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CONTACTING OPENLINE TOLL-FREE AROUND THE WORLD

The easiest way to make a report is by visiting on the web via OPENLINE.Paramount.com. OPENLINE is accessible in multiple languages.

Country-specific telephone access codes

Dialing instructions
Domestic calls (U.S., Canada, USVI,
Puerto Rico & Guam):

  1. Dial 855-833-5027

Country Toll-Free Access Code

Country Name

Contact Info

Argentina

0800-345-4305

Australia

1800549797

Belgium

0800 13 305

Brazil

0800 000 0441

Chile

800914465

China

4001205051

Colombia

01-800-5189197

Czech Republic

800880915

Denmark

80703583

Finland

0800 416336

France

0800 90 87 17

Germany

0800 181 1034

Hong Kong

800902141

Hungary

06 80 019 661

India

022 5097 2741

Ireland

1800771100

Israel

1-800-015-514

Italy

800836951

Japan

0800-3007420

Malaysia

1546000512

Mexico

8007770476

Netherlands

0800 0222993

New Zealand

0800 443 969

Nigeria

01 227 9242

Norway

80062261

Philippines

02 8231 2984

Poland

800005347

Portugal

800815076

Russia

8 (800) 301-87-06

Singapore

8004922795

South Africa

080 001 4675

South Korea

080-880-2118

Spain

900751345

Sweden

020 79 00 05

Switzerland

0800 000 370

Turkey

8.00492E+13

United Arab Emirates

8000120208

United Kingdom & Northern Ireland

0808 196 2142

You can also make a report on OPENLINE by following this QR code:

IMPORTANT NOTES & RESOURCES

This Statement supersedes all prior versions of the Paramount Business Conduct Statement. In some cases, Paramount also has more detailed policies and/or contractual agreements about certain subjects included in this Statement. In that case, the more detailed rules also may apply and, if more recent, may take precedence. The Paramount Global General Counsel or the Paramount Global Chief Compliance Officer will determine which document takes precedence in the event of an actual or perceived conflict. 

SEVERABILITY 
If any provision of this Statement is held to be illegal, void, or unenforceable because of any law or public policy, the remaining provisions will continue in full force and effect. 

CONTINUING OBLIGATIONS
Some of the obligations contained in this Statement survive termination of employment. 

GUIDANCE ABOUT THIS STATEMENT 
Please direct any questions about this Statement – including queries about its interpretation or application – to your manager, your department head, your Human Resources representative, a lawyer in your Business Unit or a Compliance Officer. Members of the Board of Directors should contact Paramount’s Corporate Secretary or Paramount’s Chief Compliance Officer. 

COMPLIANCE OFFICERS 
Paramount’s Compliance Officers are:

  • Linda Davidoff, Executive Vice President, Chief Compliance Officer. 
  • Todd B. Rowen, Vice President, Global Compliance.
  • Kevin McRoskey, Vice President, Global Compliance. 

In addition, the General Counsel of your business unit serves as a Unit Compliance Officer. A list of all Unit Compliance Officers is available from your Human Resources representative. 

PARAMOUNT’S COMPLIANCE OFFICERS ARE RESPONSIBLE FOR:

  • Ensuring that the Statement is communicated to all employees and directors.
  • Periodically reviewing Paramount’s operations to ensure compliance with the Statement.
  • Periodically reviewing and updating the Statement itself, with Audit Committee oversight. Ensuring that employees and directors get timely guidance and training on matters related to the Statement. 
  • Investigating breaches – suspected or actual – of the Statement. 
  • Determining necessary responses, including disciplinary actions, if the terms of the Statement are breached.

Paramount’s officers, Human Resources staff, and lawyers (including those in the Business Units) may provide support to the Compliance Officers in these activities or carry out some of these functions on their behalf. 

REPORTING BREACHES OF THE POLICIES 
If you have experienced or become aware of any conduct that you believe violates any policy in this Statement or any other policy or applicable law, rule, or regulation – you are required to report the conduct as promptly as possible using the reporting procedures described in this Statement. Failure to use procedures could affect your legal rights. If you are a lawyer for Paramount, you must consider whether information you have is privileged and may be subject to the requirements of Section 307 of the U.S. Sarbanes-Oxley Act (15 U.S.C. 7245). Consult any of the Compliance Officers for guidance. 

APPEALS 
If you have made a non-anonymous report about improper conduct that affects you personally, a representative of the Company will consult with you as appropriate when the investigation is over. If you disagree with the outcome of a situation in which you are personally involved, you may appeal in writing within 30 days after the conclusion of the applicable investigation to the head of your business unit’s Human Resources Department or the General Counsel of your Business Unit. If you disagree with the outcome after that appeal, you may appeal further in writing within 30 days after the conclusion of the applicable appeal to Paramount’s Chief People Officer or Paramount’s General Counsel. Your rights and obligation under this “Appeals” provision shall be construed in accordance with, and shall be subject to, your rights as an employee under local law.

INVESTIGATIONS 
Paramount will promptly and thoroughly investigate all allegations of conduct that violates its policies. You may not conduct your own investigation either before or after making a report. Throughout such investigations, Paramount will make reasonable, practical, and consistent efforts to maintain confidentiality in line with our obligations and the need to determine the truth, and the Company will take appropriate corrective action where necessary. You must respond truthfully, fully, and promptly to all inquiries made by Compliance Officers and those assisting them, such as representatives from Internal Audit, Human Resources, Employee Relations, or Compliance support personnel. You must not withhold relevant information or attempt to mislead or misdirect any investigation. Moreover, if you have reason to believe that a breach of this Statement has been committed, or that an investigation by Paramount or any government agency is underway, you must retain all potentially relevant materials (photographs, objects, etc.) and documents (including computer discs, computer tapes, hard drives, audiotapes, emails, voicemails, and digital and audio files). You must also retain any other materials if so instructed, such as by a “document hold” notice. If you have any doubt about the propriety of deleting or destroying materials or documents in this or any other context, you must consult a Compliance Officer in advance. If you have reason to believe that other individuals have unlawfully destroyed or falsified documents or things that might be relevant to an investigation or any other legal matter – or are considering doing so – contact a Compliance Officer immediately. 

DISCIPLINARY ACTIONS 
Where permissible under local law, Paramount may take disciplinary action – including termination of employment or suspension without pay – against any employee or director who authorizes or participates, directly or indirectly, in actions that breach a policy contained in this Statement. 

LEGAL COOPERATION 
We, as Paramount employees, cooperate with the Company in connection with claims and legal matters brought by third parties relating to Paramount’s business. This obligation continues after the termination of employment as to any legal matter relating to Paramount’s business during the time you worked at the Company. The cooperation required includes promptly notifying Paramount’s General Counsel and following his or her lawful instructions if you are informally requested to provide, or if you receive legal process requiring you to provide, information, testimony, or documents (including electronic documents) in any matter that relates, directly or indirectly, to Paramount. If your cooperation is needed after the termination of your employment, Paramount will seek to minimize interruptions to your schedule to the extent consistent with its interests in the matter and will reimburse you for any reasonable and pre-approved out-of-pocket expenses you incur as the result of your cooperation. 

WAIVER & DISCLOSURE
This Statement can be found on Paramount’s public website at https://www.Paramount.com, as well as on the Paramount intranet site and other Company intranet sites, and at http://BCS.Paramount.com. From time to time, Paramount may waive certain provisions of this Statement. Any employee who believes that a waiver may be called for should discuss the matter with his or her Human Resources representative, a Compliance Officer, or a lawyer in his or her business unit’s Legal Department. Members of the Board of Directors should consult Paramount’s Corporate Secretary. Ultimately, any waiver of this Statement for an employee must by granted by a Compliance Officer. Only the Board of Directors or one of its committees may grant a waiver for Paramount’s executive officers or directors, and any such waiver will be disclosed to Paramount’s shareholders as required by law. 

IN CLOSING
Paramount appreciates your hard work and dedication to our Company. You play an essential role in keeping Paramount a responsible member of the corporate community and an ethical and safe place to work. Paramount expects you to observe not only the letter but also the spirit of this Statement. You may not try to accomplish indirectly what the policies prohibit. Furthermore, you may not encourage, participate in, or assist conduct that breaches these policies. Your help, both by complying with this Statement and alerting Paramount to any misconduct, is invaluable to our success.