OUR STANDARDS - Electrocomponents

OUR STANDARDSThe Electrocomponents Code of Conduct

This is an exciting time for our business and I have high aspirations, as we work to build a performance-focussed organisation that is first choice for our customers, suppliers, shareholders and people. Everyone has a part to play and I want to explain how this Code of Conduct fits in. Our Code of Conduct sets out the high ethical standards of behaviour to which we must all work. Any failure to follow this Code threatens our performance and diverts time, attention and potentially cost from our core activities. Such a failure could also harm our reputation – along with the confidence which our people, shareholders, customers and suppliers place in this business.

Every employee is accountable for reading and following this Code of Conduct. If you need more information, you should consult our Group Policies, your line manager, the VP of Group Compliance, or the Company Secretary. If you are a manager then you are also accountable for your team’s compliance, so please cascade this Code to them and role model its requirements.

No document can cover every situation and our ethical standards are based on following the spirit as well as the letter of the Code of Conduct. As a minimum, you must avoid any action that is illegal or unethical; breaches a Group Policy; causes an unauthorised financial commitment or loss; or could damage our business’s reputation anywhere in the world.

The principles in this Code are a part of our culture. If your ability to follow them is ever under threat then know that you

have a voice and the leaders of this business want to hear it. See our guidance on Speak Up at the end of this Code, which explains how you can confidentially raise issues through our independent third party.

Thank you for supporting the Code of Conduct and all that it represents.

Lindsley Ruth

INTRODUCTION

As a minimum, you must avoid any action that:

NO DOCUMENT CAN COVER EVERY SITUATION

Is illegal or

unethical

Breaches a Group Policy

Causes an unauthorised

financial commitment

or loss

Could damage our reputation

anywhere in the world

“

”2 ELECTROCOMPONENTS PLC - CODE OF CONDUCT

WHO MUST FOLLOW THE CODE OF CONDUCT?Everyone – every employee, every manager and every officer of every business within the Electrocomponents Group, including our joint ventures.

It is a condition of your employment that you comply with this Code of Conduct. Any breach of the Code of Conduct may result in disciplinary action being taken against you.

We will also seek to engage with our partners on the basis that they do business in line with similar principles to those set out in this Code of Conduct.

DO I HAVE EXTRA RESPONSIBILITIES AS A LINE MANAGER?As a line manager, you have additional responsibilities under this Code of Conduct:

• Being a role model for following this Code of Conduct.

• Communicating this Code of Conduct to your team and ensuring that they understand its requirements.

• Encouraging employees to Speak Up if they have any concerns.

YOUR RESPONSIBILITIESWHERE CAN I FIND MORE INFORMATION?Electronic copies of this Code of Conduct (in multiple languages) and copies of the other policy documents referenced in this Code of Conduct can be found in the Group Professional Services pages of the Electrocomponents intranet.

If you have any questions about the content of this Code of Conduct, or want to find any of our policies, please contact the VP of Group Compliance for further information.

“ Every employee, every manager and every officer of every business within the Electrocomponents Group, including our joint ventures, must follow the Code of Conduct”

3ELECTROCOMPONENTS PLC - CODE OF CONDUCT

We are committed to protecting and safeguarding people and protecting the environment. We use Target Zero as our vehicle for achieving this commitment with a vision to have zero accidents and no detrimental environmental impacts from our operations and activities. We work to keep our employees and contractors safe by focusing on compliance and tackling the issues that can lead to unsafe behaviours and conditions. To support this and achieve world class Environment, Health & Safety (EH&S) performance we will focus on people, processes and technology.

CommitmentThe Group’s Commitment and Policy on health, safety, environment and sustainability applies across the Group and is designed to protect and safeguard people and protect the environment. It includes aims on how we operate and how we involve communities close to our operations. Our Commitment and Policy reflects the integrated way we work across the Group in the areas of EH&S and sustainability. All Group companies, contractors and joint ventures under our operational control must manage EH&S and sustainability in line with the Commitment and Policy.

In the Group we must all be committed to:

• Protecting and safeguarding people• Protecting the environment• Complying with all applicable EH&S

laws and regulations• Using energy and other resources efficiently

to provide our products and services• Respecting our neighbours and contributing

to the societies in which we operate• Reporting on our EH&S performance• Promoting best practice in our industries• Managing EH&S and sustainability matters in

line with other critical business activity; and• Promoting a culture in which all Group

employees share this commitment.

Our Policy is designed to achieve this commitment.

PolicyEvery Group Company must:

• Have a systematic approach to EH&S and sustainability management designed to ensure compliance with all applicable laws and to achieve continuous performance improvement

• Set targets for improvement and measure, analyse and report EH&S performance

• Require contractors to comply and manage EH&S and sustainability in line with this policy

• Require any joint ventures under its operational control to apply this policy, and use its influence to promote the policy in its other ventures

• Engage effectively with neighbours and impacted communities; and

• Include EH&S and sustainability performance in the appraisal of staff and rewards.

Under this approach, every Group company, contractor and joint venture under operational control is required to have a systematic approach to the management of EH&S, designed to ensure compliance with applicable laws and to achieve continuous performance improvement, while promoting a culture in which all Group employees and contractors share this commitment.

The Group EH&S Control Framework supports efficient and effective implementation of our EH&S and Sustainability Commitment and Policy across the Group. This is how we manage the impact of our operations and activities on society and the environment. Each Group company is expected to set targets for EH&S improvement and measure, review and report performance.

Your Responsibilities

As employees of the Group you must:

• Comply with all applicable laws, our standards and our procedures

• Intervene in unsafe or non-compliant behaviour or situations

• Follow applicable rules• Ensure that your work complies with the EH&S

and Sustainability Commitment and Policy• Report and act on incidents, potential

incidents, near misses and unsafe conditions as soon as you become aware of them

Product Safety and Transport Compliance

It is fundamentally important that all the products we supply are safe during transportation and for customer use. For products classified as Dangerous or Hazardous we must comply with all relevant national and international transport and packaging regulations. Hazardous products are also supplied with Safety Data Sheets providing guidance on how products can be used safely. All products must comply with the applicable laws of the country in which they are being sold and with the contractual obligations we have agreed with our suppliers. This fulfils our legal obligations and ensures that our reputation for the supply of high quality products is maintained.

OUR ENVIRONMENT, HEALTH & SAFETY

4 ELECTROCOMPONENTS PLC - CODE OF CONDUCT

RespectWe value the commitment of our employees. The rights of every employee will be respected and every employee will be treated with dignity and consideration. Our employment policies are designed to attract, retain, motivate and train our people and to respect their rights. We will provide training and personal and professional development opportunities to equip employees with the necessary skills to carry out their roles and to provide career growth opportunities and job satisfaction.

We will not allow any form of slavery or human trafficking to take place in any part of our business. We will not use child labour (in line with the Minimum Age Convention), nor will we use forced labour. We recognise freedom of association by permitting our employees to establish and join organisations of their own choosing without our permission, and we will recognise collective bargaining where required by local laws.

Diversity and inclusionAs a business we want to ensure we have the right capabilities required to deliver our strategy. This means we want to recruit the best people, harness talent, generate greater innovation, and encourage a range of different views and perspectives. By embracing diversity we are better suited to meeting the needs of our customers, suppliers, employees and shareholders.

The purpose of our Diversity and Inclusion Policy is to:

• Attract, develop and retain a diverse workforce; and• Drive a culture where people feel able to give their best,

and where their views, opinions and talents are respected.

We are committed to ensuring that existing and prospective employees are treated fairly and with respect in an environment that is free from any form of discrimination.

We will ensure that:

• All employment-related policies, practices and procedures, including recruitment, promotion, reward, working conditions, and performance management, are applied impartially, fairly and objectively;

• We have equality of opportunity for all and we will provide employees with the opportunity to develop and realise their full potential; and

• Respect is a right – we will inspire trust through honesty and openness.

We will not tolerate any form of discrimination on the basis of age, disability, marriage and civil partnership status, pregnancy, race, ethnicity, nationality, colour, religion or belief, gender or gender reassignment, sexual orientation, educational background, or any other status specified by applicable local law or regulation. Incidents where an employee does not fulfil his or her responsibilities under our Diversity and Inclusion Policy or under applicable local statutory requirements will be treated very seriously, and individuals may be subject to disciplinary action.

HarassmentBullying or harassment of any individual or groups at work will not be tolerated. We are all responsible for creating and maintaining a work environment free from harassment. Employees must take care to treat others the way they would expect to be treated, as professional adults, respectful of the diverse workforce we enjoy.

Our policy prohibits discrimination and harassment, seeks to prevent harassment and provides employees with an effective complaints process.

If you know of any harassment at work you should report it to your line manager, People Services (HR) or use the Speak Up facility.

PrivacyWe recognise that our employees, and candidates applying for roles with us, entrust us with their personal information as part of our employment relationship. We respect the privacy of our colleagues and the confidentiality of their personal information.

We will only keep and use personal information which is relevant to a person's employment, necessary for the operation of our business, or which is required by law.

We use a number of data systems to manage our employees’ personal information and keep it secure. Some of these systems are provided by carefully selected third party suppliers. As part of our Group-wide employee management processes, we may also transfer information about our employees between companies within our Group. In all cases we put in place contractual and practical safeguards to ensure the information is held and processed securely and proportionately.

Full information about what information we hold about our employees, what we do with that personal data, and the controls we put in place to safeguard it, is set out in our Employee Data Policy and other Data Protection Policies and Notices. These policies require all our employees to respect the privacy of your colleagues, and you must adhere to our guidelines on how to treat information to which you have access. It is the responsibility of every employee to carefully consider the implications of any activity involving the personal information of your colleagues at all times.

OUR PEOPLE

“ We want to recruit the best people”


Gifts and hospitalityGiving and receiving gifts and hospitality can be a legitimate way to embed commercial relationships with our business partners. However, gifts and hospitality should never affect, or appear to affect, impartial decision-making by our employees or our partners – decisions must be made with honesty and integrity, based on factors such as quality, value and service.

You can accept gifts and hospitality from our business partners, or offer them, if they are within the following limits:

• £50 in value for an individual gift;• £250 in value for each hospitality event; and• Not to exceed a total of £1,000 in any financial year.

If you are offered anything of greater value than this, you must either decline it or obtain your manager’s permission and record the gift or hospitality in the Group’s central register. If you are in any doubt, you should obtain your manager’s permission. You must never accept cash. If there is any suggestion that a return favour will be expected or implied, refuse the gift or hospitality. If it is not appropriate to decline the offer of a gift, you may accept the gift, provided it is then declared to your manager and donated to charity.

If you want to offer a gift or hospitality of a greater value (including marketing incentives to our customers) this must be approved by your leadership team. You must never offer gifts or hospitality to a government official.

Further guidance can be found in our Group Anti-Bribery Policy and our Group Marketing Campaigns Policy. Any breach of these policies will be treated very seriously and may lead to disciplinary action.

Conflicts of interestsAs an employee of Electrocomponents you must put the interests of the business first. Many of us will have commitments to, or interests in, organisations outside work. Conflicts of interest can happen if an employee’s personal, social, financial or political activities interfere, or potentially interfere, with their loyalty to Electrocomponents.

You must always ensure that you avoid any conflict of interests, unless specifically approved, recorded and managed by your line manager.

OUR PARTNERS


Competition and anti-trust lawsWe will compete fairly and vigorously wherever we do business.

In doing so, we must always comply with the competition and anti-trust laws in force locally. These laws will vary from market to market, but their purpose will always be to prohibit any arrangement which is designed to reduce fair competition.

We must always follow four key rules:

• Rule 1: we set our own prices. Do not agree the resale price to our customers with suppliers. Similarly, do not specify the price at which our own customers can resell products to their end users.

• Rule 2: do not fix prices with our competitors. Do not enter into arrangements with competitors to fix prices, whether directly or through a third party.

• Rule 3: do not rig the market. Do not allocate customers between ourselves and our competitors, or agree with competitors that we will restrict sales or bid entries to certain customers only.

• Rule 4: do not disclose commercially sensitive information to competitors. Do not exchange price sensitive, strategic or confidential information with competitors. Also, do not request price sensitive or confidential information about competitors from our customers.

Competition laws are strongly enforced by the authorities and a breach could lead to heavy fines (up to 10% of turnover), personal criminal liability and even imprisonment. Please refer to our Group Competition Law Compliance Policy for more information. Any breach of this policy will be treated very seriously and may lead to disciplinary action.

Trade controlsGovernments use export controls and trade sanctions to maintain international stability, peace and security. When selling goods or transferring technology, trade compliance regulations require us to consider the following areas:

• The destination we are selling to (is it subject to an embargo or other restrictions?)

• The types of products we are selling (can they be used for military applications or weapons of mass destruction proliferation?)

• The customer themselves (are there restrictions on selling to the customer?) and

• The intended end use (for example, are the goods going to be used in a WMD programme?).

We take trade compliance very seriously. Failure to comply can have serious implications for both our organisation and individuals. Penalties include large fines, termination of export privileges and, in extreme cases, imprisonment.

You should always comply with the internal policies, guidance and processes that are in place to ensure our compliance with these regulations. All employees involved in the introduction, sale and distribution of a product for export are expected to read and follow our Group Embargoes Policy.

“ We set our own prices and we will not fix prices with competitors”


Ethical supply and modern slaveryWe will source products and services from organisations that meet, or are willing to meet, the Group’s ethical standards. In particular, we will not engage with organisations which use child labour or forced labour, which discriminate on the grounds of gender, ethnic or national origin, religion, sexual orientation, marital status, age or disability, or which do not recognise freedom of association or collective bargaining. Our policy does not allow any form of modern slavery or human trafficking and we will take steps to ensure that modern slavery is not taking place in any part of our business or supply chains.

PrivacyAs a digital business, we recognise that we have a responsibility to treat the personal information of individuals who deal with us in a fair, proportionate and transparent way. We respect the privacy of our customers, suppliers and other third parties, and consider this in all our business activities. Information which can identify an individual (e.g. name, address, contact details, IP address) is governed in many countries by data protection or privacy legislation.

Our Group-wide policies, in particular the Business Contact Data Policy, set out in detail how we must treat the personal information entrusted to us and require us to keep a record of the controls in place to ensure compliance.

As a minimum we will:

• Give individuals notice about how we will use their personal information, and keep a record of what happens with it;

• Give individuals the choice about how we will use their information beyond the purpose for which it was originally collected;

• Allow individuals to view and contest the accuracy and completeness of information we collect about them; and

• Take reasonable steps to ensure that personal information is accurate and secure.

Every employee must consider data privacy before doing anything involving someone else’s personal information. The Privacy Impact Assessment Policy provides full information as to how to properly consider this and when to seek assistance from Group Legal.

Legal complianceYou must ensure compliance with the laws and regulations which apply where you work. If we have introduced a policy which inadvertently conflicts with your local laws, you must comply with the law and inform the Company Secretary of the conflict.

Operating companies will have local legal obligations, including taxation, which the local leadership team must ensure are met in full. As a global business, we must recognise that the legal requirements of different countries and states vary, so we must always exercise care when making decisions that can have an effect in more than

one legal jurisdiction. We must ensure that our actions are appropriate in all jurisdictions that may be affected.

Failure to prevent the facilitation of tax evasionThe Group Tax Strategy states that we have a zero tolerance attitude to all forms of tax evasion. We are committed to ensuring full compliance with all statutory obligations and to conducting our business and affairs so as to ensure that we do not engage in or facilitate any form of tax evasion. This means that:

• Our employees must not engage in any form of tax evasion, either directly or through any third party (such as an agent or distributor).

• We comply with all applicable laws and regulations prohibiting tax evasion in the markets where we operate, and we make sure that our business partners do the same.

Further guidance can be found in our Group Tax Risk Management Policy. Any breach of these policies will be treated very seriously and may lead to disciplinary action.

Anti-bribery and corruptionThe Electrocomponents Anti-Bribery Policy applies to all businesses within our Group, and to directors and employees, to ensure compliance with all laws and regulations governing anti-bribery and anti-corruption in the countries where we operate.

We are committed to conducting our business and affairs so as to ensure that we do not engage in or facilitate any form of bribery.

This means that:

• Our employees must not engage in any form of bribery, either directly or through any third party (such as an agent or distributor). Specifically, employees must not bribe a foreign public official anywhere in the world.

• We comply with all applicable laws and regulations prohibiting bribery and corruption in the markets where we operate, and we make sure that our business partners do the same.

• We will not make facilitation payments or pay ‘speed money’ to government officials in the course of our business.

• We will not use our business partners as a channel to make improper payments.

Further guidance can be found in our Group Anti-Bribery Policy and our Group Marketing Campaigns Policy. Any breach of these policies will be treated very seriously and may lead to disciplinary action.

OUR INTEGRITY

“ We have a zero tolerance approach to bribery & corruption”


Intellectual property and brandIntellectual property includes trademarks, copyright and patents. We must protect our own intellectual property and avoid infringing the intellectual property rights of others. If you become aware that someone else is using our trademarks or our other intellectual property without our permission you must inform Group Legal.

Our brand is one of our most important and valuable assets and must be consistently conveyed across all our communications in order to protect it. Please visit www.rsbrandguidelines.com for information relating to applying our brand and visual identity. Any changes being made to the brands must have received approval from the Brand Team.

Control of informationShareholders, financial analysts, the press and others rely on us to provide them with reliable information regarding the Group’s operations, performance and outlook. The only individuals authorised to communicate on these matters are members of the Group Board, the VP of Group Financial Control, the VP of Group Investor Relations and Corporate PR, and the Head of Group PR. You must promptly forward all enquiries on these matters to the VP of Group Investor Relations & Corporate PR; you must not provide information or respond to enquiries yourself.

Social mediaWe use social media to raise awareness of the business, engage with our target audiences and increase traffic to our global websites. Our policy is:

• Only designated employees can post on behalf of the Group after receiving support and guidance from the global Social Media Team.

• Employees do not have the authority to open a social media account in the name of the Group or using any of its brands, without the permission of the Head of Social Media at RS or the VP of Marketing at Allied.

Information systems & information securityOur business runs on information and every employee is accountable for keeping our information safe; as a company, we actively promote and enforce effective information security. Our Data Classification Policy requires information to be designated either (i) public (ii) internal (iii) confidential or (iv) highly confidential. Different designations require different levels of protection so please make sure you understand this policy and how it impacts your work, both paper-based and electronic.

Working with and sharing confidential (e.g. colleague, customer or supplier) or highly confidential (e.g. sensitive business planning) data requires specific measures (e.g. encryption and formal third party non-disclosure agreements). If in doubt, assume that information is confidential; please see the intranet Information Security page for further guidance.

You should not use external cloud services where an equivalent sanctioned service exists (e.g. Google Docs and Google Drive rather than Office 365 and SharePoint). If the use of an external cloud service is necessary, the Group’s Information Security policies (e.g. the use of strong passphrases) must be applied. Private (i.e. non-corporate) email accounts and cloud services must not be used to store or share company data. Approval for exceptions should be sought in advance via Information Security.

Information systems must not be used for any illegal or fraudulent purpose, nor to access or distribute material which is defamatory, abusive, discriminatory, pornographic or likely to offend. Limited, responsible personal use is permitted provided that it:

• does not interfere with the performance of your duties or those of other users, and does not take priority over your work responsibilities;

• does not cause any expense or liability to be incurred by the Group;

• does not have a negative impact on the Group in any way;• is lawful and complies in full with our Information Systems

Use Policies.

You must not attempt to circumvent any information security controls whether electronic, physical or otherwise; monitoring is in place to ensure effective operation of these controls. You must promptly report any information security concerns to the Information Security team, no matter how trivial, including concerns about physical access to premises or systems, spam/phishing emails and fraudulent phone calls.

“ Every employee is accountable for keeping our information safe”


Financial integrity and fraudIt is fundamentally important that all business records (whether for internal use or to be used for external reporting) are truthful, accurate and complete. No business records should ever be falsified, misstated or made to be misleading by omitting material facts.

Any act of theft or fraud is unacceptable. By fraud we mean any misuse of company assets by deception for personal gain or to the detriment of the Group. In particular, expenses must always be expressly authorised by your manager and you should not authorise anything yourself that results in you receiving a personal benefit.

If you become aware of any inaccuracy in a business record or any fraudulent activity, you must Speak Up and report it.

AuthorisationAll expenditure or commitment on behalf of the Group must be appropriately authorised.

Full details of the financial authorisation levels and procedures are set out in the Finance Manual. All queries relating to authorisation and the delegation of authority should be referred to your Finance Business Partner or the Company Secretary.

Any new corporate entities, companies or branches can be established only with the approval of the Board. The appointment of statutory directors must be approved by either the Company Secretary, Group Finance Director or Chief Executive Officer.

Political donationsWe do not make donations whether in cash or in kind in support of any political parties or candidates.

Share dealing restrictions and inside information It is a criminal offence to deal in Electrocomponents’ shares, or encourage others to deal in Electrocomponents’ shares, when you are aware of Inside Information. ‘Inside Information’ is information relating to Electrocomponents which is:• Not publicly available;• Likely to have a non-trivial effect on the price of the

Company’s shares; and• Which an investor would be likely to use as part of the

basis of his/her investment decision.

‘Dealing’ covers any type of transaction in the Company’s shares, including purchasing, sales, the exercise of options and using shares as collateral for a loan. This applies equally to all employees, wherever you are resident. If you think you may have Inside Information relating to Electrocomponents, you must not circulate it, but instead contact the Company Secretary or Deputy Company Secretary immediately.

It is you as the employee who must make the judgment before share dealing and take responsibility for the consequences of any illegal acts. Some of you will be subject to rules under which you are prevented from share dealing at certain times, and some people must also get approval from the Company Secretary before dealing - you will have been told by the Company Secretary if you are one of these employees.

Additionally you may be committing the civil offence of market abuse if you:

• Deal or attempt to deal in an investment on the basis of inside information;

• Disclose inside information to another person other than in the proper course of your employment, profession or duties;

• Spread information or otherwise behave in a way which gives, or is likely to give, a false or misleading impression regarding the price, value, supply of or demand for an investment; or

• Behave in a way that is likely to distort the market in a security.

If you require any further guidance on share dealing or market abuse then contact the Company Secretary or alternatively visit the intranet for the Company’s Share Dealing Policy and Share Dealing Code.

Confidential informationYou may possess information about our business, our customers and our suppliers which is confidential or commercially sensitive. We must all do our best to protect the confidentiality of this information. Do not disclose it to anyone without permission.

If you do need to disclose confidential information in the course of your job, you should carry out reasonable due diligence or otherwise satisfy yourself that the recipient can be trusted to maintain the confidence of this information. You should also require the recipient to sign a non-disclosure agreement. Speak to Group Legal for advice.


AdviceIn some circumstances deciding what to do can be difficult. Ask yourself the following questions:

• Is this action legal?• Are you authorised?• Have you considered our policies?• How will this decision affect others?• How would you feel if your decision was made public?• Gut feel: does it just not feel right?• Do you need help or advice?

Speak to your leadership team if you need to. Ask questions and be open, then do the right thing.

Speak UpWe operate a Speak Up Policy. From time to time you may have concerns about an illegal or improper act or a breach of this Code of Conduct. If something is troubling you which you think we should know about or look into, please tell us. If in doubt – raise it!

If you have a concern you should report it to your manager. If for any reason you feel unable to report such an issue to your manager, then you should make the report to the Company Secretary, the VP of Group Compliance or the VP of Group Operational Audit and Risk. All reports will be acknowledged. The Group will make an investigation of the appropriate nature.

As an alternative, you can use our Speak Up facility, where you can report your concerns to Expolink, a wholly independent third party. Reports can be made 7 days a week, 24 hours a day by telephone, email or through our dedicated website. The contact details are set out in full opposite. Reports made to Expolink can be made anonymously if you wish.

The Leadership Team and the Board are committed to this policy. If you raise a genuine concern under this policy, you will not be at risk of losing your job or suffering any form of victimisation as a result. Provided you act in good faith, it does not matter if you are mistaken.

However, deliberate misuse of this policy over a matter which is known to be untrue could result in disciplinary action.

SPEAK UP

Australia 1800 121 889

Austria 0800 281700

Belgium 0800 71025

Canada 1888 268 5816

Chile 12300200412

China South (China Telecom) 10800 152 2112

China North (China Netcom) 10800 852 2112

Denmark 8088 4368

Republic of Ireland 1800 567 014

France 0800 900 240

Hong Kong 800 930770

Italy 800 783776

Japan 00531 78 0023

Malaysia 1800 885 530

Netherlands 0800 022 9026

New Zealand 0800 443 816

Norway 800 14870

Philippines (calling from PLDT & SMART Networks) 1800 1441 0948

Philippines (calling from GLOBE network) 1800 8739 5278

Poland 00800 441 2392

Singapore 800 4411 140

South Africa 0800 990520

Spain 900 944401

Sweden 0200 285415

Switzerland 0800 563823

Taiwan 0080 104 4202

Thailand 001 800 442 078

UK 0800 374199

USA 1877 533 5310

Speak Up email address

[email protected]

Speak Up websitewrs.expolink.co.uk/Electrocomponents“ See it? Concerned?

Share it”11ELECTROCOMPONENTS PLC - CODE OF CONDUCT

Electrocomponents Plc 5th Floor, Two Pancras Square

Kings CrossLondon

N1C 4AGUnited Kingdom

www.electrocomponents.com© 2019 Electrocomponents Plc

Documents

OUR STANDARDS - Electrocomponents