Code of Business Conduct and Ethics

About

Future Security Ltd is committed to conducting business honestly, treating people fairly, and protecting the trust our employees, customers, and partners place in us. This Code sets out what that looks like day to day, and applies to every employee, officer, director, and contractor working on behalf of the Company, both in the workplace and in any Company-related activity.

This Code is not an exhaustive list of rules. It's a guide for making good decisions. When a situation isn't directly covered here, use good judgment, apply the principles below, and ask if you're unsure.

Guiding principles

Be honest. Say what you mean, do what you say. Don't misrepresent facts to colleagues, customers, partners, or auditors — including in expense reports, time tracking, technical documentation, or anything you report to management.

Be fair. Make decisions based on merit, not personal interest. Disclose anything that could look like a conflict of interest — a financial stake in a competitor or supplier, a family member you'd be hiring or supervising, outside work for a customer — before it becomes a problem.

Respect people. Treat coworkers, customers, and partners with dignity, regardless of gender, race, religion, age, disability, sexual orientation, national origin, or any other personal characteristic. Disagreement is normal; disrespect is not.

Protect what's entrusted to you. Customer data, company information, and company assets (laptops, accounts, source code, credentials) are given to you to do your job, not for personal use or gain. Keep them secure, and only access what you need.

Speak up early. If something feels wrong, raise it. Small issues are easier to fix than big ones. Asking a question early beats causing a problem later.

Follow the law. Comply with the laws that apply to our business wherever we operate. If asked to do something you believe is illegal or unethical, refuse, and report it.

Unacceptable behaviour

This Code is violated by, including but not limited to:

• Lying to colleagues, customers, partners, or auditors, or falsifying records (expenses, time tracking, technical evidence, reports to management)
• Discrimination or harassment of any kind, including unwelcome comments, jokes, or conduct based on a protected characteristic
• Retaliating against someone for raising a concern in good faith
• Knowingly making a false report
• Using company or customer data, credentials, or assets for personal gain or outside business
• Sharing confidential company or customer information without authorization — during employment or after it ends
• Accepting or offering cash, cash equivalents, or anything intended to influence a business decision
• Undisclosed conflicts of interest — financial interests in a competitor/supplier/customer, hiring or supervising a family member, or moonlighting for a competitor, supplier, or customer
• Theft, fraud, or misuse of company property

Enforcement

Actions we may take in response to a violation include, and are not limited to:

• A conversation and correction, for minor or first-time issues
• A formal warning
• Requiring specific corrective action (e.g. returning property, revoking access, retraining)
• Disciplinary action up to and including termination of employment, for serious or repeated violations
• Referral to legal authorities, where the conduct is unlawful
• No action, if a report is investigated and not substantiated

Retaliation against anyone for raising a concern in good faith is itself a violation of this Code, and will be treated accordingly — up to and including termination, regardless of the seniority of the person retaliating.

Reporting violations

Your report is essential to us — we can't address a problem we don't know about. Please raise any concern as soon as possible so we can look into it. Reporting is encouraged regardless of role, seniority, or length of service.

You can report either anonymously or personally. Every report is investigated appropriately and treated with as much confidentiality as possible.

If a report concerns the person who would normally handle it (e.g. the CEO), that person will recuse themselves, and the report will be handled by another appropriate member of management.

We reserve the right to decline to act on a report made in bad faith or intended to silence legitimate concerns raised elsewhere.

Anonymous report

You can make an anonymous report using the anonymous reporting form on the Company website. No name or identifying information is collected, so we can't follow up with you directly — but we will still investigate fully and take whatever action is necessary.

Personal report

You can also raise a concern directly with your manager or the CEO, in person or by email. When you do:

• You won't be asked to confront anyone yourself.
• Your report will be handled discreetly, and we'll ask what would make you feel comfortable through the process.
• Where helpful, please include: what happened, when and where, who was involved, whether it's ongoing, and any supporting evidence (e.g. messages, documents).

After a report is made, an appropriate member of management will follow up with you, review the situation, and decide on next steps.

Confidentiality and data policy

Information collected through a report — anonymous or personal — is used only for the purpose of investigating and addressing that report. We will respect confidentiality requests made to protect the person raising a concern, and will not name a reporter without their consent.

Who owns this Code

The CEO, Snir Levy, owns this Code and is responsible for reviewing and re-approving it at least once a year, answering questions about how it applies, and making sure reports are investigated appropriately.

This Code was reviewed and approved by Company management. It will be reviewed at least annually and updated as the Company grows.