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CODE OF BUSINESS CONDUCT
This Code of Business Conduct
and Ethics ("Code") is intended to document the principles of conduct and ethics to be followed by the employees, officers
(including, without limitation, the Chief Executive Officer, Chief Financial Officer and other high ranking financial officers)
and directors of Aurora Cannabis Inc. and its subsidiaries (collectively, the "Company"). The purpose of the Code is
The Company will expect
all its employees, officers and directors to comply and act in accordance, at all
times, with the principles stated above and the more detailed provisions provided hereinafter. Violations of this Code by an employee
or officer or director are grounds for disciplinary action up to and including immediate termination of employment, officership
A Non-discriminatory Environment
The Company (and its subsidiaries
and affiliates) fosters a work environment in which all individuals are treated with respect and dignity. The Company is an equal
opportunity employer and does not discriminate against employees, officers, directors or potential employees, officers or directors
on the basis of race, color, region, sex, national origin, age, sexual orientation or disability or any other category protected
by Canadian federal and provincial laws and regulations and, in addition, in accordance with the laws or regulations applicable
in the jurisdiction where such employees, officers or directors are located. The Company will make reasonable accommodations for
its employees in compliance with applicable laws and regulations. The Company is committed to actions and policies to assure fair
employment, including equal treatment in hiring, promotion, training, compensation, termination and corrective action and will
not tolerate discrimination by its employees and agents.
Harassment-Free Workplace
The Company will not tolerate harassment of its employees,
customers or suppliers in any form.
Sexual harassment is illegal
and all employees, officers and directors are prohibited from engaging in any form of sexually harassing behaviour. Sexual harassment
means unwelcome sexual conduct, either visual, verbal or physical, and may include, but is not limited to, unwanted sexual advances,
unwanted touching and suggestive touching, language of a sexual nature, telling sexual jokes, innuendoes, suggestions, suggestive
looks and displaying sexually suggestive visual materials.
The Company is committed
to maintaining a safe and healthy work environment free of substance abuse. Employees, officers and directors are expected to perform
their responsibilities in a professional manner and, to the degree that job performance or judgment may be hindered, be free from
the effects of drugs and/or alcohol.
The workplace must be free
from violent behaviour. Threatening, intimidating or aggressive behaviour, as well as bullying, subjecting to ridicule or other
similar behaviour toward fellow employees or others in the workplace will not be tolerated.
Employment of Family Members
Employment of more than
one family member at a Company office or other premises is permissible but the direct supervision of one family member by another
is not permitted unless otherwise authorized by the Chair of the Company's Audit Committee. Except for summer and co-op students,
indirect supervision of a family member by another is also discouraged and requires
the prior approval of the Chair of the Company's Audit Committee. If allowed, any personnel actions affecting that employee
must also be reviewed and endorsed by the forenamed executive.
ENVIRONMENT, HEALTH AND
The Company is committed
to sound environmental management. It is the intent of the Company to conduct itself in partnership with the environment and community
at large as a responsible and caring corporate citizen. The Company is committed to managing all phases
of its business in a manner that minimizes any adverse effects of its operations on the environment.
The Company is committed
to providing a healthy and safe workplace in compliance with applicable laws, rules and regulations. Employees must be aware of
the safety issues and policies that affect their job, other employees and the community in general. Managers, upon learning of
any circumstance affecting the health and safety of the workplace or the community, must act immediately to address the situation.
Employees must immediately advise their managers of any workplace injury or any circumstance presenting a dangerous situation to
them, other co-workers or the community in general, so that timely corrective action can be taken.
THIRD PARTY RELATIONSHIPS
Conflict of Interest
Employees, officers and directors
are required to act with honesty and integrity and to avoid any relationship or activity that might create, or appear to create,
a conflict between their personal interests and the interests of the Company. Employees must disclose promptly in writing possible
conflicts of interest to their manager, or if the manager is involved in the conflict of interest, to the Chair of the Company's
Audit Committee. Officers and directors should disclose, in writing, any perceived conflicts to the Chair of the Audit Committee.
Conflicts of interest arise
where an individual's position or responsibilities with the Company present an opportunity for personal gain apart from the
normal rewards of employment, officership or directorship, to the detriment of the Company. They also arise where a director's,
officer's or employee's personal interests are inconsistent with those of the Company and create conflicting loyalties.
Such conflicting loyalties can cause a director, officer or employee to give preference to personal interests in situations where
corporate responsibilities should come first. Directors, officers and employees shall perform the responsibilities of their positions
on the basis of what is in the best interests of the Company and free from the influence of personal considerations and relationships.
Directors, officers and
employees shall not acquire any property, security or any business interest which they know that the Company is interested in acquiring.
Moreover, based on such advance information, directors, officers and employees shall not acquire any property, security or business
interests for speculation or investment.
Gifts and Entertainment
and directors or their immediate families shall not use their position with the Company to solicit any cash, gifts or free services
from any Company customer, supplier or contractor for their or their immediate family's or friend's personal benefit.
Gifts or entertainment from others should not be accepted if they could be reasonably considered to be extravagant for the employee,
officer or director who receives it, or otherwise improperly influence the Company's business relationship with or create
obligation to a customer,
supplier or contractor. The following are guidelines regarding gifts and entertainment:
Competitive Practices
The Company firmly believes
that fair competition is fundamental to the continuation of the free enterprise system. The Company complies with and supports
laws of all which prohibit restraints of trade, unfair practices, or abuse of economic power.
The Company will not enter
into arrangements that unlawfully restrict its ability to compete with other businesses, or the ability of any other business organization
to compete freely with the Company. The Company's policy also prohibits employees, officers and directors from entering into
or discussing any unlawful arrangement or understanding that may result in unfair business practices or anticompetitive behaviour.
Supplier and Contractor Relationships
The Company selects its
suppliers and contractors in a non-discriminatory manner based on the quality, price, service, delivery and supply of goods and
services. Your decision must never be based on personal interests or the interests of family members or friends.
Employees must inform their
managers, and officers and directors must inform the Chair of the Audit Committee, of any relationships that appear to create a
conflict of interest.
Investor Relations department is responsible for all public relations, including all contact with the media. Unless you are specifically
authorized to represent the Company to the media, you may not respond to inquiries or requests for information. This includes newspapers,
magazines, trade publications, radio and television as well as any other external sources requesting information about the Company.
Employees must be careful
not to disclose confidential, personal or business information through public or casual discussions to the media or others.
Employees must read and comply
with the Company's Disclosure, Trading and Confidentiality Policy.
Government Relations