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                                                                      EXHIBIT 14

                               CCFNB BANCORP, INC.
                                 CODE OF ETHICS

         CCFNB Bancorp, Inc. (Columbia County Farmers National Bank, CCFNB, is a
subsidiary of CCFNB Bancorp, Inc) has always prided itself on maintaining the
highest ethical standards, and we believe that our employees, officers and
directors are aware of, and share, this commitment. This Code of Ethics provides
our employees, officers and directors with additional guidance and support for
ensuring that we maintain a consistent vision and commitment to a culture of
uncompromising honesty and integrity throughout our organization.

         1.       Applicability.

                  a.       This Code of Ethics applies to all of our employees,
officers, Chief Executive Officer, Principal Financial Officer, and directors
without exception. (Each employee, officer and director of CCFNB is referred to
in this Code as a "covered person.") This Code governs the actions and working
relationships of each covered employee with current and potential customers,
co-workers, competitors, government agencies, media, stock exchange and
stockholders. Each covered person should become familiar with this Code, adhere
to the standards and restrictions set forth in this Code, and conduct himself or
herself in accordance with this Code in order to avoid even the appearance of
impropriety.

                  b.       Some of the words and phrases in this Code may be
subject to different interpretations, or it may appear that one ethical
principle conflicts with another, in certain situations. If you are unsure of
the appropriate action, discuss the matter with an appropriate member of
management, such as your manager, a member of senior management or the Company's
Compliance Officer.

                  c.       This Code does not cover all of the Company's
policies, but supplements other policies set forth in our employee handbook.
Each covered person is expected to comply with all of the Company's policies.
The fact that particular conduct is not mentioned in this Code of Ethics does
not prevent it from being viewed as violating this Code of Ethics.

         2.       Compliance with Laws, Rules and Regulations.

                  a.       Covered persons are expected to obey, and ensure that
the Company obeys, all applicable laws, rules and regulations of the United
States and other countries, and the states, counties, cities and other
jurisdictions in which we conduct business. This is true even if your manager or
anyone in management has directed otherwise.

                  b.       While you are not expected to know the full details
of all of the laws, rules and regulations that you and the Company must adhere
to, some examples of the types of laws that the Company is subject to include
laws requiring the company and its employees to:

                           i.       maintain a workplace that is free from
discrimination or harassment based on race, gender, age, religion or other
characteristic that is unrelated to the Company's interests or otherwise
protected by law;

                           ii.      comply with applicable environmental, health
and safety standards;

                           iii.     support fair competition and laws
prohibiting restraints of trade and other unfair trade practices;

                           iv.      prohibit improper or other questionable
payments (including bribes or kickbacks), gifts, favors or other gratuities to
suppliers, customers, government officials or other third parties; and

                           v.       comply with all applicable federal and state
securities laws, including laws prohibiting insider trading. (Covered persons
are referred to the Company's Corporate Controller for further information
regarding this issue.)

                  c.       If a law, rule or regulation conflicts with a policy
in this Code, you should comply with the law. If a local custom conflicts with
this Code, you must comply with this Code.

                  d.       If you are unsure about the legal course of action,
you should request guidance from your manager or other member of management.

         3.       Conflicts of Interest.

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                  a.       Each covered person should avoid any situation that
might lead to a real or apparent conflict of interest between your self-interest
and your duties and responsibilities as an employee, officer or director of the
Company. A conflict of interest exists whenever your self-interest is
inconsistent, or appears to be inconsistent in any way, with the interests of
the Company as a whole.

                  b.       Although the following list is not exhaustive, some
examples of situations in which a conflict of interest may arise are as follows:

                           i.       When a covered person takes actions or has
interests that make it difficult to perform work for the Company objectively and
effectively.

                           ii.      When a covered person receives improper
personal benefits as a result of the person's position with the Company.

                           iii.     When the Company makes a loan to a covered
person or guarantees an obligation of a covered person.

                           iv.      When a covered person uses corporate
property or nonpublic information gained in his or her employment with the
Company for his or her own advantage.

                           v.       When a covered person competes with the
Company.

         Any such conflict of interest may also arise as a result of actions
taken by, or interests of, a family member of a covered person.

         4.       Confidentiality.

                  a.       Nonpublic information regarding the Company, its
businesses, employees, officers, directors, customers or suppliers is
confidential. As an employee, officer or director of the Company you are trusted
with such confidential information. You are only to use such confidential
information for the business purposes of the Company for which they were
intended. Confidential information should not be shared with anyone outside the
Company, including family or friends, or other employees who do not need the
information to carry out their duties, except when disclosure is authorized by
your President or legally mandated.

                  b.       Communications about the Company, its businesses,
employees, officers, directors, customers or suppliers with the media,
stockholders, or other members of the public must be approved in advance by the
President.

         5.       Fair Dealing.

                  a.       We seek to outperform our competition fairly and
honestly and seek competitive advantages through superior performance of the
members of our team. Each covered person is expected to deal fairly with the
Company's customers, suppliers, competitors and employees. Stealing proprietary
information that was obtained without the owner's consent, or inducing such
disclosures by past or present employees of other companies is prohibited. No
one should take unfair advantage of another through manipulation, concealment,
abuse of privileged information, misrepresentation of material facts or any
other unfair-dealing practice.

         6.       Protection and Proper Use of Company Property.

                  a.       All covered persons should seek to protect and
preserve the Company's assets and ensure their efficient use. Theft,
carelessness and waste have a direct impact on the Company's profitability. All
assets of the Company should be used only for legitimate business purposes.

         7.       Public Company Reporting; Whistleblower Procedures.

                  a.       As a public company, our filings with the Securities
and Exchange Commission (the "SEC") must be full, fair, accurate, timely and
include understandable disclosure of information that is required to be made
public pursuant to Federal security laws and rules of the applicable exchange
commissions. Whether or not you are directly involved in the process of
preparing such filings, every covered person is responsible:

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                           i.       if called upon by management to provide
information relevant to such a filing, to assure that the information you
provide is complete, fair, and understandable. Such requests for information
must be responded to promptly as our filings with the SEC are time-sensitive.

                           ii.      to ensure that the Company's books and
records appropriately reflect our transactions and are posted in accordance with
the Company's system of internal controls. Unrecorded or "off the books" funds
or entries should not be maintained unless permitted by applicable law or
regulation;

                           iii.     to make management aware if you believe that
any of our public reports is inaccurate or fails to fairly reflect what is
happening at the Company.

                  b.       Because of the importance of this issue, the Audit
Committee of the Board of Directors has been charged with responsibility for
ensuring that every employee has a means of reporting, anonymously and
confidentially, any concerns about the manner in which the Company's financial
statements or public reports are prepared, the sufficiency of its internal
financial controls, the honesty or competence of its financial management or
independent auditors or any other matter regarding any accounting or auditing
matters. Procedures for such reporting are set forth in the Company's
Whistleblower Policy that is part of the Employee Handbook. We will not tolerate
retaliation against any person who reports potential issues to the Audit
Committee in good faith.

         8.       Covering Up Mistakes; Falsifying Records; Retention of
Business Records.

                  a.       Falsification of any Company, customer or third party
record is prohibited. Mistakes should not be covered up, but should be
immediately and fully disclosed and corrected.

                  b.       Company records must be maintained for the periods
specified by management. Records may be destroyed only at the expiration of the
pertinent period. In no case may documents involved in a pending or threatened
litigation, government inquiry or under subpoena or other information request,
be discarded or destroyed, regardless of the periods specified by management. In
addition, you should never destroy, alter, or conceal any record or otherwise
impede any official proceeding or investigation, either personally, in
conjunction with, or by attempting to influence another person.

                  c.       In the event of litigation, government inquiry or
investigation, we will designate a member of management that you should consult
with to determine whether records should be produced.

         9.       Reporting of Illegal or Unethical Behavior.

                  a.       Covered persons have a duty to adhere to this Code
and all other Company policies and to report any suspected violations of this
Code or any other illegal or unethical behavior to, or when in doubt to consult
with, your manager or the Compliance Officer. If you do not believe that talking
to your manager is appropriate, or if doing so does not result in a response
with which you are comfortable, then you should discuss the matter with another
member of management, or in the case of accounting or auditing issues, a member
of the Audit Committee of the Board of Directors.

                  b.       If asked, the Company will keep your name
confidential unless this would violate applicable law or our responsibilities to
others or make adequate investigation of the matter impracticable.

         10.      Protection Against Retribution.

                  a.       The Company will not tolerate retaliation against
anyone who reports a violation or possible violation of this Code in good faith.
Any person who takes any action whatsoever in retaliation against any employee
who has in good faith raised any question or concern about compliance with this
Code will be subject to serious sanctions, which may include termination.

         11.      Administration and Waiver of Code of Ethics.

                  a.       This Code of Ethics shall be administered and
enforced by the Human Resources Department. Any questions and further
information regarding this Code of Ethics should be directed to the Manager of
the Human Resources Department/Compliance Officer.

                  b.       Appropriate disciplinary penalties for violations of
this Code may include counseling, reprimand, warning, suspension (with or
without pay), demotion, salary reduction and termination of employment.

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                  c.       The Human Resources Department will be responsible
for affirming compliance with this Code of Ethics by all covered persons. Each
covered person will be required to sign a certificate that he or she has read
and understands the provisions of this Code annually.

         12.      Waivers.

                  a.       Covered persons are expected to follow this Code at
all times. Generally, there should be no waivers to this Code of Ethics,
however, in rare circumstances conflicts may arise that necessitate waivers.
Waivers will be determined on a case-by-case basis by the Human Resources
Department with the advice of senior management and/or the Audit Committee as
appropriate; provided, however, that waivers for directors and executive
officers may be determined only by the Board of Directors who shall have the
sole and absolute discretionary authority to approve any deviation or waiver
from this Code of Ethics with respect to any director or executive officer. Any
waiver, and the grounds for such waiver, approved by the Board of Directors with
respect to any director or executive officer shall be promptly disclosed to
stockholders, not later than in the Company's next periodic report.