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                                                                      Exhibit 14

                           DOMINION HOMES HOMES, INC.

                       CODE OF BUSINESS CONDUCT AND ETHICS

               (approved by the Board of Directors March 10, 2004)

Introduction

     The honesty, integrity and sound judgment of our employees, officers and
directors is essential to Dominion Homes' reputation and success. This Code of
Business Conduct and Ethics ("Code") sets forth guiding principles by which we
operate our company and conduct our daily business with our shareholders,
customers, vendors and with each other. This Code does not, however, cover every
issue that may arise in the course of business dealings and, therefore, this
Code must be applied using common sense and good judgment.

     All of our employees, officers and directors must conduct themselves
according to this Code and seek to avoid even the appearance of improper
behavior. This Code should also be provided to and followed by Dominion Homes'
agents and representatives, including consultants.

     If a law conflicts with a policy in this Code, you must comply with the
law. If you have any question about these conflicts, you should ask one of
Dominion Homes' Ethics Officers how to handle the situation. Dominion Homes'
Chief Ethics Officer is our Senior Vice President and General Counsel, and our
Assistant Ethics Officer is our Vice President-Human Resources.

     Those who violate the standards in this Code will be subject to
disciplinary action, up to and including termination of employment or service.
If you are in a situation which you believe may violate or lead to a violation
of this Code, follow the procedures in Section XI of this Code.

I.   Conflicts of Interest

     Employees, officers and directors of Dominion Homes have an obligation to
conduct business for and on behalf of Dominion Homes within guidelines that
prevent actual or potential conflicts of interest. A "conflict of interest"
occurs when an individual's private interest interferes or appears to interfere
with the interests of Dominion Homes. A conflict situation can arise when an
employee, officer or director takes action or has interests that make it
difficult to perform his or work on behalf of Dominion Homes objectively and
effectively. Conflicts of interest may also arise when an employee, officer or
director is in a position to influence a decision that may result in personal
gain for that employee, officer or director, or a member of his or her family,
as a result of Dominion Homes' business dealings. For purposes of this Conflicts
of Interest policy, a "family member" is a person who is related by blood or
marriage, or whose

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relationship with the employee, officer or director is similar to that of
persons related by blood or marriage.

     Employees, officers and directors should avoid any relationship that would
cause a conflict of interest with their duties and responsibilities at Dominion
Homes. Employees, officers and directors are expected to report any situation
that may involve a conflict of interest affecting them personally or affecting
other employees, officers or directors, or those with whom Dominion Homes does
business, to an Ethics Officer. In addition, members of Dominion Homes' Board of
Directors are expected to disclose to their fellow directors any personal
interest they may have in a transaction upon which the Board passes and to
recuse themselves from participation in any decision in which there is a
conflict between their personal interests and the interest of Dominion Homes.

     Set forth below is specific guidance for some areas of potential conflict
of interest that require special attention. It is not possible to list all
conflicts of interest. These are examples of the types of conflicts of interest
that employees, officers and directors are expected to avoid. Ultimately, it is
the responsibility of each individual to avoid or otherwise disclose to an
Ethics Officer any situation that could appear to be a conflict of interest.
Conflicts of interest may not always be clear-cut, so if you have a question,
you should consult with an Ethics Officer.

     1.   Relationships with Suppliers. No employee, officer or director may
          accept or solicit any benefit from a subcontractor, supplier, vendor,
          service provider or potential subcontractor, supplier, vendor or
          service provider that might compromise, or even appear to compromise,
          his or her objective assessment of the supplier's product and price.
          In addition, employees are expected to maintain professional
          relationships with suppliers and their employees.

     2.   Business Entertainment and Gifts. No business entertainment or gift
          should be offered, given, provided or accepted by any Dominion Homes
          employee unless it: (1) is not a cash gift, (2) is consistent with the
          Company's policy on gifts, (3) is nominal in value to the individual,
          (4) cannot be construed as a bribe, and (5) does not violate any laws
          or regulations. Any questions regarding the appropriateness of a gift
          or proposed gift should be discussed with the Human Resources
          Department.

     3.   Private Interest Investments. Employees, officers and directors,
          including members of their immediate family, must be free of any
          investment, employment, or association that might interfere, or give
          the appearance of interfering, with the independent exercise of their
          judgment in Dominion Homes' best interest.

     4.   Relationships with Customers.

        . All sales and promotional efforts must be free from deliberate
          misrepresentation. If unforeseen circumstances make it impossible to
          meet a commitment, let the customer know as soon as possible.

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        . Our integrity prevents us from offering to customers any benefits or
          rewards that violate applicable laws or generally accepted business
          practices. It is expressly forbidden under state law to provide
          payments or incentives to non-realtors for the referral of customers.

        . Employees of Dominion Homes should not engage in any form of
          relationship with a Dominion Homes customer that could compromise
          Dominion Homes' business operations.

     5.   Discounts. Any Dominion Homes employee or affiliate is entitled only
          to the special discounts and treatment specifically outlined in the
          Employee Handbook.

II.  Fair Dealing

     Each employee, officer and director should undertake to deal fairly with
Dominion Homes' customers, suppliers, vendors and employees. No one should take
advantage of anyone through manipulation, concealment, abuse of privileged
information, misrepresentation of material facts or any other unfair dealing.

     "Fraud" is the deliberate practice of deception in order to receive unfair
or unlawful gain. Dominion Homes and its employees, officers and directors will
not participate in unfair competition or knowingly misrepresent our product or
services. Employees, officers and directors must be sensitive to the possibility
that someone may try to defraud Dominion Homes.

III. Corporate Opportunities

     Employees, officers and directors owe a duty to Dominion Homes to advance
its legitimate business interests when the opportunity to do so arises.
Employees, officers and directors are prohibited from taking (or directing to a
third party) a business opportunity that is discovered through the use of
Company property, information or position, unless the Company already has been
offered the opportunity and turned it down. More generally, employees, officers
and directors are prohibited from using Company property, information or
position for personal gain and from competing with the Company.

IV.  Protection and Proper Use of Company Assets

     All employees, officers and directors should endeavor to protect Dominion
Homes' assets and ensure their efficient use. Theft, carelessness and waste have
a direct impact on Dominion Homes' profitability. All Company assets should be
used only for legitimate Company business purposes.

     The obligation of employees, officers and directors of Dominion Homes to
protect Dominion Homes' assets includes proprietary information. Proprietary
information includes intellectual property such as trade secrets, patents,
trademarks, copyrights, business and marketing plans, databases, records, salary
information and any unpublished

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financial data or reports. Unauthorized distribution of this information
violates Company policy. It could also be illegal and result in civil or even
criminal penalties.

V.   Confidentiality

     In carrying out Dominion Homes' business, employees, officers and directors
often learn confidential information about Dominion Homes, its customers or
suppliers. Employees, officers and directors must maintain the confidentiality
of all such information, except when disclosure is authorized or required by
law. The release or misuse of confidential information about Dominion Homes
could result in the violation of privacy rights, as well as expose Dominion
Homes to financial loss, competitive disadvantage, and/or embarrassment.

     Confidential information includes any non-public information, including
proprietary information, that if disclosed might be harmful to Dominion Homes
(or to an employee, customer or supplier of Dominion Homes) or useful to a
competitor if disclosed. Specifically, non-public information about Dominion
Homes' products, services, sales data and information, plans, customers,
employees and financial position is strictly confidential and should not be
disclosed even in casual conversation, or used for other than Company purposes.

     Your obligation to preserve confidential information continues after your
employment or service with Dominion Homes ends.

VI.  Compliance with Laws, Rules and Regulations

     It is Dominion Homes' policy to comply with all applicable laws, rules and
regulations. It is the personal responsibility of each employee, officer and
director to adhere to the standards and restrictions imposed by those laws,
rules and regulations in the course of their employment with or service to the
Company. Although not all employees are expected to know the details of these
laws, it is important to know enough to determine when to seek advice from
superiors, managers or the Company's Ethics Officers. Obeying the law both in
letter and in spirit is the foundation upon which the Company's ethical
standards are built.

VII. Insider Trading

     Because Dominion Homes' stock is publicly traded, the Company and its
employees, officers and directors are subject to requirements under securities
laws concerning stock trading and inside information. Dominion Homes takes these
requirements seriously, and compliance with them is of utmost importance.

     Generally, no employee, officer or director may purchase or sell Dominion
Homes securities (including stock held in the individual's 401k account) unless
the Company's "trading window" is open. While the trading window is generally
open the beginning the third business day after the Company releases its
earnings statement and

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remains open until the last day of the following month, it is the responsibility
of each employee, officer or director to consult with the General Counsel or
Corporate Counsel to ensure that the trading window is in fact open.

      In addition, it is illegal, unethical, and against the Dominion Homes
Statement of Policy Concerning Stock Trading and Non-Disclosure of Inside
Information (the "Insider Trading Policy") for any employee, officer or director
to profit from undisclosed information relating to Dominion Homes or any other
company. Anyone who is aware of material, non-public information relating to
Dominion Homes may not purchase or sell any of the Company's securities
(including stock held in the individual's 401k account). Generally, information
is "material" if it could affect a person's decision whether to buy, sell or
hold securities, and it is "non-public" if it has not been disclosed to the
public in a press release, Securities and Exchange Commission filing, or other
public announcement.

      Besides the obligation to refrain from trading while in possession of
material, non-public information, employees, officers and directors are also
prohibited from "tipping" others. The concept of unlawful tipping includes
passing on material information to friends or family members under circumstances
that suggest that the employee, officer or director was trying to help the
friend or family member make a profit or avoid a loss. "Tipping" is a serious
breach of confidentiality, a form of insider trading and, therefore, illegal.
For this reason, employees, officers and directors should avoid discussing
sensitive information in any place where others may hear such information.

      This summary is not a substitute for a review of the Insider Trading
Policy, which Dominion Homes has adopted to assist its employees, officers and
directors in complying with laws against insider trading. The Insider Trading
Policy is attached to the Employee Handbook and available on the Dominion Homes
intranet. The Insider Trading Policy is also distributed to every employee,
officer and director whenever a material change to the Insider Trading Policy is
made. Specific questions regarding the Insider Trading Policy should be
discussed with the Company's General Counsel or Corporate Counsel.

VIII. Political and Civic Matters

      In keeping with Dominion Homes' commitment to build and sustain its
reputation for good corporate citizenship, the Company encourages and supports
the involvement of its employees, officers and directors in community and civic
organizations. It is expected that these interests will be pursued in a
responsible manner that will reflect favorably upon the employee, officer or
director and Dominion Homes.

      Employees, officers and directors must exercise good judgment in their
relationships with government officials and government employees. Dominion Homes
will not reimburse an employee, officer or director for money or personal time
contributed to political campaigns.

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IX.  Public Company Reporting

     As a public company, Dominion Homes' filings with the Securities and
Exchange Commission (and other public communications) must be complete, fair,
accurate, timely and understandable. Depending on their position with the
Company, an employee, officer or director may be called upon to provide
necessary information to assure that our public reports are complete, fair,
accurate and understandable. Dominion Homes expects employees, officers and
directors to take this responsibility very seriously and to provide prompt and
accurate answers to inquiries related to Dominion Homes public disclosure
requirements.

X.   Special Ethics Obligations for Senior Financial Officers

     The Chief Executive Officer, Chief Financial Officer, principal accounting
officer, controller, internal auditor, and other senior financial officers
performing accounting, auditing, financial management or similar functions (the
"Senior Financial Officers") are responsible for the integrity of Dominion
Homes' financial reporting and system of internal accounting and controls. The
honesty, integrity, and sound judgment of each Senior Financial Officer is
fundamental to Dominion Homes' reputation and success.

     Because of their special role, each Senior Financial Officer must, to the
best of his or her knowledge and ability:

     .  act with honesty and integrity, avoiding actual or apparent conflicts of
        interest in personal and professional relationships;

     .  provide information that is accurate, complete, objective, relevant,
        timely and understandable to ensure full, fair, accurate, timely and
        understandable disclosure in reports and documents that Dominion Homes
        files with, or submits to, government agencies (including filings and
        other submissions to the U.S. Securities and Exchange Commission) and in
        other public communications;

     .  comply with applicable laws, rules and regulations of federal, state and
        local governments and other appropriate private and public regulatory
        agencies;

     .  act in good faith, responsibly, with due care, competence and diligence,
        without misrepresenting material facts or allowing one's independent
        judgment to be subordinated;

     .  respect the confidentiality of information acquired in the course of
        employment, except when authorized or otherwise legally obligated to
        disclose;

     .  share knowledge and maintain skills necessary and relevant to Dominion
        Homes' needs;

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     .  proactively promote ethical and honest behavior within the Dominion
        Homes environment;

     .  achieve responsible use of and control over all assets and resources
        entrusted to them; and

     .  refrain from unduly or fraudulently influencing, coercing, manipulating
        or misleading any authorized audit, or interfering with any auditor
        engaged in the performance of an internal or independent audit of
        Dominion Homes' financial statements or accounting books or records.

XI.  Reporting any Illegal or Unethical Behavior

     Any employee, officer or director who becomes aware of any existing or
potential violation of laws, rules, regulations, or this Code is required to
report such a violation through one or more of the following options:

     (1)  By contacting the Company's Chief Ethics Officer or the Assistant
     Ethics Officer in person or by phone, e-mail, fax or letter. Communications
     made in this manner will be kept confidential to the extent possible.

     (2)  By communicating the existing or potential violation anonymously and
     confidentially through the Business Ethics Hotline at 1-800-418-6423 ext.
     366 or by e-mail at confide2SV@securityvoice.com.

An employee, officer or director who reports an existing or potential violation
as outlined above should make an effort to provide, to the extent possible,
detailed, verifiable and actionable data and information regarding the
violation.

Non-Retaliation

     Dominion Homes will not tolerate retribution, retaliation, or adverse
personnel action against anyone who reports an existing or potential violation
of this Code in good faith. Any employee, officer or director who retaliates or
attempts to retaliate against another employee, officer or director for
reporting a suspected or known violation of this Code will be subjected to
disciplinary action.

Accounting Complaints

     An employee, officer or director who has a concern or complaint regarding
an accounting, internal accounting controls, or auditing matter regarding the
Company should report such concern or complaint according to the procedures set
forth in the Procedures for Handling Complaints or Concerns Regarding
Accounting, Internal Controls and Auditing Matters (the "Accounting Complaint
Procedures"), which is

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included in the Employee Handbook. Concerns and complaints regarding such
matters will be handled in the manner set forth in the Accounting Complaint
Procedures.

     The Company's non-retaliation policy set forth above shall also apply to
any person who submits a complaint or concern regarding an accounting matter in
good faith.

XII. Compliance Standards and Procedures

     Any person to whom a suspected or known violation of this Code is reported
should immediately report the issue to the Chief Ethics Officer or Assistant
Ethics Officer. Appropriate documentation will follow the initial report with as
much specificity as possible. Names of involved parties, a description of the
issue and dates, times, amounts, etc. will be included.

     Employee relations issues will be referred to and handled by the Human
Resources Department along with the appropriate area manager.

     Potential ethics violations will be investigated by the Ethics Officers and
appropriate senior executive(s). Any potential issue involving a member of the
management team will also be reported to the President & Chief Operating Officer
and/or Chief Executive Officer.

     Investigations may involve one or more of the following measures:
interviews with involved individuals, as well as their managers or co-workers;
requests for information from external parties (e.g. vendors, customer, etc.),
financial information such as accounts receivable/payables data, employment
information and background checks. All employees, officers and directors must
fully cooperate with and assist any such investigation.

     Employees, officers, and directors at all levels are subject to consistent
treatment as it relates to this Code. Appropriate disciplinary action will be
taken promptly against any employee, officer or director determined to have
violated this Code, as it may be amended or updated from time to time. Such
disciplinary action shall be reasonably designed to deter wrongdoing and promote
accountability for adherence to this Code and may include, without limitation,
written notices to the individual involved that they are in violation of this
Code, demotion or re-assignment of the individual involved, suspension without
pay or benefits, and termination of the individual's employment. In determining
what action is appropriate in a particular case, all relevant information will
be considered, including the nature and severity of the violation, whether the
violation was a single occurrence or repeated occurrences, whether the violation
appears to have been intentional or inadvertent, whether the individual in
question has been advised prior to the violation(s) as to the proper course of
action, and whether or not the individual in question had violated this Code in
the past.

     Among other things, employees, officers and directors of the Company may be
disciplined for:

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      (1)  Committing, authorizing or directing an act that violates this Code;

      (2)  Failing to exercise proper compliance oversight or tolerating conduct
           prohibited by this Code, if acting as a supervisor of another
           employee of the Company;

      (3)  Discouraging another employee, officer or director from reporting a
           violation of this Code; or

      (4)  Retaliating or condoning retaliation against any employee, officer or
           director of the Company who reports such a violation.

XIII. Administration and Waiver of this Code

      This Code shall be administered and monitored by the Dominion Homes Human
Resources Department. Any questions and further information regarding this Code
should be directed to a Human Resources Department representative.

      It is the responsibility of every employee, officer and director to read
this Code and understand its provisions. This Code will be included in the
Dominion Homes Employee Handbook, the Dominion Homes Director Handbook, and
posted on the Company's intranet website. The Employee Handbook will be issued
to all new employees and officers at the time of employment and reissued from
time to time. Employees will be required to sign a receipt form for the Employee
Handbook indicating that they have read this Code and will comply with its
provisions. Additionally, employees at or above the superintendent level,
officers and directors will be required to re-affirm compliance with this Code
on an annual basis (or in the event of a material change to this Code) by
signing a certificate which indicates that the individual has read and
understands this Code and will comply with its provisions.

      Employees, officers and directors of Dominion Homes are expected to follow
this Code at all times. Waivers of this Code will be determined on a
case-by-case basis by the Company's Ethics Officers; however, any waiver of this
Code for executive officers or directors may be made only by the Board of
Directors or a committee of independent directors of the Board of Directors, and
will be promptly disclosed as required by the law or stock exchange regulation.

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