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Exhibit 10.43
 PHARMANET DEVELOPMENT GROUP, INC. AMENDED AND RESTATED ETHICS POLICY
 Adopted by the Board of Directors
of PharmaNet Development Group, Inc.
 On August 24, 2006 and as amended and restated on February 26, 2007
 Introduction




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1. Compliance with Laws, Rules and Regulations
  2. Conflicts of Interest
  2




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Outside Activities/Employment
  Civic/Political Activities
  3




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Loans to Employees
  Gifts
  3. Insider Trading
  4




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4. Corporate Opportunities
  5. Competition and Fair Dealing
  6. Discrimination and Harassment
  5




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7. Health and Safety
   8. Record-Keeping
    6




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9. Confidentiality
  10. Protection and Proper Use of PDG Assets
  7




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11. Delegation of Authority
  12. Payments to Government Personnel
   8




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13. Waivers of This Ethics Policy
  14. Reporting Any Illegal or Unethical Behavior
  www.tnwinc.com/webreport
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15. Compliance Guidance
  
    
    Make sure you have all the facts in order to reach the right solutions; we must be as fully
informed as possible.
    
    Ask yourself: What specifically am I being asked to do? Does it seem unethical or improper?
This will enable you to focus on the specific question you are faced with, and the
alternatives you have. Use your judgment and common sense.
    
    Clarify your responsibility and role. In most situations, there is shared responsibility.
Are your colleagues informed? It may help to get others involved and discuss the problem.
    
    Discuss the problem with your supervisor. This is the basic guidance for all situations. In many
cases, your supervisor will be more knowledgeable about the question, and will appreciate
being brought into the decision-making process. Remember that it is your supervisors
responsibility to help solve problems.
    
    Seek help from PDG resources. In the rare case where it may not be appropriate to discuss
an issue with your supervisor, or where you do not feel comfortable approaching your
supervisor with your question, discuss it with the Chief Financial Officer, your office
manager or a human resources officer.
 16. Special Policies with Respect to Certain Officers
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
    
    Act with honesty and integrity, avoiding violations of this Policy, including actual or
apparent conflicts of interest with the Company in personal and professional relationships.
    
    Disclose to the Chief Financial Officer any material transaction or relationship that
reasonably could be expected to give rise to any violations of this Policy, including
actual or apparent conflicts of interest with the Company.
    
    Provide the Companys other employees, consultants, and advisors with information that
is accurate, complete, objective, relevant, timely, and understandable.
    
    Endeavor to ensure full, fair, timely, accurate, and understandable disclosure in the
Companys periodic reports.
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
    
    Comply with rules and regulations of federal, state, provincial and local governments,
and other appropriate private and public regulatory agencies.
    
    Act in good faith, responsibly, and with due care, competence and diligence, without
misrepresenting material facts or allowing your independent judgment to be subordinated.
    
    Respect the confidentiality of information acquired in the course of your work except
where you have Company approval or where disclosure is otherwise legally mandated or
protected. Confidential information acquired in the course of your work should not be used
for personal advantage.
    
    Share and maintain skills important and relevant to the Companys needs.
    
    Proactively promote ethical behavior among peers in your work environment.
    
    Achieve responsible use of and control over all assets and resources employed or
entrusted to you.
    
    Record or participate in the recording of entries in the Companys books and records
that are accurate to the best of your knowledge.
  17. Related Party Hires/Transactions
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