Company Code of Conduct

Introduction

This code upholds Australis Scientific’s (the “Company”) commitment to conscientious social and ethical conduct by all Staff Members. Australis Scientific expects its staff to uphold elevated levels of behaviour and job proficiency to safeguard the company’s standing with all stakeholders.

Scope

This code applies to all Directors, Executives, Employees, Volunteers and Contractors of Australis Scientific (referred to as “staff” in this policy). The code applies at any time that Staff are identified as a representative of Australis Scientific, including times not directly within an immediate Company workplace or during working hours.

Policies

As an employee, it is important that you know what personal conduct is expected of you while on the job. In most instances, your own good judgment will tell you what the right thing to do is.

In addition to complying with company policies and job specific requirements, you are also expected to obey the rules and regulations set out by Australis Scientific. Failure to meet the expectations set out by Australis Scientific will result in disciplinary action, up to and including terminating your employment.

The following are examples of conduct prohibited by Australis Scientific policy:

The following examples are not to be taken as the sole and final list of prohibited conduct. Australis Scientific hold the right to restructure the examples below with or without notification.

Discipline for procedural violations will follow a progressive procedure, however Australis Scientific hold the right to implement stronger disciplines for acts of a more grievous nature. Committing these types of violations may result in immediate termination:

Theft, fraud, embezzlement, or other proven acts of dishonesty.

Any harassment of another employee (verbal, physical, or visual), including sexual harassment such as offensive gestures, unwelcome advances, jokes, touching, or comments of a sexual nature made to or about another employee, vendor, or customer.

Obtaining employment or promotion on the basis of false or misleading information.

Soliciting or accepting gifts (money, services, or merchandise) in connection with Company business.

Reporting for work under the influence of alcohol or any illegal substances; or possession, sale or distribution of alcohol or illegal substances while on Company premises or abusing such items while representing the Company or conducting Company business.

Engaging in unauthorised employment elsewhere while on paid benefits related to illness, or while on an extended absence.

Assisting anyone, whom you know or suspect to be involved in committing any crime or engaging in any conduct which rises to the level of a crime.

Falsifying Company documents or records, including misuse of timekeeping records, or falsely inputting payment data.

Insubordination, meaning refusing to follow legitimate instructions of a superior directly related to performance of one’s job.

Disrupting the work environment.

Excessive absenteeism or unacceptable patterns of absenteeism.

Job abandonment, meaning the failure to report to work without properly notifying one’s immediate supervisor, or leaving a job assignment prior to completion of your responsibilities.

Conduct that is likely to cause another employee, customer or stakeholder of the Company embarrassment, loss of dignity, feelings of intimidation, or loss of opportunity, including all forms of discrimination and harassment.

Unauthorised use of Company or customer supplies, information, equipment, funds, or computer codes/passwords.

Knowingly mishandling a customer’s or potential customer’s account. This includes improper discriminatory practices.

Refusing to repay documented overpayment of any compensation. Possessing firearms or weapons while on Company premises or carrying them while on Company business; or threatening the personal safety of fellow employees, customers, or vendors.

Committing any act, on or off the Company’s premises, which threatens or is potentially threatening to the reputation of the Company or any of its employees, customers, or stakeholders.

Repeatedly failing to meet job responsibilities, job budget or quality requirements.

Expectations

As your employer, Australis Scientific has certain expectations of you. As an employee you have expectations of Australis Scientific.

Australis Scientific’s expectations of employees

Australis Scientific expect you to:

Be present and interact at work as required.

Maintain high standards of performance.

Comply with all policies and procedures set out by Australis Scientific.

Promote the highest levels of integrity, conduct, and concern for the public interest.

Uphold Australis Scientific’s vision, values, and goals.

Always strive to invest in your self-development.

Employees’ expectations of Australis Scientific

Australis Scientific has an obligation to behave in a fair and reasonable manner towards employees by acting in compliance with its legal commitments. To do this Australis Scientific will develop and implement human resource policies.

These include:

Fair and equal employment opportunities.

Employee responsibilities.

Employee performance policies.

Workplace health and safety procedures.

DEI / Equal opportunity policies.

Appropriate training and equipment.

Principles of the code

The Code of Conduct is based on three principles of conduct which all employees are expected to observe:

First principle:

Employees should at all times maintain proper standards of integrity, conduct, and professionalism.

Australis Scientific and its stakeholders, and the job holder’s professional colleagues have a right to expect that personal integrity, respect for people, impartiality, and respect for the law will be always demonstrated, together with technical expertise, personal effectiveness, and continuing professional development.

Second principle:

Employees should perform their duties honestly, faithfully, and efficiently, respecting the rights of the company, partners, and clients.

You should carry out your duties in an efficient and competent manner in compliance with the policies and prescribed operating standards and procedures of the company.

You are expected to:

Comply with all reasonable instructions and work as directed by your manager.

Be familiar with, and consistently apply, the acts and regulations that directly affect your work.

Be familiar with, and consistently apply, the requirements of australis scientific operational manual, as well as wider australis scientific policies and procedures that affect your work, for example policies for managing human resources.

Be consistent and fair in requiring compliance with statutory obligations.

Adhere to your delegations, not exploiting or abusing any power or authority accorded to you because of your role. Authority includes statutory, delegated, and administrative authorities.

Not give any false information or make any false declaration.

Obtain permission from your manager before entering into any contract or agreement.

Not create any liability for australis scientific beyond your authorisation.

Consistently follow workplace procedures for documenting decisions for action, and the reasons for taking those decisions.

Show reasonable care for australis scientific property, resources, and funds and neither use nor approve them to be used for anything other than authorised purposes.

Contribute to a safe workplace by knowing and carrying out your responsibilities (as an employee or as a manager) under health and safety legislation.

Contact your manager immediately if you are unable to work because of sickness, or an emergency.

Maintain high standards of dress and general appearance required in your workplace.

Third principle:

Employees should not bring their employer into disrepute through their private activities.

Personal behaviour:

You should avoid any activity (work-related or private) which could reflect badly on Australis Scientific or jeopardise its relationships with Clients, employees, or the public.

Whether any such activity constitutes misconduct will depend on the circumstances of the case and may vary according to the position you hold.

Minor offences against the law outside of your work may be of no concern to Australis Scientific where they do not involve breaches of trust, or otherwise impair your ability to carry out your duties.

However, other cases may be of concern and may call into question fitness for continued employment.

You must inform your manager immediately:

Of any criminal charge laid against you in a criminal court and any convictions you receive

If you apply for bankruptcy or become bankrupt.

Every situation will be judged on its own merits but, in general, if you are convicted of an offence and receive a custodial or community-based sentence your employment will be discontinued.

If you are convicted of an offence which is punishable by a custodial or community-based sentence your continued employment will be subject to the discretion of the Director.

Some situations leading to a court appearance may constitute serious misconduct and thus render your continued employment inappropriate, even though you may be placed on diversion or discharged without conviction.

Breach of code

Any behaviour or action which may be in breach of this Code will be given full and impartial consideration. If a breach is identified, disciplinary action may be taken.

Australis Scientific employment agreements, employee manual and the human resources documents describe the procedures for disciplinary action, the primary objective is to correct unacceptable employee behaviour or performance. If an employee wants to familiarise themselves with their employment agreement or any of the Australis Scientific policies and procedures, they should speak to their direct manager.

If any employee is unsure of the proper way, they should be conducting themselves or their performance expected of them and feel like they could be at risk of breaching the company code, they should discuss these matters with their manager.

Duration of employment

Australis Scientific engage their employees through all modes of employment whether that be full time, part time, causally or by contract. Australis scientific hold the right to terminate any employee at any time for any unlawful reason.

Australis Scientific request that all employees give 8 weeks’ notice of resignation. Upon termination all earned wages will be paid to you in line with the scheduled payday including all unused annual leave based of your base (Salary) or normal (hourly) rate of pay.