CODE OF ETHICS

PREAMBLE

This Code of Ethics (the “Code”) applies to all directors, employees, and contractors of SSI (each a “Covered Person” and collectively, the “Covered Persons”)

The reputation and credibility of Stellar Services International (SSI) depends on its commitment to the highest ethical standards of conduct and practices. To maintain a good corporate reputation, every Covered Person must comply with the highest Standards of Conduct and must be perceived as always doing so. With that in mind this Code discusses ethical business issues of particular importance to SSI. SSI expects all its business activities to be carried out in accordance with the Code. It is every Covered Person’s duty to report any act that violates the Code.

All Covered Persons (other than Covered Persons assigned to production work) must acknowledge their commitment to comply with the Standards of Conduct set out in the Code upon joining SSI or contracting with SSI and annually thereafter.

SSI is subject to different, complex, and ever-changing laws and regulations that govern its business activities (the law). Covered Persons must comply with the law, and the law takes precedence in cases where there may be a conflict between the law and traditional practices. Each Covered Person must make certain to maintain a reasonable knowledge of the law as it applies to duties and responsibilities within SSI. When in doubt, the Covered Person should address questions to the Legal Department of SSI.

SSI may, in certain instances, be subject to government investigations. SSI cooperates fully with such investigations.

The reputation and credibility of Stellar Services International (SSI) depends on its commitment to the highest ethical standards of conduct and practices. To maintain a good corporate reputation, every Covered Person must comply with the highest Standards of Conduct and must be perceived as always doing so. With that in mind this Code discusses ethical business issues of particular importance to SSI. SSI expects all its business activities to be carried out in accordance with the Code. It is every Covered Person’s duty to report any act that violates the Code.

All Covered Persons (other than Covered Persons assigned to production work) must acknowledge their commitment to comply with the Standards of Conduct set out in the Code upon joining SSI or contracting with SSI and annually thereafter.

Covered Persons must avoid any activity or relationship that could compromise their judgment or objectivity in performing their duties. It is critical that Covered Persons demonstrate irreproachable objectivity in the performance of their duties. Such objectivity may be compromised if a Covered Person has personal interests or obligations that are or may appear to be incompatible with SSI’s legitimate business interests.

It is equally important for SSI Covered Persons to avoid apparent conflicts of interest, that is, situations where an observer might reasonably assume there is a conflict of interest.

More specifically, Covered Persons must observe the following conflict-of-interest guidelines:

2.1 A Covered Person must not engage in outside activities that may prevent performing to the best of his or her ability, nor hold any interests, directly or indirectly, that may compromise objectivity in performing duties thoroughly and impartially for SSI or that may affect willingness to act in the best interests of SSI.

2.2 A Covered Person must not give or request favors or offer or accept gifts or any personal benefit or privilege of any kind whose value could in any way influence the judgment of the recipients in their business dealings with or on behalf of SSI. When unsure, the Covered Person should consult the immediate supervisor. Furthermore, a Covered Person must notify the immediate supervisor of all gifts or any personal benefit or privilege of any kind that has been offered or requested.

2.3 No Covered Person should be indebted to a former employer for any obligation that is incompatible with the Code or that may restrict his or her activities on behalf of SSI.

2.4 More generally, no Covered Person should put himself or herself in a position that could tarnish SSI’s image or put SSI in an embarrassing or compromising position commercially, legally, socially, or morally.

A Covered Person involved, directly or indirectly, in a conflict of interest or in a situation that could potentially lead to a conflict of interest must promptly report such information to the immediate supervisor or to the Human Resources Department.

SSI may, in certain instances, be subject to government investigations. SSI cooperates fully with such investigations.

The reputation and credibility of Stellar Services International (SSI) depends on its commitment to the highest ethical standards of conduct and practices. To maintain a good corporate reputation, every Covered Person must comply with the highest Standards of Conduct and must be perceived as always doing so. With that in mind this Code discusses ethical business issues of particular importance to SSI. SSI expects all its business activities to be carried out in accordance with the Code. It is every Covered Person’s duty to report any act that violates the Code.

All Covered Persons (other than Covered Persons assigned to production work) must acknowledge their commitment to comply with the Standards of Conduct set out in the Code upon joining SSI or contracting with SSI and annually thereafter.

Certain Covered Persons are involved in research work to develop new SSI products and services or to improve existing SSI products and services. Any invention, discovery, improvement, or innovation (in any area including computer programming) designed or carried out by any Covered Person during or after working hours that relates to the activities of SSI belongs to SSI. A Covered Person must promptly inform the immediate supervisor of any invention, discovery, improvement, or innovation. A Covered Person, in such a case, hereby agrees to sign any document confirming the transfer to SSI of patents, industrial designs, copyrights or other rights. The Covered Person undertakes, without any financial compensation other than the salary or contracted fee paid by SSI, to assist and cooperate with the preparation of any application for a patent, copyright or copyright registration or any other registration or procedure to be filed for the protection of SSI’s intellectual property rights.

Upon being hired by SSI, and by continuing to work for SSI, Covered Persons acknowledge their acceptance of the conditions set out in the Confidentiality and Intellectual Property Agreement, reproduced in Appendix A of the Code.

For the purposes of this section, “Confidential Information” refers to any knowledge or any information of a confidential or secret nature, including, but not limited to, knowledge or information concerning budgets, strategic plans and related questions, expertise, sales, technical demonstrations, computer programs, manufacturing processes, ingredients, methods, equipment, research work, inventions, instructions, memorandums, studies, drawings, plans, customer lists, employee records and any other technical, financial, commercial or scientific matter to which the public does not have access. Confidential Information also includes personal information about SSI suppliers, customers, and employees or contractors. Periodic updates on the activities and financial situation of SSI by SSI management are also to be treated as Confidential Information.

Confidential Information represents an important asset for SSI and must be treated accordingly. Current or former Covered Persons of SSI must not disclose Confidential Information without the prior consent of SSI. Moreover, SSI does not expect Covered Persons to disclose the Confidential Information of their former employers or clients.

Any Covered Person who possesses Confidential Information is prohibited from disclosing such information to anyone unless it is necessary to do so in the normal course of business. When Confidential Information is disclosed to persons outside SSI, those persons must sign a confidentiality and non-disclosure undertaking. Within SSI, efforts will be deployed to restrict Access to Confidential Information to those persons with a need to know and, if necessary, those persons will be informed that they must maintain its confidentiality.

Upon the termination of their employment with SSI, Covered Persons who were privy to Confidential Information have an obligation to continue to maintain its confidentiality and not to disclose such information to anyone, including their new employer.

For the purposes of this section, “Material Information” refers to any fact or information relating to (i) SSI or (ii) another company in which SSI holds interests or (iii) a company with which an important contract may be awarded which, if disclosed, (a) would significantly affect the market price or value of SSI debt securities or securities of a company listed on a stock exchange or a company with

which an important contract may be awarded, or (b) it would reasonably be expected to have such an effect.

The President and Chief Executive Officer, the Chief Financial Officer, the Executive Vice President are the designated official spokespersons for SSI. They can designate any other person to act as a SSI spokesperson.

Covered Persons who are not authorized spokespersons must refuse to respond to inquiries from the financial sector, the media, or any other parties, unless they have been specifically authorized or explicitly asked to do so or unless permitted or required by applicable law.

Until such time as Material Information related to SSI’s business activities has been made public, such information must not be disclosed to anyone, except to individuals in the normal course of business who need to know and are bound by an obligation to maintain its confidentiality. The exception made for disclosure in the “normal course of business” is to avoid unduly interfering with the business of the company. Generally, this exception involves communications with:

1. salespeople, suppliers or strategic partners with respect to research and development, sales, marketing and procurement contracts;
2. salaried Covered Persons, senior management and members of the Board of Directors;
3. financial backers (e.g. bankers), legal counsel, auditors, financial advisors or other professional consultants;
4. parties to negotiations (e.g. merger of companies);
5. unions and industry associations;
6. government agencies and non-government regulatory bodies;
7. credit rating agencies (provided that the information is communicated to help the agency grant a rating and that the credit ratings granted by the agency are generally made public).

The laws governing SSI’s business activities contain prohibitions regarding the use of Material Information whether the information relates to SSI or a company with which it does business or information obtained by a Covered Person through its business relationship with a company.

5.1 The prohibitions under the law can be summarized as follows:

Except if it is necessary to do so in the normal course of business, it is illegal for anyone to inform in any way (including using traditional and social media) any other person of Material Information that has not been made public. It is also illegal for anyone to trade in listed securities of a company if that person possesses Material Information about such company and such information has not been made public. Accordingly, it is prohibited to trade in securities of a company until such Material Information has been fully released and a reasonable amount of time has elapsed since its public release. When in doubt as to what constitutes Material Information, Covered Persons should contact SSI’s Legal Department.

5.2 There can be legal sanctions for any breach of these requirements, and any person accused of having used Material Information in violation of the law can be held personally liable.

SSI and its Covered Persons must avoid any practice that may be deemed as a prohibited trade practice in violation of a law, or any other any prohibited practices or acts, including, without limitation, all laws relating to antitrust, unfair competition, or statutes such as the Foreign Corrupt Practices Act. Such acts or practices, for example, would be price fixing with one or more competitors, false or misleading advertising, offering a foreign public official a benefit of any kind in exchange for performing an act in the scope of his or her official duties or fraud.

SSI business must be conducted in accordance with the law. Any violation by a Covered Person of one or other of the above-mentioned laws or any other government- decreed law, regulation or directive may cause considerable harm to SSI and result in civil or criminal proceedings against SSI, its directors and/or Covered Persons, including damage rulings, fines and prison sentences, and lead to the revocation of permits or certificates. Information about the laws and regulations pertaining to trade practices may be obtained from the Legal Department of SSI.

The funds, products or services of SSI must not be used to encourage a representative of a government agency from any country whatsoever to commit an act or omission that contravenes a law in a country in which SSI does business or a law in the country of the representative of the government agency. A Covered Person who is aware of such a practice must promptly report such information to the immediate supervisor or to the Legal Department.

From time to time, SSI gathers information from the markets in which it does business, including information about its competitors, their products, and their services. A Covered Person must refrain from using illegal means to obtain confidential or exclusive information or manufacturing secrets belonging to the competition.

SSI is committed to treating its Covered Persons with dignity and respect, and promoting a healthy and safe work environment that offers open communication, training, opportunities for advancement, equitable treatment, and recognition of

achievements. SSI is also committed to ensuring equal employment opportunity and preserving the confidentiality of employee records.

Covered Persons who witness an accident during the fabrication, transportation or installation of SSI products must immediately inform emergency services, if warranted, and their supervisor, and provide these individuals with all information they have on the event. Covered Persons who witness a conduct or situation that is unsafe or a near miss must immediately inform their supervisor.

Harassment and discrimination will not be tolerated in the workplace. Covered Persons must contribute to establishing and maintaining safety, equity, and respect in a work environment free from harassment and discrimination, and any act of harassment or discrimination must immediately be brought to the attention of the management of SSI.

SSI is committed to respecting the privacy of its Covered Persons. However, if a Covered Person’s conduct impairs his or her work performance or affects SSI’s reputation or business interests, it becomes a corporate concern. SSI expects its Covered Persons and representatives to have consideration for SSI’s reputation and conduct themselves with the same degree of integrity off the job as is expected of them on the job, namely in their use of social media (provide that these expectations are in no way intended to limit any rights of expression under the National Labor Relations Act).

As specified in section 5 above, Covered Persons who are not official spokespersons for SSI must refuse to answer questions from the media relating to material non-public information unless an official spokesperson has specifically authorized or explicitly asked them to do so.

SSI is committed to dealing openly, honestly, fairly, and lawfully with its customers and suppliers. These principles must guide all the relationships that Covered Persons of SSI maintain with such customers and suppliers.

The respect and protection of the environment is an important value for SSI which, within all its activities, is dedicated to complying fully with laws governing the environment.

All Covered Persons must comply with environmental laws and play a significant role in enforcing the guidelines that the management of SSI may establish from time to time with respect to the environment. Covered Persons are encouraged to consult SSI’s Environmental Policy.

Covered Persons must take adequate care of any SSI property entrusted to them, safeguard such property, and protect it from theft, damage, waste, loss, destruction, and premature wear. SSI property and the time allocated for work on behalf of SSI must be used exclusively for SSI activities and must not, as a rule, be used for personal ends. Any questions regarding the proper use of SSI property should be addressed by a Covered Person to the immediate supervisor.

The security of information technology systems is essential to SSI’s success and competitiveness. Access to computer resources is restricted, and those persons who have access to such resources must not divulge their password and must not use information systems except for authorized commercial ends.

13.1 The SSI Board of Directors ensures that it takes the actions it deems appropriate to encourage an ethical corporate culture within SSI. The Board of Directors has delegated the President and Chief Executive Officer with the responsibility of ensuring compliance with the Code and of approving any departure from the Code.

13.2 The Code and the policies it refers to are found on the SSI web site and Intranet.

13.3 Compliance with the Code is an essential condition of employment, and any violation of the Code may result in appropriate disciplinary action, to be determined by the management of SSI, and may even lead to the dismissal of the Covered Person concerned. When in doubt as to the interpretation of the provisions of the Code, Covered Persons should address their questions to the Human Resources or the Legal Department of SSI. Any Covered Person who has violated the provisions of the Code, who is aware of an act in violation of the Code, who suspects the commission of such an act or who has doubts about a given situation must promptly report such information to the immediate supervisor or to the Human Resources Department.

13.4 Any director or Covered Person may from time to time be required to attest to the fact that he or she has complied with the provisions of the Code.