Exhibit 14  CODE OF BUSINESS CONDUCT AND ETHICS  Introduction  This
Code of Business Conduct and Ethics describes the basic principles of conduct
that we share as officers and employees of FTD, Inc.  This Code also applies to our directors and should be provided to
and followed by our agents and representatives, including consultants.  Violation of this Code may result in
disciplinary action, varying from reprimand to dismissal.  This
Code is intended to provide a broad overview of basic ethical principles that
guide our conduct.  In some
circumstances, we maintain more specific policies on the topics referred to in
this Code.  Should you have any
questions regarding these policies, please review your employee handbook
available over the Companys intranet or contact the VP of Human Resources.  Compliance with
Laws, Rules and Regulations  We
comply with all laws, rules, and regulations of the places where we do
business.  If a law, rule, or regulation
is unclear, or conflicts with a provision of this Code, you should seek advice
from supervisors or our General Counsel but always seek to act in accordance
with the ethical standards described in this Code.  Conflicts of
Interest  We
conduct our business affairs in the best interest of our Company and should
therefore avoid situations where our private interests interfere in any way
with our Companys interests.  We need
to be especially sensitive to situations that have even the appearance of
impropriety and promptly report them to a supervisor, or if appropriate, a more
senior manager.  If you believe that a
transaction, relationship or other circumstance creates or may create a
conflict of interest, you should promptly report this concern.  It is our policy that circumstances that
pose a conflict of interest for our non-director and non-executive officer
employees are prohibited unless a waiver is obtained from a senior
manager.  Any waiver of this conflict of
interest policy for a director or executive officer may only be made by our
Board or a committee of our Board, and any waiver will be promptly disclosed.  Record-Keeping  We
require honest and accurate recording and reporting of information to make
responsible business decisions.  We
document and record our business expenses accurately.  Questionable expenses should be discussed with the appropriate
personnel in our accounting department.  All of
our books, records, accounts, and financial statements are maintained in
reasonable detail, appropriately reflect our transactions, and conform both to
applicable legal requirements and to our system of internal controls.  Unrecorded or off the books funds or
assets should not be maintained unless permitted by applicable law or
regulation.  1 
   We
avoid exaggeration, derogatory remarks, guesswork, or inappropriate
characterizations of people and companies in our business records and
communications.  We maintain our records
according to our record retention policies. 
In accordance with those policies, in the event of litigation or
governmental investigation, please consult our General Counsel.  Public Reporting  We are
a public company and as a result file reports and other documents with the
Securities and Exchange Commission (SEC) and the stock exchanges on which our securities
trade.  As well, we issue press releases
and make other public statements that include financial and other information
about our business, financial condition and results of operations.  We endeavor to make full, fair, accurate,
timely and understandable disclosure in reports and documents we file with, or
submit to, the SEC and in our press releases and public communications.  We
require cooperation and open communication with our outside auditors.  It is illegal to take any action to
fraudulently influence, coerce, manipulate, or mislead any external auditor
engaged in the performance of an audit of our financial statements.  The
laws and regulations applicable to filings made with the SEC, including those
applicable to accounting matters, are complex. 
While the ultimate responsibility for the information included in these
reports rests with senior management, numerous other employees participate in
the preparation of these reports or provide information included in these
reports.  We maintain disclosure
controls and procedures to ensure that the information included in the reports
that we file or submit to the SEC is collected and communicated to senior
management in order to permit timely disclosure of the required information.  If you
are requested to provide, review or certify information in connection with our
disclosure controls and procedures, you must provide the requested information
or otherwise respond in a full, accurate and timely manner.  Moreover, even in the absence of a specific
request, you should report any information that you believe should be
considered for disclosure in our reports to the SEC.  If you
have questions or are uncertain as to how our disclosure controls and
procedures may apply in a specific circumstance, promptly contact your
supervisor or a more senior manager.  We
want you to ask questions and seek advice. 
Additional information regarding how to report your questions or
concerns (including on a confidential, anonymous basis) is included below in
this Code under the heading Reporting Illegal or Unethical Behavior.  Insider Trading  We do
not trade in Company stock on the basis of material, non-public information
concerning the Company, nor do we tip others who may trade in Company
securities.  2 
   Corporate
Opportunities  We do
not personally take opportunities that are discovered through the use of
Company property, information or position without the prior consent of our
Board.  Our directors, officers, and employees
are also prohibited from competing with the Company.  Competition and
Fair Dealing  We
outperform our competition fairly and honestly by developing leading products
based on design and performance and providing high quality service in a timely
and efficient manner.  We do not engage
in unethical or illegal business practices such as stealing proprietary
information, possessing trade secret information that was obtained without the
owners consent, or inducing disclosure of this type of information by past or
present employees of other companies.  Business
Entertainment and Gifts  We
recognize that business entertainment and gifts are meant to create good will
and sound working relationships, not to gain unfair advantage with customers or
suppliers.  Neither we nor our family
members offer, give, or accept any gift or entertainment unless it:  (a) is not a cash gift, (b) is
consistent with customary business practices, (c) is not excessive in
value, (d) cannot be construed as a bribe or payoff, and (e) does not
violate any laws or regulations.  Any
questionable gift or invitation should be discussed with a supervisor, or, if
appropriate, a more senior manager.  Discrimination and
Harassment  The
diversity of our employees is a tremendous asset.  We provide equal opportunity in all aspects of employment and
will not tolerate discrimination or harassment of any kind.  Derogatory comments based on racial or
ethnic characteristics, unwelcome sexual advances and similar behavior are
prohibited.  Health and Safety  We
strive to provide a safe and healthy work environment.  We ensure a safe and healthy work
environment by following safety and health rules and practices and promptly
reporting accidents, injuries and unsafe equipment, practices, or conditions to
a supervisor or more senior manager.  We do
not permit violence or threatening behavior in our workplaces.  We report to work in condition to perform
our duties at our best, free from the influence of illegal drugs or alcohol.  We do not tolerate the use of illegal drugs
in the workplace.  Confidentiality  We
protect confidential information. 
Confidential information includes proprietary information such as our
trade secrets, patents, trademarks, trade names, copyrights, business,
marketing plans, sales forecasts, proprietary software, designs, databases,
records, salary  3 
   information,
and unpublished financial data and reports, as well as any non-public
information that might be of use to competitors or harmful to us or our
customers if disclosed.  It also
includes information that suppliers and customers have entrusted to us on a
confidential basis.  Our personal
obligation not to disclose confidential information continues even after
employment ends.  Protection and
Proper Use of Company Assets  Theft,
carelessness, and waste of Company assets have a direct impact on our
profitability and should be avoided. 
Any suspected incident of fraud or theft should be immediately reported
to a supervisor or, if appropriate, a more senior manager for
investigation.  We carefully safeguard
our confidential information. 
Unauthorized use or distribution of confidential information is prohibited
and could also be illegal, resulting in civil or even criminal penalties.  Payments to
Government Personnel  In
compliance with the United States Foreign Corrupt Practices Act we do not give
anything of value, directly or indirectly, to officials of foreign governments
or foreign political candidates in order to obtain or retain business.  We do not promise, offer, or deliver to any
foreign or domestic government employee or official any gift, favor, or other
gratuity that would be illegal.  Our
General Counselcan provide guidance in this area.  The
laws or customs of other countries in which we operate may be less clear.  It is our policy to comply with those laws
or customs; however, if a local law or custom seems to contradict the
principles described in this Code, contact a supervisor or our General Counsel
for guidance.  Political
Contributions  No employee shall make
any political contribution or support in the Companys name.  Waivers  Only
our Board or a committee of our Board may waive a provision of this Code for
our executive officers or directors, and any waiver will be promptly disclosed
to the public.  Waivers of this Code for
any other employee may be made only by the VP of Human Resources or the
Companys internal General Counsel, and then only under special circumstances.  Reporting Illegal
or Unethical Behavior  In order
to encourage good faith reports of illegal or unethical behavior (including
violations of this Code), we keep all reports confidential and do not allow
retaliation for responsible, accurate reports of misconduct by others.  It is also our duty to cooperate in internal
investigations of alleged misconduct.  We
must all work to ensure prompt and consistent action against unethical or
illegal behavior.  Oftentimes a
violation of this Code will be easy to recognize and should be promptly  4 
   reported
to a supervisor or, if appropriate, a more senior manager.  However, in some situations it is difficult
to know right from wrong.  Since none of
us can anticipate every situation that will arise, it is important that we have
a way to approach a new or sensitive question or concern.  Here are some questions that can be asked:  1.What
do I need to know?  In order to
reach the right solutions, we must be as fully informed as possible.  2.What
specifically am I being asked to do? 
Does it seem unethical or improper? 
This will focus the inquiry on the specific action in question, and the
available alternatives.  Use judgment
and common sense; if something seems unethical or improper, it probably is.  3.What
is my responsibility?  In most
situations, there is shared responsibility. 
Should colleagues be informed? 
It may help to get others involved and discuss the issue.  4.Have
I discussed the issue with a supervisor? 
This is the basic guidance for all situations.  In many cases, a supervisor will be more knowledgeable about the
question and will appreciate being brought into the decision-making
process.  Remember that it is the
supervisors responsibility to help solve problems.  5.Should
I seek help from Company management? 
In the case which it may not be appropriate to discuss an issue with a
supervisor, or where you would not be comfortable approaching a supervisor with
your question, discuss it with the VP of Human Resources.  If for some reason you do not believe that
your concerns have been appropriately addressed, you should seek advice from
our General Counsel.  Conclusion  The
Companys good name and reputation depend, to a very large extent, upon you
taking personal responsibility for maintaining and adhering to the policies and
guidelines set forth in this Code.  Your
business conduct on behalf of the Company must be guided by the policies and
guidelines set forth in this Code.  *   *   *  
*   *  This Code will be included on the Companys website
and will be made available upon request sent to the Companys Secretary.  The Companys annual report to stockholders
will state that this Code is available on the Companys website and will be
made available upon request sent to the Companys Secretary.  5