最后更新时间：2011年4月

于2011年2月25日经世纪互联集团董事会决议采用，适用于和公司首次IPO的 F-1表格相关的公司注册声明有效的基础之上

一 、 目的

此商业行为与道德规范准则（简称准则）包含注册于开曼群岛的世纪互联集团，及其子公司和附属机构（合称公司）开展业务的一般性方针，这些方针遵循最高的商业道德标准，并符合美国反海外腐败法法案以及2002年萨班斯 — 奥克斯利法案第406条所指的道德准则和据此颁布的规则。只要这套准则要求我们遵循于比商业惯例或适用法律，法规或规则所要求的更高的标准，那么我们将遵从于更严格的标准。

设计这套准则的目的是避免失当行为的发生并努力提升:

• 诚实和道德的行为，包括恰当地处理个人和专业工作之间实际的利益冲突；
• 在公司归档的，或者提交给美国证券交易所的报告和文档中全面，合理，正确，及时以及浅显易懂的展示；
• 遵循于适用法律，法规或规则(例如: 美国反海外腐败法，萨班斯 — 奥克斯利法案，中国刑法和中国反不正当竞争法)；
• 及时地内部通报违反准则的行为；
• 启动问责程序以确保遵守准则要求；

二 、适用性

这套准则适用于公司所有的董事，管理者以及普通职员和与公司有关的第三方（例如：顾问，代理，销售代表，分销商和独立承包商），不论他们是以何种方式：全职，兼职，咨询或者临时受雇于公司（个体员工被称为单一雇员，所有的统称雇员）。此准则的部分规定仅适用于首席执行官，首席财务官，高级财务职员，副总裁和其他任何履行相应职责的人员（个体高级员工被称为单一高级雇员，所有的统称为高级雇员）。

公司董事会（简称董事会）已经委任首席财务官作为公司的监察官。倘若您对准则存有疑问或者希望举报违规行为，请致电监察官+（86 10）8456-2121 或邮件至 Compliance.Officer@21vianet.com。

举报者会以匿名的方式被保护，并且报复行为在公司内是被严厉禁止的。

三 、反腐

不论是与政府官员还是与私营公司的个体打交道，公司禁止腐败和任何形式的贿赂或回扣。我们承诺遵守美国反海外腐败法以及公司开展业务所在国的反腐败法和反洗钱法中所规定的的行为标准。

款待（礼物，招待，旅行和住宿赞助，捐款以及其他形式的赞助）

恰当的款待会被视作合规的商业行为。合适的款待是被视作用来建立商业关系以及获得商业伙伴之间的理解的欢迎礼节。然而，客观而合理的商业行为不能够妥协于任何形式和规格的款待。

在这个事项上作出合理的判断是员工的责任。作为一般性的规则，员工可以接受来自或者提供给诸如商业伙伴，顾客，供应商的款待，仅当款待能遵从适用法律（包括但不限于美国反海外腐败法，萨班斯 — 奥克斯利法案，中国刑法和中国反不正当竞争法）以及公司内部政策规定，数量不大，而且不希望受礼人给予任何业务上的关照。所有以公司名义产生的礼物或招待开支都应该在开支报告中给予合理的解释。

我们鼓励员工把收到的礼物上交给公司。尽管小礼物是没有义务上交的，但是价值超过200元的礼物应该立即上交给公司的管理部门，并且需要合理存档以作审计之用。

更多细节指导请参考公司准则。

贿赂和回扣

贿赂和回扣都是违法行为，是被法律严厉禁止的。任何员工在任何地方都不能接受，赠与，索求或者收取任何形式的贿赂和回扣。

四 、第三方管理（商业伙伴，顾客，供应商）

与公司相关的第三方必须遵守最高标准的道德准则和法规监管，一切行为都应遵循于公司的最佳利益。

必要的时候，培训第三方的雇员和代表以确保他们明确了解公司对他们行为的要求。我们不与外部的合作者参与任何形式的不道德或违法的行为。在与第三方的业务往来中，我们不接受诸如回扣或贿赂等激励措施作为回报。

我们的合作伙伴和其他外部第三方都应该明确：

• 公司对于任何试图违反合规的行为都是零容忍的；
• 我们遵循适用法律和法规来管理自身的业务；
• 我们承诺与所有的合作伙伴（包括顾客，竞争者，同事，股东，供应商，政府和监管机构等）的合作都以道德的方式展开，并遵守所有的内外部规定；
• 我们努力建立和维持我们的顾客，消费者，商业伙伴，供应商和股东给予我们的信任与尊重。

五 、利益冲突

鉴定利益冲突

利益冲突发生在当员工的个人利益对公司的整体利益造成或者可能造成影响的时候。员工应当主动避免那些可能会妨碍自身推动公司利益的行为能力或者那些阻碍员工客观有效的履行职责的私人利益。总体上来，以下情景应当被视为利益冲突：

• 商业竞争。与公司竞争或者抢夺公司业务的员工任何时候都是不会被录用的。
• 公司机会。任何员工都不得利用公司资产，信息或者职位之便去确保一个商业机会。如果员工凭借公司资产，信息或者职位之便在公司的业务流程中发现一个商业机会，员工必须首先将商业机会汇报给公司，而不是据为己有。
• 财务权益
  1.  倘若某项权益对员工履行职责或义务产生不利影响，或者要求员工在正常工作时间去实施，那么任何员工都不对任何企业或实体拥有财务权益（所有权或其他），不管是直接还是间接地通过配偶或者其他家庭成员来获得。
  2. 任何员工都不得持有一家私人控股公司，如果该公司与本公司的存在竞争行为。
  3. 雇员可能最多持有一家与本公司存在竞争的上市公司的5%的股权；倘若持股比例超过5%，那么员工必须立即向监察官汇报。
  4. 任何在本公司担任管理或监管公司商业关系的员工，都不得在与本公司有业务往来的其他公司拥有所有权
  5. 本守则的其他规定，

(a) 董事及其直系亲属或者高级职员及其直系亲属可以继续持有董事或者高级职员自身在一家企业或者实体的所拥有的以下投资或者其他财产权益：

(1) 取得（x）在本公司对该企业或实体投资或产生兴趣之前；（y）在董事或者高级职员加入本公司之前（为免生疑问，董事或高级职员加入本公司之时的情况也被排除）。

(2) 公司尚未在该企业或者实体投资，在未来可能被董事或高级职员取得的投资或者其财产权益，董事或高级职员需要向董事会披露此项投资。

(b) 有利害关系的董事或高级管理人员应当避免参与和本公司以及相关利害的企业的高级职员之间的商业讨论，并且不能够参与两者之间拟定的交易。

(c) 在任何董事或者高级管理人员的直系亲属（i）在与本公司有竞争关系的企业或实体投资，获取产权或其他财务权益 （ii）参与和本公司的交易之前，相关的董事和高级管理人员应该提前取得董事会审计委员会的同意。

就本守则而言，一家企业或实体会被认为与本公司存在”同业竞争“，倘若此类公司或实体提供数据中心服务或任何其他本公司参与的业务。

• 贷款或其他金融交易。任何员工都不能从该类公司，包括材料客户，供应商或公司竞争对手，获得贷款或者个人债务担保，也不能和该类公司产生任何个人金融交易。该指南不禁止与熟识的银行或者其他金融机构进行公平交易。
• 针对董事会和委员会的服务。任何员工都不得服务于很可能与本公司董事，受托人或者委员产生冲突的其他盈利或非盈利的企业的董事，受托人或委员。在接受此类董事或委员职务之前，必须获得董事会的批准。公司可能会随时重新审查同意此类任职的批复，以决定雇员的行为是否得当。

以上并非是冲突可能产生的所有情形的完整列表。下述问题会充当一个有效的指引，以评估未具体提及的潜在利益冲突场景。

行为是否合法？

是否诚信合理？

是否符合公司的最佳利益？

披露利益冲突

公司要求所有员工都能完整地揭露任何极可能产生利益冲突的场景。如果有员工质疑自身是否处于利益冲突中，或者是否有可能产生一场利益冲突，那么员工就必须立即向监察官汇报。利益冲突只能由董事会或其下属委员会予以豁免，并且只要纳斯达克全球市场的法律及适用规则要求，那么利益冲突就应该及时公布于众。

家属和工作

家属在职场以外的行为也可能会造成利益冲突因为他们可能会影响职员代表公司做决定时的客观立场。如果某位职员的家庭成员有兴趣和本公司展开业务合作，那么公司是否继续此项业务的标准以及相关的条款和条件相比于寻求与公司开展业务的无关方，必须对本公司更加有利。

雇员应该向监察办的监管者汇报任何有家属参与的并很有可能造成利益冲突的场景。就本守则而言，家属或家庭成员包括职员的配偶，兄弟姐妹，父母，岳父母以及子女。

内幕交易

在与某公司的一些客户，供应商或商业伙伴商讨或开展业务的过程中，我们有可能会了解到公司的重大非公开信息。 当投资者认为某些信息在证券市场的交易中有很大的可能性对投资决定起到很重要的作用时，那么这些信息会被认为是重大信息。能够接触到这些信息的个人被认为是业内人士。在内部，我们只限于在“有必要知道的”层面讨论这些信息，并且我们不会与公司外部人员分享。在我们对重大信息了如指掌时，我们不会买卖依次公司的证券，也不会与他人分享该信息，来获取利润。正是由于内内幕交易和重大信息分享的高度敏感性以及对这些行为的严厉处罚，对于有可能涉及到这两种非法行为的证券交易，请在买卖之前联系相关同事。

六 、正当竞争和反垄断

作为一家跨国公司，我们遭遇过一些法律法规，专门被用来促进正当竞争，鼓励道德合法的竞争。反垄断法和公平竞争法禁止任何限制自由贸易和公平竞争的行为。我们的业务都在这些法律法规的框架之下展开。

七 、FCPA 合规和中国本土反腐败法

FCPA

美国反海外腐败法（FCPA）禁止给予直接或间接地给予国外政府关于或者国外政治候选人任何有价值的东西，以获得生意。一项违反FCPA的行为不仅违反了公司内部的政策，而且构成了FCPA的民事或刑事罪行。任何员工都不能直接或间接地给予或授权任何针对外国政府官员的非法支付。任何员工都不能直接或间接的给予政府官员（特别是像中国这样的严格限定的高风险国家）或授权此类非法支付（包括便利支付） 。

中国刑法

中华人民共和国刑法将政府部门和商业贿赂同时视为犯罪。

以下罪行会被认定为国家公务人员或国有企业的受贿行为：

• 利用职务之便索要钱财或者非法的收受钱财，以给他人寻求利益（第385,387条）；
• 收受违法的回扣或服务费（第385,387条）；

以下罪行会被认定为向国家公务人员或国有企业的行贿行为：

• 给予钱财以寻求非法利益（第389,391,393条）；
• 赠与违法的回扣或服务费（第389,391条）；
• 如果情节认定严重，那么上述两种行贿行为的中间人或协调人也被认定为行贿（第392条）；
• 给予国外政府或国际公共组织官员钱财以寻求非法的商业利益（第164条）。

商业贿赂

除了上述描述的刑事制裁，商业贿赂也被行政机关明令禁止。在中国刑法中，商业贿赂被定义为商业经营者向商业实体或个体行贿财产或通过其他方式以销售或购买商品。

这里的术语“财产”和“其他方式”已经被大量的诠释。商业经营者被禁止在商业交易中向其他利益相关的个体或实体提供钱或其他物品，除非给予的物品是按照行规给予的低价值的礼品。

回扣被定义为商业经营者以非账面现金，财产或其他方式秘密地向商业交易的另一方返还一定比例的商品价格，是同样被禁止的。然而，明确的并被准确记录的折扣是可接受的。同样的，付给中间人的佣金也是被允许的，只要这笔佣金被同时清晰地记录在商业经营者和中间人的账本里。

八 、公司资产的保护和使用

员工必须保护公司的资产并且确保他们只被有效地适用于合法的商业目的。盗窃，疏忽和浪费会都公司的利润产生直接的影响。任何对公司的资金或者资产有非法和不正当目的的，不论是否个人所得，都是严厉禁止的。

为了保护和正确使用公司资产，所有员工都应当：

• 采取合理的谨慎以阻止盗窃，损害或错误使用公司财产。
• 及时地汇报任何实际的或者可疑的盗窃，损害或错误使用公司财产。
• 安全保护所有来自未授权访问的的电子程序，数据，通信或者书写材料
• 公司资产的使用只遵循于合法的商业目的。

除需要提前获得首席执行官或者首席财务官的批准之外，公司禁止任何员工以公司的名义政治捐款。被禁止的政治捐款包括：

• 任何捐献公司的资金或其他资产，以用于政治目的
• 鼓励个体员工做出此类捐献
• 因为政治捐款补偿员工。

九 、知识产权与保密

任何在员工正常履行职责期间或者使用公司资产或资源所做出的发明，创意作品，电脑软件以及技术或者贸易机密都应当归属于公司资产。

雇员应该保持由公司，客户委托给他们的信息的机密性，除非披露是授权的或者合法规定的。机密信息包括所有可能被竞争对手使用的非公开的信息，或者一经公开会对公司或者客户造成损害的。

公司维持着严格的机密保护政策。在员工受雇期间，雇员应该遵守任何以及所有涉及机密的纸面及非纸面的规定和政策，并且履行适用于该员工的职责和责任。

除了履行员工自身职位的责任，任何员工在未获得公司提前批准的情况下，都不能披露，宣布和发布交易机密或其他机密的商业信息，也不能在职责之外违规使用这些机密信息。

即便是在工作环境之外，员工也必须保持警觉，避免披露和公司，业务，客户或职员有关的重要信息

员工与机密信息保护有关的职责在不论何种原因终止雇佣合约之后依旧存在，直到公司公开地披露信息，或者非员工自身原因造成的信息公开。

在雇佣合同终止时，或者公司要求终止合同时，员工应当无例外的返还所有的财产，包括所有形式的媒介，包含机密信息，并且不能够保存副本信息。

十 、财务报告以及其他公开信息的正确性

在完成IPO之时，公司会被要求向公众和SEC公开报告财务状况以及其他关于业务的材料信息。正确及时地披露业务，财务状况和运营业绩有关的信息是公司的政策。员工必须严格地遵守所有的针对交易，评估及预测的会计和财务报告的适用标准，法律，规定和政策。错误，不完成以及不及时的报告是不能容忍的，会严重地伤害公司并导致法律责任。

员工应当对任何不正确和不完成的财务报告保持警惕，并及时报告。应特别关注：

• 与相关业务表现不一致的财务业绩
• 没有明显的商业目的的交易
• 请求规避普通的审查和批准程序。

公司的高级财务人员和其他财务雇员有特殊的责任去确保公司的所有财务披露都是全面的，合理的，正确的，及时的，易懂的。任何破坏此目的的行为或情形应当汇报给监察官。

员工被禁止抱着使公司产出误导性的财务报表的目的，直接或间接地采取行动去胁迫，操纵，误导或欺诈性的影响公司的独立审计。

在如下情形下发布或者重新发布关于公司的财务报表的报告（由于严重违反美国公认会计准则，一般公认审计准则或其他专业或监管标准）

• 不执行由公认审计准则或其他专业标准规定的审计，审阅或其他程序
• 在如上情形下，当发出撤销被保证却不实际撤销报告的。
• 不沟通需要传达给本公司之审核委员会的事宜。

十一 、公司记录

正确和可靠的记录对公司的业务以及对形成盈利报表，财务报表和其他公开披露文件的基础至关重要。公司记录是引导企业经营决策和战略规划的基本数据的一个来源。公司记录包括但不限于，预订信息，工资，考勤卡，差旅和费用报告，电子邮件，会计及财务数据，测量和性能记录，电子数据文件和其他保留在日常运营的记录。

所有的公司记录在所有重大方面必须完成，正确，可靠。制作虚假或误导性的条目是永远都不被接受的。未披露或未记录的资金，付款或收款是严格禁止的。未披露或未被记录的资金，支付或收据都是被严格禁止的。员工负责理解和遵守公司的记录保存政策。员工应该联系监察官如果自身对记录保存政策有疑问。

十二 、遵守法律和规定

所有员工都有义务遵守公司运营所在城市，省份，地区和国家的法律。这包括，但不限于此，涵盖商业贿赂和回扣，知识产权，商标和交易机密，信息保密，内部交易，环境保护，职业健康和安全，虚假和误导性的财务信息，滥用法律企业资产和外币兑换业务。员工需要理解和遵守适用于本岗位的所有法律，规则和规章。如果对某种行为是否合法而存疑，员工应理解向监察官寻求建议。

十三 、歧视及骚扰

本公司坚定地致力于提供平等机会就业的各个方面，并且不容忍任何非法的针对种族民族，地域，性别，年龄，国家，或其他受保护阶层的歧视或骚扰。更多信息，请咨询监察官。

十四 、公平交易

每个员工应尽力与本公司的客户，供应商，竞争对手和员工进行公平交易。任何人都不得通过操纵，隐瞒，滥用特权信息，歪曲事实，或任何其他不公平交易行为获取不公平的优势。

十五 、健康和安全

公司致力于为员工提供一个安全健康的工作环境。每位员工有责任遵从环境，安全和健康方面的规定为其他员工提供一个健康安全的工作场所，并报告事故，伤害和不安全设备，惯例或状况。暴力或暴力威胁是不允许的。

每位员工都要以安全的方式履行自身对公司的职责，不能够沉湎于酒精，非法毒品或其他受控物质。非法毒品或其他受控物质的使用是不允许的。

十六 、违反准则

所有的员工都有职责去报告任何已知或可疑的对准则的违反行为，包括违反适用于公司的法律，规则，规定或政策。报告一个他人的已知或可疑准则违反行为不会被视作不忠行为，而是被视作对公司以及员工的名誉和完整性的保护。

如果员工知晓或者怀疑一个准则违反行为，立即将违规向监察官汇报是该员工的责任，监察官会与该员工协作调查他的关注。所有对已知或可疑的违规行为的问题和报告都会被敏感和谨慎地对待。监察官和公司会竭尽所能的保护员工的机密，并遵循法律和公司需要去对员工的关注做调查。

公司的政策规定任何违反准则的员工会在每一种具体的事实和条件下受到一定的纪律处分，包括终止雇佣关系。如果员工的行为不符合法律规定或本守则，将会对公司和员工造成严重的后果。

本公司严格禁止打击报复那些真诚寻求帮助或报告已知的或可疑的违规行为的员工。如果某些员工对报告已知或可疑的违反的其他员工进行打击报复将会受到纪律处分，包括终止雇佣关系。        。

十七、守则之豁免

本准则的豁免将遵循与具体的案例，只有在特殊情况下授出。本准则的豁免只能由董事会或董事会的相关委员会提出，并可以依据适用的法律，法规和纳斯达克全球市场的规则及时向公众披露。

十八 、结论

该准则包括一般的针对管理公司业务遵循与最高商业道德标准的方针。如果员工对该方针有任何疑问，他们可以联系监察官。我们希望所有的员工遵循这些标准。每一个员工都对自己的行为负责。违反法律或本准则的行为如果靠宣称这是更高职位的领导所要求是不能够被接受的。如果员工实施被法律或准则禁止的行为，这名员工会被认为已经超出了雇佣关系的范围。这种行为会使员工受到纪律处分，包括终止雇佣合同。

21VIANET GROUP, INC. CODE OF BUSINESS CONDUCT AND ETHICS
(Adopted by the Board of Directors of
21Vianet Group, Inc. on February 25, 2011, effective on April 20, 2011)

I. PURPOSE

This Code of Business Conduct and Ethics (the “Code”) contains general guidelines for conducting the business of 21Vianet Group, Inc., a Cayman Islands company, and its subsidiaries and affiliate entity (collectively, the “Company”) consistent with the highest standards of business ethics, and is intended to qualify as a “code of ethics” within the meaning of Section 406 of the Sarbanes-Oxley Act of 2002 and the rules promulgated thereunder. To the extent this Code requires a higher standard than required by commercial practice or applicable laws, rules or regulations, we adhere to these higher standards.
This Code is designed to deter wrongdoing and to promote:

• honest and ethical conduct, including the ethical handling of actual or apparent conflicts of interest between personal and professional relationships;
• full, fair, accurate, timely, and understandable disclosure in reports and documents that the Company files with, or submits to, the U.S. Securities and Exchange Commission (the “SEC”) and in other public communications made by the Company;
• compliance with applicable laws, rules and regulations;
• prompt internal reporting of violations of the Code; and
• accountability for adherence to the Code.

II. APPLICABILITY

This Code applies to all directors, officers and employees of the Company, whether they work for the Company on a full-time, part-time, consultative or temporary basis (each, an “employee” and collectively, the “employees”). Certain provisions of the Code apply specifically to our chief executive officer, chief financial officer, senior finance officer, controller, vice presidents and any other persons who perform similar functions for the Company (each, a “senior officer,” and collectively, the “senior officers”).

The Board of Directors of the Company (the “Board”) has appointed the Company’s Chief Financial Officer, as the Compliance Officer for the Company (the “Compliance Officer”). If you have any questions regarding the Code or would like to report any violation of the Code, please call the Compliance Officer at +(86 10)8456-2121 or e-mail him at Compliance.Officer@21vianet.com.

III. CONFLICTS OF INTEREST

Identifying Conflicts of Interest

A conflict of interest occurs when an employee’s private interest interferes, or appears to interfere, in any way with the interests of the Company as a whole. An employee should actively avoid any private interest that may impact such employee’s ability to act in the interests of the Company or that may make it difficult to perform the employee’s work objectively and effectively. In general, the following should be considered conflicts of interest:

• Competing Business. No employee may be employed by a business that competes with the Company or deprives it of any business.
• Corporate Opportunity. No employee should use corporate property, information or his or her position with the Company to secure a business opportunity that would otherwise be available to the Company. If an employee discovers a business opportunity that is in the Company’s line of business through the use of the Company’s property, information or position, the employee must first present the business opportunity to the Company before pursuing the opportunity in your individual capacity.
• Financial Interests.

(i) No employee may have any financial interest (ownership or otherwise), either directly or indirectly through a spouse or other family member, in any other business or entity if such interest adversely affects the employee’s performance of duties or responsibilities to the Company, or requires the employee to devote time to it during such employee’s working hours at the Company；

(ii) No employee may hold any ownership interest in a privately held company that is in competition with the Company;

(iii) An employee may hold up to 5% ownership interest in a publicly traded company that is in competition with the Company; provided that if the employee’s ownership interest in such publicly traded company increases to more than 5%, the employee must immediately report such ownership to the Compliance Officer;

(iv) No employee may hold any ownership interest in a company that has a business relationship with the Company if such employee’s duties at the Company include managing or supervising the Company’s business relations with that company; and

(v) Notwithstanding the other provisions of this Code,

(a) a director or any immediate family member of such director (collectively, “Director Affiliates”) or a senior officer or any immediate family member of such senior officer (collectively, “Officer Affiliates”) may continue to hold his or her investment or other financial interest in a business or entity (an “Interested Business”) that:

(1) was made or obtained either (x) before the Company invested in or otherwise became interested in such business or entity; or (y) before the director or senior officer joined the Company (for the avoidance of doubt, regardless of whether the Company had or had not already invested in or otherwise become interested in such business or entity at the time the director or senior officer joined the Company); or

(2) may in the future be made or obtained by the director or senior officer, provided that at the time such investment or other financial interest is made or obtained, the Company has not yet invested in or otherwise become interested in such business or entity;

provided that such director or senior officer shall disclose such investment or other financial interest to the Board;

(b) an interested director or senior officer shall refrain from participating in any discussion among senior officers of the Company relating to an Interested Business and shall not be involved in any proposed transaction between the Company and an Interested Business; and

(c) before any Director Affiliate or Officer Affiliate (i) invests, or otherwise acquires any equity or other financial interest, in a business or entity that is in competition with the Company; or (ii) enters into any transaction with the Company, the related director or senior officer shall obtain prior approval from the Audit Committee of the Board.

For purposes of this Code, a company or entity is deemed to be “in competition with the Company” if it competes with the Company’s business of providing data center services and/or any other business in which the Company is engaged.

• Loans or Other Financial Transactions. No employee may obtain loans or guarantees of personal obligations from, or enter into any other personal financial transaction with, any company that is a material customer, supplier or competitor of the Company. This guideline does not prohibit arms-length transactions with recognized banks or other financial institutions.
• Service on Boards and Committees. No employee shall serve on a board of directors or trustees or on a committee of any entity (whether profit or not-for-profit) whose interests could reasonably be expected to conflict with those of the Company. Employees must obtain prior approval from the Board before accepting any such board or committee position. The Company may revisit its approval of any such position at any time to determine whether an employee’s service in such position is still appropriate.

The above is in no way a complete list of situations where conflicts of interest may arise. The following questions might serve as a useful guide in assessing a potential conflict of interest situation not specifically addressed above:

• Is the action to be taken legal?
• Is it honest and fair?
• Is it in the best interests of the Company?

Disclosure of Conflicts of Interest

The Company requires that employees fully disclose any situations that could reasonably be expected to give rise to a conflict of interest. If an employee suspects that he or she has a conflict of interest, or a situation that others could reasonably perceive as a conflict of interest, the employee must report it immediately to the Compliance Officer. Conflicts of interest may only be waived by the Board, or the appropriate committee of the Board, and will be promptly disclosed to the public to the extent required by law and applicable rules of the Nasdaq Global Market.

Family Members and Work

The actions of family members outside the workplace may also give rise to conflicts of interest because they may influence an employee’s objectivity in making decisions on behalf of the Company. If a member of an employee’s family is interested in doing business with the Company, the criteria as to whether to enter into or continue the business relationship and the terms and conditions of the relationship must be no less favorable to the Company compared with those that would apply to an unrelated party seeking to do business with the Company under similar circumstances.

Employees should report any situation involving family members that could reasonably be expected to give rise to a conflict of interest to their supervisor or the Compliance Officer. For purposes of this Code, “family members” or “members of employee’s family” include an employee’s spouse, siblings, parents, in-laws and children.

IV. GIFTS AND ENTERTAINMENT

The giving and receiving of appropriate gifts may be considered common business practice. Appropriate business gifts and entertainment are welcome courtesies designed to build relationships and understanding among business partners. However, gifts and entertainment should never compromise, or appear to compromise, an employee’s ability to make objective and fair business decisions.

It is the responsibility of employees to use good judgment in this area. As a general rule, employees may give or receive gifts or entertainment to or from customers or suppliers only if the gift or entertainment is in compliance with applicable law, insignificant in amount and not given in consideration or expectation of any action by the recipient. All gifts and entertainment expenses made on behalf of the Company must be properly accounted for on expense reports.

We encourage employees to submit gifts received to the Company. While it is not mandatory to submit small gifts, gifts of over RMB200 must be submitted immediately to the administration department of the Company.
Bribes and kickbacks are criminal acts, strictly prohibited by law. An employee must not offer, give, solicit or receive any form of bribe or kickback anywhere in the world.

V. FCPA COMPLIANCE

The U.S. Foreign Corrupt Practices Act (“FCPA”) prohibits giving anything of value, directly or indirectly, to officials of foreign governments or foreign political candidates in order to obtain or retain business. A violation of FCPA does not only violate the Company’s policy but also constitute a civil or criminal offense under FCPA which the Company is subject to after the Effective Time. No employee shall give or authorize directly or indirectly any illegal payments to government officials of any country. While the FCPA does, in certain limited circumstances, allow nominal “facilitating payments” to be made, any such payment must be discussed with and approved by an employee’s supervisor in advance before it can be made.

VI. PROTECTION AND USE OF COMPANY ASSETS

Employees should protect the Company’s assets and ensure their efficient use for legitimate business purposes only. Theft, carelessness and waste have a direct impact on the Company’s profitability. Any use of the funds or assets of the Company, whether for personal gain or not, for any unlawful or improper purpose is strictly prohibited.

To ensure the protection and proper use of the Company’s assets, each employee should:

• Exercise reasonable care to prevent theft, damage or misuse of Company property;
• Promptly report any actual or suspected theft, damage or misuse of Company property;
• Safeguard all electronic programs, data, communications and written materials from unauthorized access; and
• Use Company property only for legitimate business purposes.

Except as approved in advance by the Chief Executive Officer or Chief Financial Officer of the Company, the Company prohibits political contributions (directly or through trade associations) by any employee on behalf of the Company. Prohibited political contributions include:

• any contributions of the Company’s funds or other assets for political purposes;
• encouraging individual employees to make any such contribution; and
• reimbursing an employee for any political contribution.

VII. INTELLECTUAL PROPERTY AND CONFIDENTIALITY

• All inventions, creative works, computer software, and technical or trade secrets developed by an employee in the course of performing the employee’s duties or primarily through the use of the Company’s assets or resources while working at the Company shall be the property of the Company.
• Employees should maintain the confidentiality of information entrusted to them by the Company or its customers, except when disclosure is authorized or legally mandated. Confidential information includes all non-public information that might be of use to competitors, or harmful to the company or its customers, if disclosed.
• The Company maintains a strict confidentiality policy. During an employee’s term of employment with the Company, the employee shall comply with any and all written or unwritten rules and policies concerning confidentiality and shall fulfill the duties and responsibilities concerning confidentiality applicable to the employee.
• In addition to fulfilling the responsibilities associated with his position in the Company, an employee shall not, without obtaining prior approval from the Company, disclose, announce or publish trade secrets or other confidential business information of the Company, nor shall an employee use such confidential information outside the course of his duties to the Company.
• Even outside the work environment, an employee must maintain vigilance and refrain from disclosing important information regarding the Company or its business, customers or employees.
• An employee’s duty of confidentiality with respect to the confidential information of the Company survives the termination of such employee’s employment with the Company for any reason until such time as the Company discloses such information publicly or the information otherwise becomes available in the public sphere through no fault of the employee.
• Upon termination of employment, or at such time as the Company requests, an employee must return to the Company all of its property without exception, including all forms of medium containing confidential information, and may not retain duplicate materials.

VIII. ACCURACY OF FINANCIAL REPORTS AND OTHER PUBLIC COMMUNICATIONS

Upon the completion of the IPO, the Company will be required to report its financial results and other material information about its business to the public and the SEC. It is the Company’s policy to promptly disclose accurate and complete information regarding its business, financial condition and results of operations. Employees must strictly comply with all applicable standards, laws, regulations and policies for accounting and financial reporting of transactions, estimates and forecasts. Inaccurate, incomplete or untimely reporting will not be tolerated and can severely damage the Company and result in legal liability.

Employees should be on guard for, and promptly report, any possibility of inaccurate or incomplete financial reporting. Particular attention should be paid to:

• Financial results that seem inconsistent with the performance of the underlying business;
• Transactions that do not seem to have an obvious business purpose; and
• Requests to circumvent ordinary review and approval procedures.

The Company’s senior financial officers and other employees working in the finance department have a special responsibility to ensure that all of the Company’s financial disclosures are full, fair, accurate, timely and understandable. Any practice or situation that might undermine this objective should be reported to the Compliance Officer.

Employees are prohibited from directly or indirectly taking any action to coerce, manipulate, mislead or fraudulently influence the Company’s independent auditors for the purpose of rendering the financial statements of the Company materially misleading. Prohibited actions include but are not limited to:

• issuing or reissuing a report on the Company’s financial statements that is not warranted in the circumstances (due to material violations of U.S. GAAP, generally accepted auditing standards or other professional or regulatory standards);
• not performing audit, review or other procedures required by generally accepted auditing standards or other professional standards;
• not withdrawing an issued report when withdrawal is warranted under the circumstances; or
• not communicating matters required to be communicated to the Company’s Audit Committee.

IX. COMPANY RECORDS

Accurate and reliable records are crucial to the Company’s business and form the basis of its earnings statements, financial reports and other disclosures to the public. The Company’s records are a source of essential data that guides business decision-making and strategic planning. Company records include, but are not limited to, booking information, payroll, timecards, travel and expense reports, e-mails, accounting and financial data, measurement and performance records, electronic data files and all other records maintained in the ordinary course of our business.

All Company records must be complete, accurate and reliable in all material respects. There is never an acceptable reason to make false or misleading entries. Undisclosed or unrecorded funds, payments or receipts are strictly prohibited. An employee is responsible for understanding and complying with the Company’s record keeping policy. An employee should contact the Compliance Officer if he or she has any questions regarding the record keeping policy.

X. COMPLIANCE WITH LAWS AND REGULATIONS

Each employee has an obligation to comply with the laws of the cities, provinces, regions and countries in which the Company operates. This includes, without limitation, laws covering commercial bribery and kickbacks, copyrights, trademarks and trade secrets, information privacy, insider trading, offering or receiving gratuities, employment harassment, environmental protection, occupational health and safety, false or misleading financial information, misuse of corporate assets and foreign currency exchange activities. Employees are expected to understand and comply with all laws, rules and regulations that apply to their positions at the Company. If any doubt exists about whether a course of action is lawful, the employee should seek advice immediately from the Compliance Officer.

XI. DISCRIMINATION AND HARASSMENT

The Company is firmly committed to providing equal opportunity in all aspects of employment and will not tolerate any illegal discrimination or harassment based on race, ethnicity, religion, gender, age, national origin or any other protected class. For further information, employees should consult the Compliance Officer.

XII. FAIR DEALING

Each employee should endeavor to deal fairly with the Company’s customers, suppliers, competitors and employees. None should take unfair advantage of anyone through manipulation, concealment, abuse of privileged information, misrepresentation of material facts, or any other unfair-dealing practice.

XIII. HEALTH AND SAFETY

The Company strives to provide employees with a safe and healthy work environment. Each employee has responsibility for maintaining a safe and healthy workplace for other employees by following environmental, safety and health rules and practices and reporting accidents, injuries and unsafe equipment, practices or conditions. Violence or threats of violence are not permitted.

Each employee is expected to perform his or her duty to the Company in a safe manner, not under the influence of alcohol, illegal drugs or other controlled substances. The use of illegal drugs or other controlled substances in the workplace is prohibited.

XIV. VIOLATIONS OF THE CODE

All employees have a duty to report any known or suspected violation of this Code, including any violation of laws, rules, regulations or policies that apply to the Company. Reporting a known or suspected violation of this Code by others will not be considered an act of disloyalty, but an action to safeguard the reputation and integrity of the Company and its employees.

If an employee knows of or suspects a violation of this Code, it is such employee’s responsibility to immediately report the violation to the Compliance Officer, who will work with the employee to investigate his or her concern. All questions and reports of known or suspected violations of this Code will be treated with sensitivity and discretion. The Compliance Officer and the Company will protect the employee’s confidentiality to the extent possible, consistent with the law and the Company’s need to investigate the employee’s concern.

It is the Company’s policy that any employee who violates this Code will be subject to appropriate discipline, including termination of employment, based upon the facts and circumstances of each particular situation. An employee’s conduct, if it does not comply with the law or with this Code, can result in serious consequences for both the employee and the Company.

The Company strictly prohibits retaliation against an employee who, in good faith, seeks help or reports known or suspected violations. An employee inflicting reprisal or retaliation against another employee for reporting a known or suspected violation will be subject to disciplinary action, including termination of employment.

XV. WAIVERS OF THE CODE

Waivers of this Code will be granted on a case-by-case basis and only in extraordinary circumstances. Waivers of this Code may be made only by the Board, or the appropriate committee of the Board, and may be promptly disclosed to the public if so required by applicable laws and regulations and rules of the Nasdaq Global Market.

XVI. CONCLUSION

This Code contains general guidelines for conducting the business of the Company consistent with the highest standards of business ethics. If employees have any questions about these guidelines, they should contact the Compliance Officer. We expect all employees to adhere to these standards. Each employee is separately responsible for his or her actions. Conduct that violates the law or this Code cannot be justified by claiming that it was ordered by a supervisor or someone in higher management positions. If an employee engages in conduct prohibited by the law or this Code, such employee will be deemed to have acted outside the scope of your employment. Such conduct will subject the employee to disciplinary action, including termination of employment.