Human Resources
Policy

Aviate Pro ME LLC Group (hereinafter referred to as "the Group") is a globally operating aviation services and fleet management enterprise with offices in Glasgow, United Kingdom; Doha, Qatar; and Sherman Oaks, California, USA. The Group encompasses its principal operating entities, namely Aviate Pro ME LLC, Aero Aviation, Aviate Pakistan, and Flight Core Intelligence, each of which delivers specialised services within the global aviation ecosystem.

This Human Resources Policy (hereinafter referred to as "the Policy") establishes the foundational framework governing the employment relationship between the Group and all individuals engaged in its service, whether on a permanent, fixed-term, part-time, or contractual basis. It reflects the Group's commitment to maintaining a professional, equitable, lawful, and high-performance work environment across all jurisdictions in which it operates.

The Policy is binding upon every member of the workforce, from executive leadership to operational staff, and from full-time employees to consultants and seconded personnel. All persons subject to this Policy are required to read it carefully, acknowledge its provisions, and conduct themselves in full accordance with its requirements at all times.

The primary purpose of this Policy is to articulate, in clear and enforceable terms, the rights, responsibilities, and expectations applicable to all members of the Group's workforce. Through this framework, the Group seeks to achieve the following objectives:

1. To establish a consistent, transparent, and fair set of employment standards applicable across all Group entities and operating locations.
2. To ensure that the Group's employment practices comply in full with the applicable laws and regulations of each jurisdiction in which the Group operates, including the United Kingdom, the State of Qatar, and the United States of America.
3. To foster a workplace culture grounded in respect, accountability, excellence, and professional integrity.
4. To provide clear and accessible guidance on employment processes, entitlements, conduct expectations, and disciplinary procedures.
5. To protect the interests of the Group and its employees through the equitable and lawful resolution of workplace matters.

This Policy applies universally to all persons engaged by the Group in any capacity, across all entities, offices, and jurisdictions. This includes permanent employees, fixed-term contract employees, part-time employees, consultants retained on an ongoing basis, interns and trainees, seconded personnel, and individuals working under agency or service arrangements where such individuals are functionally integrated into the Group's operations.

Where specific provisions of this Policy may conflict with local statutory requirements in a particular jurisdiction, the applicable mandatory provisions of local law shall take precedence in that jurisdiction to the extent of the inconsistency. In all other respects, this Policy shall govern the employment relationship in its entirety.

For the purposes of this Policy, the following terms shall carry the meanings assigned to them herein:

Aviate Pro ME LLC Group is committed to providing a working environment that is free from unlawful discrimination, harassment, and victimisation. The Group affirms that all employment decisions, including recruitment, selection, compensation, promotion, training, and termination, shall be made on the basis of merit, capability, qualifications, and the lawful requirements of the role, without regard to race, colour, national origin, religion, gender, age, disability, marital status, or any other characteristic protected by applicable law in the relevant jurisdiction.

This commitment extends across all Group entities and applies equally to the treatment of employees, candidates for employment, contractors, clients, and all other persons with whom the Group interacts in the course of its operations. Any employee found to have engaged in discriminatory conduct shall be subject to disciplinary action, which may include termination of employment.

Every individual employed by the Group shall be issued a written contract of employment prior to or upon their commencement of work. The contract shall set out, at minimum, the job title, duties, reporting line, place of work, working hours, remuneration, benefits, notice period, confidentiality obligations, applicable governing law, and reference to this Policy as a binding document incorporated into the employment relationship.

Employment contracts may be of a permanent, fixed-term, or part-time nature depending on the operational requirements of the Group and the applicable laws of the jurisdiction in which the employee is engaged. Fixed-term contracts shall not be automatically renewed upon their expiry unless a new written agreement is executed by both parties.

All new employees shall be subject to a probationary period, the duration of which shall be specified in their individual employment contract. Unless otherwise stated, the standard probationary period for the Group shall be three months from the commencement of employment, which may be extended by the Group for a further period of up to three additional months where the HR Department and the relevant line manager determine that additional assessment is warranted.

During the probationary period, the Group shall conduct structured performance reviews to evaluate the employee's suitability for the role. Successful completion of the probationary period shall be confirmed to the employee in writing by the HR Department.

Standard working hours for the Group shall be as specified in each employee's contract of employment, in accordance with the statutory working time requirements of the relevant jurisdiction. Employees are expected to maintain reliable and punctual attendance at all times. Overtime, where required and approved in advance by a line manager, shall be compensated in accordance with applicable local law and the terms of the individual employment contract.

Unexplained or repeated absence from work shall be treated as a conduct matter and managed through the Group's disciplinary procedures. Employees who anticipate absence are required to notify their line manager at the earliest practicable opportunity.

The Group is committed to providing fair and competitive compensation to all employees, commensurate with their skills, experience, responsibilities, and the prevailing market conditions in the relevant jurisdiction. Compensation shall be reviewed periodically, with formal reviews typically conducted on an annual basis.

Salaries shall be paid in the currency and by the method specified in each employee's employment contract, in accordance with the statutory payroll requirements of the relevant jurisdiction. All applicable statutory deductions shall be made in full compliance with local law. Employees shall not disclose their salary or benefit information to colleagues or third parties, as compensation details are considered confidential.

The Group provides a range of employment benefits, the specific composition of which may vary between jurisdictions and employee categories. Benefits are detailed in the individual employment contract and in any supplementary benefits schedule issued by the HR Department. Benefits may include, where applicable and subject to local requirements, annual flight allowances, health insurance coverage, end-of-service gratuity, housing or transportation allowances, and professional development support.

The Group reserves the right to review, adjust, or where operationally necessary withdraw benefits, subject to providing reasonable notice and adhering to any contractual or statutory obligations in the relevant jurisdiction.

The Group operates a structured performance management framework designed to set clear expectations, support employee development, and recognise and reward high performance. Performance objectives for each employee shall be established at the commencement of the performance year and shall be reviewed formally at least twice annually.

Employees who are performing below the expected standard shall receive documented feedback and shall be supported through a Performance Improvement Plan, which shall set clear and measurable targets, identify the support available, and specify the timeframe within which improvement is expected. Failure to achieve the standards set out in a Performance Improvement Plan may result in further disciplinary action, including termination of employment.

Aviate Pro ME LLC Group is deeply committed to the continuous development of its workforce. The Group recognises that investment in training and professional development is fundamental to maintaining operational excellence, regulatory compliance, and competitive capability within the global aviation industry.

Employees in roles requiring mandatory regulatory qualifications, such as aviation licences, simulator certifications, or safety management competencies, shall be supported in maintaining current and valid credentials at all times. Employees who receive training funded by the Group may be required to remain in employment for a minimum period following the completion of such training, as specified in a training bond or cost recovery agreement.

Every person subject to this Policy is required to conduct themselves at all times with the highest standards of professional integrity, honesty, and respect, whether in the workplace, whilst representing the Group externally, or in any capacity where their conduct may reflect upon the Group's reputation and standing.

The Group adopts a zero-tolerance position towards bribery and corruption in all its forms. No employee, consultant, or representative of the Group shall offer, pay, promise, authorise, or accept any bribe, kickback, facilitation payment, or any other improper financial or non-financial advantage, whether directly or through a third party.

Compliance with this provision is mandatory. Any suspected breach shall be reported immediately to senior management or through the Group's confidential reporting mechanism, and shall be investigated promptly. Breach of this provision shall constitute gross misconduct and may also result in referral to the relevant law enforcement authorities.

The Group is unequivocally committed to maintaining a working environment in which every individual is treated with dignity and respect. Harassment, bullying, intimidation, and victimisation in any form are strictly prohibited, regardless of the medium through which such conduct occurs or the seniority of the persons involved.

Sexual harassment, including unwanted physical contact, sexually suggestive communications, and the display of inappropriate material, is a form of gross misconduct and shall be treated as such. Any employee who believes they have been subjected to harassment, bullying, or discriminatory conduct is encouraged to report the matter without delay to the HR Department. Retaliation against any employee for raising a complaint in good faith is itself a serious disciplinary matter.

The Group regards the health, safety, and wellbeing of its workforce as a matter of paramount importance. It is the Group's absolute commitment to provide and maintain, so far as is reasonably practicable, a safe working environment for all employees, contractors, and visitors across all its operational locations.

All employees are required to comply with the health and safety policies, procedures, and instructions applicable to their place of work, to report any hazards, accidents, near-misses, or unsafe conditions to their line manager without delay, and to cooperate fully with any health and safety investigation or audit conducted by or on behalf of the Group. Aviation operations carried out by or under the auspices of the Group's entities are subject to the specific safety management system requirements of the applicable regulatory authority, including the UK Civil Aviation Authority, the European Union Aviation Safety Agency, and the Federal Aviation Administration.

Employees must exercise sound professional judgement in all their communications on social media and other public platforms, whether in a personal or professional capacity, where such communications may relate to, reference, or reflect upon the Group, its clients, its partners, or the aviation industry more broadly.

Employees are prohibited from publishing, posting, or sharing content that discloses confidential Group information, disparages the Group or its clients, makes unauthorised representations on behalf of the Group, or constitutes harassment or defamation of any individual connected with the Group.

The Group recognises that situations may arise in which an employee has a concern or grievance relating to their employment. The Group is committed to addressing all such concerns promptly, fairly, and in accordance with applicable law. Employees are encouraged to raise concerns informally with their line manager in the first instance wherever this is practicable.

Where an informal resolution is not possible or appropriate, the employee may submit a formal written grievance to the HR Department. Upon receipt of a formal grievance, the HR Department shall acknowledge the submission, appoint an appropriate investigating officer, conduct a thorough and impartial investigation, and provide the employee with a written outcome within the timeframe prescribed by local law. The employee shall have the right to appeal any outcome through the Group's internal appeals process.

This section sets forth the Group's policy with respect to legal records arising in any jurisdiction in which the Group operates and their direct consequences for the employment relationship.

The Group is committed to maintaining a culture of openness and accountability in which employees feel safe and supported in raising concerns about potential wrongdoing. Any employee who has a genuine concern about illegal activity, regulatory non-compliance, financial irregularity, safety risk, or serious breach of Group policy is encouraged to report that concern through the appropriate internal channel.

The Group undertakes not to subject any employee who makes a report in good faith to any detriment, retaliation, or adverse treatment as a result of their having done so. This protection applies regardless of whether the concern is ultimately found to be substantiated, provided the report was made honestly and without malicious intent.

All employees, managers, and senior leaders of the Group are personally responsible for ensuring their own compliance with this Policy and for fostering compliance within their areas of responsibility. The HR Department is responsible for the administration, interpretation, and enforcement of this Policy across all Group entities.

This Policy shall be reviewed at least annually by the HR Department and, where necessary, updated to reflect changes in applicable law, regulatory requirements, organisational structure, or operational practice. Any material amendment to this Policy shall be communicated to all employees in a timely manner, and the amended version shall supersede all prior versions from the effective date of the amendment.