Microsoft Word - Auria Hourly Handbook December 2021 - FINA

Section XII included within. If an Employee is in a situation which he/she believes may violate or lead to a violation of this Code, the Employee must follow the guidelines described in Section XIII. You may report violations of this Code or accounting or auditing concerns without fear of retaliation. All submissions to the Company's Legal Department will be handled in a responsible manner and in compliance with applicable law. The Company does not permit retaliation of any kind against Employees for good faith reports of violations of this Code or accounting or auditing concerns.

If you want to file a complaint under the Code, the Complaint Reporting Form is provided on page 13.

II. Compliance with Laws, Rules and Regulations

AURIA business should be conducted in accordance with applicable laws, rules and regulations and in an ethical manner. Obeying the law, both in letter and in spirit, is the foundation on which the Company's ethical standards are built. All Employees must respect and obey the laws of the cities, states and countries in which AURIA operates. Although not all Employees are expected to know the details of applicable laws, it is important to know enough to determine when to seek advice from a supervisor, a representative of the human resources department or other appropriate AURIA personnel. Additionally, all transactions between AURIA and its subsidiaries, or between subsidiaries, must meet all applicable legal requirements. AURIA is committed to complying with all applicable environmental legal requirements and protecting the quality of the environment. Employees are expected to comply with all applicable environmental legal requirements and report any incidents or conditions that might result in a violation of law or Company policy. In addition, AURIA employees are also encouraged to support environmental programs in their workplace. Political and charitable contributions by the Company must be made in compliance with all applicable federal, state, local and foreign laws and regulations and, to the extent legal, in accordance with local custom. All contributions must be restricted to amounts in size sufficient to negate any impression that special consideration is sought for the Company. Any questions in this area should be directed to the Company's Legal Department as described in Section XIII. If a law conflicts with a policy in this Code, Employees must comply with the law; however, if a local custom or practice conflicts with this Code, Employees must comply with this Code. If an Employee has any questions about potential conflicts, the Employee should seek assistance from his/her supervisor or personnel. Any questions regarding applicable legal requirements should be referred to the Company's Legal Department as described in Section XIII. Each AURIA Employee is expected to avoid engaging in activities that conflict with, or have the appearance of conflicting with, the best interests of AURIA. A conflict situation can arise when an Employee takes actions or has interests that may make it difficult for the individual to perform their work objectively and effectively. Conflicts of interest may also arise when an Employee or a member of the Employee's family receives improper personal benefits as a result of such individual's position in the Company. Loans or guarantees of obligations to, Employees and/or their respective family members by a supplier or customer of the Company may create a conflict of interest or the appearance of a conflict of interest and are prohibited. It is a conflict of interest for an AURIA Employee to work simultaneously for AURIA and be employed by a competitor, customer or supplier of AURIA. Additionally, an Employee is not permitted to work for a competitor, customer or supplier as a consultant or serve as a board member (or in an equivalent III. Conflicts of Interest

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