UPS Code of Business Conduct

UPS has a long-standing commitment to conduct our business in compliance with all applicable laws and regulations and in accordance with the highest ethical principles. The UPS Code of Business Conduct is one of many tools the UPS Business Conduct and Compliance Program provides our employees to assist them in meeting our legal and ethical obligations.


 Statement of Policy


 Mike Eskew's Message: On Leading with Integrity

 Our Values and Management Philosophies

 Asking Questions and Voicing Concerns


 Our People

 Our Customers

 Our Shareowners

 Our Communities


Statement of Policy
We Comply With the UPS Code of Business Conduct. We manage our business in compliance with all applicable laws and regulations of the countries in which we operate, and in accordance with our company's high standards of business conduct. All employees are expected to comply with the UPS Code of Business Conduct, which is essential to maintaining our reputation for honesty, quality, and integrity. It is also each employee's responsibility to report to the company any situation where our standards or the laws are being violated. Any employee disclosing, in good faith, violations or suspected violations of legal requirements or UPS business standards will not be subjected to retaliation or retribution. Likewise, failure to comply with the provisions of the UPS Code of Business Conduct will not be tolerated.

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This UPS Code of Business Conduct sets forth standards of conduct for all of UPS. Throughout it, "UPS" is used to refer to the enterprise as a whole, to each person within it, and to any person who represents UPS or any part of the UPS organization.

Adherence to the Code is required of all employees and representatives of UPS. The Code is available in multiple languages on the Corporate Compliance Web site.

The Code provides information about our standards of integrity and explains our legal and ethical responsibilities. It does not address every specific situation or set forth a rule that will answer every question. Rather, it is intended to provide guidance on our responsibilities and to assist us in making the right decisions. Additional requirements are set forth in detail in various individual compliance programs developed by functions with appropriate expertise and training. It is our responsibility to understand which compliance programs apply to our area of responsibility and to manage the business accordingly.

The UPS Code of Business Conduct, Policy Book, and UPS Charter are complementary documents that work together to guide our objectives and explain our responsibilities to our four constituencies: people, customers, shareowners, and communities. To ensure a complete understanding, discussion of the Code, Policy Book, and UPS Charter at business meetings and other suitable occasions in encouraged.

Any employee of UPS, regardless of his or her position within the company, who violates our legal or ethical responsibilities, will be subject to appropriate discipline, which may include dismissal. Non-compliance with certain aspects of the Code and/or the Business Conduct and Compliance Program also may subject the individual offender and UPS to civil and/or criminal liability.

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Mike Eskew's Message: On Leading with Integrity
Integrity has always been central to the way UPS does business.

As Jim Casey said in 1957, "We have become known to all who deal with us as people of integrity, and that priceless asset is more valuable than anything else we possess."

Of course, maintaining that priceless asset can never be taken for granted, as it is vital to our continued growth and success. As we continue to expand our operations around the globe, we must be even more vigilant in ensuring that our reputation is maintained in every country, community, and location where we do business.

As UPS employees and representatives, we have an obligation to make sure our daily decisions support the values and principles of the company.

But what does that mean exactly?

Certainly, it means managing the business to comply with the law and our ethical values. But our standard goes beyond the letter of the law. It also means we will conform to the spirit of what those regulations intend.

Simply put, it means our standard is to conduct business fairly, honestly, and ethically.

Today, as we continue to integrate deeper into our customers' supply chains, the level of trust between UPS and our customers extends deeper than ever.

In some ways, it takes us back to the company's roots. In those early days, Jim Casey asked retailers to trust that he would hold in confidence their individual customer lists. And he honored their trust.

More than ever in today's age of digital information sharing, we must protect customer interests as carefully as Jim did. We must treat each customer as if they were our only customer.

That means resisting any temptation to cut corners. Our success is owed to our people, who through the years, paid careful attention to integrity and demonstrated values that sustained customer relationships. Integrity also speaks to the way in which we treat our people, by creating and environment to trust and understanding.

Employees who get results at the cost of legal violations, or through dishonest dealings, do more than violate our standards. They undercut our ability to grow our business by undermining our reputation.

Compliance with our legal and ethical obligations is the responsibility of every employee and representative of UPS, as is the responsibility to report potential violations of those obligations. Reporting can be done directly through your supervisor or manager, through any other member of the management team by using the Open Door Policy, or by calling the UPS Help Line. It is important to come forward - if you are not comfortable with one method, another can be used.

In upholding our legal and ethical responsibilities, by conducting our business in compliance with the letter and spirit of those requirements, by using good judgment, and by respecting each other, UPS's legacy of leading with integrity will endure.

Leading with integrity is about creating a climate for success. It's about creating an environment where good people can make good decisions.

The UPS reputation belongs has been earned over several generations. It is ours to benefit from and to uphold.

Michael Eskew
Chairman and Chief Executive Officer

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Our Values and Management Philosophies
For decades, UPS people have been motivated by commonly held principles and values that have allowed us to work toward mutual goals. These principles and values, originally established by our founders, remain as constant and as critical to our success as ever. The core of these values, which still inspires UPS employees today, is that UPS is a company of honesty, quality, and integrity. This legacy is fundamental to our ability to attract and retain the best people, gain and keep the trust of our customers, create shareowner value, support the communities in which we operate, and protect our reputation.

It has always been, and continues to be, our policy to conduct business in compliance with all applicable laws and regulations and in accordance with the highest ethical standards. We expect - as we always have - that UPS employees, and the people acting on our behalf, will adhere to these principles.

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Asking Questions and Voicing Concerns
This Code provides an overview of the legal and ethical responsibilities that we share. Each of us must uphold these responsibilities. The standards and expectations outlined here are intended as a guide for making the right choices. If any aspect of the Code is unclear to us, or if we have any questions or face dilemmas that are not addressed, this should be brought to the company's attention. If we become aware of a situation in which we believe our legal or ethical responsibilities are being violated or if we feel that we are being pressured to violate the law or our ethical responsibilities, it is our personal responsibility to communicate this concern to the company.

No employee will be disciplined, lose a job, or be retaliated against in any way for asking questions or voicing concerns about our legal or ethical obligations, when acting in good faith. "Good faith" does not mean an individual has to be right; but, it does mean believing information provided is truthful.

It is important that we communicate a question or concern through one of the many available channels.

We can speak with our direct manager or supervisor, or use the Open Door Policy to talk to someone else in management, including your Human Resources manager, or someone from the function with the expertise and responsibility to address the concern. Any of these people may have the information needed, or will be able to refer the question to another appropriate source.

Another communication channel to assist us is the UPS Help Line. We can contact the UPS Help Line when we have a concern or want to report a potential violation of our legal or ethical responsibilities. We may use whatever method of communication with which we feel most comfortable. The important thing is to get the needed guidance, to report what is known, and to get questions answered.

The UPS Help Line, which is answered by an outside vendor, is available to all employees, 24 hours a day, 7 days a week. Interpreters are available for language assistance. The UPS Help Line can be reached toll-free at 1-800-220-4126. Individual country codes can be found on the Corporate Compliance Web site and should be used for UPS Help Line calls made outside of North America.

Although callers are encouraged to identify themselves to assist the company in effectively addressing their concerns, callers may choose to remain anonymous, and that choice will be respected. The UPS Help Line is not equipped with caller ID, recorders, or other devices that can identify or trace the caller's number.

When the UPS Help Line is called, the person can expect that:

*                   A report will be forwarded to appropriate UPS management for follow-up. 

*                   The concern will be addressed by members of management that may include representatives from Corporate Compliance, Human Resources, Corporate Legal, Security, or Internal Audit. If the inquiry is one that can be properly handled by someone in the region or district, it will be referred there for resolution. Each concern will be carefully evaluated before it is referred for investigation or resolution.

*                   The concern will be handled promptly, discreetly, and professionally. Discussions and inquiries will be kept in confidence to the extent appropriate or permitted by law.

*                   Certain follow-up information about how the concern was addressed may be obtained upon request.

Investigations into allegations of unethical or illegal conduct must be conducted confidentially and professionally. The UPS Guidelines for Investigation of Workplace Issues is available from Corporate Compliance for management who may conduct such an investigation.

Additional information can be found in the section titled "Retaliation" and on the Corporate Compliance Web site.

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Our commitment to integrity includes a responsibility to foster an environment that allows people to report violations without the fear of retaliation or retribution. No one should be discouraged from using any available channel within the organization. Even simple questioning of someone can lead to claims of retaliation, even though that was never the intent, as it may make a person feel that he or she did something wrong by choosing one method over another. People must be able to choose whichever method they are most comfortable with to communicate their concern.

Anyone who retaliates against another employee for reporting known or suspected violations of our legal or ethical obligations is in violation of the Code and subject to disciplinary action, up to and including dismissal. Retaliation also may be a violation of the law, and as such, could subject both the individual offender and UPS to legal liability.

Additionally, the same rules apply with regard to retaliation or retribution against employees related to company-sponsored solicitations, such as for charities or political action committees.

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Our People
Equal Opportunity and Fair Treatment
We treat each individual fairly, and recruit, select, train, promote, and compensate based on merit, experience, and other work-related criteria. We comply with all laws governing fair employment and labor practices. We do not discriminate against any applicant for employment or any employee in any aspect of their employment at UPS because of age, race, religion, sex, disability, sexual orientation, military status, pregnancy, national origin, or veteran status.

Freedom from wrongful discrimination includes freedom from any form of discriminatory harassment. Prohibited harassment includes conduct that is intended to interfere or that has the effect of unreasonably interfering with a fellow employee's work performance or creating an environment that is intimidating, hostile, or offensive to the individual.

Additional information can be found in the UPS Professional Conduct and Anti-Harassment Policy available from Human Resources.

Workplace Health & Safety
The health and safety of our people are of utmost importance to UPS, which is committed to protecting the health and well-being of each UPS employee. We strive to protect our people, customers, and the public from injury and illness through our Health & Safety programs. Government regulatory standards and employee input are used to develop comprehensive programs and work processes that are designed to promote safe workplaces and good health. We are all responsible for understanding and complying with UPS Health & Safety processes, procedures, and guidelines, as well as those issued by applicable regulatory authorities.

Employees are required to advise the company of any vehicle accident, workplace injury, instance of non-compliance, or any situation presenting a danger of injury. This information will assist in preventing injuries, and will ensure that appropriate medical attention is provided. Through investigation of such reports, we can identify contributing factors and determine if our policies and processes are effective and adequately communicated. When an unsafe condition, practice, or non-compliant action is identified, prompt and appropriate action must be taken to correct the condition and prevent it from happening again.

Additional information about Health & Safety issues is available from district, region, or Corporate Health & Safety.

Drug and Alcohol Policy
It is our policy to maintain a drug-free and alcohol-free work environment.  Use of alcohol and/or creates serious health and safety risks in the workplace.  The use, sale, or possession of alcohol, illegal drugs, or other illegal substances is strictly prohibited while at work, on company property, or while on company business.  This prohibition also includes illegal or improper use of controlled substances.

Reporting to work under the influence of any such substance is strictly prohibited.  No one is permitted to go on duty or remain on duty if they possess or have the presence of an illegal or unauthorized controlled substance or alcohol in their system.  Employees are not permitted to go on duty or remain on duty if they are impaired by the presence of an authorized controlled substance.  In addition, we must comply with all laws and regulations regarding the use or possession of alcohol, illegal drugs, and controlled substances.

Crisis Management and Workplace Violence Prevention
UPS is committed to a safe working environment, free of threats, intimidation and physical harm.  Everyone has a right to work in a safe environment and shares the responsibility for assuring each other's safety.  UPS has adopted a zero tolerance workplace violence policy. This means we will investigate and take appropriate action against any threat to a safe workplace.

UPS prohibits violence behavior including, but not limited to, physical assaults, fighting, threatening comments, intimidation, and the intentional or reckless destruction of company, employee, or customer property. Any comments or behavior that reasonably could be interpreted as an intent to do harm to people or property will be considered a threat.  We also prohibit the unauthorized possession and/or use of weapons by any employee while at work, on company property, or while on company business.

Any employee who believes that he or she may be the target of violence or threats of violence, or is aware of violent or threatening conduct by, or directed at, a UPS employee that could result in injury to a person or the destruction of property, has a responsibility to immediately report the situation to his or her immediate supervisor or manager.  If an employee is unable to or prefers not to contact an immediate supervisor or manager, the employee can call the UPS Help Line (see "Asking Questions and Voicing Concerns").

Additional information is available from your local Security Department.

Conflicts of Interest
We are all expected to give our undivided business loyalty to UPS when conducting our job-related duties. Accordingly, we must be careful to avoid conflicts of interest - situations where our private interests conflict, or even appear to conflict, with the interests of UPS as a whole. Therefore, we should not place ourselves in situations that might force us inappropriately to choose between our own personal or financial interests and the interests of UPS.

Conflicts of interest can arise in many common areas, despite our best efforts to avoid them. However, such conflicts can generally be resolved by promptly notifying your manager of any actual, perceived, or potential conflict of interest situation. The manager can then provide guidance on how best to resolve the conflict. If needed, an employee also may contact Corporate Compliance for guidance.

Conflicts of interests also must be disclosed on the annual Business Ethics Questionnaire.

Additional information about conflicts of interest, including information about investments in other companies, is available in the sections of this Code titled "Investments" and "Political Activities and Contributions" and on the Corporate Compliance Web site.

Gifts and Entertainment
All employees and representatives of UPS should understand the legal and ethical issues associated with gifts and entertainment and how they can affect our relationship and reputation with our customers, suppliers, and the general public. The decision to offer or to accept gifts or entertainment should be made only in compliance with legal requirements and ethical considerations, and with the involvement of a manager if unsure of the appropriate course.

The issue of gifts and gratuities may have legal implications when the government, or government entity is involved, and serious consequences can result from mishandling these relationships. Offering or accepting bribes and pay-offs is always prohibited.

Business gifts and entertainment are courtesies designed to build goodwill and sound working relationships among business partners. We do not, however, want to obtain business through improper means as to gain any special advantage in a relationship. Business gifts that compromise, or even appear to compromise, our ability to make objective and fair business decisions are inappropriate.

Solicitation of gifts is never appropriate, even for charitable purposes or UPS events. All gifts and entertainment, other than infrequent items of nominal value, must be disclosed to a manager.

The difference between appropriate and inappropriate gifts is not always easy to determine. The UPS Guidelines for Gifts and Gratuities should be reviewed to determine whether a gift is appropriate. Any doubt should be resolved in favor of not giving or receiving the gift.

Additional information is available in the UPS Guidelines for Gifts and Gratuities and in the UPS Anti-Corruption Compliance Program materials available on the Corporate Compliance Web site.

Doing Business with the Company
A conflict of interest could arise if an employee, a spouse, a relative, or a close personal friend, has a personal stake in a business that supplies or seeks to supply goods or services to UPS, is a UPS customer or potential customer, or competes with UPS. Accordingly, the following standards apply in such situations:

*                   If a UPS employee, spouse, relative, or close personal friend is an employee of, or has a significant interest in a business that provides or is seeking to provide goods or services to UPS, the UPS employee must not attempt to use his or her position with UPS to influence the bidding process or negotiation in any way. Similarly, the UPS employee must not use personal relationships to improperly influence dealings with a customer or a potential customer.

*                   If the position of a relative or friend who works for a competitor is such that a potential conflict of interest could arise, the UPS employee should seek guidance from a manager.

Employee Ownership of the UPS Store
As a general rule, a UPS employee, or a member of his or her immediate family, may own a Mail Boxes Etc. or The UPS Store franchise. It is, however, necessary to evaluate the possibility of any conflicts of interest. Ownership of a Mail Boxes Etc. or the UPS Store franchise by a UPS employee, or a member of his or her immediate family, does not necessarily create a conflict of interest. In each case, however, the UPS employee must ensure that undivided business loyalty to UPS is maintained. This requires obtaining all necessary approvals as described in the Guidelines for UPS Employee Ownership of The UPS Store.

Refer to the Guidelines for UPS Employee Ownership of The UPS Store on the Corporate Compliance Web site for additional information.

Employment Outside of UPS
Although employment outside of UPS is not necessarily a conflict of interest, depending upon an individual's position with UPS and UPS's relationship with the other organization, a conflict could arise. Outside employment also could be a conflict of interest if it causes, or might be perceived by others to cause, an employee to choose between that interest and the interests of UPS. If a situation arises, either through scheduling or other potential conflicts, our undivided business loyalty requires that we resolve the conflict in favor of UPS.

We should not, without approval of the Corporate Secretary, serve as directors or officers of, or consultants to, any organization that supplies goods or services to UPS, buys goods or services from UPS, or competes with UPS. If a position outside the Company could present a conflict of interest, discuss the situation with a manager.

Service as a director or officer of a non-profit organization does not require approval of the Corporate Secretary.

Any UPS employee, management or nonmanagement, who has received approval to serve as a director or officer of , or consultant to, any for-profit organization that supplies goods or services to UPS, buys goods or services from UPS, or competes with UPS must complete the Business Ethics Questionnaire (BEQ) annually. The employee's manager is responsible for ensuring that the employee receives, completes, and returns the BEQ each year.

In some cases, UPS employees may be involved in outside businesses that are not UPS competitors or suppliers. These situations do not necessarily constitute a conflict of interest, but it is the employee's responsibility to ensure that these activities do not conflict with UPS's interests.

This requires keeping the two activities strictly separated by adhering to the following standards. A UPS employee:

*                   May not do work relating to other organizations on UPS time. 

*                   May not use UPS equipment and supplies, or the time of any UPS personnel for outside work. 

*                   May not promote products or services from an outside business to other UPS employees during working hours or on UPS property.

*                   May not attempt to sell products or services form an outside business to UPS. 

*                   May not use his or her position in the company to promote an outside business. 

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Our Customers
Customer Relations
We compete fairly and in accordance with the highest standards in all of our customer relationships. We want to earn business on the basis of superior services and products and competitive prices, not through improper, unethical, or questionable business practices.

Our credibility with our customers depends on our ability to fulfill our commitments. Any time we fail to live up to a commitment, hard-earned customer trust is damaged.

To preserve our customer relationships:

*                   We do not misrepresent our services or products in any sales or promotional efforts.

*                   We communicate clearly, so that our customers understand the terms of our business relationships, including contracts, performance criteria, schedules, prices, and responsibilities.

*                   We protect our customers' confidential information.

*                   We only make promises to customers that we believe we will be able to keep.

Doing Business the Government
Doing business with the government is not always the same as doing business with private parties. Activities that might be appropriate when working with private sector customers may be improper - or even illegal - when a national or local government is our customer. For example, business courtesies or entertainment that might be acceptable when dealing with private parties - like paying for meals or drinks - may not be appropriate when working with government officials. In addition, due to complex legal requirements, some types of bid-related information, which might be proper in a transaction with a private party, may not be requested or received when dealing with governments or their officials.

Additional information is available on the Corporate Compliance Web site.

Antitrust/Fair Competition
UPS's policy is to compete vigorously, aggressively, and successfully in today's increasingly competitive business climate, and to do so at all times in compliance with all applicable antitrust and competition laws throughout the world. The antitrust laws of countries around the globe are designed to preserve a competitive economy and to promote fair and vigorous competition. We are all required to comply with these laws and regulations, which are explained in more detail in the UPS Guidelines for Antitrust/Competition Law Compliance.

These guidelines cover such areas as Dealing with Customers, Commercial Counters, Competitors, Suppliers/Vendors, Attending Trade Association Meetings, Providing Subsidiary Services, Obtaining Information about Competitors, Mergers and Acquisitions, International Business, and Writing a Document.

Fair competition standards are a matter of law in virtually every country in which we operate. We are all required to comply with these laws and regulations. Those UPS employees who are involved in marketing, sales, purchasing, or contracts, or in discussions with competitors, have a particular responsibility to ensure that they understand our standards and the applicable competition laws.

All management employees are expected to become familiar with the UPS Guidelines for Antitrust/Competition Law Compliance, and how these responsibilities apply to their current positions.

Additional information about antitrust and fair competition laws can be found in the UPS Guidelines for Antitrust/Competition Law Compliance, available on the Corporate Compliance Web site.

Choosing Suppliers and Consultants
We strive to be fair in our choice of suppliers and consultants and are honest in all business interactions with them. We choose our suppliers and consultants based on appropriate criteria, such as qualifications, competitive price, and reputation. Anyone responsible for buying or leasing materials or services on behalf of UPS must conscientiously guard their objectivity.

We also should avoid any implication that UPS's continued purchase of goods or services from the supplier depends on the supplier purchasing goods or services from UPS. Doing so may not only violate our policies, but may also be a violation of antitrust or fair competition laws. UPS may properly require that goods it purchases be delivered via UPS, but it would not be proper for UPS to require that its suppliers use only UPS when shipping to its other non-UPS customers.

Nothing contained in this section is intended to limit or restrict encouraging our vendors and suppliers to use UPS services. It is recommended that appropriate UPS sales people be involved in such efforts.

We also expect our suppliers and consultants - and others who do business with us or on our behalf - to conduct their business on behalf of UPS in compliance with all applicable laws and regulations and in accordance with the highest ethical standards.

Additional information can be obtained from the Corporate Procurement Department.

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Our Shareowners
Insider Trading
Buying or selling securities while in possession of material, non-public information (or "inside information") may violate U.S. and other securities laws.

Inside information is information that a reasonable investor would consider important in making investment decisions and that is non-public, or has been public only for a very short time.

Examples of inside information may include:

*                   Contracts or proposed contracts with customers or suppliers

*                   Proposed acquisitions, joint ventures, or divestitures

*                   New products or services and regulatory approvals or disapprovals

*                   Financial performance

Insider trading is both unethical and illegal, and we should not trade in any stock or other securities on the basis of such inside information, including inside information we learned about an organization with which UPS does or might do business.

The same rules against using inside information apply when we give that information - to someone else, so that the individual can profit form that information by trading in stock or other securities.

UPS, like many public companies, has adopted specific trading restrictions to guard against insider trading. These restrictions are designed to protect the employees and UPS from liability associated with inappropriate use of inside information, and these restrictions apply to specified employees and those living in their household. Do not confuse the applicability of these trading restrictions with the broader prohibition on trading when in you possession of inside information.

Additional information can be found in the UPS Insider Trading Compliance Guidelines available on the Corporate Compliance Web site.

Investments in an organization with which UPS does or may do business can raise important compliance issues relating to insider trading, conflicts of interest and misuse of confidential information. The standards in this section apply to any financial or ownership interest in any company with which UPS does business (including customers, suppliers, vendors, and service partners), as well as companies with which UPS may do business (including potential customers, suppliers, vendors, and service partners) and competitors of UPS.

Investment in such an organization is not allowed if a UPS employee has direct or indirect responsibility, or even appear to conflict, with the interests of UPS. This means a UPS employee should not have any financial or ownership interest in an organization if it could cause the employee, or might be perceived by others to cause the employee, to choose between that interest and the interests of UPS. Such an investment constitutes a conflict of interest that must be avoided. If there is question about whether such an investment is or is not appropriate, the employee should consult with a manager, review the UPS Insider Trading Compliance Guidelines, or contact Corporate Compliance or Corporate Legal.

Records Management
Many of us create or prepare some type of information during our workday, such as financial reports, accounting records, business plans, environmental reports, injury and accident reports, expense reports, and time cards. People inside and outside UPS depend on these reports to be accurate, truthful, and properly maintained. These people include employees, government representatives, auditors, and the communities in which we operate. No one may deviate from our commitment to manage information accurately and truthfully. Our records are maintained for required periods ad defined in the UPS Records Retention Schedule.

Additional information can be found in the UPS Records Management Guidelines available on the Corporate Compliance Web site.

Company Property and Services
The use of company time, labor, supplies, equipment, tools, buildings, or other assets for personal benefit is prohibited. Employees are required to pay for personal use of UPS services. Company property used in the course of work with UPS remains the property of UPS and must be returned upon request by UPS or upon termination of employment.

Collectively, we have a responsibility for safeguarding and making proper and efficient use of UPS's property, including:

*                   Company time

*                   Cash, checks, drafts, and charge cards

*                   Land and buildings

*                   Vehicles

*                   Equipment, including fax machines, copiers, and telephones

*                   UPS uniforms

*                   Materials and supplies

*                   Computer hardware and software

*                   Information assets, including electronic data and intellectual property

*                   Scrap and obsolete equipment.

UPS property must not be used for any purpose not related to UPS business without prior authorization from the appropriate manager.

Intellectual Property
UPS depends on intellectual property, such as information, processes, and technology. Those tools are available at our disposal because of significant investments of time and company funds. If our intellectual property is not properly protected, it becomes available to others who have not made similar investments. This would cause us to lose our competitive advantage and compromise our ability to provide unique services to our customers.

UPS intellectual property includes confidential UPS business information, trade secret technology (such as computer software and systems), patented inventions and processes, trademarks, and copyrighted works.

It is the responsibility of every UPS employee or representative to help protect UPS intellectual property. It is the responsibility of UPS managers and supervisors to foster and maintain awareness of the importance of protecting the UPS intellectual property.

Additional information is available in the UPS Intellectual Property Protection Manual, available on the Corporate Compliance Web site.

Information Use and Security
We use information technology and engage in electronic communications to manage our business efficiently, and to comply with UPS policy and legal requirements. We comply with UPS business and security practices that protect confidential and/or proprietary information.  We permit brief, limited personal communications that do not violate the law or other UPS policies, and that do not interfere with our business responsibilities.

UPS is committed to the use of advanced technologies in its business operations. These powerful tools, provided for business purposes, expand the information available to us and enhance our ability to communicate with each other, our business partners, vendors, and customers.

Additional information is available in the UPS Information Use and Security Compliance Manual and UPS Intellectual Property Protection Manual, available on the Corporate Compliance Web site.

Copyrighted Material
We may not reproduce, distribute, or alter copyrighted materials owned by others without a valid license or prior permission of the copyright owner or its authorized agent. It is not always easy to determine if such permission exists, and we must confirm that appropriate permission exists before using such materials.

Copyrighted works include, but are not limited to, printed articles from publications, TV and radio programs, videotapes, music performances, printed photographs, digital photographs, training materials, manuals, documentation, software programs, databases, diskettes, CDs, and Web pages. In general, the laws that apply to printed materials are also applicable to audio, visual, and electronic media. Presentation slides, training materials, management models, or other materials prepared by outside consultants or organizations also may be copyrighted.

To avoid violations of copyright laws, all UPS employees and representatives must ensure that appropriate authorization is obtained prior to using or reproducing any materials. While UPS has obtained license or other forms of permission to use and reproduce copyrighted materials, any doubt with regard to whether use is authorized should be resolved in favor of not using or reproducing the materials.

Additional information is available in the UPS Information Use and Security Compliance Manual and UPS Intellectual Property Protection Manual, available on the Corporate Compliance Web site.

In order to maintain our reputation and the value of the UPS brand, we must ensure proper use of our name and our trademarked images at all times. UPS owns a number of symbols, brandmarks, and logos that identify various aspects of our company. It is important to reproduce these images accurately, because they also represent our company and help maintain the UPS image. Incorrect usage of our trademarks by UPS employees or others should be reported to Corporate Compliance or Corporate Legal.

UPS trademarks (marks used in connection with goods) and service marks (marks used in connection with a service) that have been registered with appropriate authorities worldwide should appear in print and other visual media with the appropriate registration notice.

Correct use of registration and common law notices in all print and visual communication helps protect UPS registered marks and unregistered marks. The procedures outlined on the UPS Brand Exchange Web site must be followed for correct usage of UPS marks, or contact UPS Brand Management with any questions.

Confidential and Proprietary Information
Information is a valuable corporate asset. Dissemination of information is critical to our success. However, much information about UPS's business activities is confidential or proprietary. Just as UPS values and protects it own confidential and proprietary information, it is our policy and practice to respect the confidential and proprietary information of others, including information we may have about our customers, suppliers, and employees.

Because the disclosure of confidential or proprietary information could seriously damage UPS's interests, safeguarding this information is the responsibility of all UPS employees and representatives. If we learn about proprietary or confidential information during the course of employment or relationship with UPS, we should be careful not to share it with others, including other employees, unless they need to know it for a legitimate business reason that will not violate any law, regulation, or UPS policy.

We may be asked to provide information about a customer to a job function or business, but depending upon the circumstances, this could be a violation of Antitrust/Fair Competition, Privacy, or other laws, or our contractual commitments to the customer. If employees not usually privileged to the information as a part of their job responsibilities request that information, we should consult with a manager, Corporate Compliance, or Corporate Legal prior to divulging the requested information.

We should also guard against unintentionally disclosing proprietary or confidential information. Situations that could result in inadvertent disclosure of sensitive information include: discussing confidential or proprietary information in public - in restaurants, on elevators, or on airplanes; talking about it on public or mobile phones; working with sensitive information on laptop computers in public; or transmitting such information by insecure means. Our obligation to protect UPS's confidential and proprietary information continues even after you leave the company.

Additional information can be found in the UPS Privacy Policy, the UPS Guidelines for Antitrust/Competition Law Compliance, the UPS Trading Compliance Guidelines, the Guidelines for UPS Affiliate Information Sharing, the UPS Information Use and Security Compliance Manual and UPS Intellectual Property Protection Manual.

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Our Communities
Political Activities and Contributions
UPS encourages all UPS employees to be informed voters, but personal participation in the political process, including contributions of time or financial support, is completely voluntary.

Election laws in some countries prohibit campaign contributions by corporations, whether by direct or indirect use of company funds or resources. In accordance with these laws, UPS does not make direct contributions to any candidate for political office where national or local law makes such contributions illegal.

As private citizens, we may participate in the political process, including contributing to the candidates or political parties of our choice. However, such personal political activities or contributions must not involve or even appear to involve use of UPS's funds or resources. UPS's funds and resources include, but are not limited to, company time, facilities, office supplies, letterhead, phones, and fax machines. Employee work time also is considered a contribution by UPS. Therefore, we cannot be paid by the company for any time spent campaigning for a political.

U.S. election laws provide for corporations to establish and maintain political action committees, which may lawfully make campaign contributions. UPS has established a political action committee in the United States called the UPS Political Action Committee (UPSPAC). Participation in and contributions to UPSPAC are entirely voluntary and only are used for political purposes. Any employee has the right to refuse to contribute to UPSPAC without reprisal.

UPS employees who hold or seek political office must do so on their own time, whether on vacation, unpaid leave, after hours, or on weekends. Where permitted by law, UPS requests that employees obtain permission for the Secretary of the Company prior to running for political office, in order to avoid a potential conflict of interest. Any UPS employee who runs for political office will be required to complete the Business Ethics Questionnaire (BEQ). Any UPS employee who holds such an office should contact Corporate Compliance.

Additional information is available from Public Affairs. Country-specific guidance is available through Corporate Compliance.

Transacting Transnational Business
Transnational business is vital to UPS. The laws of both the United States, and other countries in which we operate, frequently affect our transnational business transactions. Among other things, these laws regulate UPS's interaction with foreign governments and their officials, restrictive trade practices, and import and export shipments. Antitrust laws, which are discussed in the "Antitrust/Fair Competition" section, also regulate many aspects of UPS's business outside of the United States. UPS is committed to conducting its business abroad in compliance with all applicable laws. All employees involved in UPS's transnational business should be familiar with and adhere to these requirements.

Anti-Corruption Compliance
As a U.S. based corporation, UPS is subject to the U.S. anti-bribery laws that are enforceable worldwide and cover all UPS operations, including all businesses, agents, and joint ventures. Anti-bribery laws include the Foreign Corrupt Practices Act (FCPA) and all such laws of the countries in which we operate.

Broadly speaking, the FCPA prohibits a U.S. based company or any of its worldwide businesses or affiliates from bribing - or offering, promising, or authorizing anything of value to - a foreign government official in order to obtain or retain business. We conduct our business in accordance with the FCPA, and every one of us, regardless of the country in which we work, must adhere to its requirements.

Under the FCPA as well as other anti-bribery laws, UPS, its employees, and its agents also are prohibited from doing indirectly what we are prohibited from doing directly - we cannot make any payment to a third party if all or any part of the payment will be given to a prohibited person. UPS could be held liable for such payments even if the company did not know, but should have known, that the payment was going to a prohibited person.

All management employees are expected to become familiar with the UPS Anti-Corruption Compliance Manual, and how these responsibilities apply to their current positions, and to review them whenever their position or responsibilities change.

New Entity Procedure
UPS uses various business arrangements, including independent contractors, general sales agents, and joint ventures to conduct its operations worldwide.

New entity procedures have been developed to provide a uniform basis for evaluating potential businesses for these arrangements and to minimize the potential business and legal risks that may be created through these arrangements. The due diligence in completing the New Entity Request Information Worksheet is critical and mandatory. A new relationship must not be established until the information is properly evaluated and appropriate approvals are obtained.

Additional information can be found in the UPS Anti-Corruption Compliance Manual, available on the Corporate Compliance Web site.

Boycotts, Embargoes, and Restrictive Trade Practices
A boycott occurs when one person, group, or country refuses to do business with certain other people or countries. As a U.S. based company, all UPS operations must comply with U.S. laws pertaining to boycotts. U.S. anti-boycott laws generally prohibit U.S. companies and their subsidiaries from participating in or cooperating with any international boycott, unless the boycott has been approved by the U.S. government. Economic sanctions or trade embargoes imposed or approved by the United States are examples of boycotts with which we must comply.

These anti-boycott laws also require U.S. companies and their worldwide subsidiaries to report any requests they receive to engage in a boycott.

We must be particularly alert for requests for information or contract terms that:

*                   Request information about any person's past, present, or prospective relationship with boycotted countries or blacklisted companies.

*                   Request information about any person's race, religion, gender or nationality.

*                   Request discrimination against individuals or companies on the basis of race, religion, gender or nationality.

All employees should report any such requests to Corporate Compliance, Corporate Legal, or their region's Legal Department.

Government Controls for Transnational Shipments
All import and export shipments are subject to regulation by various government agencies, principally Customs, both in origin and destination countries. These laws are designed to ensure that imported products are properly admitted into the country to safeguard the public and domestic industries and to ensure the proper collection of duties, taxes, and fees. We are responsible for submitting accurate information about import shipments to Customs and other applicable government agencies.

Various governments administer programs restricting and/or limiting the export and import of goods. These restrictions include embargoed countries and designated nationals, businesses, and various other entities that have violated export laws or participated in activities deemed critical to the security of that country.

All UPS employees and representatives involved in the import and export of shipments on behalf of UPS and its customers should be familiar with and adhere to all procedures and documentation necessary to properly import or export shipments.

Additional information is available from Corporate Compliance.

Environmental Protection
We are committed to conducting our business in a manner that protects the environment. Our commitment to the environment goes beyond complying with environmental laws and includes a commitment to advancing programs that promote improvement of the environment. Everyone who is part of the UPS organization is expected to support our effort to maintain a leadership role in protecting the environment.

Through the Corporate Environmental Affairs Department, we have established a site and activity-specific environmental compliance and pollution prevention programs to address our environmental responsibilities. We continually evaluate improved technology and seek opportunities to improve environmental performance.

Our environmental responsibilities include:

*                   Properly storing, handling, and disposing of hazardous and other waste.

*                   Managing wastewater and storm water in compliance with applicable regulations.

*                   Monitoring and maintaining the integrity of underground storage tanks.

*                   Complying with laws regarding clean air.

*                   Protecting against and appropriately responding to spills and releases.

*                   Seeking ways to minimize waste and prevent pollution.

In addition, we must provide timely, truthful, and accurate information required in connection with applications for environmental permits and other reports called for under permits or regulatory requirements.

Additional information is available from Corporate Plant Engineering.

Transportation Regulations
The handling and transportation of many items by UPS are regulated by various national and local government authorities.  These regulations cover such items as hazardous materials/dangerous goods, pharmaceuticals, alcoholic beverages, and other special commodities.

We conduct our business in accordance with the requirements imposed by external authorities in a manner that protects the safety of our people, our customers, and the public in all modes of service. We establish standards and procedures related to the handling and transportation of these items and embed them into our everyday business processes. We are all responsible for complying with applicable governmental laws and regulations worldwide and for understanding and adhering to established UPS procedures related to these transportation issues.

UPS employees, representatives, and customers are expected to comply with all applicable governmental laws and regulations, and UPS-specific requirements.

Additional information on each of these programs is available from Corporate Compliance.

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If you have any suggestions for changes to in the UPS Code of Business Conduct, please submit them promptly, as indicated below, while they are fresh in your mind. This form is included for your convenience in submitting recommendations for changes. If you prefer, you may use your own words, stationary, and format.

To:  Code of Business Conduct Review
        Corporate Compliance
        United Parcel Service
        Corporate Office
        Atlanta, GA

I recommend the following change(s) be made in the UPS Code of Business Conduct:

Section on page ________


Suggested new wording:


The Code is not an express or implied contract of employment and does not create any contractual rights of any kind between UPS and its employees. In addition, all employees should understand that the Code does not modify their employment relationship, whether at will or governed by contract. This Code is intended to clarify each employee's existing obligation for proper conduct. UPS reserves the right to amend, alter, or terminate the Code or the policies at any time for any reason.

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