Contract of Employment

Employer: ASI AI Solutions Pty Ltd (ABN 00 000 000 000), Level 1, 10 Botany Road, Botany NSW 2019 (the "Company").

Employee: [Full Legal Name], of [Residential Address] (the "Employee").

2.1 The Employee is engaged in the position of [Position Title], reporting to [Reporting Manager / Title].

2.2 The Employee's principal duties are set out in the Position Description annexed as Schedule A. The Company may reasonably amend the Employee's duties from time to time, provided the amended duties are consistent with the Employee's skills, qualifications, and experience.

2.3 The Employee agrees to perform their duties faithfully, diligently, and to the best of their ability, and to comply with all lawful and reasonable directions of the Company.

2.4 The Employee must not engage in any other paid employment or business activity without the prior written consent of the Company, except where refusal would be unreasonable under the Fair Work Act 2009.

3.1 Employment commences on [Start Date].

3.2 The first six (6) months of employment constitute a probationary period. During this period, either party may terminate the contract by providing one (1) week's written notice (or payment in lieu of notice at the Company's discretion).

3.3 A formal probation review will be conducted prior to the expiry of the probationary period. Successful completion is not guaranteed and is contingent on satisfactory performance and conduct.

3.4 The probationary period does not affect the Employee's minimum entitlements under the NES, including access to the unfair dismissal regime after completion of the minimum employment period (six months, or twelve months for a small business employer).

4.1 The Employee's ordinary hours of work are 38 hours per week, in accordance with section 62 of the Fair Work Act 2009 and the NES.

4.2 Ordinary hours are generally worked Monday to Friday, 9:00 am to 5:30 pm (with a 30-minute unpaid lunch break), unless otherwise agreed in writing.

4.3 The Company may request the Employee to work reasonable additional hours in accordance with section 62 of the Fair Work Act 2009. In determining whether additional hours are reasonable, regard shall be had to the factors in s 62(3) including risk to health and safety, the Employee's personal circumstances, and the compensation provided.

4.4 Where the Employee's total remuneration exceeds the high income threshold (currently $175,000 per annum as at 1 July 2025), reasonable additional hours may be required without additional payment, as the remuneration has been set to compensate for all hours worked.

5.1 Base Salary: The Employee's gross base salary is $[Amount] per annum (exclusive of superannuation), payable fortnightly in arrears by electronic funds transfer into the Employee's nominated bank account.

5.2 Superannuation: The Company will make superannuation guarantee contributions of 11.5% of the Employee's ordinary time earnings into the Employee's nominated complying superannuation fund, or a default fund selected by the Company, in accordance with the Superannuation Guarantee (Administration) Act 1992 (Cth). The superannuation rate will be adjusted in line with any legislated increases.

5.3 Total Remuneration Package: The Employee's total remuneration package (TRP), inclusive of base salary and superannuation, is $[TRP Amount] per annum.

5.4 Salary Review: Salaries are reviewed annually as part of the Company's remuneration review cycle, ordinarily conducted in July. Any adjustment is at the Company's absolute discretion and is not guaranteed.

5.5 Award Coverage: To the extent that the Employee is covered by the Professional Employees Award 2020 or the Clerks—Private Sector Award 2020, the Employee's remuneration is intended to be an over-award payment that satisfies or exceeds all monetary entitlements under the applicable award, including minimum wages, overtime, penalty rates, and allowances. The Company will conduct a Better Off Overall Test (BOOT) comparison annually to ensure compliance.

5.6 Deductions: The Company will deduct PAYG withholding tax and any other amounts required or authorised by law. No other deductions will be made except with the Employee's prior written authorisation in accordance with s 324 of the Fair Work Act 2009.

The Employee is entitled to leave in accordance with the NES and the Company's Leave Policy. Key entitlements include:

Full details, including study leave and purchased leave arrangements, are set out in the Company's Leave Policy.

7.1 Notice of Termination

Either party may terminate this contract by providing written notice as follows:

An additional week of notice applies if the Employee is over 45 years of age and has completed at least 2 years of continuous service at the time the notice is given (NES s 117).

7.2 Payment in Lieu of Notice (PILON)

The Company may, at its sole discretion, make a payment in lieu of all or part of the notice period. Such payment will be calculated on the Employee's base salary and will not include superannuation contributions.

7.3 Summary Dismissal

The Company may terminate this contract without notice (or payment in lieu) in cases of serious misconduct as defined in regulation 1.07 of the Fair Work Regulations 2009, including but not limited to fraud, theft, assault, being intoxicated at work, or refusal to carry out a lawful and reasonable instruction consistent with the Employee's contract.

7.4 Redundancy

In the event of redundancy, the Employee will be entitled to redundancy pay in accordance with NES s 119 (4–16 weeks based on years of service). The Company will comply with its consultation obligations under the applicable modern award.

7.5 Return of Property

Upon termination (howsoever arising), the Employee must immediately return all Company property, including but not limited to laptops, mobile devices, access cards, keys, documents, and any copies of confidential information.

8.1 The Employee acknowledges that during the course of employment they will have access to Confidential Information. "Confidential Information" means all information relating to the business, operations, clients, customers, suppliers, finances, technology, source code, algorithms, AI models, datasets, trade secrets, and strategic plans of the Company, whether disclosed in writing, orally, electronically, or by any other means, and whether or not marked as confidential.

8.2 The Employee must not, during or after the term of employment, use or disclose any Confidential Information except as required in the proper performance of their duties or as authorised in writing by the Company, or as required by law.

8.3 This obligation survives the termination of this contract and continues without limit of time.

8.4 Nothing in this clause prevents the Employee from making a protected disclosure under Part 9.4AAA of the Corporations Act 2001 (Cth) or Division 2 of Part 13-2 of the Treasury Laws Amendment (Enhancing Whistleblower Protections) Act 2019.

9.1 All Intellectual Property ("IP") created by the Employee in the course of employment, or using Company resources, or relating to the Company's business, vests in and is the sole property of the Company from the moment of creation.

9.2 "Intellectual Property" includes all patents, copyrights, designs, trademarks, trade secrets, know-how, source code, algorithms, machine learning models, training data, inventions, and all other intellectual property rights of any kind.

9.3 The Employee hereby assigns (and agrees to assign in the future) to the Company all right, title, and interest in any IP created during the course of employment. The Employee waives all moral rights in such IP to the fullest extent permitted by the Copyright Act 1968 (Cth).

9.4 The Employee must promptly disclose all IP to the Company and execute any documents or take any steps reasonably required by the Company to perfect or enforce its ownership.

10.1 During the Restraint Period, within the Restraint Area, the Employee must not, without the Company's prior written consent:

1. be employed by, or provide services to, a Competing Business;
2. solicit or entice away (or attempt to solicit or entice away) any client or customer of the Company with whom the Employee had material dealings in the 12 months before cessation;
3. solicit or induce any employee, contractor, or key supplier of the Company to leave or cease providing services to the Company.

10.2 Definitions:

• "Restraint Period" means the period of 12 months, or if that period is held to be unenforceable, 9 months, or if that is unenforceable, 6 months, or if that is unenforceable, 3 months after the date of cessation of employment.
• "Restraint Area" means Australia, or if that area is unenforceable, New South Wales, or if that is unenforceable, the Sydney metropolitan area.
• "Competing Business" means any business that provides IT services, AI solutions, machine learning consulting, or software development services that are the same as, or substantially similar to, services provided by the Company at the date of cessation.

10.3 Each restraint in this clause is a separate and independent restraint. If any restraint is found to be unenforceable, that restraint is severed without affecting the enforceability of the remaining restraints (cascading restraint).

10.4 The Employee acknowledges that the restraints are reasonable and necessary to protect the Company's legitimate business interests, including its Confidential Information, client relationships, and goodwill.

11.1 The Employee agrees to comply with all Company policies and procedures as notified from time to time, including but not limited to the Code of Conduct, WHS Policy, Anti-Discrimination and Harassment Policy, Privacy Policy, Remote Work Policy, and IT Acceptable Use Policy.

11.2 Company policies do not form part of this contract and do not give rise to contractual obligations, unless expressly stated otherwise. The Company reserves the right to amend, replace, or withdraw any policy at its discretion after reasonable consultation.

11.3 In the event of any inconsistency between a Company policy and this contract, the terms of this contract prevail.

12.1 Entire Agreement: This contract (together with any schedules and the Position Description) constitutes the entire agreement between the parties in relation to the Employee's employment and supersedes all prior negotiations, representations, and agreements.

12.2 Variation: No variation of this contract is effective unless made in writing and signed by both parties.

12.3 Severability: If any provision of this contract is found to be void, invalid, or unenforceable, it shall be severed and the remaining provisions shall continue in full force and effect.

12.4 Governing Law: This contract is governed by the laws of New South Wales and the Commonwealth of Australia. The parties submit to the exclusive jurisdiction of the courts of New South Wales and the Fair Work Commission.

12.5 Warranties: The Employee warrants that they are legally entitled to work in Australia, that all information provided during the recruitment process is true and accurate, and that they are not bound by any obligation that would prevent them from fulfilling the duties of the position.

This contract is executed as an agreement.