Code of Conduct

Read and print out the code of conduct from this .pdf.


Destiny Media Technology's ("DESTINY") reputation depends on the conduct of its employees,
officers and directors who have an obligation to DESTINY and its shareholders to act in a
responsible, moral and ethical manner when representing DESTINY and conducting DESTINY
business. This Code of Conduct covers a wide range of business practices and procedures and
applies to DESTINY and its subsidiaries and contains guidelines that supplement all other
DESTINY policies and procedures as exist from time to time.

This Code of Conduct does not cover every issue that may arise, but it sets out important
principles that should guide all DESTINY employees. The Code of Conduct should also be
provided to and followed by DESTINY's agents and representatives, including subcontractors,
consultants and independent contractors and others conducting business on behalf of DESTINY.
The purpose of the Code of Conduct is to promote:

• Honest and ethical conduct, including properly addressing actual or apparent conflicts of
interest between personal and professional relationships;
• Compliance with applicable governmental laws and regulations;
• Full, fair, accurate, timely and understandable disclosure in DESTINY's annual and
quarterly reports and in other public communications made by DESTINY; and
• Prompt internal reporting to an appropriate person or persons of violations of this Code of
Conduct and underlying DESTINY policies and procedures and standards that are
incorporated into this Code of Conduct.


DESTINY requires that all employees, officers and directors obey the laws, rules and regulations
applicable to DESTINY in the cities, states and countries where DESTINY does business. You
are expected to use good judgment and common sense in seeking to comply with all applicable
laws, rules and regulations and to ask for advice when you are uncertain about them.


DESTINY employees, officers and directors have an obligation to conduct business in a manner
that prevents actual or potential conflicts of interest between personal and professional
relationships. DESTINY recognizes that investors are harmed when the real or apparent private
interests of a director, officer or employee is in conflict with DESTINY's interests. An actual or
potential conflict of interest occurs when an employee, officer or director is in a position to
influence a decision that may result in a personal gain (kickback, bribe, substantial gift or special
consideration) for the employee, a relative or close associate, or when someone receives
improper personal benefits as a result of his or her position with DESTINY.
A conflict situation can arise when an employee, officer or director takes actions or has interests
that may make it difficult to perform his or her duties objectively and effectively. If a DESTINY
employee works simultaneously for a competitor, customer or supplier, a conflict of interest will
likely be present. The best policy is to avoid any direct or indirect business connection with our
customers, suppliers or competitors, except on DESTINY's behalf. Conflict of interest situations
may not always be clearly defined, so if you have a question you should consult with
DESTINY's Compliance Officer. Any employee, officer or director who becomes aware of a
conflict of interest or potential conflict of interest should bring it to the attention of a supervisor,
manager or DESTINY's Compliance Officer.


No gifts or gratuities should be given to or accepted by DESTINY employees from a customer,
vendor, dealer, supplier, the media, shareholders or any organization doing business with
DESTINY which could, in any way, be construed as influencing or rewarding a particular course
of action. Generally speaking, any gift or gratuity which has more than a nominal value or
which is not related to a normal sales promotion should not be accepted or given. Relationships
with suppliers must be based entirely on sound business decisions and fair dealings.
In short, gifts and entertainment can create a "conflict of interest" that may harm the interests of

Bribes and kickbacks are criminal acts, strictly prohibited by law. You must not offer, give,
solicit or receive any form of bribe or kickback anywhere in the world. Any DESTINY
employee or associate who pays or receives bribes or kickbacks will be immediately terminated
and reported to the appropriate authorities.


Employees, officers and directors are prohibited from taking for themselves personal
opportunities that are discovered through the use of corporate property, information or position
without the consent of the DESTINY Board of Directors. No employee may use corporate
property, information or position for improper personal gain, and no employee may compete
with DESTINY directly or indirectly.


All employees should endeavor to protect DESTINY's assets and ensure their efficient use.
Theft, carelessness and waste have a direct impact on DESTINY's profitability. Any suspected
incident of fraud or theft should be immediately reported for investigation. DESTINY
equipment should not be used for non-DESTINY related business, though incidental personal
use may be permitted.

The obligation of DESTINY employees to protect DESTINY's assets includes proprietary and/or
confidential information. Confidential information includes intellectual property such as trade
secrets, patents, trademarks and copyrights, as well as marketing plans and strategies,
engineering and manufacturing ideas, designs, data bases, salary information and any
unpublished financial data and reports. The unauthorized release, use or distribution of this
confidential information violates DESTINY policies.


You may not use or reveal DESTINY client or vendor confidential or proprietary information to
others. In addition, you should take appropriate steps, including securing documents, limiting
access to computers and electronic media and undertaking proper disposal methods to prevent
unauthorized access to such information. Proprietary and confidential information includes
business methods, pricing and marketing data, strategy, computer code, screens, experimental
research or other confidential information received from DESTINY's current, former and
prospective clients, vendors and associates.


When traveling at DESTINY's expense, employees, officers and directors are representatives of
DESTINY and appropriate personal conduct is imperative at all times during such travel. This is
applicable to Canadian, U.S. and other international travel.


DESTINY seeks to outperform our competition fairly and honestly. Stealing proprietary
information, possessing trade secret information that was obtained without the owner's consent,
or inducing such disclosures by past or present employees of other companies is strictly
prohibited. Each employee should endeavor to deal fairly with DESTINY's customers, suppliers,
competitors and employees. No DESTINY employee should take unfair advantage through
manipulation, concealment, abuse of privileged information, misrepresentation of material facts
or any other intentional unfair-dealing practice. Aggressive selling activities should not include
misstatements, innuendo, or rumors about our competitors and their products and financial
DESTINY must always strive to retain the trust of our investors. Any disclosures that are made
in any public reports provide essential information regarding DESTINY that is made available to
U.S. securities exchanges and government regulators. In any reports and documents that
DESTINY files with, or submits to, the Securities and Exchange Commission or any other
governmental agency, and in our other public communications, DESTINY disclosures must be
full, fair, accurate and timely.


From time to time, DESTINY employees, officers and directors may have material inside
information about DESTINY, either positive or negative, that is not publicly available. When
this information becomes publicly available, it may have an immediate influence, up or down, on
the price of DESTINY's stock. Directors, officers and employees are expected to comply fully
with federal and state securities laws with respect to the disclosure of "material" corporate
information and insider trading rules regarding DESTINY stock. These laws provide substantial
civil and criminal penalties for individuals who fail to comply. If an employee, officer or
director benefits from a DESTINY stock transaction utilizing "inside information," that
individual has violated the SEC's insider trading rules. Family members, friends or other
personal associates receiving "material inside information" from an employee, officer or director
are also subject to the same insider trading rules.

Information that reasonably can be expected to affect the market value of DESTINY stock or to
influence investor decisions regarding DESTINY stock is considered "material". This
information could include the procurement or loss of a major contract, potential merger, sale or
acquisition transaction, financial and key business data, earnings statements and forecasts,
changes in management, significant litigation matters or gain or loss of a substantial customer or
supplier. If you have a question about compliance with these insider trading laws, you should
contact the DESTINY Compliance Officer.


DESTINY employees or representatives must always exercise good judgment in relationships
with officials or employees of federal, state or local governments to avoid any conduct which
could be in any way construed as influence or rewarding an improper course of action by any
employee of federal, provincial/state or local government or any agent or department thereof.

Bribery and Graft - DESTINY employees or representatives shall not offer or furnish anything of
value to any government employee in return for such an employee performing or refraining from
performing an official act. Gratuities - DESTINY employees or representatives shall not offer
or furnish any gifts, gratuity, favor, entertainment, loan or anything of value, either directly or
indirectly, to any employee of an agency or department of any federal, provincial/state or local
government with which DESTINY is engaged, or endeavoring to engage, in procurement
activities or business or financial transactions of any sort. Family members of government
employees are viewed in the same light as government employees.


DESTINY has a zero tolerance Drug and Alcohol Abuse policy.


DESTINY affords equal opportunity to all qualified persons and does so without regard to race,
religion, age, sex, national origin, ancestry, disability, marital status, veteran status or any other
legally protected status in accordance with applicable local, state, and federal laws. DESTINY
also reasonably accommodates individuals with disabilities and those with bona fide religious


DESTINY is committed to maintaining a work environment that is free of discrimination. In
keeping with this commitment, DESTINY will not tolerate harassment of DESTINY employees
by anyone, including any supervisor, manager, co-worker, vendor, client, contractor, customer or
other regular visitors of DESTINY. Harassment consists of unwelcome conduct, whether verbal,
physical, or visual, that is based upon a person's protected status, such as sex, color, race,
ancestry, national origin, age, disability, veteran status or other legally protected group status.
More specifically, sexual harassment will not be tolerated.


DESTINY strives to protect the environment and the health and safety of its employees and will
ensure such protection through full compliance with all applicable environmental laws and
regulations. Each employee has the responsibility for maintaining a healthy and safe workplace
for all employees by following safety and health rules and practices and reporting accident,
injuries and unsafe equipment, practices or conditions.

Employees, officers and directors must honestly and accurately report all business transactions
and be responsible for accuracy of DESTINY records and reports. DESTINY documents a wide
range of its activities. The integrity of these records are used to make important business
decisions and must be maintained at all times. It is essential that DESTINY records are accurate
and complete. This Code of Conduct prohibits the preparation of false or misleading
documentation regarding both the amount or purpose of DESTINY related transactions. These
actions include, for example, reports relating to financial data, booking costs, time sheets, payroll
and benefits records, expense reports, performance and sales records.

All DESTINY books, records and accounts shall be maintained in accordance with all
applicable regulations and standards and accurately reflect the true nature of the transaction they
record. The financial statements of DESTINY are required to conform to generally accepted
accounting policies and DESTINY's accounting policies. No undisclosed or unrecorded account
or fund may be established for any purpose. No false or misleading entries may be made in
DESTINY's books or records for any reason, and no disbursements of corporate funds or other
corporate property made without adequate supporting documentation.

It is the policy of DESTINY to provide full, fair, accurate, timely and understandable disclosure
in reports and documents filed with, or submitted to, the Securities and Exchange Commission
and in other public communications. Falsification of any DESTINY, client or third-party record
is prohibited.

There should be no undocumented or improperly approved side agreements with vendors or
customers. For example, if a customer's obligation to pay is contingent, that contingency should
be set forth in writing. Any supplemental agreements to a written contract should be referenced
in the contract.

The use of DESTINY funds or assets for any unethical purpose is prohibited. No documents
may be altered or signed by those lacking proper authority. No payment on behalf of DESTINY
shall be made or approved with the understanding that it will be used, or might be used, for
something other than the stated purpose. DESTINY's financial books, records and statements
shall properly document all assets and liabilities, accurately reflect all transactions and shall be
retained in accordance with DESTINY's record retention policies and all applicable laws and

Employees, officers and directors should report any concerns regarding questionable accounting
or auditing matters to the Audit Committee Chairman.

DESTINY business records must be maintained for the periods specified by DESTINY's
record retention policy. Records may be destroyed only at the expiration of the pertinent period.
In no case may documents involved in a pending or threatened litigation, government inquiry or
under subpoena or other regulatory information request be discarded or destroyed, regardless of
the period specified in DESTINY's record retention policy. In addition, you may never destroy,
alter or conceal, with an improper purpose, any record or otherwise impede any official
proceeding, either personally, in conjunction with, or by attempting to influence another person.


All employees, officers and directors have a responsibility to understand and follow the Code of
Conduct. A violation of this Code of Conduct may result in appropriate disciplinary action,
including the possible termination of employment.


Every employee, officer and director has the responsibility to ask questions, seek guidance,
report suspected violations and express concerns regarding compliance with this Code of
Conduct. Any employee, officer or director who knows or believes that any other employee,
officer, director or representative of DESTINY has engaged or is engaging in DESTINY-related
conduct that violates applicable law or this Code of Conduct should report such information to
his or her supervisor or to DESTINY's Compliance Officer.

You may report such conduct openly or anonymously without fear of "retaliation." DESTINY
will not discipline, discriminate against or retaliate against any employee who reports such
conduct in good faith, whether or not such information is ultimately proven to be correct, or who
cooperates in any investigation or inquiry regarding such conduct. DESTINY will not allow
retaliation against any employee that raises a concern, seeks advice, or reports misconduct that
may violate this Code of Conduct. Individuals engaging in retaliatory conduct will be subject to
disciplinary action, which may include termination of employment. If you suspect that you or
someone you know has been retaliated against for raising a compliance, ethics or integrity issue
under this Code of Conduct, you should immediately contact the DESTINY Compliance Officer
other reporting channel established under this Code of Conduct. Any supervisor who receives a
report of a violation of the Code of Conduct or alleged violations that are addressed to
DESTINY's Human Resources Department must immediately inform the DESTINY
Compliance Officer.

This Code of Conduct is not all encompassing and questions about situations or transactions that
are not specifically addressed in the Code of Conduct should be addressed to the DESTINY
Compliance Officer or your supervisor. Questions or information concerning possible violations
of this Code of Conduct may be provided anonymously. Reports of possible violations of
financial or accounting policies, including details and relevant documents, may be sent
(anonymously if you wish) to the Chairman of the Audit Committee, DESTINY Board of
Directors, 750-650 West Georgia St. Vancouver, BC V6B 4N9. Your calls, detailed notes and/or
emails will be dealt with confidentially. It will include a Web based reporting system as an
option. The call center is an independent organization utilizing skilled interviewers.
Reports of other violations of the Code of Conduct may be sent (anonymously if you wish) to the
DESTINY Compliance Officer, Fred Vandenberg,. 750-650 West Georgia St. Vancouver, BC
V6B 4N9. Your calls, detailed notes, conversations and/or emails will be dealt with


It is strongly recommended that all alleged violations be reported to your supervisor, and matters
involving Human Resource issues should continue to be reported to the DESTINY Human
Resource Department for resolution. It is preferable that alleged violations be reported in

Reported alleged violations involving financial integrity or accounting policies will be
investigated by the Chairman of the Audit Committee of the Board of Directors. Other reported
violations will be investigated by Human Resources or the appropriate department under the
guidance of DESTINY's Compliance Officer. All reports are taken seriously. Each allegation is
investigated and, if substantiated, resolved through appropriate corrective action and/or
discipline. If an individual reporting a complaint or providing information chooses to identify
him or herself, he or she will be provided with feedback when the Compliance Officer completes
his review.

The Compliance Officer and DESTINY, to the extent practical and possible, will not disclose the
identity of the person reporting a violation or who participates in the investigation. Employees
should be aware that the Compliance Officer, and those assisting in the investigation, are
obligated to act in the best interest of DESTINY, and do not act as personal representatives or
lawyers for the employees, officers or directors.


This Code of Conduct shall be distributed to each new employee, officer and director of
DESTINY upon commencement of his or her employment or other relationship with DESTINY
and shall also be distributed annually to each employee, officer and director of DESTINY. Each
employee, officer and director shall certify that he or she has received, read and understands the
Code of Conduct and has and will comply with its terms.

DESTINY reserves the right to amend or alter this Code of Conduct at any time for any reason.
The most current version will be found on DESTINY's website at


Any waiver of this Code of Conduct for employees, officers or directors may be made only by
the Audit Committee of the Board of Directors. Such waivers are expected to be rare and will be
promptly disclosed as required by law or stock exchange regulation.


This Code of Conduct does not create any contractual rights of any kind between DESTINY and
its employees or between DESTINY and third parties.