Document:

Exhibit
10.4

 

SELECTIS
HEALTH, INC.

CODE
OF BUSINESS CONDUCT AND ETHICS

 

Adopted
as of July 25, 2022

 

Introduction

 

This
Code of Business Conduct and Ethics (the “Code”) applies to Selectis Health, Inc. (“Selectis” or the “Company”).
This Code covers a wide range of business practices and procedures. The Code should also be provided to and followed by the Company’s
agents and representatives, including, without limitation, consultants.

 

Although
this Code does not cover every issue that may arise, it does set out basic principles to guide all directors, officers, employees, agents,
representatives, consultants and contractors (referred to herein collectively as “Personnel”) of the Company. The Company
expects all Personnel at all levels to observe ethical standards, to conduct themselves accordingly, and to avoid even the appearance
of improper behavior.

 

All
Personnel should be aware that:

 

	 	●	This
    Code cannot anticipate every possible situation or cover every topic in detail. If a situation is unclear, stop and ask for guidance
    before taking action.
	 	 	 
	 	●	When
    you have questions about the application of this Code to you and your role in the Company, seek assistance from your supervisor or
    the Company’s legal counsel. 
	 	 	 
	 	●	From
    time to time, the Company may establish training programs to address specific areas of risk. Reading this Code is not a substitute
    for undertaking such training and complying with specific policies and procedures.
	 	 	 
	 	●	This
    Code does not necessarily take into account all local legal requirements. Where more restrictive local laws or requirements exist,
    such laws and requirements take precedence, and you must comply with such laws or requirements. If you have any questions about any
    conflicts of interest between local legal requirements and the standards of this Code, ask for guidance from the Company’s
    legal counsel before taking any action.
	 	 	 
	 	●	This
    Code is not intended to create, nor does it create, any contractual rights related to employment.

 

    	1

    	 

    

 

	 	●	Those
    who violate the standards in this Code are subject to disciplinary action up to and including termination of employment.
	 	 	 
	 	●	If
    you are aware of a situation that you believe may violate or lead to a violation of this Code, follow the guidelines set forth herein,
    including, without limitation, Articles IX and X of this Code.
	 	 	 
	 	●	Company
    policy prohibits any Personnel from retaliating or taking adverse action against anyone for raising or helping to resolve a concern
    regarding the standards set forth in this Code.

 

On
an annual basis, Selectis will require its Personnel to certify their commitment to the spirit and letter of this Code.

 

For
purposes of Section 406 of the Sarbanes Oxley Act of 2002 and the rules promulgated thereunder, Articles I-III and VIII-XIII of this
Code shall be the Company’s code of ethics for Senior Financial Officers(1).

 

	I	Compliance
    with Laws, Rules and Regulations

 

The
Company is subject to numerous local, state and federal laws, rules and regulations (collectively, “Legal Requirements”).
Obeying Legal Requirements, both in letter and in spirit, is the foundation on which the Company’s ethical standards are built.
Any violation of a Legal Requirement may jeopardize the Company’s integrity.

 

All
Personnel must respect and comply with all applicable Legal Requirements and to refrain from all illegal, dishonest or unethical conduct.
Although Legal Requirements may sometimes be ambiguous or difficult to interpret, the Company expects all Personnel to comply with both
the letter of the law and to make a good faith effort to comply with the spirit of the law. Illegal activities and illegal conduct are
prohibited whether or not they are specifically set forth in this Code. If you have any questions about the existence, applicability
or interpretation of any Legal Requirement, you are expected to consult with your supervisor or the Company’s legal counsel.

 

With
respect to political affairs, Legal Requirements governing political activities and contributions are complex and diverse. Personnel
may not undertake such activities on behalf of the Company or on Company time without the prior approval of the Company’s legal
counsel. The Company also strictly prohibits making illegal payments to government officials of both foreign and domestic jurisdictions.

 

    	2

    	 

    

 

	II
    	Material
    Nonpublic Information

 

The
Company is committed to fair and efficient trading markets for publicly traded securities. Any illegal insider trading is unethical,
is prohibited as a matter of Company policy and will be dealt with decisively.

 

	 	A.	Insider
    Trading

 

If
any Personnel is in possession of Material Nonpublic Information (as defined below) relating to the Company, neither such Personnel nor
any Related Person (as defined below) may buy or sell securities of the Company (the “Company Securities”) or engage in any
other action to take advantage of, or pass on to or “tip” others, such information. Even a casual remark to a friend or family
member may find its way to a broker and eventually to the entire financial community, thereby requiring the Company to make a premature
or unplanned public announcement of such information. This policy also applies to Material Nonpublic Information relating to any other
company with publicly traded securities, including, without limitation, the Company’s customers or suppliers, obtained in the course
of employment by or association with the Company.

 

A
“Related Person” includes a person’s spouse, minor children or anyone else living in the household; partnerships in
which such person is a general partner; trusts of which he or she is a trustee; and estates of which he or she is an executor.

 

“Material
Nonpublic Information” is material information which would affect a reasonable investor’s decision on whether or not to invest
in a company’s securities. The materiality of a fact depends upon the totality of the circumstances relating to such fact. A fact
is considered “material” if there is a substantial likelihood that a reasonable investor would consider such fact important
in making a decision to buy, sell or hold a security or where the fact is likely to have a significant effect on the market price of
the security. Material information can be positive or negative and can relate to virtually any aspect of a company’s business or
to any type of security, debt or equity. Examples of possible Material Nonpublic Information include, but are not limited to:

 

	 	●	Plans
    to issue or repurchase securities
	 	●	Annual,
    quarterly or monthly financial results, a change in earnings or projections, or unexpected or unusual gains or losses in major operations
	 	●	Changes
    in key management personnel
	 	●	Mergers,
    acquisitions, joint ventures, divestitures or tender offers
	 	●	New
    products, services or developments
	 	●	Major
    litigation
	 	●	Gain
    or loss of a significant customer or supplier
	 	●	Important
    regulatory approvals
	 	●	Any
    other undisclosed information that could affect the price of the security

 

When
material information has been publicly disclosed, each director and executive officer must continue to refrain from buying or selling
the securities in question until two full trading days after the information has been publicly released to allow the markets time to
absorb the information. Directors and executive officers must report transactions in Company Securities to the Securities and Exchange
Commission (“SEC”) within two days of the transaction.

 

    	3

    	 

    

 

	 	B.	Blackout
    Periods

 

Pursuant
to SEC rules, the Company’s directors and executive officers are prohibited from trading in the Company’s equity securities
during any period of three or more consecutive days during which at least 50% of the participants or beneficiaries in an “individual
account” retirement plan of the Company or its subsidiaries are unable to purchase, sell or otherwise acquire or transfer an interest
in the equity of the Company held in such plan due to a temporary suspension by the Company or a fiduciary (“Blackout Period”).
“Individual account” plans include, without limitation, defined contribution plans such as a broad-based qualified 401(k)
plans and profit sharing plans, stock bonus plans and certain nonqualified deferred compensation arrangements. There are limited exceptions
to this rule, and directors and executive officers should consult with the Company’s legal counsel or designee prior to attempting
a securities transaction during a Blackout Period. Under Regulation BTR adopted by the SEC, the Company is required to notify directors
and executive officers of blackouts that might affect them. The Company also has a general Blackout Period beginning 15 days before the
end of a reporting period (quarter or year end) and ending two full trading days after the Company’s financial results have been
reported to the public via either a press release and/or the filing of its quarterly or annual reports with the SEC.

 

	 	C.	Corporate
    Communications

 

Only
designated spokespersons may engage in discussions with persons outside the Company regarding previously undisclosed Material Nonpublic
Information of the Company. For coordination and consistency, all investor and all media inquiries and interview requests must be managed
by the Company’s Chief Executive Officer, Chief Financial Officer or designated Investor Relations and Media Relations personnel.
Instances of unintentional disclosure should be immediately reported to the Company’s legal counsel in order for the Company to
publicly disclose this information on a timely basis.

 

The
Company expects you to consult with the Company’s Chief Executive Officer or Chief Financial Officer if you have any questions
or uncertainties about insider trading or any matters relating to Material Nonpublic Information, Blackout Periods or corporate communications.

 

    	4

    	 

    

 

	III	Conflicts
    of Interest

 

Conflicts
of interest can arise in virtually every area of the Company’s operations. A conflict of interest occurs when an individual’s
private interest interferes or conflicts in any way (or it even appears to interfere or conflict with) the interests of the Company.
Conflicts of interest, should, to the extent possible, be avoided, and are prohibited as a matter of Company policy, unless full disclosure
has been made by the individual and, as deemed necessary and approved by the Board of Directors.

 

Service
to the Company should never be subordinated to personal gain and advantage. In particular, Personnel must ensure that they never use
or attempt to use their position at the Company to obtain any improper personal benefit for themselves, their families or for any other
person.

 

It
is almost always a conflict of interest for a Company employee to work simultaneously for a competitor, supplier or customer. No member
of our Personnel may work for or receive payments for services from any competitor, customer, distributor or supplier of the Company
without the express written approval of the Chief Executive Officer. The best policy is to avoid a direct or indirect business connection
with the Company’s competitors, suppliers, or customers except on behalf of the Company.

 

No
member of our Personnel should use his or her position with the Company, or confidential or non-public information acquired in connection
with such person’s relationship with the Company, in a manner that may create a conflict, or the appearance of conflict, between
the interests of the Company and such individual’s personal interests.

 

No
member of our Personnel, nor any member of such Personnel’s family or company in which he or she is an officer, director, partner
or beneficial owner of more than 2% of the outstanding securities, may have an interest in a transaction in which the Company is also
a party (other than as a consumer of normal services provided by a Company business) without disclosing such interest to the Board of
Directors of the Company and having the transaction approved by the Board of Directors.

 

No
member of our Personnel, nor any member of such Personnel’s family or company in which he or she is an officer, director, partner
or beneficial owner of more than 2% of the outstanding securities, may be affiliated with any buyer, purchasing agent or provider of
goods and services without written authorization from the Company.

 

No
member of our Personnel may serve as a director or officer of a publicly traded company unless approved by the Chief Executive Officer
or his designee. Personnel may not disclose their employment or any affiliation with the Company in the endorsement of any product not
affiliated with the Company unless approved by the Chief Executive Officer or his designee.

 

    	5

    	 

    

 

Employees
must make sure that the skills they learn and use in their employment with the Company are not used in such a way that could hurt the
business of the Company. Employees must inform their supervisor of any outside employment, including, without limitation, the name of
the employer and the expected work hours. Although the Company recognizes and respects an individual’s right to be employed by
another entity or to engage in activities outside of his or her employment, such employment or activities must not reflect poorly on
the Company or conflict with one’s responsibilities to the Company, including, without limitation, impairing one’s work efficiency,
interfering with one’ ability to act conscientiously in the best interest of the Company, or requiring the use of Company property
or confidential procedures, plans or techniques.

 

The
Company reserves the right to determine, in its sole discretion, when an employee’s employment and activities reflect poorly on
the Company or represent a conflict with an employee’s responsibilities to the Company.

 

Situations
that may lead to conflicts of interest include:

 

	 	●	Holding
    a financial interest in a company where one could personally affect the Company’s business with that company
	 	●	Taking
    a part-time job where one may be tempted to spend time on that job during one’s normal Company working hours or to use Company
    property or job information
	 	●	Receiving
    gifts of greater than nominal value from suppliers, customers or competitors while one is in a position to influence Company decisions
    that might affect or appear to affect the outside concern
	 	●	Receiving
    personal discounts or other benefits from suppliers, service providers, or customers not available to the general public or similarly
    situated Company Personnel.
	 	●	Accepting
    an offer to purchase ‘friends and family stock” in a company issuing shares through an initial public offering (“IPO”)
    if one interfaces with that company in his or her business activities with the Company.
	 	●	Directing
    business of the Company to a supplier that is owned or managed by one’s relative or close friend.
	 	●	Misusing
    Company resources, one’s position or influence to promote or assist an outside business or not-for-profit activity.
	 	●	Preferential
    hiring of, direct supervision of, or making a promotion decision about one’s spouse, relative or close personal friend.
	 	●	A
    romantic or other personal relationship that may create a conflict of interest with one’s Company responsibilities or compromise
    Company interests.
	 	●	Seeking
    or accepting, directly or indirectly, any personal loan or services from any individual or business concern doing or seeking to do
    business with the Company except from financial institutions or service providers offering like loans or services to third parties
    under similar terms in the ordinary course of their respective businesses.
	 	●	Doing
    business on behalf of the Company with a close relative unless such business has been expressly authorized in writing by a supervisor
    after such relationship has been appropriately disclosed.

 

    	6

    	 

    

 

The
requirement of freedom from conflicts of interests that applies to all Personnel extends also to situations involving their close relatives.
This normally includes spouses, parents, children and brothers and sisters.

 

Even
where Company approval is not required for any outside activities, one should excuse his or herself from any decision or matter involving
the Company to avoid the appearance of impropriety. The Chief Executive Officer of the Company has the ultimate authority and responsibility
to determine what remedial steps should be taken in situations involving an actual or potential conflict of interest except in cases
where he or she is involved (in which case the Company’s Board of Directors has such authority).

 

The
Company expects all Personnel to report any potential conflict situation to an immediate supervisor, to the Company’s legal counsel,
or in accordance with the procedures set forth in Articles IX and X of this Code. The Company has the right to take whatever action is
necessary to resolve the issue using corrective action it deems appropriate up to and including, without limitation, discharge.

 

	IV.	Corporate
    Opportunities

 

All
Personnel owe a duty to the Company to advance the Company’s legitimate interests when the opportunity to do so arises. Directors,
officers and other employees are prohibited from taking for themselves personally, opportunities which are discovered through the use
of Company property, information or position without the prior consent of the Board of Directors. All Personnel are also prohibited from
directly or indirectly buying, or otherwise acquiring rights to any property or materials, when such employee knows, or has reason to
believe, that the Company may be interested in pursuing such an opportunity and the information is not public. No director, officer or
employee may use Company property, information or position for improper personal gain and no Personnel may compete with the Company directly
or indirectly. See also Article VI regarding the protection and proper use of the Company’s assets.

 

	V.	Fair
    Dealing

 

The
Company seeks to outperform its competition fairly and honestly. Stealing or otherwise misusing proprietary information, possessing trade
secret information that was obtained without the owner’s consent or inducing improper disclosures of proprietary information by
past or present personnel of other companies is prohibited. All Personnel should endeavor to respect the rights of, and deal fairly and
ethically with, the Company’s customers, service providers, suppliers, competitors and employees. Personnel shall not take unfair
advantage of anyone through manipulation, concealment, abuse of privileged information, misrepresentation of material facts or any other
unfair dealing practice. In addition, all Personnel have an obligation under Legal Requirements relating to the antitrust laws to avoid
certain conduct designed to lessen or restrict competition or to harm competitors. Such conduct includes certain discussions, exchanges
of information or agreements with competitors relating to current and future pricing, production and marketing or allocation of customers
and market. The Company expects all Personnel to consult the Company’s legal counsel regarding any questions or uncertainties regarding
antitrust compliance.

 

    	7

    	 

    

 

The
purpose of business entertainment and gifts in a commercial setting is to create good will and sound working relationships, not to gain
unfair advantage with customers. No gift or entertainment should ever be offered, given, provided or accepted by any Personnel or family
members of Personnel unless it: (1) is not a cash gift; (2) is consistent with customary business practices; (3) is not excessive in
value; (4) cannot be construed as a bribe or payoff; and (5) does not violate any Legal Requirement. Please discuss with your supervisor
or the Company’s legal counsel any gifts or proposed gifts which you are not certain are appropriate.

 

The
Company’s policy is to abide by rules and practices of federal, state and local legislative and executive agencies regulating receipt
of gifts, meals and entertainment from Company representatives. Personnel shall not entertain or be entertained on behalf of the Company
by a person or firm at locations which violate any Legal Requirement. No illegal activities are to occur during Company-sanctioned entertainment
activities, nor should there by any actions which would support a claim against the Company for unlawful discrimination or harassment.

 

	VI.	Protection
    and Proper Use of Company Assets

 

All
Personnel should endeavor to protect the Company’s assets and ensure their efficient use. Company property should not be misused.
Company property may not be sold, loaned or given away regardless of condition, without proper authorization. Theft, carelessness and
waste have a direct impact on the financial well-being and stability of the Company. Company assets may only be used for legitimate purposes
that advance the Company’s interests. Any suspected incident of fraud or theft should be immediately reported for investigation.
Company equipment should not be used for non-Company business, though reasonable incidental personal use may be permitted. However, since
excessive personal use can be costly and impact profitability, Personnel are expected to use good judgment.

 

You
are personally responsible and accountable for proper expenditure of Company funds, including, without limitation, money spent for travel
expenses or customer entertainment. You are responsible for proper use of property over which you have control, including both Company
property and funds, as well as any property that customers or others have entrusted to your custody.

 

    	8

    	 

    

 

The
obligation of all Personnel to protect the Company’s assets includes the Company’s proprietary information. Proprietary information
includes intellectual property such as trade secrets, patents, trademarks and copyrights, as well as business, marketing and service
plans, engineering and manufacturing ideas, designs, databases, records, salary information, customer lists, supplier lists and any unpublished
financial data and reports. Unauthorized distribution of this information violates Company policy. It may also be illegal and result
in civil or criminal penalties. The Company expects all Personnel to consult a supervisor or the Company’s legal counsel if it
is unclear whether the use of any Company asset in a given situation is inappropriate.

 

	VII.	Confidentiality

 

In
carrying out the Company’s business, Personnel may have access to confidential or proprietary information about the Company, its
customers, suppliers or joint venture partners. Confidential information includes all non-public information that may be of use to competitors,
or harmful to the Company or its customers, if improperly disclosed. It also includes information that suppliers and customers have entrusted
to the Company. No Personnel shall take advantage of or disclose to anyone any Company information which they know or have reason to
believe is confidential or proprietary unless such disclosure is authorized by the Company’s legal counsel or required Legal Requirements.
This obligation to preserve confidential or proprietary information continues even after a person is no longer employed by, or affiliated
with, the Company.

 

	VIII.	Integrity
    of Information and Record-Keeping

 

The
Company requires honest and accurate recording and reporting of information in order to make responsible business decisions. For example,
many employees regularly use business expense accounts, which must be documented and recorded accurately. Personnel should not knowingly
supply false information on any of the Company’s business records, including, without limitation, employment information, time
sheets or maintenance reports. Any knowledge of false or misleading information on the Company records should be reported to a supervisor.
If you are unsure whether a certain expense is legitimate, ask the Chief Financial Officer.

 

The
Company requires that all the information in its public communications, including, without limitation, its SEC filings, should be full,
fair, accurate, timely and understandable. All Personnel who are involved in the Company’s disclosure process, including without
limitation, Senior Financial Officers, are responsible for acting in furtherance of this policy. In particular, these individuals are
required to maintain familiarity with the disclosure requirements applicable to the Company and are prohibited from knowingly misrepresenting,
omitting or causing others to misrepresent or omit, material facts about the Company to others, whether within or outside the Company,
including, without limitation, the Company’s independent auditors in connection with their audit of the Company’s financial
statements, the preparation of any required reports whether by independent or internal accountants or any other work which involves or
relates to the filing of a document with the SEC. In addition, all Personnel with supervisory roles in the Company’s disclosure
process have an obligation to discharge their responsibilities diligently.

 

    	9

    	 

    

 

All
of the Company’s books, records, accounts and financial statements must be maintained in reasonable detail, must appropriately
reflect the Company’s transactions and must conform both to applicable Legal Requirements and to the Company’s internal controls
policies and procedures.

 

All
Personnel are prohibited from directly or indirectly falsifying or causing to be false or misleading any financial or accounting book,
record or account. Everyone associated with the Company is expressly prohibited from directly or indirectly manipulating an audit and
from destroying or tampering with any record, document or tangible object with the intent to obstruct a pending or contemplated audit,
review or federal or state investigation. The commission of, or participation in, one of these prohibited activities or other illegal
conduct will subject Personnel to federal or state penalties, as well as punishment of up to and including termination of employment.

 

Please
consult the Company’s legal counsel if one has any questions or concerns in this area.

 

	IX.	Reporting
    Violations or Concerns

 

All
Personnel should be alerted and sensitive to situations that might result in violations of any Legal Requirements or the standards of
conduct set forth in this Code. If one believes his or her own conduct or that of any other Personnel may have violated any Legal Requirement
or this Code, one has an obligation to promptly report the matter to the Company either orally or in writing. Directors and officers
should promptly report any such conduct to the Company’s legal counsel. Complaints relating to the Company’s accounting,
internal accounting controls or auditing matters will be referred to the Audit Committee of the Board of Directors. Unless otherwise
specifically indicated in this Code, Personnel shall report perceived wrongdoings or unethical behavior promptly as follows:

 

	 	●	By
    contacting the Company’s legal counsel or the Chief Executive Officer
	 	●	In
    the case of concerns regarding questionable accounting or auditing matters, employees should also feel free to contact the Chair
    of the Audit Committee of the Board of Directors.

 

    	10

    	 

    

 

Any
employee who in good faith reports such incidents as described above, or who cooperates in any Company or governmental investigation
in connection with any of the above, will be protected to the extent required by applicable law from threats of retaliation, discharge
or other types of discrimination, including, but not limited to, compensation or terms and conditions of employment, that are directly
related to the disclosure of such reports. In addition, employees may not be adversely affected because of a refusal to carry out a directive
which, in fact, constitutes corporate fraud or is a violation of this Code or any Legal Requirement. All Company supervisors should familiarize
themselves with this Code and the Company’s related policies and procedures to ensure that (i) no adverse affects or other impermissible
action is taken with respect to such employees and (ii) any good faith reports are handled in accordance with the Company’s policies
and procedures.

 

	X.	Compliance
    Procedures

 

Everyone
associated with the Company must work to ensure prompt and consistent action against violations of this Code. However, in some situations
it is difficult to know if a violation has occurred. Since every situation that will arise cannot be anticipated, it is important to
have a way to approach a new question or problem. These are some steps to keep in mind:

 

	 	●	Make
    sure you have all the facts. In order to reach the right solutions, you and the Company must be as fully informed as possible.
	 	●	Ask
    yourself: What specifically am I being asked to do? Does it seem unethical or improper? This will enable you to focus on the
    specific question you are faced with and alternatives you have. Use your judgment and common sense; if something seems unethical
    or improper, it probably is.
	 	●	Clarify
    your responsibility and role. In most situations, there is shared responsibility. Are your colleagues informed? It may help to
    get others involved and discuss the problem.
	 	●	Discuss
    the problem with your supervisor. This is the basic guidance for all situations. In many cases, your supervisor will be more
    knowledgeable about the question and will appreciate being brought into the decision-making process. Remember that it is your supervisor’s
    responsibility to help solve problems.
	 	●	Seek
    help from Company resources. In the rare case where it may not be appropriate to discuss any issue with your supervisor or where
    you do not feel comfortable approaching your supervisor with your question, discuss it locally with the Company’s legal counsel.
	 	●	You
    may report ethical violations in confidence and without fear of retaliation. If your situation requires that your identity be
    kept secret, your anonymity will be protected. The Company does not permit retaliation of any kind against employees for good faith
    reports of ethical violations.
	 	●	Always
    ask first, act later. If you are unsure of what to do in any situation, seek guidance before you act.

 

    	11

    	 

    

 

	XI.	Non-Compliance

 

Failure
to obey rules and regulations violates this Code and may expose you and the Company to criminal or civil prosecution. Any violation of
this Code may result in corrective action, including, without limitation, oral or written reprimand, suspension, modified duties, job
title and compensation and benefits, termination and potential civil litigation against you. The Company may also seek civil remedies
from you and even refer misconduct to law enforcement agencies that might even result in a criminal prosecution. Furthermore, the Company
reserves the right to enforce this Code in its sole discretion, on a case-by-case basis, according to the facts and circumstances of
each individual instance in which this Code is violated. No form of disciplinary action enacted by the Company in response to any specific
violation of this Code will bind the Company to choose the same form of disciplinary action in reaction to future violations.

 

	XII.	Waiver

 

From
time to time, circumstances may warrant a material departure from, or a waiver of, a provision of this Code. Any such waiver of this
Code for directors or executive officers may be made only by the Board of Directors or a committee thereof. In case a waiver of any of
Sections I-III or VIII-XII of this Code is granted to a director or an executive officer, a notice of such waiver briefly describing
the nature of the waiver, the name of the person to whom the waiver was granted, the reason for the waiver, and the date of the waiver,
shall be promptly disclosed in a Current Report on Form 8-K within four days of the waiver. Notices shall be retained in the Company’s
files as required by law.

 

For
the purposes of this Code, the term “waiver” shall include an “implicit waiver,” which shall mean the Company’s
failure to take action within a reasonable period of time regarding a material departure from a provision of this Code that has been
made known to an executive officer of the Company.

 

	XIII.	Amendments
    and Modifications of this Code

 

There
shall be no other amendment or modification of this Code except by a vote of the Board of Directors or a designated committee that will
ascertain whether amendment or modification is appropriate. In the case of any amendment or modification of this Code that applies to
a Senior Financial Officer, other than a technical, administrative or other non-substantive amendment, a notice of such amendment or
modification briefly describing the nature of the amendment or modification will be promptly disclosed on a Form 8-K or on the Company’s
website as required by applicable Legal Requirements or NYSE American Rules.

 

    	12

    	 

    

 

	XIV.	Conclusion

 

This
Code is an attempt to point everyone related to the Company in the right direction, but no document can achieve the level of principled
compliance that the Company is seeking. Each individual is responsible for maintaining his or her awareness of these issues and complying
with the Code’s principles to the best of his or her abilities. Before taking any action, one should always ask oneself:

 

	 	●	Does
    it feel right?
	 	●	Is
    this action ethical in every way?
	 	●	Is
    this action in compliance with the law?
	 	●	Could
    my action create an appearance of impropriety?
	 	●	Am
    I trying to fool anyone, including myself, about the propriety of this action?

 

If
an action would elicit the wrong answer to any of these questions, do not take it. The Company expects you to act in good faith. If you
act in bad faith or fail to report illegal or unethical behavior, then you will be subject to disciplinary procedures. The Company hopes
that you agree that it is always best to be honest, forthright and loyal.

 

	I
    have read and agree to comply with the above policy,	 	 
	 	 	 
	 	 	 
	Signature	 	Date
	 	 	 
	 	 	 
	Printed
    Name	 	 

 

    	13Exhibit
10.5

 

SELECTIS
HEALTH, INC.

 

DOCUMENT
RETENTION POLICY

 

The
corporate records of Selectis Health, Inc., a Delaware corporation (hereafter the “Company”) are important assets. Corporate
records include essentially all records you produce as an employee, whether paper or electronic. A record may be as obvious as a memorandum,
an e-mail, a contract or a case study, or something not as obvious, such as a computerized desk calendar, an appointment book or an expense
record.

 

The
law requires the Company to maintain certain types of corporate records, usually for a specified period of time. Failure to retain those
records for those minimum periods could subject you and the Company to penalties and fines, cause the loss of rights, obstruct justice,
spoil potential evidence in a lawsuit, place the Company in contempt of court, or seriously disadvantage the company in litigation.

 

The
Company expects all employees to fully comply with any published records retention or destruction policies and schedule, provided that
all employees should note the following general exceptions to any stated destruction schedule: If you believe, or the Company informs
you, that Company records are relevant to litigation, or potential litigation (i.e., a dispute that could result in litigation), then
you must preserve those records until the Chairman of the Board determines the records are no longer needed. That exception supersedes
any previously or subsequently established destruction schedule for those records. If you believe that exception may apply, or have any
question regarding the possible applicability of that exception, please contact the Chairman of the Board.

 

From
time to time the Company establishes retention or destruction policies or schedules for specific categories of records in order to ensure
legal compliance, and also to accomplish other objectives, such as preserving intellectual property and cost management. Several categories
of documents that bear special consideration are identified below. While minimum retention periods are suggested, the retention of the
documents identified below and of documents not included in the identified categories should be determined primarily by the application
of the general guidelines affecting document retention identified above, as well as any other pertinent factors.

 

(a) Tax
Records. Tax records include, but may not be limited to, documents concerning payroll, expenses, proof of deductions, business costs,
accounting procedures, and other documents concerning the Company’s revenues. Tax records should be retained for at least six years
from the date of filing the applicable return.

 

(b) Employment
Records/Personnel Records. State and federal statutes require the Company to keep certain recruitment, employment and personnel information.
The Company should also keep personnel files that reflect performance reviews and any complaints brought against the Company or individual
employees under applicable state and federal statutes. The Company should also keep all final memoranda and correspondence reflecting
performance reviews and actions taken by or against personnel in the employee’s personnel file. Employment and personnel records
should be retained for six years.

 

    	1

     

    

 

(c) Board
and Board Committee Materials. Meeting minutes should be retained in perpetuity in the Company’s minute book. A clean copy
of all Board and Board Committee materials should be kept for no less than three years by the Company.

 

(d) Press
Releases/Public Filings. The Company should retain permanent copies of all press releases and publicly filed documents under the
theory that the Company should have its own copy to test the accuracy of any document a member of the public can theoretically produce
against the Company.

 

(e) Legal
Files. Legal counsel should be consulted to determine the retention period of particular documents, but legal documents should generally
be maintained for a period of ten years.

 

(f) Marketing
and Sales Documents. The Company should keep final copies of marketing and sales documents for the same period of time it keeps other
corporate files, generally three years.

 

An
exception to the three-year policy may be sales invoices, contracts, leases, licenses and other legal documentation. These documents
should be kept for at least three years beyond the life of the agreement.

 

(g) Development/Intellectual
Property and Trade Secrets. Development documents are often subject to intellectual property protection in their final form (e.g.,
patents and copyrights). The documents detailing the development process are often also of value to the Company and are protected as
a trade secret where the Company:

 

	 	 	(i)	derives
    independent economic value from the secrecy of the information; and
	 	 	 	 
	 	 	(ii)	the
    Company has taken affirmative steps to keep the information confidential.

 

The
Company should keep all documents designated as containing trade secret information for at least the life of the trade secret.

 

(h) Contracts.
Final, execution copies of all contracts entered into by the Company should be retained. The Company should retain copies of the final
contracts for at least three years beyond the life of the agreement, and longer in the case of publicly filed contracts.

 

(i) Electronic
Mail. E-mail that needs to be saved should be either:

 

	 	 	(i)	printed
    in hard copy and kept in the appropriate file; or
	 	 	 	 
	 	 	(ii)	downloaded
    to a computer file and kept electronically or on desk as a separate file.

 

    	2

     

    

 

The
retention period depends upon the subject matter of the e-mail, as covered elsewhere in this policy.

 

Failure
to comply with this Document Retention Policy may result in punitive action against the employee, including suspension or termination.
Questions about this policy should be referred to the Chairman of the Board, who is in charge of administering, enforcing and updating
this policy.

 

	READ,
    UNDERSTOOD AND AGREED:	 
	 	 
	 	 
	Employee’s
    Signature	 
	 	 
	 	 
	Date	 

 

    	3

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