Seagate 2009 Annual Report Download - page 242
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to take in a particular situation. In most instances, questions regarding the Code should be brought to the attention of the Company’s General
Counsel.
3. Reporting Violations.
If an Employee or Director knows of or suspects a violation of this Code, or of applicable laws and regulations (including
complaints or concerns about accounting, internal accounting controls, or auditing matters), he or she must report it immediately, either to the
Company’s General Counsel or Chief Executive Officer, or by calling Seagate’s Ethics Helpline, 1-800-968-4925, which is available 24-hours a
day.
All reports will be kept confidential, to the extent practical, except where disclosure is required to investigate a report or by applicable
law or legal process. The Company does not permit retaliation of any kind for good faith reports of violations or possible violations.
4. Investigations.
Reported violations will be promptly and thoroughly investigated. It is imperative that the person reporting the violation not conduct an
investigation on his or her own. Employees and Directors are expected to cooperate fully with any investigation made by the Company into
reported violations.
5. Discipline/Penalties.
Employees and Directors who violate this Code may be subject to disciplinary action, up to and including termination of employment.
Moreover, Employees and Directors who direct or approve of any conduct in violation of this Code, or who have knowledge of such conduct,
and do not immediately report it may also be subject to disciplinary action, up to and including termination pf employment.
Furthermore, violation of some provisions of this Code are illegal and may subject the Employee or Director to civil and criminal
liability.
6. Amendment.
The Company reserves the right to amend, alter, or terminate this Code at any time for any reason. The most current version of this
code can be found on the Company’s website. Any amendments, alterations, or terminations of this Code will be immediately and publicly
disclosed.
This document is not an employment contract between the Company and any of its Employees or Directors and does not alter the
Company’s current employment or other relationship with any Employee or Director.
Amended and Restated by the Board of Directors on July 3, 2010
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