Mesa, AZ., August 9, 2022 – Iveda Solutions, Inc. (“Iveda”...
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Iveda® (NASDAQ:IVDA) has been offering cloud video surveillance technologies to service providers since 2003. Today, Iveda is at the forefront of digital transformation of many cities across the globe. Our IoT (Internet of things) platform with smart sensors and devices were specifically developed for service providers for smart home and smart city solutions. Likewise, our IvedaAI™ intelligent video search technology adds critical intelligence to normally passive video surveillance systems.
According to Juniper Research, the number of connected IoT devices will exceed 50 billion by 2022. Iveda is ahead of the game when it comes to digital transformation. As our cloud technology evolved, we have developed an IoT platform that has practical application for every segment of the society. There are many IoT devices in the market today that can be managed using a smartphone. Iveda does not compete directly with these device manufacturers. Iveda provides an enterprise-class IoT platform to manage all the devices and collect and analyze massive data from every device in the network.
Iveda continuously innovates and remains committed to our vision of providing cloud-based technology on a global scale.
Based in Mesa Arizona, Iveda has a subsidiary in Taiwan.
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This Code is intended to deter wrongdoing and to promote the following:
A “conflict of interest” exists when an individual’s private interest interferes in any way – or even appears to conflict – with the interests of the Company. A conflict of interest situation may arise when a director, officer, or employee takes actions or has interests that may make it difficult to perform his or her work on behalf of the Company in an objective and effective manner. Conflicts of interest may also arise when a director, officer, or employee, or a member of his or her family, receives improper personal benefits as a result of his or her position with the Company. Loans to, or guarantees of obligations of, employees and their family members may create conflicts of interest.
Service to the Company should never be subordinated to personal gain and advantage. Conflicts of interest, whenever possible, should be avoided. In particular, clear conflict of interest situations involving directors, officers, and employees who occupy supervisory positions or who have discretionary authority in dealing with any third party may include the following:
• any significant ownership interest in any supplier or customer;
• any consulting or employment relationship with any customer, supplier, or competitor;
• any outside business activity that detracts from an individual’s ability to devote appropriate time and attention to his or her responsibilities to the Company;
• the receipt of non-nominal gifts or excessive entertainment from any organization with which the Company has current or prospective business dealings;
• being in the position of supervising, reviewing, or having any influence on the job evaluation, pay, or benefit of any family member; and
• selling anything to the Company or buying anything from the Company, except on the same terms and conditions as comparable directors, officers, or employees are permitted to so purchase or sell.
It is almost always a conflict of interest for a Company officer or employee to work simultaneously for a competitor, customer, or supplier. No officer or employee may work for a competitor as a consultant or board member. The best policy is to avoid any direct or indirect business connection with the Company’s customers, suppliers, and competitors, except on the Company’s behalf.
Conflicts of interest are prohibited as a matter of Company policy, except under guidelines approved by the Board of Directors. Conflicts of interest may not always be obvious and further review and discussions may be appropriate. Any director or officer who becomes aware of a conflict or potential conflict should bring it to the attention of the Chief Executive Officer, the Chief Financial Officer, or legal counsel as appropriate in the circumstances. Any employee who becomes aware of a conflict or potential conflict should bring it to the attention of a supervisor, manager, or other appropriate personnel.
Directors, officers, and employees are prohibited from taking for themselves personally or directing to a third party any opportunity that is discovered through the use of corporate property, information, or position without the consent of the Board of Directors. No director, officer, or employee may use corporate property, information, or position for improper personal gain, and no director, officer, or employee may compete with the Company directly or indirectly. Directors, officers, and employees owe a duty to the Company to advance its legitimate interests when the opportunity to do so arises.
The diversity of the Company’s employees is a tremendous asset. The Company is firmly committed to providing equal opportunity in all aspects of employment and will not tolerate any illegal discrimination or harassment or any kind. Examples include derogatory comments based on racial or ethnic characteristics and unwelcome sexual advances.
Obeying the law, both in letter and in spirit, is the foundation on which the Company’s ethical standards are built. All directors, officers, and employees should respect and obey all laws, rules, and regulations applicable to the business and operations of the Company. Although directors, officers, and employees are not expected to know all of the details of these laws, rules, and regulations, it is important to know enough to determine when to seek advice from supervisors, managers, officers or other appropriate Company personnel.
Directors, officers, and employees who have access to confidential information relating to the Company are not permitted to use or share that information for stock trading purposes or for any other purpose except the conduct of the Company’s business. All non-public information about the Company should be considered confidential information. To use non-public information for personal financial benefit or to “tip” others who might make an investment decision on the basis of this information is not only unethical and against Company policy but is also illegal. Directors, officers, and employees also should comply with insider trading standards and procedures adopted by the Company. If a question arises, the director, officer, or employee should consult with the Company’s Chief Financial Officer or legal counsel.
The Company strives to provide each employee with a safe and healthful work environment. Each officer and employee has responsibility for maintaining a safe and healthy workplace for all employees by following safety and health rules and practices and reporting accidents, injuries, and unsafe equipment, practices, or conditions.
Violence and threatening behavior are not permitted. Officers and employees should report to work in a condition to perform their duties, free from the influence of illegal drugs or alcohol. The use of illegal drugs in the workplace will not be tolerated.
The Company requires honest and accurate recording and reporting of information in order to make responsible business decisions.
Many officers and employees regularly use business expense accounts, which must be documented and recorded accurately. If an officer or employee is not sure whether a certain expense is legitimate, the employee should ask his or her supervisor or the Company’s controller. Rules and guidelines are available from the Accounting Department.
All of the Company’s books, records, accounts, and financial statements must be maintained in reasonable detail, must appropriately reflect the Company’s transactions, and must conform both to applicable legal requirements and to the Company’s system of internal controls. Unrecorded or “off the books” funds or assets should not be maintained unless permitted by applicable law or regulation.
Business records and communications often become public, and the Company and its officers and employees in their capacity with the Company should avoid exaggeration, derogatory remarks, guesswork, or inappropriate characterizations of people and companies that can be misunderstood. This applies equally to e-mail, internal memos, and formal reports. The Company’s records should always be retained or destroyed according to the Company’s record retention policies. In accordance with those policies, in the event of litigation or governmental investigation, directors, officers, and employees should consult with the Company’s Chief Financial Officer or legal counsel before taking any action because it is critical that any impropriety or possible appearance of impropriety be avoided.
Mistakes should never be covered up; but should be immediately fully disclosed and corrected. Falsification of any company, customer or third party record is prohibited.
Iveda has been offering cloud video surveillance technologies to service providers since 2005. Iveda’s core product line has evolved to AI intelligent search technology that provides true intelligence to any video surveillance system and IoT (Internet of Things) devices and platforms. Iveda is at the forefront of digital transformation for many cities and organizations in the U.S. and abroad. Iveda has a SAFETY Act Certification from the Department of Homeland Security as a Qualified Anti-Terrorism Technology Provider.
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The company was founded in 2003 in Mesa, Arizona.
Iveda is headquartered at Iveda Solutions 460 S Greenfield Rd Suite #5, Mesa, AZ 85206, with a subsidiary in Taiwan.
Iveda has 30 employees in the U.S., Taiwan and Mexico.
The company is currently trading on Nasdaq Capital Marketwith the ticker symbol IVDA.
Iveda’s CUSIP number is 46583A204.
Iveda operates on a fiscal year that runs from January 1 to Dec 31. Quarter-ends
are: March 31 (Q1), June 30 (Q2), September 30 (Q3) and December 31 (Q4).
The number of IVDA’s shares of Common Stock Outstanding as of March 22, 2021, was 62,253,273.
The number of IVDA’s shares in the public float as of Dec. 31, 2020, was 47,000,000.
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