Business Ethics & Code of Conduct
For lala-trooper, lala-captains, and lala-marshals
(Support Roles at food-lala)

1. Introduction

This Business Ethics & Code of Conduct outlines the principles and ethical standards expected of all lala-trooper, lala-captains, and lala-marshals engaged with food-lala, operated by Hashbox Dynamix LLP. These guidelines ensure a professional, fair, and respectful work environment while maintaining the highest standards of integrity and service quality.

2. Professional Conduct

2.1. Compliance with Laws & Regulations

  • All individuals must comply with local laws, regulations, and food-lala policies.
  • Any form of bribery, fraud, or illegal activity is strictly prohibited.

2.2. Honesty & Integrity

  • All interactions with food vendors, delivery partners, and customers must be conducted with honesty.
  • False or misleading information, misrepresentation, or unethical business practices are not tolerated.

2.3. Confidentiality & Data Protection

  • Personal and business information obtained during work engagements must remain confidential.
  • Unauthorized sharing or misuse of customer, vendor, or company data is strictly prohibited.

3. Workplace Behavior & Ethics

3.1. Respect & Non-Discrimination

  • All individuals must respect colleagues, vendors, customers, and business partners, regardless of race, gender, religion, or background.
  • Harassment, discrimination, and abusive behavior are strictly prohibited.

3.2. Conflict of Interest

  • Any personal interest conflicting with the company’s operations must be disclosed immediately.
  • Employees must not accept personal benefits from vendors, customers, or competitors that could compromise their integrity.

3.3. Professional Representation

  • lala-trooper, lala-captains, and lala-marshals must represent food-lala professionally at all times.
  • Uniforms and identification badges (if provided) must be worn appropriately while on duty.

4. Responsibilities & Best Practices

4.1. lala-troopers

  • Actively engage with food vendors and encourage registrations.
  • Ensure vendors understand food-lala’s policies and operational standards.
  • Provide promotional and advisory services for vendors if required.

4.2. lala-captains

  • Supervise lala-trooper and assist in vendor onboarding and promotional efforts.
  • Provide necessary guidance and training to improve team efficiency.
  • Address issues raised by vendors and ensure compliance with policies.

4.3. lala-marshals

  • Oversee the operations within assigned zones to ensure smooth execution.
  • Create sales and promotional initiatives at designated zone level to meet the allocated sales target.
  • Create and maintain third-party key stakeholders engagements to drive up sales at zone level.

5. Prohibited Conduct

  • Misuse of food-lala branding or reputation for personal gain.
  • Engaging in unfair competition or promoting competing platforms.
  • Engaging in verbal or physical altercations with customers, vendors, or colleagues.
  • Theft, fraud, or unauthorized financial transactions.

6. Reporting Violations

  • Any violations of this code must be reported to food-lala’s management team.
  • Reports will be treated with confidentiality, and appropriate action will be taken against misconduct.

7. Disciplinary Actions

  • Violations of this Code of Conduct may result in penalties, including warnings, suspension, or termination of contracts.
  • Severe violations, such as fraudulent activities or harassment, may lead to legal consequences.

8. Amendments & Updates

  • food-lala reserves the right to modify or update this Business Ethics & Code of Conduct as necessary.
  • All support role members will be notified of any changes to ensure continued compliance.

By engaging with food-lala as a lala-trooper, lala-captain, or lala-marshal, you agree to uphold this Business Ethics & Code of Conduct and commit to maintaining professionalism, integrity, and excellence in your role.

Performance Evaluation & Promotion Policy
For lala-troopers, lala-captains, and lala-marshals
Under 2. Terms & Conditions for Different Stakeholders

1. Purpose

This Performance Evaluation & Promotion Policy outlines the criteria, process, and expectations for evaluating and promoting lala-troopers, lala-captains, and lala-marshals within food-lala.com. The goal is to ensure a fair, transparent, and merit-based career progression system that recognizes performance, commitment, and leadership potential.

2. Performance Evaluation Criteria

Performance evaluations will be conducted periodically based on the following criteria:

a. lala-troopers

  1. Vendor Registration Performance: Number of new vendors onboarded per month.
  2. Sales Performance: Impact of vendor registrations on platform sales.
  3. Customer Engagement: Effectiveness in assisting vendors with promotions and addressing customer concerns.
  4. Adherence to Policies: Compliance with food-lala guidelines and ethical standards.
  5. Reliability & Commitment: Punctuality, task completion, and willingness to take on additional responsibilities.

b. lala-captains

  1. Delivery Partner Management: Ability to recruit, train, and support lala-runners.
  2. Operational Efficiency: Ensuring timely deliveries, resolving disputes, and optimizing routes.
  3. Leadership & Supervision: Effectiveness in supervising lala-troopers and providing mentorship.
  4. Problem-Solving Ability: Ability to handle customer complaints and vendor issues efficiently.
  5. Team Performance: The overall success of the lala-troopers and lala-runners under their supervision.

c. lala-marshals

  1. Regional Oversight: Ensuring smooth operations across multiple delivery zones.
  2. Strategic Planning: Implementing improvements in vendor support and delivery logistics.
  3. Compliance Management: Enforcing food-lala policies among vendors and delivery teams.
  4. Revenue & Growth Contributions: Enhancing vendor participation and driving regional sales growth.
  5. Conflict Resolution: Effectiveness in handling escalations from vendors, customers, and delivery partners.

3. Performance Review Process

  1. Monthly Performance Monitoring: Metrics are tracked and reviewed at the end of each month.
  2. Quarterly Evaluations: Every three months, performance reviews will be conducted based on set criteria.
  3. Feedback & Coaching: Individuals will receive feedback on strengths and areas for improvement.
  4. Performance Ratings: Employees will be rated on a scale of 1 to 5 (1 – Poor, 5 – Outstanding).
  5. Promotion Recommendations: Top performers will be considered for promotions based on performance trends and leadership potential.

4. Promotion Criteria

Promotion within the ranks follows a structured process:

a. Promotion from lala-trooper to lala-captain (Pro-Level, Elite Level & Premier Level)

Eligibility:

  • Minimum of 6 months as a lala-trooper.
  • Consistently high performance (rating of 4 or above for 3 consecutive months).
  • Strong leadership, teamwork, and problem-solving abilities.
  • Positive feedback from vendors, customers, and team leads.
  • Based on availability of positions required.

b. Promotion from lala-captain to lala-marshal (Pro-Level, Elite Level & Premier Level)

Eligibility:

  • Minimum of 9 months as a lala-captain.
  • Proven ability to manage and grow a team effectively.
  • Strong track record in resolving disputes and improving operational efficiency.
  • Demonstrated leadership in business expansion efforts.
  • Based on availability of positions required.

c. Special Promotions & Fast-Track Considerations

  • Exceptional performers may be eligible for fast-track promotions based on significant contributions.
  • Company management reserves the right to grant promotions outside the standard timeline in cases of extraordinary achievement.

5. Demotions & Performance Improvement Plans

  • Employees failing to meet expectations will be placed on a Performance Improvement Plan (PIP) for 3 months.
  • If no improvement is observed, reassignment or demotion may be considered.
  • Serious policy violations may lead to immediate demotion or termination.

6. Appeal Process

  • Individuals who feel their performance review or promotion decision was unfair may submit an appeal in writing.
  • The appeal will be reviewed by senior management, and a final decision will be communicated within 14 working days.

7. Final Provisions

  • This policy is subject to periodic review and modification.
  • food-lala.com reserves the right to amend promotion criteria based on business needs.
  • By joining food-lala, individuals acknowledge and accept this Performance Evaluation & Promotion Policy.

Effective Date: 25.2.25
Issued By: Hashbox Dynamix LLP

Independent Contractor Agreement

This Independent Contractor Agreement (the “Agreement”) is made and entered into as of the Effective Date by and between:

Hashbox Dynamix LLP (“Company”), a company registered under the laws of Malaysia, operating the food-lala.com platform (“food-lala”), and the Independent Contractor (“Contractor”), who may be engaged as a lala-trooper, lala-captain, or lala-marshal.

By registering as a lala-trooper, lala-captain, or lala-marshal, on food-lala, you agree to abide by the terms and conditions outlined in this Agreement.

  1. Scope of Work

1.1. The Contractor shall provide services to the Company in the role of lala-trooper, lala-captain, or lala-marshal, as applicable, and carry out responsibilities which may include but are not limited to:

  • Registering and onboarding food vendors onto the food-lala platform.
  • Promoting vendor businesses and platform engagement.
  • Managing and coordinating delivery partners within assigned zones.
  • Overseeing compliance with food-lala operational standards.
  • Performing additional duties as assigned by the Company.
  1. Independent Contractor Status

2.1. The Contractor acknowledges that they are an independent contractor and not an employee, agent, or representative of the Company. 

2.2. The Contractor shall have no authority to bind the Company to any obligations, contracts, or agreements unless expressly authorized in writing.

  1. Compensation

3.1. Compensation shall be based on commission, service fees, or incentives as outlined in separate compensation agreements. 

3.2. The Contractor is responsible for all applicable taxes, insurance, and statutory contributions related to earnings.

  1. Term and Termination

4.1. This Agreement shall commence on the Effective Date and continue until terminated by either party. 

4.2. Either party may terminate this Agreement with a written notice period of seven (7) days. 

4.3. The Company reserves the right to terminate the Contractor immediately for breach of agreement, fraud, misconduct, or failure to meet performance expectations.

  1. Compliance and Conduct

5.1. The Contractor agrees to adhere to all policies set forth by food-lala, including but not limited to the Community Guidelines, Vendor Registration and Compliance Policy, and Delivery Partner Policy. 

5.2. Any form of misconduct, harassment, fraud, or unethical behavior shall result in immediate termination.

  1. Confidentiality

6.1. The Contractor agrees to maintain confidentiality concerning any business, customer, vendor, or operational information acquired during their engagement. 

6.2. Any breach of confidentiality may result in legal action and termination of this Agreement.

  1. Liability and Indemnification

7.1. The Contractor agrees to indemnify and hold harmless the Company from any liabilities, claims, damages, or losses arising from their actions or omissions. 

7.2. The Company shall not be liable for any accidents, injuries, or damages incurred by the Contractor while performing services under this Agreement.

  1. Equipment and Expenses

8.1. The Contractor is responsible for any costs associated with their work, including transportation, mobile data, or promotional materials, unless otherwise agreed upon. 

8.2. The Company may provide branding or promotional materials at its discretion, which remain the Company’s property.

  1. Dispute Resolution

9.1. Any disputes arising from this Agreement shall first be resolved through mutual discussion. 

9.2. If unresolved, the dispute shall be settled through mediation or arbitration in accordance with Malaysian laws.

  1. Governing Law

10.1. This Agreement shall be governed by and interpreted in accordance with the laws of Malaysia.

  1. Miscellaneous

11.1. This Agreement constitutes the entire agreement between the parties and supersedes any prior agreements, whether written or verbal. 

11.2. Any amendments must be in writing and agreed upon by both parties.

 

Hashbox Dynamix LLP