Innovasea Employee Handbook 2021

Employee Handbook
November 2019
Copyright and proprietary to Innovasea Systems, Inc. 2019

Employee Guide March 2019 i
© 2019 Innovasea. All rights reserved. The information contained herein

includes information which is confidential and proprietary to Innovasea
and may not be used or disclosed without prior written consent of
Innovasea.

Message from the CEO
Welcome Aboard!
We are pleased to present this Employee Handbook to all

Innovasea employees. It will serve to acquaint you with our
policies, procedures, and benefit programs. Additional
information is available from your supervisor, or from training you
will receive during your employment.
Innovasea is enabling the sustainable use of our ocean and

freshwater ecosystems. By working at Innovasea, you have
chosen to advance your career with an industry leader. The success of the
Company in the past and in the future is based on quality products and service to
our customers. Quality products can only be made by people like you who take pride
in their work and in the company with which they are associated.
We are committed to promoting the welfare of our employees, and strive to award
employee contributions in many ways, including competitive compensation, career
opportunity, and training. In addition to your pay, Innovasea provides a
comprehensive program of employee benefits. All these programs are described in
this Handbook and your individual supervisor will be happy to answer any questions
you may have regarding its contents.
We would like to take this opportunity to offer our best wishes for your personal
success at Innovasea.
Sincerely,
David P. Kelly
CEO
Innovasea

Table of Contents
1 About Innovasea ................................................................................................. 1

1.1 History ................................................................................................................ 1
1.2 Business Compass ............................................................................................. 2
1.3 Core Values ........................................................................................................ 3
1.4 Transformational Leadership............................................................................... 4
1.5 Equal Opportunity ............................................................................................... 5
1.6 Recruitment ........................................................................................................ 5
2 Code of Conduct and Ethics.............................................................................. 6

2.1 Complying with the Law ...................................................................................... 6
2.2 Open Door Policy ................................................................................................ 6
2.3 Zero Tolerance for Retaliation ............................................................................. 7
2.4 Violence in the Workplace ................................................................................... 7
2.5 Conflicts of Interest ............................................................................................. 7
2.6 Relationships in the Workplace ........................................................................... 8
2.7 Demonstrating Personal Integrity ........................................................................ 8
2.8 Irregular Business Conduct ................................................................................. 8
2.9 Whistleblower ..................................................................................................... 9
2.10 Cooperating with Audits and Investigations ......................................................... 9
3 Workplace Guidelines and Practices .............................................................. 10

3.1 Safety ................................................................................................................ 10
3.2 Workplace Injuries and Incidents........................................................................10
3.3 Respectful Workplace Policy ..............................................................................11
3.4 Alcohol, Drugs and Cannabis .............................................................................13
3.5 Professional Development .................................................................................14
3.6 Media Relations ................................................................................................ 14
3.7 Social Media ...................................................................................................... 15
4 Employment ...................................................................................................... 16
4.1 Duties and Responsibilities ................................................................................16
4.2 Time and Attention ............................................................................................. 16
4.3 Expenses ........................................................................................................... 16
4.4 Hours of Work .................................................................................................... 16
4.5 Remuneration .................................................................................................... 17
4.6 Vacation ............................................................................................................. 17
4.7 Float Days.......................................................................................................... 17
4.8 Holidays ............................................................................................................. 18
5 Sick Days .......................................................................................................... 19

5.1 Medical Appointments ........................................................................................ 19
5.2 Leave of Absence (LOA) ....................................................................................19
5.3 Bereavement Leave ........................................................................................... 19

5.4 Jury Duty............................................................................................................ 20

5.5 Medical Benefits................................................................................................. 20
5.6 Retirement ......................................................................................................... 20
Appendix A: Employee Handbook Acknowledgement Form ............................. 21
Appendix B: Jurisdictional Variances.................................................................. 23
1 United States..................................................................................................... 24
1.1 Employment ....................................................................................................... 24
1.2 Holidays and Float Days ....................................................................................24
1.3 Employments Standards ....................................................................................24
1.4 Other Jurisdictional Variances ...........................................................................24
2 Canada .............................................................................................................. 25
2.1 Holidays and Float Days .................................................................................... 25
2.2 Employment Standards ......................................................................................25
2.3 Other Jurisdictional Variances ...........................................................................25
3 Norway .............................................................................................................. 26
3.1 Holidays and Float Day ...................................................................................... 26
3.3 Jurisdictional Variances .....................................................................................26
4 Australia ............................................................................................................ 27
4.1 Holiday and Float Days ...................................................................................... 27
4.3 Jurisdictional Variances ..................................................................................... 27
5 Germany ............................................................................................................ 28
5.1 Holiday and Float Day ........................................................................................ 28
5.3 Jurisdictional Variances .....................................................................................28

Employee Guide March 2019 1
1 About Innovasea
The purpose of this Employee Handbook is to bring together in a convenient place a

summary of policies and practices that affect employees. We request that employees
read this handbook, become familiar with its content, and acknowledge that they have
read it (See Appendix A). Employees should be comfortable referring to the handbook
whenever a question arises. However, the handbook will not answer all the questions
employees may have about company policies or benefits. If the handbook does not
answer any of your questions, please contact your Manager or Human Resources for
assistance.
So that all employees are subject to the same policies and practices, where possible the
content of the employee handbook has been made consistent across all locations.
Unfortunately, due to local jurisdictional requirements, consistency across all policies
and practices benefits is not possible. When this is the case specific, jurisdictional
requirements can be found in Appendix B.
1.1 History
We are proud of our long history of developing technologies and solutions that allow our
oceans and freshwater ecosystems to thrive. Since our founding in 2015 with the
merger of OceanSpar and Ocean Farm Technologies, Innovasea has helped our clients
to solve even the toughest problems in the harshest water environments. Majority
owned by Cuna Del Mar, an investment fund focused on producing a diverse supply of
healthy, wholesome seafood, Innovasea is helping to optimize the performance of our
partner’s use and conservation of our oceans and waterways.
Before becoming part of Innovasea, OceanSpar focused on creating solutions for

responsible seafood production with advanced design net pen platforms that performed
in the open ocean. Ocean Farm Technologies was recognized by the aquaculture
industry for its innovative technology such as the Aquapod™, a unique containment
system for open ocean aquaculture.
Innovasea’s core focus is innovation, and we strive to be a trusted source of

underwater data, information, knowledge, insights, and technology. Whether our
employees support clients in aquaculture or aquatic-species research, we are setting
the stage for the next generation of breakthrough products and solutions. We challenge
existing brands with cutting-edge solutions that support our clients in their goals to
provide a sustainable food supply for a growing population while reducing the
environmental impact of human activity.
To deliver the best possible solution to our clients, we have recently welcomed new
organizations to Innovasea that supplement our integrated business model:

• Canada based Amirix Systems Inc. (Amirix), a leading developer of underwater

acoustic telemetry monitoring and tracking systems, which included three brands:
VEMCO, realtime aquaculture and HTI.
• Water Management Technologies (WMT), a leader in flow-through and RAS

technology with expertise in both freshwater and saltwater systems, which added
nursery/hatchery solutions to our open ocean grow-out platforms.
• Nortek Akvakultur, a leader in providing high quality environmental data to the

aquaculture industry in the Norwegian market. Subsequent to the acquisition, the
company name was changed to Innovasea Akvakultur.
Innovasea has four business areas:
• Fish Tracking (providing fish tracking and monitoring solutions)
• Farm Systems (providing open ocean aquaculture farm systems)
• Instrumentation (providing aquaculture real time environmental monitoring solutions)
• Land Systems (providing effluent and complete recirculating aquaculture systems)
Innovasea’s head office is in Boston Massachusetts and we have operations in the

following locations:
• Halifax, Nova Scotia
• Seattle, Washington
• Belfast, Maine
• Baton Rouge, Louisiana
• Bergen, Norway
• Hobart, Australia
• Cologne, Germany
• Puerto Varas, Chile
You can learn more about Innovasea by visiting www.innovasea.com
1.2 Business Compass
Our operations are guided by our business compass which encapsulates our core
purpose, envisioned future, and values.

At Innovasea, we pride ourselves on having a highly skilled and motivated team of

employees who are strongly committed to our success and future direction.
We are a dynamic organization that encourages our employees’ individual and

professional development. A career with Innovasea means an exciting future filled with
possibilities. Our employees have a positive attitude, a passion to work as a team, and a
desire to make a difference.
Our Core Purpose
Enabling sustainable use of our ocean and freshwater ecosystems.
Our Envisioned Future
We are the leading innovator and trusted source of underwater data, information,
knowledge, insights, and technology.
We create relationships that optimize the knowledge, ecosystem sustainability and

performance of our partner’s use and conservation of our oceans and waterways.
1.3 Core Values
Our organization's workplace values set the tone for our company's culture, and they
identify what our organization, cares about. Our workplace values are the guiding
principles that are most important about the way we work. We use these deeply held
principles to choose between right and wrong ways of working, and they help us make
important decisions and career choices.
When this happens, people understand one another, everyone does the right things for
the right reasons, and this common purpose and understanding helps people build great
working relationships. Value alignment helps the organization achieve its core mission.
We all share the same values.
• Innovation
• Authenticity

• Commitment
• Teamwork & Collaboration
• Stewardship
Innovation enables us to advance the state of the art and achieve our goals. We are a
learning organization focused on implementing new ideas.
Our authenticity helps the organization succeed. Through our authenticity we make
values-based decisions while respecting diverse options, cultivating trust, and acting
with humility and empathy.
Our commitments transform promises into reality.
Teamwork and collaboration drive healthy and productive relationships with all
stakeholders to deliver better solutions.
Stewardship, we are passionate about making a difference for people and our planet.
1.4 Transformational Leadership
In addition to our values, we also practice Transformational Leadership. All employees

will lead and work with Transformational Leadership initiatives. This will transition our
organization to produce unprecedented results in our multinational business units.
Using leadership language, tools and practices transforms how employees observe our
environment, effectively allowing employees to see new possibilities and make
commitments that result in breakthrough performance and the transformation of our
company.
As part of our efforts to integrate and grow the Innovasea organization, we have created
and started an initiative that we call Creating the Future/Transformational Leadership.
Creating the Future is a significant undertaking that will allow us to:
• Create new ways of working together

• Align us around a common language of performance and common goals to drive our
business forward
• Create an exceptional workplace and customer experience
• Unlock and fully utilize the talent on our team
In keeping with this objective, we will invite you to take part in training sessions -
Creating the Future/Transformational Leadership.

1.5 Equal Opportunity
Innovasea is committed to providing equal employment opportunities to qualified

persons regardless of any protected characteristic or classification. It is company policy
that we offer employment opportunities without regard to race, national or ethnic origin,
color, religion, age, sex, marital status, family status, disability, or sexual orientation.
This policy applies to recruiting, hiring, promotions, layoffs, compensation, benefits,
terminations and all other privileges, terms, and conditions of employment.
1.6 Recruitment
Our ability to recruit and retain quality staff is vital to our success. All employees are
encouraged to play an active role in the recruiting process by providing input on suitable
candidates for employment.
We encourage employees to apply for positions that they are qualified for. To secure the
best talent, we believe in a comprehensive recruitment process which involves
considering both internal and external candidates.

2 Code of Conduct and Ethics
Innovasea is committed to conducting its affairs to the highest standards of ethics,

integrity, honesty, fairness, and professionalism in every respect, without exception.
Safeguarding this reputation is the responsibility of every Innovasea employee and is
key to our continued growth as an organization.
While reaching our business goals is critical to our success, equally important is the way
we achieve them. All employees of Innovasea are expected to observe basic rules of
personal conduct and ethics. This applies at all levels of the organization, from major
decisions made by the Board of Directors to day-to-day transactions.
The Code of Conduct and Ethics is our roadmap to maintaining our reputation and
ensuring an inclusive and safe workplace for all employees. Failure to follow the
provisions of this Code can lead to discipline, up to and including termination.
2.1 Complying with the Law
We have operations in countries around the world, and our employees are citizens of
these various countries. As a result, our operations are subject to a diverse set of local
laws and cultures.
Employees are expected to comply with all applicable laws and regulations. If local law
ever conflicts with our Code of Conduct, seek the guidance of your Manager or other
appropriate contact.
Employees are expected to report suspected or observed violations of the Code of

Conduct, Company Policies or applicable laws and regulations to company
management.
2.2 Open Door Policy
Innovasea strives to have an effective working environment for all employees. If you are
experiencing a challenge in the workplace, we believe that it can often be resolved by
asking clarifying questions and having an open discussion with the other employees
involved.
Employees each have a right and responsibility to ask questions about anything in the
workplace that is unclear. The Innovasea Open Door Policy provides you access to two-
way, honest and respectful communications. We want you to feel comfortable and
encourage you to approach your immediate Manager, or Human Resources, or any
other senior leader in the Company to discuss issues that are not clear to you.

This Policy is intended to create an atmosphere that encourages you to voice your
concerns, express doubts, discuss problems, ask questions, make observations,
and offer suggestions about workplace issues.
2.3 Zero Tolerance for Retaliation
If you suspect wrongdoing, including violations of this Code, Company Policies, or the
law, report it immediately to your immediate Manager or Human Resources. Retaliation
against anyone who reports a good faith concern is prohibited and will not be tolerated.
Good faith means that your concern is honest and accurate to your knowledge,
regardless of whether it is discovered later that you were mistaken. Allegations made
maliciously in bad faith may be subject to disciplinary action.
2.4 Violence in the Workplace
We have a zero-tolerance policy for actions that threaten our employees, customers,
suppliers, visitors, or property. Examples of threatening actions include physical
assaults or the intentional destruction of Innovasea property or products.
If you observe a situation that could become potentially violent, report it to your
immediate Manager and Human Resources.
2.5 Conflicts of Interest
You have a responsibility to make decisions based on the interests of Innovasea without
regard to how they might benefit you. A conflict can occur when your private or
professional interests interfere in any way – or even appear to interfere – with the
interests of the Company. Even if you did not intend for your actions to create a conflict,
the perception of a conflict by others can be just as damaging to you or Innovasea.
Be on the lookout for situations that may create the appearance of a conflict and avoid
them whenever possible.
It is your responsibility to tell your immediate Manager about situations when a conflict
of interest may exist or could be created.

2.6 Relationships in the Workplace
We must not give or receive any special consideration relating to employment or

conditions of employment to or from relatives and people with whom we share a close
personal relationship.
Relatives and people, we share close personal relationships may work in positions that
create actual, potential, or perceived conflicts of interest. For example, such conflicts
of interest may be created where two positions serve as controls for each other, where
there is a direct reporting relationship between them, or where either one has the
authority to influence, directly or indirectly, any term or condition of employment of the
other.
Our business decisions must be based on sound ethical business and management
practices, and not influenced by personal concerns. For situations in which actual,
potential, or perceived conflicts of interest are present, appropriate mitigations will
be identified and put in place. Such situations require management approval.
2.7 Demonstrating Personal Integrity
Integrity is one of the fundamental aspects of the Company code of conduct that we
seek in our employees. Integrity is the foundation on which coworkers build
relationships, trust, and effective interpersonal relationships. We expect employees to
demonstrate sound moral and ethical principles at work.
2.8 Irregular Business Conduct
Irregular business conduct (which includes any criminal, fraudulent or illegal conduct,
any impropriety, lack of professional responsibility or dishonesty) will not be tolerated
under any circumstances.
Irregular business conduct may cause unfair outcomes to customers or leading to loss
of reputation, regulatory action, or other potential adverse impact to Innovasea. Such
conduct is subject to internal disciplinary action up to and including termination of
employment, and may lead to criminal prosecution, regulatory action, or civil suit.
Examples of irregular business conduct include the following:
• Anti- Competitive Behavior

Negotiating an agreement or arrangement with a competitor to fix prices (interest
rates, fees etc.).
• Bribery and Corruption

Soliciting anything of value for ourselves.

• Forgery, Falsifying Accounts, Documents and Records

Improperly creating, reproducing, or falsifying a signature or initials, or
otherwise creating or knowingly relying on a false document.
• Sales Practice Misconduct

Increasing performance results by misleading customers.
• Theft and Fraud

Innovasea will take all reasonable and appropriate steps to prevent, detect, and
deter any acts of theft and fraud.
2.9 Whistleblower
The whistleblower policy is intended to provide a mechanism for the confidential

reporting of illegal activity or the misuse of Innovasea’s assets, while protecting the
employees who make such reports from retaliation.
To help us deliver this commitment, Innovasea ensures there is a confidential

communication option for anyone to submit concerns regarding ethical, legal, or
accounting matters without fear of repercussions; or to submit allegations of retaliation
for having reported matters in good faith. The confidential communication channel is
adhered to by reporting directly to Human Resources who will not share your identity
without your permission. In addition, if an employee so wishes they may report in good
faith to the CEO, President or CFO of Innovasea.
2.10 Cooperating with Audits and Investigations
Employees are required to fully cooperate with any audits or investigations which
Innovasea may conduct in ensuring the compliance with the code of conduct.
Further, employees must not in any way obstruct, hinder, or delay any internal
investigation. The obligation to cooperate may extend to providing truthful information
pursuant to, or in the defense or prosecution of, legal proceedings and investigations
involving Innovasea, its customers or employees.

3 Workplace Guidelines and Practices
3.1 Safety
Health and Safety are a shared responsibility. Employees at all levels of the
organization are responsible and accountable to:
• Perform work safely

• Identify and report hazards
• Take whatever measures necessary and reasonable in the circumstances to protect
and promote health and safety
The management of Innovasea is committed to providing a strong occupational health

and safety system that protects staff, property and the public from injuries and ill health.
Management is committed to working in a spirit of consultation and cooperation directly

with employees to provide a safe and healthy work environment, such as through Health
and Safety Committees.
Innovasea holds all levels of management responsible for implementing this policy and
for implementing, maintaining, and continuously improving an occupational health and
safety program specific to each jurisdictional location. Furthermore, management is
responsible for ensuring that the organization is following the Occupational Health and
Safety Acts and regulations specific to the countries, we operate in.
3.2 Workplace Injuries and Incidents
All employees are covered by Worker’s Compensation program specific to the

applicable country legislation.
Employees are required to advise their Manager and complete an incident report within
24 hours for all on the job incidents, whether they require treatment or not. Innovasea
will work with employees who are unable to perform their regular duties due to an illness
or injury to develop a plan for modified duties. The duties will be determined by job and
physical requirements of the position and relevant medical information.
The modified duties will be flexible to accommodate a variety of different situation

including work and non-work-related injuries.

The goal is to assist employees in their recovery and at the same time help employees
return to work. As such, Innovasea expects employees to cooperate with return-to-
work options. If the employee refuses to cooperate without a valid reason, Innovasea
may reduce or suspend the compensation benefit.
3.3 Respectful Workplace Policy
Innovasea supports a respectful workplace and is committed to providing our employees

with a positive, safe, and healthy work environment that is free from discrimination and
harassment.
The purpose of this policy is to set out the responsibilities of Innovasea and all
employees (including managers) to ensure we maintain a work environment that is
free from all types of discrimination and harassment.
This policy applies to all employees of Innovasea. This policy applies to any conduct
that affects or is related to your employment whether it occurs at work or during working
hours.
For the purposes of this policy: “Discrimination” means an intentional or unintentional

distinction that has the effect of imposing a burden, obligation, or disadvantage on a
person, or that limits a person’s access to opportunities, benefits, and advantages,
including but not limited to one of the following personal characteristics:
• Age
• Race
• Ethnic, aboriginal, or national origin
• Color
• Religion or creed
• Disability, mental or physical
• Marital or family status
• Gender identity or gender expression
• Sexual orientation
• Sex
• Political belief or activity
“Harassment” is a form of discrimination. It means comments or conduct that a person

knows, or reasonably ought to know, is unwelcome, based on one of the personal
characteristics listed above. In this policy, harassment includes retaliation in any form
against a person for:
• Invoking this policy on behalf of him/herself or another

• Participating or co-operating in an investigation under this policy
• Associating with a person who participates in any procedure under this policy

In this policy, harassment does not include:
• Proper exercise of supervisory and management responsibilities, such as work

delegation and discipline
• Mutually consensual relationships or normal social contact.
Discrimination and/or harassment may be verbal, physical, or visual and may involve an
explicit or an implied threat or be perceived as a condition of employment. The following
is a non-exhaustive list of conduct that may be discriminatory or harassing in nature:
• Unwelcome remarks, jokes, innuendo, gestures, leering or taunting about a person’s

personal characteristics
• Posting or circulating offensive visual materials
• Unwelcome invitations or requests, or demands for sexual favors, whether implicit or
explicit
• Unnecessary physical contact such as touching, patting, pinching, punching, up to
and including physical or sexual assault
Innovasea does not and will not tolerate discrimination or harassment in the workplace.
Innovasea is committed to the following:
• Innovasea will not engage in or tolerate discrimination or harassment in its

workplace in any form
• Innovasea will reasonably accommodate qualified people
• Innovasea expects all employees to:
o Treat others with courtesy and respect
o Discourage discrimination and harassment
o Co-operate with Innovasea in implementing this policy, including in any
investigation under this policy
In the event of any alleged or perceived discrimination or harassment, Innovasea

encourages all employees to do any or all the following:
• Confront: Make the person aware of your discomfort with the conduct; clearly
identify the specific conduct and tell the person it should stop immediately.
• Record: Write down as much detail as you can about any incidents, including a
description of what happened, the date, time and place and the names of any
witnesses.
• Report: Promptly report the incident(s) to your immediate Manager, any other
Manager, Human Resources, or who you feel comfortable speaking with and
provide any written record you have made.

When a complaint is reported, Innovasea will:
• Investigate all complaints promptly and thoroughly

• Maintain confidentiality to the extent it is possible
• Attempt to resolve complaints informally if appropriate; and take the appropriate
corrective measures
Employees also have the right to lodge a complaint with the applicable Human Rights
bodies in the various countries that Innovasea operates in.
Any employee who violates this policy or as a supervisor or manager knowingly allows a
violation of this policy to continue will be subject to appropriate discipline or corrective
action which may include termination of his or her employment or other relationship with
Innovasea.
3.4 Alcohol, Drugs and Cannabis
Innovasea has a duty to provide a safe work environment and take all reasonable
precautions to protect the health and safety of employees and others in the workplace.
We recognize that the use of illicit drugs and the inappropriate use of alcohol, cannabis
and medication can adversely affect job performance, the work environment and the
safety of our employees, contractors, and the public.
This policy and its related practices apply to all employees when they are engaged in
company business, working on or off company premises, and when driving company
vehicles.
To minimize the risk of unsafe and unsatisfactory performance due to alcohol, cannabis,
or other drugs, employees are expected to report fit for duty and remain fit for duty
throughout their workday or shift and when on scheduled call.

The following are expressly prohibited while on company business or premises:
• The use, possession, distribution, offering for sale of illicit drugs or illicit drug
paraphernalia
• The unauthorized use, possession, distribution, offering for sale of beverage alcohol
or cannabis
• Possession of prescribed medications not authorized for personal use
• Being unfit for work because of impairment relating to drugs, cannabis or alcohol or
the misuse of drugs, by persons in positions that the Company has deemed to be
safety-sensitive positions
• The misuse of alcohol, cannabis at any social functions on company property
• The intentional misuse of medications on company business or premises
Disciplinary action up to and including termination will be taken for violations of this
policy and its related practices.
3.5 Professional Development
Innovasea believes that professional development for employees is a key part of our
success. As a result, Innovasea has a commitment to learning and continued
professional development for all staff.
We are eager to learn new things and use that knowledge to continuously make our
business more competitive. We also recognize that knowledge is most valuable when
shared, both internally through our desire to learn and to mentor others; and with our
customers as embodied in the products and support that we provide.
The Company will assist full-time, regular employees in their professional development.
This support is not an employee entitlement, but a development option for eligible
employees, subject to an employee's performance, development needs, and available
funding. This is at the discretion of the employee’s Manager. In the case of resignations
from the Company any financial support provided may be required to be repaid to the
Company if the employee leaves within 2 years of the original reimbursement. No
reimbursement will be considered should an individual be under notice given to the
Company.
3.6 Media Relations
Employees may not release any information to the news media concerning company
activities, the Company’s position on public issues or the activities of other employees.
These and any other requests made by representatives of the news media must be
referred to the VP of Marketing, CEO or President.

3.7 Social Media
This policy provides guidance for employee use of social media, which should be
broadly understood for purposes of this policy to include blogs, wikis, microblogs,
message boards, chat rooms, electronic newsletters, online forums, social networking
sites, and other sites and services that permit users to share information with others in a
contemporaneous manner.
Procedures
The following principles apply to professional use of social media on behalf of

Innovasea as well as personal use of social media when referencing Innovasea.
• Employees should be aware of the effect their actions may have on their image, as
well as Innovasea’s image.
• Employees should be aware that Innovasea may observe content and information
made available by employees through social media. Employees should use their
best judgment in posting material ensuring that is appropriate and not harmful to
Innovasea, its employees, or customers.
• Although not an exclusive list, some specific examples of prohibited social media
conduct include posting commentary, content, or images that are defamatory,
pornographic, proprietary, harassing, libelous, or that can create a hostile work
environment.
• Employees are not to publish, post or release any company information that is
considered proprietary, strictly private, or not public.
• Social media networks, blogs and other types of online content sometimes generate
press and media attention or legal questions. Employees should refer these inquiries
to authorized Innovasea spokespersons.
• If employees encounter a situation while using social media that threatens to
become antagonistic, employees should disengage from the dialogue in a polite
manner and seek advice of a manager.
• Employees should get appropriate permission before referring to or posting images
of current or former employees, members, vendors, or suppliers. Additionally,
employees should get appropriate permission to use a third party's copyrights,
copyrighted material, trademarks, service marks or other intellectual property.
• Social media use shouldn't interfere with employee’s responsibilities at Innovasea.
• When using Innovasea’s computer systems, use of social media for business
purposes is allowed (ex: Facebook, Twitter, blogs, and LinkedIn), but personal use
of social media networks or personal blogging of online content is discouraged.

4 Employment
4.1 Duties and Responsibilities
The Employee will have duties and responsibilities as may be assigned by the
employee’s supervisor. The employee agrees to carry out such duties and
responsibilities in good faith and to the best of his/her ability during working hours.
4.2 Time and Attention
During employment with the Company, the employee will devote as much of the
employee’s time and attention as will be reasonably necessary to carry out the
employee’s duties and responsibilities.
4.3 Expenses
The employee may incur reasonable expenses necessary for the discharge of their
duties and responsibilities, subject to approval by the employee’s Manager. Expenses
will either be paid directly by the Company or reimbursed upon the employee submitting
an appropriate expense report.
4.4 Hours of Work
Innovasea works in a variety of jurisdictions and standard hours of work will vary by site,
location, and jurisdiction. Please consult with your applicable Manager to understand
your designated hours of work.
Employees may be required to work beyond standard hours. Payment for overtime
hours and time in lieu will be based on the statutory requirements of the jurisdictions in
which Innovasea operates and with pre-authorization that is mutually agreeable to the
employee and his/her immediate Manager.
In general, Innovasea offices do not close, unless it is a state of emergency, whereby

the government authorities prohibit travel and shut down services. Innovasea
recognizes that inclement weather and other emergencies can affect the employee's
ability to get to work. Employees should consider their situation when considering
coming to work. We recognize that employees may determine it is not safe to travel to
work. In these situations, the employee may work from home with the approval of their
Manager, use vacation time, or take time off without pay.

4.5 Remuneration
To retain and motivate our employees in the various jurisdictions in which we operate,
Innovasea strives to ensure that we provide competitive, appropriate, and fair
compensation. Base salary will be reviewed as a minimum on an annual basis.
4.6 Vacation
Employees will be entitled to paid vacation, during each year, subject to the Company’s
designated vacation entitlements or employment agreement. The vacation year covers
the calendar year from January 1st to December 31st.
Vacation is requested with the employee’s Manager. Vacation requires prior approval by
the employee’s Manager to ensure that vacations do not adversely affect the operation
of the Company.
Innovasea provides vacation time for employees to relax and balance work and outside
life. In general, vacation is to be taken in the vacation year in which it is earned.
Innovasea’s vacation entitlements are based on years of service and are as follows:
• 0 to 10 years - 15 days or 3 weeks

• 10 to 20+ years - 20 days or 4 weeks
Up to 5 vacation days can be carried over to be used in the following year. Any vacation
days greater than 5 days remaining at the end of each calendar year will be forfeited
and there is no payout option available.
The vacation policy applies to most employees however certain countries have specified
vacations that supersede this policy. Please refer to Appendix B - Jurisdictional
Differences for specifics.
4.7 Float Days
Employees are entitled to float days per year. Employees may use these days at any
time during the year over and above any vacation, such as a personal day, birthday, or
civic holiday.
Float days do not accrue under the employer's policy and are not paid out at
termination. Float Days cannot be carried over to next year.
Float days apply to most employees, however, please refer to Appendix B -

Jurisdictional Differences for specifics.

4.8 Holidays
Holidays vary by jurisdiction. Please refer to Appendix B - Jurisdictional Differences for

specifics.

5 Sick Days
The Company provides all employees with paid sick time to seek related aid,
treatment, or assistance. This can be due to their own illness or injury or preventive
care; to attend to the diagnosis, care, or treatment of an existing health condition or
preventive care for illnesses of their child, parent, spouse, registered domestic partner,
grandparents, grandchildren, or siblings; or if the employee is a victim of domestic
violence, stalking, or sexual assault.
The general policy is 5 sick days per calendar year, with a one-day carryover. Unused
sick time is not paid out.
Refer to Appendix B for any jurisdictional differences.
5.1 Medical Appointments
Time off to attend personal medical appointments is available. It is recommended that

the employee make the appointment early morning, end of day, evenings, or
weekends. Employees should attempt to schedule their appointments for times when
they’re not working. This minimizes disruption in the workplace.
However, it is recognized that employees are not always able to schedule appointments
outside of working hours. In those cases, an employee can use sick time or make up for
the time used for medical appointments.
5.2 Leave of Absence (LOA)
A leave of absence is applicable when the employee’s required time off is not covered
under their employer’s existing benefits. Depending on the type of leave, the employee
may be granted the time off with or without pay. Any LOA request will be reviewed and
assessed before leave is granted.
5.3 Bereavement Leave
We understand the deep impact death can have on an individual or a family and that
people are impacted differently. Based on the circumstances, employees will decide
with his or her Manager for a reasonable amount of paid leave for bereavement.
Employees can also use vacation, float days, or LOA unpaid days for any additional
amounts that may be required.

5.4 Jury Duty
If the employee is called to serve jury duty, they will be paid at their regular rate of pay.
Employees are required to furnish a written statement from the court showing the
number of days served as a juror.
5.5 Medical Benefits
Employees may participate in the Company’s group benefit plan in accordance with the
terms of the benefits plans as amended from time to time. Generally, the Company will
cost share the medical benefits.
Global Rescue+ provides additional benefits for employees with regular foreign travel.
This includes providing emergency evacuation, medical security, and travel risk
management service.
5.6 Retirement
Innovasea strives to make the transition from employment to retirement as smooth as

possible. This policy governs retirement procedures for all employees. Note that
Innovasea has no mandatory retirement age and retirement age refers to the age at
which we will support an employee to retire to be eligible for retirement options.
Employees are required to provide a notice of retirement to accommodate the transition

and knowledge transfer processes.
The notice must be made in writing and submitted to Human Resources and the
employee’s immediate Manager. It is the employee’s responsibility to provide notice of
their chosen date of retirement.

Appendix A:
Employee Handbook Acknowledgement Form

Appendix A: Employee Handbook Acknowledgement Form
All employees must read this Employee Handbook, then fill out and return this
portion within one week of employment.
This is to acknowledge that I have received a copy of the Employee Handbook and
understand that it contains important information on the Company's general personnel
policies and on privileges and obligations as an employee.
I acknowledge that I am expected to read, understand, and adhere to company policies and
will familiarize myself with the material in the Handbook.
I understand that I am governed by the contents of the Handbook. I also understand that
the Company may change, rescind, or add to any policies, benefits or practices described
in the Handbook from time to time in its sole and absolute discretion with or without prior
notice.
I understand that the Company will attempt to distribute such new policies or changes to me
in writing to be incorporated in this Handbook. When new policies are added, or existing
policies or procedures are changed, I understand that the most recent policies shall prevail
and will govern any new actions taken. I also understand that the statements contained in
this Handbook are not intended to create any contractual or other legal obligations.
Employee Signature
Employee Name (print)
Date

Appendix B:
Jurisdictional Variances

Appendix B: Jurisdictional Variances
1 United States
1.1 Employment
“At Will” Employment Status

All employment with Innovasea is “at will,” which means that either Innovasea or the
employee may terminate the employment relationship at any time, with or without cause,
with or without notice. In addition, employees may be demoted, their job duties may be
changed, or their benefits altered at any time, with or without cause, and with or without
notice. No one at Innovasea has the authority to enter into any agreement for
employment for a specified period, or to make any other representations or agreements
that are inconsistent with the “at will” status.
1.2 Holidays and Float Days
9 Holidays + 2 Float days = 11 days
Month Holiday Days

January New Year’s Day 1
February Presidents Day 1
May Memorial Day 1
July Independence Day 1
September Labor Day 1
October/November Thanksgiving 2
December Christmas 2
Sub Total 9
Annual Float Days 2
Total 11
1.3 Employments Standards
• Boston, Massachusetts
• Seattle, Washington
• Belfast, Maine
• Baton Rouge, Louisiana
1.4 Other Jurisdictional Variances
Please consult with your immediate Manager or Human Resources.

2 Canada
2.1 Holidays and Float Days
Month Holiday Nova British

Scotia Columbia
January New Year’s Day 1 1
February Family Day 1 1
March/April Good Friday 1 1
May Victoria Day - 1
July Canada Day 1 1
August B.C. Day - 1
September Labour Day 1 1
October Thanksgiving 1 1
November Remembrance Day 1 1
December Christmas Day 1 1
Boxing Day 1 -
Sub Total 9 10
Annual Float days 2 1
Total 11 11
2.2 Employment Standards
• Nova Scotia
• British Columbia
2.3 Other Jurisdictional Variances
Please consult with your immediate Manager, or Human Resources

3 Norway
3.1 Holidays and Float Day
Month Holiday Days

April Maundy Thursday 1
April Good Friday 1
April Easter Monday 1
May Labour Day 1
May Constitution Day 1
May Ascension Day 1
June Whit Day 1
December Christmas Day 1
December Second Day of Christmas 1
Sub - Total 10
Annual Float day 1
Total 11
• Norway
3.3 Jurisdictional Variances
Please consult with your immediate Manager, or Human Resources

4 Australia
4.1 Holiday and Float Days
9 Holidays + 2 Float Days = 11 days
Month Holiday Days

January Australia Day 1
March Eight Hours Day 1
April Good Friday 1
April ANZAC Day 1
June Queen’s Birthday 1
December Christmas Day/Boxing Day 2
Sub - Total 9
Annual Float Days 2
Total 11
• Australia
Please consult with your immediate VP of Sales, or Human Resources.

5 Germany
5.1 Holiday and Float Day
Month Holiday Days

April Good Friday 1
May Labour Day 1
May Ascension 1
June Whit Monday 1
October Day of Unity 1
December Christmas/Boxing Day 2
Sub Total 9
Annual Float Day 2
Total 11
• Germany

6 Chile
6.1 Holiday and Float Day
Month Holiday Days

April Good Friday 1
May Labour Day 1
May Navy Day 1
September Independence Day 1
October Race Day 1
November All Saints Day 1
December Immaculate Conception 2
day/Christmas Day
Sub Total 9
Annual Float Day 2
Total 11
• Chile: Employee rights | Chile | International | Tools | XpertHR.com

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Employee Handbook

Copyright and proprietary to Innovasea Systems, Inc. 2019

© 2019 Innovasea. All rights reserved. The information contained herein

Copyright and proprietary to Innovasea Systems, Inc. 2019

Message from the CEO

We are pleased to present this Employee Handbook to all

Innovasea is enabling the sustainable use of our ocean and

Copyright and proprietary to Innovasea Systems, Inc. 2019

1 About Innovasea ................................................................................................. 1

2 Code of Conduct and Ethics.............................................................................. 6

3 Workplace Guidelines and Practices .............................................................. 10

5 Sick Days .......................................................................................................... 19

Copyright and proprietary to Innovasea Systems, Inc. 2019

5.4 Jury Duty............................................................................................................ 20

Appendix A: Employee Handbook Acknowledgement Form ............................. 21

Appendix B: Jurisdictional Variances.................................................................. 23

Copyright and proprietary to Innovasea Systems, Inc. 2019

The purpose of this Employee Handbook is to bring together in a convenient place a

Before becoming part of Innovasea, OceanSpar focused on creating solutions for

Innovasea’s core focus is innovation, and we strive to be a trusted source of

Copyright and proprietary to Innovasea Systems, Inc. 2019

• Canada based Amirix Systems Inc. (Amirix), a leading developer of underwater

• Water Management Technologies (WMT), a leader in flow-through and RAS

• Nortek Akvakultur, a leader in providing high quality environmental data to the

Innovasea has four business areas:

• Fish Tracking (providing fish tracking and monitoring solutions)

• Farm Systems (providing open ocean aquaculture farm systems)

• Instrumentation (providing aquaculture real time environmental monitoring solutions)

• Land Systems (providing effluent and complete recirculating aquaculture systems)

Innovasea’s head office is in Boston Massachusetts and we have operations in the

• Halifax, Nova Scotia

• Baton Rouge, Louisiana

• Puerto Varas, Chile

You can learn more about Innovasea by visiting www.innovasea.com

1.2 Business Compass

Copyright and proprietary to Innovasea Systems, Inc. 2019

At Innovasea, we pride ourselves on having a highly skilled and motivated team of

We are a dynamic organization that encourages our employees’ individual and

Our Core Purpose

Enabling sustainable use of our ocean and freshwater ecosystems.

Our Envisioned Future

We create relationships that optimize the knowledge, ecosystem sustainability and

1.3 Core Values

Copyright and proprietary to Innovasea Systems, Inc. 2019

Our commitments transform promises into reality.

1.4 Transformational Leadership

In addition to our values, we also practice Transformational Leadership. All employees

Creating the Future is a significant undertaking that will allow us to:

• Create new ways of working together

Copyright and proprietary to Innovasea Systems, Inc. 2019

1.5 Equal Opportunity

Innovasea is committed to providing equal employment opportunities to qualified

Copyright and proprietary to Innovasea Systems, Inc. 2019

2 Code of Conduct and Ethics

Innovasea is committed to conducting its affairs to the highest standards of ethics,

2.1 Complying with the Law

Employees are expected to report suspected or observed violations of the Code of

2.2 Open Door Policy

Copyright and proprietary to Innovasea Systems, Inc. 2019

2.3 Zero Tolerance for Retaliation