Code of Ethics

I. Preamble

This Code of Ethics of TREPART s.r.o., hereinafter referred to as the Code, applies to all employees of TREPART s.r.o. and determines the framework of behavior that the company expects and requires from employees.

II. Compliance with laws

All employees of the company are obliged to comply with generally binding legal regulations, as well as internal regulations of the company regarding, for example, labor law obligations, occupational safety, etc., including this Code. Employees ensure that they act in accordance with the law and that there is no violation of it.

III. Interests of the company and its public image

Employees should act in such a way as not to harm the legitimate interests of the company, even within the framework of their private activities. Employees should exercise caution in using all means of communication, including social media, in a manner that avoids the transmission of non-public information that could be considered disrespectful, defamatory or defamatory of individuals or the company. Employees should act professionally and with due care and honesty in their employment relationships, thereby creating relationships based on mutual trust.

IV. Prohibition of discrimination and harassment

Employees are obliged to respect every person regardless of their race, ethnic origin, nationality, gender, sexual orientation, age, disability, religion, belief or worldview or nationality. Employees may not act in a way that treats one person less favourably than they treat or would treat another person in a comparable situation, for the reasons listed above. At the same time, employees may not act in a way that, based on an apparently neutral provision, criterion or practice, places a person at a disadvantage compared to others for any of the reasons listed above, unless such provision, criterion or practice is justified by a legitimate aim and the means of achieving it are proportionate and necessary. Employees shall refrain from engaging in any conduct related to the above-mentioned reasons which has the purpose or effect of diminishing a person's dignity and creating an intimidating, hostile, degrading, humiliating or offensive environment, or which may reasonably be perceived as a condition for a decision affecting the exercise of rights and obligations arising from legal relationships. Employees shall not abuse the subordinate position of another to discriminate against a third party, nor shall they persuade, encourage or incite another to discriminate against a third party.

Employees shall not tolerate any form of discrimination, bullying, violence or inappropriate conduct. Employees shall strive to work together as a team, treat everyone equally and with mutual respect.

V. Combating corruption and bribery

Employees are obliged to respect fair competition, which should be one of the pillars of a well-functioning market economy. No forms of corruption or bribery are tolerated. Employees may not perform any actions that could be perceived as corruption, or influence another person (including representatives of public institutions) in order to obtain an unjustified advantage for the company or a group or individual. Employees are obliged to comply with regulations and rules regarding public tenders, public and state contracts and subsidies. Employees may not participate in contract manipulation, unfair competition practices or other forms of illegal distortion of competition. Employees may not directly or indirectly offer, give, demand, accept or approve bribes, and bribery also includes offering or making payments for the settlement of a matter in a shorter period than the legally required period, either by the employees themselves or at their instigation through other persons. Employees should also be cautious when giving or receiving gifts, as they should carefully consider whether they could be perceived as a bribe. The exception is small, less valuable gifts from the company with its logo. Employees may not, in connection with the award of a public contract or a public competition, with the intention of causing damage to another or obtaining a benefit for themselves or another, arrange for a supplier or competitor to have a preference or more favorable conditions at the expense of other suppliers or competitors. They may also not request, accept or be promised financial or other benefits under these circumstances.

Employees may not commit any fraud in connection with the award of a public contract or a public tender, in particular by tricking or threatening violence or other serious harm to induce another person to refrain from participating in a tender or public tender; by providing, offering or promising another person a financial or other benefit in return for refraining from participating in a tender or public tender; or by requesting or accepting a financial or other benefit in return for refraining from participating in a tender or public tender; or by engaging in activities aimed at awarding a public contract at an unreasonably high or otherwise disadvantageous price, based on an agreement with another interested party or tenderer.

VI. Conflict of Interest

Employees should act within their employment relationships in such a way that their decisions are in the best interest of the company, regardless of their personal benefit. Employees are therefore obliged to ensure that their personal interests do not conflict with the interests of the company. The risk is particularly high in relationships with entities that are close associates of the employees. If an employee discovers that a conflict of interest could occur or if it has already occurred, he is obliged to inform his superior about this situation, who will take the necessary measures to prevent the conflict of interest and inform the company's management.

Employees and persons close to them should not conclude transactions with entities that are in a commercial relationship with the company if they could gain certain benefits from this. At the same time, employees should not perform other activities in addition to their work for the company that could negatively affect the fulfillment of their work duties for the company.

VII. Protection of property, trade secrets, confidential information and personal data

Employees are obliged to protect the company's property, whether it is movable, immovable property or intellectual property. Employees are obliged to respect the company's trade secrets and not to disclose them to unauthorized persons. Employees may not disclose confidential information and other facts that they learn in connection with the performance of their work for the company and shall take the necessary measures to prevent such information and facts from reaching persons who are not entitled to them. This includes, for example, relations with business partners, the wording of contracts concluded, business strategy, pricing policy and the state of the company's finances, working and payment conditions of employees.

Employees may not unlawfully publish, make available or communicate to a third party information not yet publicly available, the publication of which is capable of significantly influencing business decisions, and thereby causing greater damage or other serious consequences or thereby providing themselves or others with greater benefit, nor may they unlawfully use information not yet publicly available, which they have obtained in the performance of their employment or function or otherwise, and the publication of which is capable of significantly influencing business decisions, by carrying out or giving the impetus to carry out a contract or transaction in business, and thereby causing greater damage or other serious consequences or thereby providing themselves or others with greater benefit.

Employees are obliged to ensure that personal data with which they come into contact are used only in accordance with the relevant legal regulations, whether this concerns the collection, storage or further handling of such data. Employees may not, even through negligence, violate a state-imposed or recognized duty of confidentiality by unlawfully publishing, communicating or making available to a third party personal data obtained in connection with the performance of their profession, employment or function, thereby causing serious harm to the rights or legitimate interests of the person to whom the personal data relates.

VIII. Compliance with the Code

Employees are required to comply with the principles set out in this Code and are responsible for any breach of their obligations under the Code. If an employee becomes aware of a breach or threat of breach of the Code, they are required to inform the company's management without delay. No retaliatory action may be taken against an employee who, in good faith, reports a breach of the Code.