ANTI-BRIBERY AND ANTI-CORRUPTION POLICY

• TISA is committed to conducting business ethically and honestly and is committed to implementing and enforcing systems that ensure bribery is prevented. TISA has zero tolerance for bribery and corrupt activities. We are committed to acting professionally, fairly, and with integrity in all our business dealings and relationships, wherever in the country we operate.

• TISA will constantly uphold all laws relating to anti-bribery and corruption in all the jurisdictions in which we operate. We are bound by the laws of the local country where we present, regarding our conduct both at home and abroad.

• If our company is discovered to have taken part in corrupt activities, we may be subjected to an unlimited fine, be excluded from tendering for public contracts, and face serious damage to our reputation. It is with this in mind that we commit to preventing bribery and corruption in our business and take our legal responsibilities seriously.

• TISA does not accept and will not make any form of facilitation payments of any nature. We recognize that facilitation payments are a form of bribery that involves expediting or facilitating the performance of a customer or sub-contract official on routine inspection activities. We recognize that they tend to be made by low-level inspectors to secure or speed up the performance of a certain duty or action.

• TISA does not allow kickbacks to be made or accepted. We recognize that kickbacks are typically made in exchange for a business favor or advantage

  Employee Responsibilities

• As an employee of TISA, each employee must ensure that you read, understand, and comply with the information contained within this policy, and with any training or other anti-bribery and corruption information you are given.

• All employees and those under our control are equally responsible for the prevention, detection, and reporting of bribery and other forms of corruption. They are required to avoid any activities that could lead to, or imply, a breach of this anti-bribery policy.

• If any employee has reason to believe or suspect that an instance of bribery or corruption has occurred or will occur in the future that breaches this policy, you must notify the compliance manager.

• If any employee breaches this policy, they will face disciplinary action and could face dismissal for gross misconduct. Managing Director has the right to terminate a contractual relationship with an employee if they breach this anti-bribery policy.

CODE OF BUSINESS ETHICS

TISA’s Code of Business Conduct and Ethics applies to all our company staff, Inspectors, subcontractors, freelancers, and suppliers working or engaged on behalf of TISA from different countries and establishes the values according to Foreign Corrupt Practices where we present, are observed and no criminal offenses are committed that needs to be practiced during our entire operations•

TISA recognizes that business development and success are based on our standing for executing business in legal conformance and ethical approach. Hence, we have formulated this Code of Business Conduct and Ethics to support our principles as we move forward to be a leader in every field in which we serve our valuable clients.

• • TISA’s strong point in the marketplace is the multiplicity of its staff cadre in the Gulf region as well as other parts of the world.

• • TISA dynamically recruits committed, reliable individuals from different cultural, professional, and educational backgrounds to contribute to its success and sustain its ethical philosophy.

• • Recruitment shall always be based on merits. Race, color, religion, disability, national origin, gender, sexual orientation, and marital status shall not be considered as criteria for staff recruitment and continuation in employment.

• • TISA is persistent in upholding a work environment that is professional, and devoid of discrimination and harassment. Mistreatment of staff shall not be tolerated.

• • TISA ensures that work areas are secured and free from hazards and workplace violence. We will not possess or allow any of the staff to be under the influence of alcohol, illegal drugs, or any substance that could interfere with safely performing our work.

• • Our Clients, Business Partners, and Suppliers are entrusted with confidential data and information. TISA shall not share any confidential information without a lawful business purpose and appropriate written approval from our counterparts.

• • TISA is committed to ensuring that all communications do not violate the law (for example, libel, defamation, harassment, or copyright laws) or Company policies (for example, unauthorized disclosure of proprietary and confidential information.

• • To uphold ethical surroundings within the company, TISA’s Management is committed to avoiding involvement in actual or apparent “conflicts of interest.” A conflict of interest occurs when an individual’s interests interfere, or appear to interfere, with our ability to perform our jobs. In general, we avoid any interest, investment, or association in which a conflict of interest might arise. For example, loans or guarantees of obligations from TISA or a third party as a result of the position within the Company could give the appearance of a conflict of interest and shall not be allowed.

• • TISA Management and its staff shall always cooperate with internal, and external auditors, government investigators, and regulators to provide data/information about the audit or investigation of our company.

• • TISA stands for Anti-Bribery and Anti-Corruption Offering. We will not bear “paying bribes or other improper payments to win business, projects or assignments” We do view that bribes and corrupt payments violate multiple anti-corruption laws and expose individuals and the company to civil and criminal liability and severe penalties. Irrespective of positions, TISA will not hesitate to take disciplinary action against violators.

• • TISA is committed not to carrying out business activities with any parties who do not comply with our ethical standards or take away from the values that we endeavor to create and implement.

SOCIAL RESPONSIBILITIES AND RESPECT FOR HUMAN RIGHTS

Prohibition of forced labour

• TISA is committed to ensuring that there is no modern slavery or human trafficking among our workforce forces in our supply chains or in any part of our business. We are committed to acting ethically and with integrity in all our business relationships and to taking acceptable steps to ensure slavery and human trafficking do not occur in any of our business dealings with our service providers, clients and within our company.

  Prohibition of child labour

• Child labour is not tolerated in our supply chain. Children may not be employed in production or in providing other services. The definition of child labour conforms to the International Labour Organization (ILO) standards. If a local law stipulates a higher legal minimum age for workers or a longer term of compulsory schooling, the higher age / the strict regulation applies.

  Fair pay

• Pay must be issued to the employee regularly, on time and in its entirety without exception according to the valid laws. It has to conform to the local laws on remuneration and fulfil at least the minimum wage laws. The remuneration and other services should enable the employees and their families to maintain an appropriate standard of living. Wage deductions as a disciplinary measure are not tolerated.

  Fair working conditions

• The respective valid local laws and the regulations on working times stipulated by the International Labour Organization (ILO) have to be followed. Sufficient time for breaks must be ensured. Physical punishment, the threat of physical violence, sexual or other forms of harassment and intimidation are banned.

  Equal opportunities and inclusion

• We expect equal opportunities and equal treatment of employees to be actively promoted and discrimination in any form to be strictly prohibited. No employee may be disadvantaged or harassed due to their gender, age, skin colour, ethnic or social origin, sexual identity, handicap, religion or ideology or political viewpoint. Attention should rather be focused on the provision of an including and supportive working environment, in which value is placed on diversity when selecting employees.

  Health protection and occupational safety

• We expect that the respective applicable local laws on health protection and occupational safety will be strictly adhered to. Violations against this are not acceptable. The employees must be adequately protected against chemical, biological and physical dangers. In our supply chain, all should strive to create and implement an appropriate occupational safety management system (e.g., according to ISO 45001). This should cover both the containment of actual and potential occupational safety risks and the training of employees to prevent accidents and occupational illnesses to as great an extent as possible.

  Freedom of association

• In agreement with local laws, the right has to be granted to the employee so that they can associate freely, organize, appoint employee representatives and negotiate collectively.