Code of Ethics and Business Conduct

Effective Date: 06/01/2018

DMR Consulting Group, INC DBA US Fund Source

Code of Ethics and Business Conduct

DMR Consulting Group, INC DBA US FUND SOURCE (the “Company”) (the “Website”)

Code of Ethics and Business Conduct Company Policy

As a matter of Company policy, we hereby provide this Code of Ethics and Business Conduct. It effectively serves as a guide to acceptable business conduct for all employees. Because they represent the Company and our brand, we expect everyone who works for us to demonstrate exemplary standards of ethics and integrity. Therefore, our employees must abide by the following principles.


Foster Trust and Belief

We cannot succeed without the trust and confidence instilled in our employees, customers, and shareholders. We earn it by keeping our promises, acting with honesty and integrity, and reaching company goals solely through proper conduct.


Accordingly, the critical question in any decision-making process is: will this establish or enhance trust and belief in our business? Will it create an atmosphere conducive to ongoing positivity and success? Finally, will I be able to deliver what I’ve promised without sacrificing quality or compromising my personal and professional integrity? Remember, the only way to build upon existing trust and belief in our business is with affirmative answers to all of these questions.


Foster Respect in the Workplace

As a business predicated on fairness and positivity, we believe an effective workplace can only exist when employees are fully committed to treating one another with respect.

Furthermore, as an equal employment/affirmative action employer, we are compelled to provide a workplace devoid of discrimination and/or abusive, offensive, or harassing conduct. Therefore, any employee who experiences harassment or discrimination should report the matter to their direct supervisor or someone in Human Resources.


Foster Constructive Dialogue and a Forum Where Employees Can Freely Voice Concerns

We equate effective communication with respect. We also believe that any employee should feel free to voice any concern about work-related matters without fear of reprisal. This means that it is up to any employee in a supervisory position to establish and maintain an atmosphere conducive to open and honest communication.

The Company is responsible for the comprehensive investigation of any reported matter of questionable or unethical behavior. Appropriate action will be taken in any cases where there is a valid finding of wrongful conduct. All employees should also be aware that intimidation, attempted intimidation, and/or retaliation (tried or otherwise) against a co-worker who has reported alleged wrongdoing is unacceptable and will be dealt with accordingly.


Lead by Example

Hypocrisy at any level is unacceptable. This means we hold our leaders (our officers/executives, directors, and upper and middle management) to the same standards as any other employee. We, therefore, expect their conduct to reflect their belief in and willingness to abide by this Code. Any failure to do so on their part will be dealt with accordingly.


Code of Ethics and Business Conduct

This Code is only effective as long as designated supervisory personnel use applicable policies and procedures to resolve any ethical questions or concerns brought to their attention. Therefore, reports raising such queries or concerns should not be viewed as anything other than a valid form of workplace communication and welcomed.


Compliance with all Applicable Policies and Laws

Compliance with all applicable local, state, federal, and foreign laws is a fundamental aspect of our commitment to integrity. An individual and Company-wide understanding of relevant company policies, laws, rules, and regulations is also required. Accordingly, any employee with doubts about whether potential action complies with applicable law or Company policy should not take any action without obtaining the advice of a relevant expert. Every employee is responsible for preventing and reporting violations or potential violations.



Principled competition is the lifeline of a free-market economy. Therefore, we welcome and pledge to engage in such competitive markets. This means our products and services will only be sold based on factors deemed fair and reasonable given applicable market conditions. This also means we will not engage in any collusion, conspiracy, or inappropriate/illegal practices concerning pricing. Finally, we will not offer to make or request unlawful payments or similar recompense in return for the purchase of our goods or the sales of its products or services.


Proprietary Information

We will abide by all applicable laws, rules, and intellectual property acquisition and use regulations. Specifically, we will not obtain or try to get a competitor’s trade secrets or other proprietary or confidential information; nor will we condone or participate in improper use, copying, distribution, or alteration of software or other intellectual property.


Safeguarding Inside Information

The deliberate or inadvertent disclosure in any forum of any inside information regarding the Company, its business practices, strategies, financial status, operational results, or similar information is strictly prohibited. Employees tasked with crafting presentations or proposals should be especially mindful of these restrictions.


Avoid Conflicts of Interest

All relationships or activities that actually compromise or could potentially compromise an employee’s fairness or objectivity should be avoided. In this context, professional integrity is paramount. This means that the use of company property or information for personal gain is strictly prohibited.
It is sometimes difficult to determine whether a particular activity constitutes a conflict of interest. Therefore, any employee with doubts about whether certain conduct is or could be construed as a conflict of interest should consult a supervisor before taking any action.


Accepting Professional Courtesies

It is not unusual for professional courtesies to be extended to company employees from time to time. However, such courtesies should not be expected, and requesting them is strictly forbidden. Although there is no prohibition against the occasional acceptance of unsolicited professional courtesies, employees should not feel obligated to accept them. Employees in key decision-making positions should be wary of taking any professional courtesy that could potentially or negatively impact our reputation. If any employee feels uncomfortable accepting or has any misgivings about obtaining a professional courtesy, the best course of action is to decline politely.


Meals, Refreshments Entertainment and Gifts

There is no prohibition against the acceptance of occasional meals, refreshments, entertainment, gifts, and similar business courtesies that are commonplace and as such fall within conventional norms as long as:

  • They are not too extravagant.
  • Accepting such courtesies from any one person, organization, or business is not habitual.
  • Any such courtesies are not offered or do not appear to be provided in exchange for any business “favors” of any kind.
  • Accepting any such courtesy would not cause the employee to feel uncomfortable about disclosing it to their supervisor or with public disclosure.


Ordinary business entertainment is also acceptable; however, professional misconduct occurs when the value or cost of such entertainment creates or could potentially create a conflict of interest.
Questions about the acceptance of any business courtesies should be directed to your direct supervisor, manager, or the Human Resources department.


Offering Professional Courtesies

In the ordinary course of business, it is not unusual to offer professional courtesies. Making such offers is acceptable as long as it is not done or cannot be perceived to curry favor with or otherwise influence the recipient. The use of personal funds or resources within this context is expressly prohibited. Accounting for business courtesies should comply with approved company procedures.


The gifting of certain promotional items is generally acceptable, as long as such activity complies with acceptable professional norms. Employees with questions or concerns about such activity should consult their direct supervisor or manager. The approval of other courtesies such as meals, refreshments, or entertainment of reasonable value, will be granted as long as:

  • The activity does not violate or appear to violate any applicable laws, rules, regulations, or standards of conduct.
  • The professional courtesy conforms to applicable norms, is only offered occasionally, and is not excessive.
  • The professional courtesy is adequately documented.


Truthful Public Disclosures & Representation

We will ensure that all financial information available to our customers, investors, employees, shareholders, and the general public in any format is truthful, timely, and thoroughly explained. This obligation applies to all employees from the CEO down, who is in any way responsible for the preparation of such information. Any inadvertent or deliberate inaccuracy in or falsification of such information is unacceptable, and any concerns about the veracity or accuracy of such material should be immediately directed to the compliance officer.


Corporate Recordkeeping

We create, retain, and dispose of our official documents as part of our regular course of business under applicable company policies and procedures; and in compliance with all regulatory and legal requirements.


All corporate records must be factual, exact, and absolute, and company data must be promptly and accurately documented in our books following all applicable internal and external accounting practices.


We must not unduly affect, influence, or mislead any audit or interfere with any auditor engaged in conducting an independent audit of company records, processes, or internal controls.



Each and every employee must familiarize themselves with this Code and act accordingly. Each and every employee is ethically obligated to ask questions if they are unsure of company policy. Each and every employee is ethically obligated to contact the Human Resources department if they have any concerns about compliance with or violations of this Code. The values and principles included herein are taken seriously, and violations are cause for disciplinary action up to and including termination of employment.


Protection of confidential company information and nonpublic information entrusted to us by employees, customers, and other business partners is key to our success. This includes but is not limited to pricing and financial data, customer names/addresses, or nonpublic information about other companies, including current or potential suppliers and vendors. The disclosure of such information without a valid business or legal purpose and proper authorization is not permitted and will not occur under any circumstances.


Use of Company Assets

Company assets, including time, material, equipment, and information, are provided for professional use. There is no prohibition of occasional personal use as long as it is not disruptive and does not harm job performance. Employees and those who represent the Company are entrusted with responsible use of such material. Managers are responsible for the material assigned to their departments and are empowered to resolve issues concerning its proper use.


Generally, company equipment such as computers, copiers, and fax machines for outside business purposes or in support of any religious, political, or other outside daily activity is not permitted. In addition, distribution of information or material not relevant to the Company, its products or services, by any employee in work areas or during work hours is not allowed.

To protect the interests of the Company and our employees, we reserve the right to monitor or review all data and information contained on an employee’s company-issued computer or electronic device, the use of the Internet, or the company intranet. Use of company resources to create, access, store, print, solicit or send any materials that are harassing, threatening, abusive, sexually explicit, or otherwise offensive or inappropriate is prohibited.



Because it is crucial to the Company’s success, compliance with these values is mandatory. Our Compliance Team is tasked with ensuring that all employees know, understand, and abide by these principles. Supervisory personnel is also charged with ensuring that their subordinates comply with this Code’s regulations. The board is authorized to review compliance, and audits will be assigned as necessary. Employees are ethically obligated to report any violations or suspected violations of this Code to management’s attention, and provisions for confidential reporting have been made.


We anticipate that employees will have questions regarding how this Code of Ethics and Business Conduct applies in particular situations. We expect all employees with such questions to discuss the exact circumstances with designated supervisory personnel. If such a person cannot fully and accurately answer these questions, they should consult a Supervisor, Human Resources, or the Compliance Team.

Contact Information


To ask questions or comment about this policy and the Company’s practices, contact the Company at:


(855) 369-9269


1101 N Congress Ave

Boynton Beach, FL 33426

(855) 369-9269

Over 95% qualify, with amounts up to $1,000,000, and funding as soon as 24 hours