Legal Department handles contacts from outside attorneys and  federal and state legislative bodies and regulatory agencies • The Human Resources  Department handles all inquiries about current and former employees,  including employment verification • The Security Department and the Legal  Department respond to legal complaints, summonses, subpoenas, court orders,  and criminal inquiries and interface with law enforcement on security  matters, including emergency response. You must immediately forward to the  Legal Department any legal documents served upon you Unless you receive prior  approval from the Legal Department, you may never suggest that you are  speaking on behalf of the Company when presenting your personal views at  community, professional, or cultural functions, or on the Internet.  Community: “Without a sense of caring, there can be no sense of community.”  Anthony Burgess |
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|  | 5.2 We support  charitable giving and volunteering We consider charitable contributions to be  an important element in our continuing effort to fulfill our corporate  responsibility to the communities we serve. All charitable contributions must  meet the approval and other requirements of the Philanthropic Contributions  Policy. This includes: • Direct contributions (cash payments) • In-kind  contributions (equipment, services, sponsored hospitality, loan of company  facilities, etc.) • Purchases of tables as at charitable functions We  prohibit making contributions: • In exchange for business or favorable  treatment by businesses or government entities • For the purposes of  personally benefiting an employee or group of employees or any other  individual person 5.3 We support involvement in the political process  Payments of corporate contributions on behalf of the Company, whether  monetary or non-monetary assets, to any domestic or foreign political party,  candidate, campaign, or public official may only be made if permitted under  applicable laws inside and outside the U.S. and approved in advance by the  Legal Department. Security and Ethics Hotline: 1-866-699-8120 Security  Reporting Website: http://insite/dept/security/incident-report 24 |
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|  | Notes: Security  and Ethics Hotline: 1-866-699-8120 Security Reporting Website:  http://insite/dept/security/incident-report |
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|  | 2200 West  Airfield Dr, TX 29 D/FW Airport, TX 75261 |
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