Exhibit 3(1).4

                    Explorations Group, Inc. (the "Company")

                                 CODE OF CONDUCT

This Code of Conduct applies to Explorations Group, Inc. and any of its
subsidiaries or affiliated companies (unless designated otherwise the
"Company").

The Company reserves the right to change, amend, or eliminate the Code of
Conduct or any provision in it without prior notice to any employee. The Code of
Conduct does not alter the at-will employment relationship between an employee
any the Company.

I. Conflict of Interest

No employee may benefit personally from the Company's dealings with other
clients, affiliates, customers, manufacturers or distributors.

No employee may compete in any other business whether as an employee,
consultant, owner or in any other company without the express prior written
consent of a designated member of the Company's officers or directors except for
passive investments by the employee which do not conflict with the employee's
obligations toward the Company or interfere with the performance of the
employee's job duties which must be approved by the Company. The Company will
not unreasonably withhold its consent to such passive investments.

No employee shall enter into, on behalf of the Company, contract, agreement, or
other business arrangement with any close family member or with any corporation,
partnership, association, or other entity in which the employee or a close
family member has any substantial financial interest, without the express
written consent of the Company's officers or directors. For purposes of this
Code of Conduct, a close family member includes an employee's spouse, domestic
partner, anyone commonly regarded as a ""significant other"" or any employee"
biological or adopted child, parent, sibling, or grandparent, and also includes
any other person who lives in the same household.

II.. Use of Company Resources

No Company employee may give or accept a bribe. All payments for services shall
be reasonable in relationship to the nature of the services provided.

No Company employee will offer gifts to business contacts if the act of giving
the gift is prohibited by law or prohibited by the contact's own company
policies. Gifts should never be given for the purpose of improperly influencing
the recipient.

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No Company employee shall accept a gift from a Company vendor or supplier of
greater than $50.

Company property, both tangible and intellectual, should be safeguarded as if it
were the employee's own.

III. Fraud, Dishonesty or Criminal Conduct

Fraud, dishonesty or criminal conduct or any violent activity is strictly
prohibited by the Company. If fraud, dishonesty, criminal conduct or any other
activity not condoned by the Company is detected or suspected of any Company
employee, or anyone doing business with the Company, it should be reported to
the designated member of the Company's executive management. The Company
prohibits retribution of any kind against persons who report suspected
wrongdoing in good faith. Such action shall be grounds for immediate termination
for cause.

IV. Safeguarding Non-Public Information

Confidential information about the Company or its suppliers or customers or
other companies should never be shared with anyone outside the Company without
the prior written approval of Company executive management.

It is illegal for former employees to use information about the Company or its
suppliers or customers obtained while a Company employee, or to take
confidential Company-owned records with them when they leave the Company.

V. Securities Transactions

No employee may trade securities of The Company or any other company if the
employee knows any non-public information about the Company or the company whose
securities are being traded that a reasonable person might consider important in
deciding whether to buy, sell, or hold such company's securities. This conduct
is commonly referred to as "insider trading", and as such, is illegal and would
be grounds for immediate termination.

Any questions regarding the Company policy on insider trading should be referred
to the Chief Executive Officer or Chief Financial Officer of the Company. Legal
penalties for trading on or communicating material non-public information are
severe. These penalties apply to both the individuals involved in the insider
trading and to their employers. A person can be subject to penalties even if he
or she did not personally benefit from the violation. Penalties include fines,
jail sentences, and disgorgement of profit

The term "insider" may include not only officers, director and employees, but
also spouses, parents, children and children's spouses who reside with the
officer, director or employee. In some circumstances persons living in the same
household as an officer, director, or employee, or anyone for whom the officer,
director, or employee is financially responsible may also be considered an
insider.

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Material information is generally defined as information for which there is a
substantial likelihood that a reasonable investor would consider it important in
making his or her investment decisions. Material information is also information
that can reasonably be expected to have an effect on the price of a company's
securities. Material information includes, but is not limited to, dividend
changes, earnings estimates, changes in previously-released earnings estimates,
significant merger or acquisition proposals, major litigation, and extraordinary
developments.

VI. Trade Practices

All employees are expected to comply fully with all statutes and regulations
applicable to the Company businesses, including anti-trust laws, unfair trade
practice laws, nondiscrimination statutes and the Company's trade practice
policies. No employee shall discuss competitively sensitive information with a
competitor, agree to fix prices, divide markets, boycott customers or vendors or
engage in other anti-competitive practices.

VII. Employment Practices

The Company forbids employment discrimination or harassment based on race,
color, gender, national origin, religion, age, disability, veteran status,
sexual orientation, or marital or parental status.

All employees have an obligation to become familiar with and to comply with the
Company's policy on non-discrimination.

All employees, especially management, should understand that they have an
obligation to report any improper discrimination or harassment to corporate
executive management immediately, even if they are not the target of such
discrimination or harassment. Managers and even employees can be held personally
liable for engaging in unlawful discrimination or harassment.

The Company will not indemnify or provide a defense to any employee or manager
who it believes has engaged in unlawful discrimination or harassment in the
event that he or she is named as a defendant in any charge or complaint of
discrimination or harassment.

VIII. Interactions with Outside People and Organizations

All media inquiries regarding The Company should be referred to or discussed
with the the Company's Chief Executive Officer or Chief Financial Officer prior
to media contact.

IX. Internal Controls

Every employee must follow the management guidelines which are designed to
provide reasonable assurance to shareholders and regulators that the Company
businesses are being operated effectively and efficiently under applicable laws
and regulations and that financial statements prepared by the Company

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are accurate.

X.  Privacy

Confidential personnel or medical information about Company employees should not
be disclosed to persons outside the Company without the employee's written
permission or as is required by law. Managers and supervisors should also treat
such information as confidential within the Company and should disclose it to
other company employees only is there is a significant need to know.

The Company's computers, telephones, voicemail system, email system, other
electronic equipment and systems, including software systems, physical files,
lockers, desks, and other furniture are the property of the Company. Employees
have no right of privacy as to any materials, communications, information, or
files maintained in or on the Company's property or transmitted or stored
through the Company's computer, voicemail, e-mail, or telephone systems.

XI. Intellectual Property

Intellectual property that is designed, created, developed or modified while
performing work-related duties is the Company's property, not the employee's.
Company employees may not copy software provided to the Company by vendors
unless the Company is licensed to make copies and the employee has received
written permission from the the Company's Chief Executive Officer.

XII. Safety

Maintaining a safe working environment is of the utmost importance and is the
responsibility of everyone. All employees and managers have an obligation to
familiarize themselves with and to comply with the safety rules and directives
of the Company and its Corporate Guidelines

In some circumstances managers can be held criminally responsible for injuries
caused by their failure to observe proper safety procedures.

XIII. Charitable Fundraising

Employees are encouraged to participate in outside community and charitable
services including political and religious organizations. These activities must
be limited to hours outside the normal work hours and are restricted from
company time and property unless specific written permission is received from
the Chief Executive Officer.

XIV. Open Door Policy

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Company employees will have access to their supervisor without having a formal
appointment without any hindrance, on issues of professionalism, legal,
counting, medical, insurance or client related fraud. Also covered is sexual
abuse, emotional abuse, and harassment of any kind by another employee or
supervisor. If an employee abuses such privilege, he or she could face
limitations to Open Door Policy. Open door policy is not to take the place of
normal discussion between employee and supervisor and not intended to circumvent
supervision in work performance, compensation. Employee will have access to the
Chairman or CEO directly if no other supervisor resolves the issue at hand.

XV. Destruction and Preservation of Relevant Materials

Company employees at all levels will preserve all information of a business
nature for a minimum of 3 years. Voice Mails can be deleted weekly, electronic
communications including emails; electronic files will be kept for two years.
Medical files, client master files, including engagement letter and all
correspondences, audits and the likes will be kept for a minimum of 5 years.
Personal emails and files may be deleted at will. All information on the
Company's property, computer systems, files, electronic media located on a
company owned, leased or managed site will be the property of the Company and as
such subject to search and disclosure.

XVI. Environmental Responsibility

Company employees should conduct their The Company business in compliance with
all applicable environmental laws and regulations. The Company encourages
employees to recycle and to conserve energy and other resources.