I-1-A.2 Duties and Responsibilities

STAR MARIANAS AIR, INC.
Approved Training Manuals

Lesson Plans
And
Courseware
Initial New Hire Flight Crew

Part I Basic Indoctrination
Section 1 Operator Specific Module
A.Duties and Responsibilities
Before We Start
Complete Class Roster
Cell Phones OFF
Class programmed duration 30 Minutes
Basic
Indoctrination
Training:
Section 1 Operator Specific
A. Duties and
Responsibilities
Training Materials/Learning
Outcomes
Current copy of the Employee Handbook
Basic
Indoctrination
Training:
A. Duties and
Responsibilities
Order 8900 Referenc

e
3-1144. OPERATOR-SPECIFIC TRAINING

MODULES. The subject area of a basic
indoctrination training curriculum segment referred
to as operator-specific includes training modules
that pertain to the operators methods of
compliance with the regulations and safe operating
practices. Examples of recommended training
modules for the operator-specific subject area
follow:
A. Duties and Responsibilities.
Company history, organization, and management structure
Operational concepts, policies, and kind of operation
Company forms, records, and administrative procedures
Employee standards and rules of conduct
Employee compensation, benefits, and contracts
Authority and responsibilities of duty position
Company-required equipment
Company manual organization, revisions, and employee

responsibilities concerning manuals
1)
Company history, organization and

management structure.
2)
Operational concepts, policies and kind of

operation.
3)
Company forms, records, and administrative

procedures.
A. Duties and
Responsibilities
4)
Employee standards and rules of conduct.
5)
Employee compensation, benefits, and contracts.
6)
Authority and responsibilities of duty position.
7)
Company required equipment.
8)
Company manual organization, revisions, and

employee responsibilities concerning manuals.
Basic
Indoctrination
Training:
1) Company History, Organization and Management Structure

History of Star Marianas Air
Basic
Indoctrination
Training:
A. Duties and
Responsibilities
Employee Handbook Chapter 1
Business Location
SMAs Goal
List of management & background
History of Star Marianas Air

Star Marianas Air, Inc was originally incorporated under the laws of the Commonwealth of the Northern Mariana Islands as Star Aviation Air, Inc. in August 8, 2007.
On 05/12/2008 Mr. Robert F. Christian and Mr. Alfred Yue acquired the stock and changed the companys name to Star Marianas Air, Inc. Mr. Christian held 75% of the stock and Mr. Yue held 25%; both are US citizens.
Basic
Indoctrination
Training:
A. Duties and
Responsibilities
1) Company
History,
Organization and
Management
Structure
Chapter 1-Company Backg

round
SMA amended its articles and renamed the Corporation, Star Marianas Air, Inc. STAR is an acronym formed by using the first letters of the Islands in the Northern Mariana Islands beginning with the Island of Saipan (S) in the north and then south including Tinian (T), Aguijan (A) and Rota (R).
History of Star Marianas Air contd

On August 8, 2008, the Federal Aviation Administration accepted the Companys application to become an Air Carrier and issued the preliminary Certificate Number 1SMA230P.
On April 1, 2009, the Company received its Certificate 1SMA230M and Operations Specifications allowing operations to begin as an on-demand service provider, using three (3) single-engine Piper PA32-300 aircraft, for day and/or night, passenger and/or cargo operations, under visual flight rules between the Islands of the Northern Marianas and Guam.
Basic
Indoctrination
Training:
A. Duties and
Responsibilities
1) Company
History,
Organization and
Management
Structure

round
Next --

Initially, flights were primarily being chartered by the Tinian Dynasty Hotel and Casino (TDHC) to accommodate its staff and some of its customers. The flights chartered by the TDHC were used primarily as a supplement to their existing agreements with a ferry boat service which provided the majority of their customer transfers between Saipan and Tinian.
In February 2010 Robert Christian sold 50% of the Companys shares to Shaun Christian and 25% of the shares to Paz Christian. Shaun took over as the President and Chief Operating Officer and Robert continues to act as the Director of Flight Operations and Chairman of the Board of Directors.
Basic
Indoctrination
Training:
A. Duties and
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1) Company
History,
Organization and
Management
Structure

round
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In March of 2010 Tinian Dynasty Hotel and Casino ceased operations of it passenger ferry boat service between Saipan and Tinian and has relied on Star Marianas Air to transport its customers between the islands
In April 2010, demand sharply increased as a result of the suspension of passenger ferry boat service and an increase in passengers visiting the TDHC facility.
Basic
Indoctrination
Training:
A. Duties and
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1) Company
History,
Organization and
Management
Structure

round
On April 1, 2012 Paz Christian became the President of Star Marianas Air, Inc. and Shaun Christian took over as the Executive Vice President. Robert Christian continues as the Chairman of the Board of Directors.
Business Location
SMA ha s the fol l owi ng pl aces of busi ness:
The co rporate headq uarters is located at:
Hangar One, West Tinian International Airport
Tinian MP 96952
Mailing address for Tinian:
PO Box 520461
Tinian MP 96952
Mailing address for Saipan
Basic
Indoctrination
Training:
A. Duties and
Responsibilities
1) Company
History,
Organization and
Management
Structure
PO Box 504820
Saipan MP 96950
Business Location contd

SMA has the following places of business:
There are check-in counters at three locations;
(1) the main terminal in Tinian,
(2) the Commuter Terminal in Saipan, and
Basic
Indoctrination
Training:
A. Duties and
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1) Company
History,
Organization and
Management
Structure
(3) the Rota International Airport
Star Marianas Airs Goal

Star Marianas Air, Inc. is a certificated air carrier. You were employed to perform functions that may include: piloting the airlines aircraft, providing customer services, performing aircraft maintenance, or performing accounting functions or other support functions.
SMA has as its primary goal the provision of RESPONSIBLE air transportation between Tinian and Saipan. We are at all times fully committed to everyones safety.
You have been invited to join our company because we believe you can make a valuable contribution to the attainment of our goals. You are choosing to work with us because you feel the benefits, compensation and working condition package we offer is a fair exchange for your services.
Basic
Indoctrination
Training:
A. Duties and
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1) Company
History,
Organization and
Management
Structure
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Star Marianas Airs Goal contd

Therefore, please read, ask questions, and make sure you understand the information contained within the SMA Employee Handbook before signing the Employee Handbook Acknowledgment.
Basic
Indoctrination
Training:
A. Duties and
Responsibilities
1) Company
History,
Organization and
Management
Structure
Basic
Indoctrination
Training:
A. Duties and
Responsibilities
1) Company
History,
Organization and
Management
Structure
Organizational Chart
Lis t of Manage ment & Background

Robert F. Christian Chairman of the Board/ Director of Operations
Paz L. Christian President/ Chief F inancial Off icer
Shaun Christian Executiv e Vice President
James E. Bell Chief Pilot
Manuel Gabor Director of Maintenance
Alma Canlas Admin. Manager
Rowena Adv incula Accounting Manager
Joy Gustaf son Director of Customer Serv ice
Basic
Indoctrination
Training:
A. Duties and
Responsibilities
1) Company
History,
Organization and
Management
Structure
Donna Cabrera/ Randy Adv incula Dispatch Managers
Pacific
Island
Aviation, Inc
1988 2006
Saipan
Tinian
Rota
Guam
Tbilisi,
Georgia
Caucasus Airlines
Baku, Azerbaijan
Yerevan, Armenia
Sochi, Russia
Mineral Vody,
Russia
Dneproprotrosk ,
Ukraine
Batumi, Georgia
Iraq
2005
through
Sulaimaniyah
International
2007
Airport
Bangalore,
India 2006
Falcon Jet
University of North
Dakota and BVU
1st undergraduate
degree program with
an aviation
component
2007 - 2008
Nigeria
2007
Albarka Air
Flight Attendants?
Maintenance staff?
Pilots?
2) Operational Concepts, Policies and Kind of Operation

Safety Policy
Business Ethics policy and code of conduct
Drug and alcohol policy
Basic
Indoctrination
Training:
A. Duties and
Responsibilities
Policy Statements
Equal Opportunity employer

Harassment in the work place policy
Anti bribery and anti-boycott policies and procedures
The Family and Medical Leave Act policy
Computer Use Policy
Occupational Health and Safety Administration (OSHA)
Safety Statement
Safety is the first priority in all our activities. We are committed to implementing, developing and improving strategies, management systems and processes to ensure that all our aviation activities uphold the highest level of safety performance and meet national and international standards.
Our commitment is to:
Develop and embed a safety culture in all our aviation activities that recognizes the importance and value of effective aviation safety management and acknowledges at all times that safety is paramount;
Clearly define for all staff their accountabilities and responsibilities for the development and delivery of aviation safety strategy and performance;
Basic
Indoctrination
Training:
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Responsibilities
2) Operational
Concepts, Policies
and Kind of
Operation
Minimize the risks associated with aircraft operations to a point that is as low as reasonably practicable/achievable;
Safety Statement contd

Our comm itment is to: (contd)
Ens ure that externally supplied s ystems and serv ices that impact upon the s afety of our operations meet appropriate safety standards ;
A ctively develop and improve our saf ety process es to conform to w orld-c lass standards;
Comply w ith and, w herever possible, exceed legislativ e and regulatory requirements and s tandards;
Ens ure that all staf f are prov ided w ith adequate and appropriate aviation s af ety inf ormation and training, are competent in s af ety matters and are only allocated tasks commensurate w ith their skills;
Ens ure that suf f icient skilled and trained resourc es are available to implement saf ety strategy and policy;
Basic
Indoctrination
Training:
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2) Operational
Concepts, Policies
and Kind of
Operation
Establis h and meas ure our safety perf ormance against realistic objectives and/or targets ;
Safety Statement contd

Our commitment is to: (contd)
Achieve the highest levels of safety standards and performance in all our aviation activities;
Continually improve our safety performance;
Conduct safety and management reviews and ensure that relevant action is taken; and
Basic
Indoctrination
Training:
A. Duties and
Responsibilities
2) Operational
Concepts, Policies
and Kind of
Operation
Ensure that the application of effective aviation safety management systems is integral to all our aviation activities, with the objective of achieving the highest levels of safety standards and performance.
Business Ethics Policy & Code of Conduct

General
SMA is committed to conducting its business with honesty and integrity and applying the highest standard of ethics in all dealings with employees, customers, suppliers and the community. SMA will strictly comply with all applicable legislation, regulations and rules relating to the organizations and locations in which it carries out business.
All employees are required to comply with the Business Ethics Policy and Code of Conduct and any applicable policies, procedures and legislation. Breaching the requirements set out in these documents may result in disciplinary action, up to and including dismissal. The Policy also applies to contractors, consultants and secondees while they are engaged by SMA.
Basic
Indoctrination
Training:
A. Duties and
Responsibilities
2) Operational
Concepts, Policies
and Kind of
Operation
Next --
Business Ethics Policy & Code of Conduct contd

General contd
Basic
Indoctrination
Training:
A. Duties and
Responsibilities
2) Operational
Concepts, Policies
and Kind of
Operation
Employees are encouraged to actively participate in applying this policy within the workplace and to raise any issues or concerns in relation to compliance with the Policy or related legislation. All issues raised will be treated seriously and confidentiality will be maintained where legally possible.

Values
Basic
Indoctrination
Training:
Star Marianas Air, Inc.s principles and standards set out in the Code of Business Ethics are based on the following values:

A. Duties and
Responsibilities
Honesty
To be honest and truthful in all of

our dealings with one another and
our customers, communities,
suppliers and shareholders.
2) Operational
Concepts, Policies
and Kind of
Operation
Integrity
To say what we mean and deliver

what we promise.
Respect
To treat one another with dignity

and fairness.
Trust
Responsibil
ity
To build confidence through open

communication and teamwork.
To raise any concerns in the
workplace, including any violations
of policies, rules, regulation and
procedures.

Principles and Standards
The Code of Business Ethics sets out the principles and s tandards Star Marianas Air, Inc. has adopted to guide our actions in all bus ines s conduct and practices .
1. Ens ure that all dealings with employees, customers, communities and shareholders are conducted with hones ty and integrity.
A ll in terac tions betw een emplo yees w ill be base d o n h onesty, f airness and resp ect.
A ll dea lings w ith c ustome rs w ill be bas ed on accurate and complete inf orma tio n, comply w ith a pplicable legislativ e req uirements and be cond ucted in a fa ir a nd eth ical mann er.
SM A w ill be respon sible in its a ctions and su pportive of the co mmunities w ithin w hich it op era tes.
Basic
Indoctrination
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A. Duties and
Responsibilities
2) Operational
Concepts, Policies
and Kind of
Operation
We w ill not tolera te haras sme nt or disc rimination of any kind - espe cia lly in volv ing race, colo r, relig ion , gend er, age, n ational o rigin , disability, an d vete ra n o r marital statu s

Principles and Standards contd
2. Conduct all business in accordance with applicable laws and regulations.
Sta r M a r i a n a s A i r , Inc. w ill c onduc t its b usin ess in strict c omplia nce w ith all ap plicable legislatio n, regulations a nd ru les.
A ll employees are require d to comply w ith ap plic able legal requ irements a nd seek cla rif icatio n in areas w here th ey are u nsure of the ir ob lig ations
3. Work s afely and protect the environm ent

Ea ch of u s is re spons ible f or compliance w ith environmental, h ealth, a nd saf ety law s and regulations . Sta r M a r ia na s A i r , In c. is co mmitte d to provid ing a drug-f ree, sa f e and hea lthy w ork en vironmen t, an d to obs erv e enviro nmen ta lly so und business practices .
Basic
Indoctrination
Training:
A. Duties and
Responsibilities
2) Operational
Concepts, Policies
and Kind of
Operation
Observe p oste d w a rnings a nd re gulatio ns. Report immediately to the app rop riate man agement a ny a ccident o r injury sustained on the job, o r any en vironmental or saf ety c oncern you may hav e.

Principles and Standards contd.
4.
Bid and negotiate contracts in an ethical manner and comply with legislative and contractual requirements .
A ll employees in volv ed in the b idding and con tract negotia tion process w ill be resp onsib le f or u nderstanding legislative and contractual req uirements a nd carrying o ut th e pro cess in c omplia nce w ith the se req uirements.
A ll in fo rmation , docu men ta tio n, stateme nts su pplied to cu sto mers must be truth fu l and accu ra te .
The su bmission of f alse inf ormation or documentation to c ustomers w ill not be tolerated and could re sult in leg al action .
Once aw arde d, all c ontra cts must b e p erfo rmed in ac cordanc e w ith the spe cif ica tions and requireme nts .
Basic
Indoctrination
Training:
A. Duties and
Responsibilities
2) Operational
Concepts, Policies
and Kind of
Operation
5.
Always keep accurate and complete records

A ll pay men ts and f in ancial tran saction s must be properly au tho rized, disc los ed, recorde d a nd comple ted, in acco rdance w ith company po licies and ac cepted acco unting prin cip les.

In complete, mislead ing or f alse recording of inf orma tion w ill res ult in disc iplinary ac tio n.
Never ratio nalize or mis re presen t fa cts .
6.
Avoid illegal and ques tionable gifts or favors .

A lw ays co mp ly w ith rules and regulations of customers and gove rn men t agen cies in relation to their po lic ies on acc epting gifts, e nte rtainment an d gratuities.
Never u se gif ts o r entertainment to gain adva ntag e or f avorab le trea tment in dealings w ith cus tomers or s uppliers. Kickbac ks and bribes a re nev er ac ceptable a nd may b e ag ains t th e law .
Basic
Indoctrination
Training:
A. Duties and
Responsibilities
2) Operational
Concepts, Policies
and Kind of
Operation
Where it is approp riate to of f er e ntertainmen t, g if ts or promotional material, they shou ld only b e of nomin al value. The c ourte sie s must n ever be lavish or e xtra vagan t unde r th e circ umstan ces
Next --

Never accept gifts or entertainment that are offered by suppliers and intended to influence business decisions or gain competitive advantage. Any gifts accepted must only be of nominal value and acceptance should foster goodwill and successful business relations. Acceptance of such courtesies should not be frequent or reflect a pattern or the appearance of a pattern of frequent acceptance of courtesies from the same entities or persons.
The employee accepting the courtesies should feel comfortable about discussing the courtesies with his or her manager or coworker, or having the courtesies known by the public.
7.
Basic
Indoctrination
Training:
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Responsibilities
2) Operational
Concepts, Policies
and Kind of
Operation
Follow the law and use common sense in political contributions and activities.
The company encourages its employees to become involved in civic affairs and to participate in the political process. Employees must understand however that their involvement and participation must be on an individual basis on their own time and at their own expense.
Business Ethics Policy & Code of Conduct contd.

Principles and Standards contd .
Know the laws that govern political contributions and activities and ensure that you comply.
8.
Basic
Indoctrination
Training:
A. Duties and
Responsibilities
2) Operational
Concepts, Policies
and Kind of
Operation
Strictly adhere to all antitrust laws

Antitrust is a blanket term for laws that protect the free enterprise system and promote open and fair competition. These laws deal with agreements and practices in restraint of trade such as price fixing and boycotting suppliers or customers. They also bar pricing intended to run competitor out of business; disparaging, misrepresenting, or harassing a competitor; stealing trade secrets; bribery; and kickbacks. Antitrust laws are vigorously enforced.
These laws also apply to international operations and transactions related to imports into and exports from the countries in which we do business. Employees involved in any dealings with competitors are expected to know about antitrust laws and to consult with the Legal Department prior to negotiating with or entering into any arrangement with a competitor.

9.
Be sensitive to the conduct of international business.

The Company is committed to conduct its activities free from the unfair influence of bribery. Corruption erodes confidence in the marketplace. Star M arianas Air, Inc. depends on trust and transparency in the transaction of business.
10.
Exercise care and judgment in utilizing corporate resources.

Avoid conflicts of interes t and avoid any relationships or interactions that m ay influence your objectivity and fairnes s in performing your role.
Basic
Indoctrination
Training:
A. Duties and
Responsibilities
2) Operational
Concepts, Policies
and Kind of
Operation
Do not undertake outside employment with competitors, customers or suppliers unles s you have a signed authorization from Star M arianas Air, Inc. to do s o.

11.
Do not engage in s peculative or insider trading.

Do not trade in securities, property or assets based on information acquired through y our employ ment with Star Marianas Air, In c. It is against the law f or employ ees to buy or sell Company stock based on material, non-public (insider) inf ormation about or inv olv ing the Company .
Understand that this guidance also applies to the securities of other companies (suppliers v endors subcontractors, etc.) for which y ou receiv e information in the course of y our employ ment at Star Marianas Air, In c.
12.
Protect proprietary inf ormation.

Proprietary Company information may not be disclosed to any one without proper authorization.
Keep proprietary documents protected and secure.
Basic
Indoctrination
Training:
A. Duties and
Responsibilities
2) Operational
Concepts, Policies
and Kind of
Operation
In the course of normal business activ ities, suppliers, customers, and competitors may sometimes div ulge to y ou inf ormation that is proprietary to their business. Respect these conf idences
Business Ethics Policy & Code of Conduct cont.

Responsibilities
Basic
Indoctrination
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2) Operational
Concepts, Policies
and Kind of
Operation
The Chief Executive Officer has overall responsibility for ensuring that the company operates in accordance with the principles and standards set out in the Business Ethics Policy and Code of Conduct and ensuring that any breaches are appropriately dealt with. An Ethics Officer will be appointed by the Chief Executive Officer to oversee compliance with this policy. The Ethics Officer will report directly to the Executive Office
and the Board of Directors.
Next --

Responsibilities contd
Basic
Indoctrination
Training:
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2) Operational
Concepts, Policies
and Kind of
Operation
Managers and Team leaders are responsible for ensuring that each person under his or her supervision receives and understands the Business Ethics Policy and Code of Conduct. Managers and Supervisors are also responsible for modeling appropriate behavior and for creating a positive working environment that fosters and encourages ethical conduct. All members of management must be careful in words and conduct to
avoid placing, or seeming to place, pressure on subordinates that could cause them to deviate from acceptable ethical behavior.
All employees are responsible for adhering to the principles set out in the Ethics Policy and Code of Conduct and reporting any breaches of this policy to management or to the Ethics Officer.

Education
Star M arianas Air, Inc. will ensure that all employees are aware of and understand the companys Business Ethics Policy and Code of Conduct and their personal obligations for compliance in this area.
The Human Resource area will be responsible for ensuring that education of ethical issues is incorporated into induction programs and other training and development activities across the organization.
Inquiries and Reporting Incidents

Employees are encouraged to direct all inquiries and report any violations of the Policy, Code of Conduct or applicable legislation to their immediate Manager or the Human Resource Manager. Reports may also be made independently to the Ethics Officer.
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Inquiries and Reporting Incidents contd
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2) Operational
Concepts, Policies
and Kind of
Operation
All inquiries will be treated seriously and no employee will be disadvantaged for raising a concern. Confidentiality will be applied, except where disclosure is required by law.
Drug and Alcohol Policy

It is the Companys policy to maintain a drug-free work place.
The use, sale, manufacture, distribution, purchase, possession, dispensing, or being under the influence of alcohol, illegal drugs, or non-prescribed controlled substances on Company property, while on Company business, or while operating Company-owned or leased equipment is strictly prohibited.
Employees found to be in violation of this policy will be subject to termination of employment.
Basic
Indoctrination
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2) Operational
Concepts, Policies
and Kind of
Operation
APPENDIX B of the Employee Handbook contains SMAs Substance Abuse Policy and Alcohol Misuse and Prevention Program
Equal Opportunity Employer

The Company is an equal opportunity employer complying with all federal laws concerning non-discrimination, and affirms its commitments to the principle of equal opportunity in all employee relations.
Our policy is to:
Recruit, hire and promote persons without dis crim ination with regard to race, religion, color, sex, age, or national origin.
Employ and advance qualified phys ically and mentally handicapped individuals, disabled veterans, and veterans of the Vietnam era.
Actively seek and place qualified women and persons in m inority groups in all lines of employment.
Basic
Indoctrination
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2) Operational
Concepts, Policies
and Kind of
Operation
Ensure that all personnel decis ions are in accordance with the principles of equal employment opportunity.
Harassment in the Work Place Policy

Harassment and discrimination is prohibited.
Harassment and any form of discrimination violate company policy and are strictly prohibited.
All employees must be allowed to work in an environment free from harassment or discrimination. To accomplish this, the company must have the cooperation of all employees.
If an employee believes that harassment or discrimination has taken place, the employee must report it immediately to his or her supervisor.
If for any reason this would be inappropriate, or if not satisfied with the response, the employee is responsible for bringing the matter directly to the President of SMA.
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Harassment in the W ork Place Policy contd
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2) Operational
Concepts, Policies
and Kind of
Operation
Harassment may be difficult to recognize. It can consist of sexual favoritism, attempts to condition employment benefits on sexual concessions, or comments and/or conduct that creates a hostile or intimidating atmosphere.
If an employee feels that the conduct or statement of any other employee may constitute harassment, or may undermine the companys commitment to equal employment opportunity, the employee must immediately notify the appropriate person, as explained above.
This is every employees responsibility.
All reports will be taken seriously and investigated.
The company will protect the confidentiality of those involved to the extent it can, consistent with the need to investigate and resolve the problem.
Harassment in the Work Place Policy contd

Disciplinary action, including termination, will be taken against those who violate this policy, and against any others who condone such conduct.
No employee will be retaliated against for good faith efforts to comply with this policy.
Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA).
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Additional references are available from the U.S. Equal Employment Opportunity Commission (EEOC) website at: http://www.eeoc.gov/laws/practices/harassment.cfm
Anti Bribery Policy

General Scope
The Company will conduct every business transaction with integrity and will comply with the laws and regulations of each country in which it operates as well as the U.S. Foreign Corrupt Practices Act.
More specifically, it is prohibited for the Company, its officers, directors, employees or consultants, to offer or give money or anything of value, directly or indirectly through agents or intermediaries, to government officials (including officials or employees of any wholly or partially government-owned company), any political party or official thereof, or any person while knowing or being aware of a high probability that all or a portion of any payment will be offered, given or promised, directly or indirectly, to any of the above, to assist the Company in obtaining or
retaining business.
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Anti Bribery Policy - contd

General Scope contd
Additional reference about the U.S. Foreign Corrupt Practices Act is available from the U.S. Department of Justice website at: http://www.justice.gov/criminal/fraud/fcpa/
Limited Exceptions
Subject to the laws and regulations of each country in which the Company operates, the Companys Business Ethics Policy and Code of Conduct, and the prior written approval of the Companys legal counsel, who shall be competent in such matters, there may be certain limited exceptions to the general scope of this policy.
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Limited Exceptions contd
These limited exceptions may include any facilitating or expediting payment to any government official, political party, or party official, the purpose of which is to expedite or secure performance of a routine governmental action. Examples of such routine governmental action may include actions ordinarily and commonly performed by a government official in:
Granting permits, licenses, or other official documents to qualify a person to do business in a foreign country;
Processing governmental papers such as visas and work orders;
Providing police protection, mail pick-up and delivery, or scheduling inspections associated with contract performance or inspections related to transit of goods across country; or
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Providing phone service, power and water supply, loading and unloading cargo, or protecting perishable products or commodities from deterioration
Limited Exceptions contd
The term routine governmental action does not include any decision by a government official whether, or on what terms, to award new business to or continue business with a particular party, or any action taken by a government official involved in the decision-making process to encourage a decision to award new business or to continue business with a particular party
Action Required
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Any director, officer, employee or consultant of the Company who receives a request, either in writing or orally, which is, or might be construed as, a request to take or agree to take any of the prohibited actions (or possible exceptions thereto) set forth above, will not respond to the request and will immediately refer the request to the Companys legal counsel..
Anti-Boycott Policy
General Scope of Policy
It is the policy of the Company to prohibit its officers, directors, employees and consultants from taking any action or making any agreement or statement which has the effect of furthering, supporting, participating in or cooperating with any boycott not sanctioned by the U.S. Government, provided that, in the event compliance with this paragraph would result in a material violation of local law by Company or any of its directors,
officers, or employees, the Companys Board of Directors shall promptly meet and discuss in good faith a proper course of action with respect to such violation.
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Additional information regarding Antiboycott Compliance is available at the U.S. Department of Commerce Bureau of Industry and Security website at: http://www.bis.doc.gov/complianceandenforcement/antiboycottcompliance.htm
Anti-Boycott Policy contd
Prohibited Conduct
No director, officer, employee or consultant will take any action or make any agreement to:
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Refuse (or require any person to refuse) to do business with anyone, including an entity of a boycotted country or a blacklisted person, pursuant to an agreement with, a requirement of, or a request from or on behalf of an entity of a boycotting country;
Discriminate against any individual or entity in employment or in commercial relationships on the basis of the race, religion, sex, national origin or nationality of such person or, where an entity, of its employees, officers, directors or owners;
Furnish information with respect to the race, religion, sex, or national origin of any individual or entity or, where an entity, of any owner, officer, director, or employee of such entity;
Furnish information about past, current, or prospective business relationships of anyone with a boycotted country, an entity of a boycotted country, or firms known or believed to be on a boycott list or blacklist; or
Anti-Boycott Policy contd
Prohibited Conduct contd

No director, officer, employee or consultant will take any action or make any agreement to:
Furnish information about the affiliation or other relationship of any person with an organization which supports a boycotted country.
Action Required
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Any officer or employee of the Company who receives a request, whether in relation to a sanctioned or unsanctioned boycott, either in writing or orally, which is, or might be construed as, a request to take or agree to take any of the prohibited actions set forth above, will not respond to the request and will immediately refer the request to the Companys legal counsel.
The Family and Medical Leave Act Policy

The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to twelve workweeks of leave in a 12-month period for:
the birth of a child and to care for the newborn child within one year of birth;
the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;
to care for the employees spouse, child, or parent who has a serious health condition;
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a serious health condition that makes the employee unable to perform the essential functions of his or her job;
The Family and Medical Leave Act Policy contd

any qualifying exigency arising out of the fact that the employees spouse, son, daughter, or parent is a covered military member on covered active duty; or
Twenty-six workweeks of leave during a single 12-month period to care for a covered servicemember with a serious injury or illness who is the spouse, son, daughter, parent, or next of kin to the employee (military caregiver leave).
FMLA Amendments for Airline Flight Crew

The amendment provides that an airline flight attendant or flight crew member meets the hours of service requirement if, during the previous 12-month period, he or she:
(1) has worked or been paid for not less than 60 percent of the applicable total monthly guarantee (or its equivalent), and
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(2) has worked or been paid for not less than 504 hours , not including pers onal commute time, or time s pent on vacation, medical, or sick leave.
The Family and Medical Leave Act Policy contd
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Additional information is available at the U.S. Department of Labor website for the Family and Medical Leave Act at: http://www.dol.gov/whd/fmla/
Computer Use Policy

Purpose
To remain competitive, better serve our customers and provide our employees w ith the best tools to do their jobs, Star Marianas A ir, Inc. makes available to our w orkf orce acc ess to one or more f orms of electronic media and servic es, including c omputers, e-mail, telephones, v oicemail, f ax machines, external electronic bulletin boards, w ire serv ices, online services, intranet, Internet and the World Wide Web.
Prohibited Comm unications

Electronic media cannot be used f or know ingly transmitting, retrieving, or storing any communic ation that is :
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Discriminatory or harassing;
Derogatory to any indiv idual or group;
Obscene, sexually explicit or pornographic;
Next --
Computer Use Policy contd

Prohibited Comm unications
Electronic media cannot be used f or know ingly transmitting, retrieving, or storing any communic ation that is :
Def amatory or threatening;
In v iolation of any license gov erning the use of sof tware; or
Engaged in f or any purpose that is illegal or contrary to Star Marianas Airs policy or business interests .
Personal Us e
The computers, elec tronic media and services prov ided by Star Marianas A ir, Inc. are primarily for business us e to assist employees in the perf ormance of their jobs.
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Personal Use (contd)
Lim ited, occasional, or incidental us e of electronic m edia (sending or receiving) for personal, nonbusiness purposes is unders tandable and acceptable, and all such us e should be done in a manner that does not negatively affect the sys tems' use for their business purpos es. However, employees are expected to dem ons trate a sens e of responsibility and not abus e this privilege
Access to Employee Communication

Star Marianas Air does routinely gather logs for mos t electronic activities or monitor employee communications directly, e.g., telephone numbers dialed, sites access ed, call length, and time at which calls are made, for the following purposes:
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Cost analysis ;
Reso urce allocation ;
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Access to Employee Communication contd
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Optimum technical management of information resources; and
Detecting patterns of use that indicate employees are violating company policies or engaging in illegal activity.
Star Marianas Air, Inc. reserves the right, at its discretion, to review any employee's electronic files and messages to the extent necessary to ensure electronic media and services are being used in compliance with the law, this policy and other company policies.
Employees should not assume electronic communications are completely private. Accordingly, if they have sensitive information to transmit, they should use other means.

Software
To prevent computer viruses from being transmitted through the company's computer system, unauthorized downloading of any unauthorized software is strictly prohibited. Only software registered through Star Marianas Air may be downloaded. Employees should contact the system administrator if they have any questions.
Security and Appropriate Use

Employees must respect the confidentiality of other individuals' electronic communications. Except in cases in which explicit authorization has been granted by company management, employees are prohibited from engaging in, or attempting to engage in:
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Monitoring or intercepting the files or electronic com munications of other employees or third parties;
Hacking or obtaining access to sys tem s or accounts they are not authorized to us e;

Security and Appropriate Use contd
Us ing other people's log-ins or pas swords; and
Breaching, testing, or monitoring computer or network security meas ures .
No e-mail or other electronic communications can be sent that attempt to hide the identity of the sender or represent the sender as someone else.
Electronic media and services should not be used in a manner that is likely to cause network congestion or significantly hamper the ability of other people to access and use the system.
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Anyone obtaining electronic access to other companies' or individuals' materials must respect all copyrights and cannot copy, retrieve, modify or forward copyrighted materials except as permitted by the copyright owner.

Encryption
Employees can use encryption software supplied to them by the systems administrator for purposes of safeguarding sensitive or confidential business information.
Employees who use encryption on files stored on a company computer must provide their supervisor with a sealed hard copy record (to be retained in a secure location) of all of the passwords and/or encryption keys necessary to access the files.
Participation in Online Forum
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Star Marianas Air, Inc. recognizes that participation in some forums might be important to the performance of an employee's job. For instance, an employee might find the answer to a technical problem by consulting members of a news group devoted to the technical area.

Violations
Any employee who abus es the privilege of their acces s to e-m ail or the Internet in violation of this policy will be s ubject to corrective action, including poss ible termination of employment, legal action, and criminal liability
Employee Agreement on Use of E-mail and the Internet

By signing the Employee Handbook Acknowledgem ent the employee acknowledges the following:
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To having read, understood , and agree to comply w ith the f orego ing po lic ies, ru les, and conditions gov erning the use of th e Company's compute r an d telecommu nica tions equipment an d se rv ices .
A n emp loy ee h as no expec ta tio n of priv acy w hen us ing any of th e tele commu nication e quipmen t or s ervice s.
Next --

Employee Agreement on Use of E-mail and the Internet contd
By signing the Employee Handbook Acknowledgement the employee acknowledges the following:
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That a violation of this guideline on appropriate use of the e-mail and Internet systems may subject an employee to disciplinary action, including termination from employment, legal action and criminal liability.
That an employees use of the e-mail and Internet may reflect on the image of Star Marianas Air, Inc. to our customers, competitors and suppliers and that I have responsibility to maintain a positive representation of the company.
This policy can be amended at any time.
Use of Company Vehicles and Ground Support Equipment
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Company vehicles will be used whenever possible to conduct company business and/or errands. Any employee using a company vehicle must adhere to all applicable traffic rules and regulations. Star
Marianas Air, Inc. is not liable for any violation incurred due to misuse of the company vehicle.
Employees who use company vehicles must be at least 25 years old and holds a current Drivers License valid in the CNMI.
Employees who are assigned to use and/or operate company vehicles and ground support equipment may be subjected to Drug and Alcohol testing at the discretion of Star Marianas Air, Inc.
Occupational Safety and Health Administration (OSHA)
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SMA adheres to guidelines set by OSHA under the U.S. Department of Labor.
For current information employees are advised to visit the OSHA website at: https://www.osha.gov/index.html
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REVIEW
Type of Company: Corporation

Place of Incorporation: CNMI
Headquarters: Tinian
Policies in Employee Handbook Chapter 2
Safety Statement
Equal Opportunity Employer
Drug and Alcohol Policy
Harassment in the Workplace Policy
Business Ethics Policy and Code of Conduct
Anti Bribery Policy
Anti-Boycott Policies and Procedures
The Family and Medical Leave Act Policy
Computer Use Policy
Use of Company Vehicles and Ground Support

Equipment
OSHA
Examination
Written examination not required
Completion of Paperwork
Student
Fill-out Student Feedback Form
Sign Training Record (if applicable)
Instructor
Sign Class Roster
Fill-out Instructor Feedback Form
Sign Training Record (if applicable)
END

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STAR MARIANAS AIR, INC.

Approved Training Manuals

Initial New Hire Flight Crew

Complete Class Roster

Cell Phones OFF

Class programmed duration 30 Minutes

Current copy of the Employee Handbook

Order 8900 Referenc

3-1144. OPERATOR-SPECIFIC TRAINING

Company history, organization, and management structure

Operational concepts, policies, and kind of operation

Company forms, records, and administrative procedures

Employee standards and rules of conduct

Employee compensation, benefits, and contracts

Authority and responsibilities of duty position

Company manual organization, revisions, and employee

Company history, organization and

Operational concepts, policies and kind of

Section 1 Operator Specific

Company forms, records, and administrative

Employee standards and rules of conduct.

Employee compensation, benefits, and contracts.

Authority and responsibilities of duty position.

Company required equipment.

Company manual organization, revisions, and

1) Company History, Organization and Management Structure

Employee Handbook Chapter 1

History of Star Marianas Air

Chapter 1-Company Backg

History of Star Marianas Air contd

Chapter 1-Company Backg

History of Star Marianas Air contd

Chapter 1-Company Backg

History of Star Marianas Air contd

Chapter 1-Company Backg

Business Location contd

(3) the Rota International Airport

Star Marianas Airs Goal

Star Marianas Airs Goal contd

Lis t of Manage ment & Background

Donna Cabrera/ Randy Adv incula Dispatch Managers

2) Operational Concepts, Policies and Kind of Operation

Equal Opportunity employer

Safety Statement contd

Safety Statement contd

Business Ethics Policy & Code of Conduct

Business Ethics Policy & Code of Conduct contd

Business Ethics Policy & Code of Conduct contd

Section 1 Operator Specific

To be honest and truthful in all of

To say what we mean and deliver

To treat one another with dignity

To build confidence through open

Business Ethics Policy & Code of Conduct contd

Business Ethics Policy & Code of Conduct contd

3. Work s afely and protect the environm ent

Business Ethics Policy & Code of Conduct contd

Always keep accurate and complete records

Business Ethics Policy & Code of Conduct contd

Avoid illegal and ques tionable gifts or favors .

Business Ethics Policy & Code of Conduct contd

Business Ethics Policy & Code of Conduct contd.

Strictly adhere to all antitrust laws

Business Ethics Policy & Code of Conduct contd