1 · PURPOSE

This policy sets the tone for how we operate: with clarity, courage, and zero tolerance for the games, ego, and red tape that destroy impact. It exists so that every person working with Project PAW — team member, contractor, or partner — knows exactly what is expected: honest communication, meaningful contribution, and accountability for outcomes. It does not serve people or planet — it doesn't belong here.

2 · SCOPE

This policy applies to all employees and team members of Project PAW Carbon & Energy Solutions Corp, across all departments and levels of leadership.

External partners, vendors, and contractors are not bound by this internal policy as such. Its standards apply to them only where expressly incorporated into a signed written agreement with the Company. Community members and the public may raise concerns through the Bullshit Ticket process described below, but tickets from outside the organization are treated as feedback, not as internal disciplinary matters.

Nothing in this policy overrides an individual's rights under the New Brunswick Human Rights Act, applicable employment standards legislation, or protected whistleblower and disclosure obligations.

3 · POLICY TERMS

3.1 Straight Talk Only. We speak clearly and mean what we say. Deliberately misleading, spinning half-truths, or hiding material facts is a breach of this policy. Communication shall be honest, concise, and mission-aligned at all times.

3.2 No Ego Economics. This company is a platform to serve, not a pedestal. Decisions are made on value, not vanity. When the need to be "right" or "in charge" blocks real progress, it will be called out.

3.3 No Dead Weight, No Fake Work. Busywork is bullshit. So is coasting. Every team member is expected to contribute measurable, meaningful value. Tasks must connect to outcomes — no bloated meetings, no optics-only reports, no fake tasks.

3.4 No Corporate Theatre. We don't perform; we produce. Respect here is earned through results and integrity, not titles, suits, or decks. Function over form. Truth over politics.

3.5 No Exploitation, No Excuses. We do not exploit people, land, time, or truth for personal or corporate gain. If you wouldn't want it done to your family or your future — you don't do it here.

3.6 Radical Responsibility. If you screw up, own it. Fix it. Learn. Blame-shifting, scapegoating, and dodging consequences are breaches of this policy. Facing the truth is never the shame.

4 · BULLSHIT TICKETS

4.1 Any member of the organization may issue a Bullshit Ticket when they spot a violation of values, ethics, or common sense.

4.2 A ticket triggers a Review Conversation, not punishment. A Review Conversation is a structured, documented discussion with the people involved to establish the facts, understand context, and agree on a fix. Disciplinary action follows only where a pattern of breaches is established through the Company's progressive discipline process.

4.3 Tickets may also be used as learning moments. Any future recognition or incentive tied to ticket outcomes will be governed by a separate, written incentive program — no token, reward, or redemption value is promised by this policy, and any reference to future incentive models is aspirational only.

4.4 All systems, projects, and decisions are subject to internal review through the Bullshit Lens:

• Does it serve people?
• Does it respect the planet?
• Does it return value transparently?
• Would we be proud to explain this decision publicly?
• If the answer is "no" — scrap it or fix it.

4.5 Where context or conflict is unclear, an Internal Ethics Review is available as a first step before any formal process.

5 · ENFORCEMENT

5.1 This policy is enforceable against employees and team members of the Company. External partners are accountable only to the extent this policy (or its standards) is incorporated into a signed contract.

5.2 Repeated or serious breaches may result in progressive disciplinary action up to and including termination of employment, in accordance with the Company's termination procedures and applicable New Brunswick law. Enforcement is conducted through documented internal processes — reviews, warnings, and corrective plans — with procedural fairness, including the right to be heard and the right to context.

5.3 The Company does not publish, threaten to publish, or publicly identify individuals in connection with policy breaches. Enforcement is an internal matter.

6 · CLOSING WORD