BRIDGFORD FOODS CORPORATION
This Code of Conduct (the “Code”) of Bridgford Foods Corporation (referred to herein as “Bridgford” or the “Company”) sets forth the guiding principles by which we operate the Company and conduct our daily business with our stockholders, customers, and with each other. These principles apply to all of the Company’s directors, officers and employees.
This Code complies with requirements for a “code of ethics” under Section 406 of the Sarbanes- Oxley Act of 2002 and the rules promulgated thereunder.
A. Compliance and Reporting
Employees and directors should strive to identify and raise potential issues before they lead to problems, and should ask about the application of this Code whenever in doubt. Any employee or director who becomes aware of any existing or potential violation of this Code should promptly notify Pott’s & Associates (designated as the “Appropriate Ethics Contacts”). The Company will take such disciplinary or preventive action, as it deems appropriate to address any existing or potential violation of this Code brought to its attention.
Any questions relating to how these policies should be interpreted or applied should be addressed to an Appropriate Ethics Contact.
B. Personal Conflicts of Interest
A “personal conflict of interest” occurs when an individual’s private interest improperly interferes with the interests of the Company. Personal conflicts of interest are prohibited as a matter of policy, unless they have been approved by the Company. In particular, an employee or director must never use or attempt to use his or her position at the Company to obtain any improper personal benefit for himself or herself, for his or her family members, or for any other person, including loans or guarantees of obligations, from any person or entity.
Service to the Company should never be subordinated to personal gain and advantage. Conflicts of interest should, to the extent possible, be avoided.
Any employee or director who is aware of a material transaction or relationship that could reasonably be expected to give rise to a conflict of interest should discuss the matter promptly with an Appropriate Ethics Contact.
C. Corporate Opportunities
Employees and directors owe a duty to the Company to advance its legitimate business interests when the opportunity to do so arises. Employees and directors are prohibited from taking for themselves (or directing to a third party) a business opportunity that is discovered through the use of corporate property, information or position, unless the Company has already been offered the opportunity and turned it down. More generally, employees and directors are prohibited from using corporate property, information or position for personal gain or competing with the Company.
Sometimes the line between personal and Company benefits is difficult to draw. The only prudent course of conduct for our employees and directors is to make sure that any use of the Company’s property or services that is not solely for the benefit of the Company is approved beforehand through the Appropriate Ethics Contact.
In carrying out the Company’s business, employees and directors often learn confidential or
proprietary information about the Company, its clients/customers, prospective clients/customers or other third parties. Employees and directors must maintain the confidentiality of all information so
entrusted to them, except when disclosure is authorized or legally mandated. Confidential or
proprietary information includes, among other things, any non-public information concerning the
Company, including its businesses, financial performance, results or prospects, product specifications
or trade secrets and any non-public information provided by a third party with the expectation that the information will be kept confidential and used solely for the business purpose for which it was conveyed.
E. Public Disclosure
It is the Company’s policy that the information in its public communications, including SEC filings, to be full, fair, accurate, timely and understandable. All employees and directors who are involved in the company’s disclosure process are responsible for acting in furtherance of this policy. In particular, these individuals are required to maintain familiarity with the disclosure requirements applicable to the Company and are prohibited from knowingly misrepresenting, omitting, or causing others to misrepresent or omit, material facts about the Company to others, whether within or outside the Company, including the Company’s independent auditors. In addition, any employee or director who has a supervisory role in the Company’s disclosure process has an obligation to discharge his or her responsibilities diligently.
F. Compliance with Laws, Rules and Regulations
It is the Company’s policy to comply with all applicable laws, rules and regulations. It is the personal responsibility of each employee and director to adhere to the standards and restrictions imposed by those laws, rules and regulations.
Generally, it is both illegal and against the Company’s policy for any employee or director who is aware of material nonpublic information relating to the Company, any of the Company’s clients or any other private or governmental issuer of securities to buy or sell any securities of those issuers, or recommend that another person buy, sell or hold the securities of those issuers.
Any employee or director who is uncertain about the legal rules involving his or her purchase or sale of any of the Company’s securities or any securities in issuers that he or she is familiar with by virtue of his or her work for the Company should consult with an Appropriate Ethics Contact before making any such purchase or sale.
G. Fair Dealing
We do not seek competitive advantages through illegal or unethical business practices. Each employee and director should endeavor to deal fairly with the Company’s clients, service providers, suppliers, competitors and employees. No employee or director should take unfair advantage of anyone through manipulation, concealment, abuse of privileged information, misrepresentation of material facts, or any unfair dealing practice.
H. Equal Employment Opportunity and Harassment
Our focus in personnel decisions is on merit and contribution to the Company’s success. Concern for the personal dignity and individual worth of every person is an indispensable element in the standard of conduct that we have set for ourselves. The Company affords equal employment opportunity to all qualified persons without regard to any impermissible criterion or circumstance. This means equal opportunity in regard to each individual’s terms and conditions of employment and in regard to any other matter that affects in any way the working environment of the employee. We do not tolerate or condone any type of discrimination prohibited by law, including harassment.
I. Protection and Proper Use of the Company’s Assets
All employees should protect the Company’s assets and ensure their efficient use. All of the Company’s assets should be used for legitimate business purposes only.
III. REPORTING ILLEGAL OR UNETHICAL BEHAVIOR
Reporting Illegal or Unethical Behavior
Employees, officers and directors who suspect or know of violations of this Code or illegal or unethical business or workplace conduct by employees, officers or directors have an obligation to contact either their supervisor or superiors. If the individuals to whom such information is conveyed are not responsive, or if there is reason to believe that reporting to such individuals is inappropriate in particular cases, then the employee, officer or director may contact Pott’s & Associates. Such communications will be kept confidential to the extent feasible. If the employee is still not satisfied with the response, the employee may contact the Audit Committee of the Board of Directors of the Company (the “Audit Committee”). If concerns or complaints require confidentiality, then this confidentiality will be protected to the extent feasible, subject to applicable law.
Bridgford’s policy is to comply with all applicable financial reporting and accounting regulations. If any director, officer or employee of the Company has unresolved concerns or complaints regarding questionable accounting or auditing matters of the Company, then he or she is encouraged to submit those concerns or complaints (anonymously, confidentially or otherwise) to the Audit Committee. Subject to its legal duties, the Audit Committee and the Board will treat such submissions confidentially. Such submissions may be directed to the attention of the Audit Committee, or any director who is a member of the Audit Committee, at the principal executive offices of Bridgford.
Bridgford prohibits retaliation of any kind against individuals who have made good faith reports or complaints of violations of this Code or other known or suspected illegal or unethical conduct.
IV. Amendment, Modification and Waiver
This Code may be amended or modified by the Board of Directors of Bridgford. Waivers of this Code may only be granted on the recommendation of the Board of Directors or a committee of the Board with specific delegated authority. Waivers will be disclosed to stockholders as required by the Securities Exchange Act of 1934 and the rules thereunder and the applicable rules of the Nasdaq National Market.
Note: Appropriate Ethic Contact is being provided by:
Potts & Associates
P.O. Box 93993
Pasadena, CA 91109