Employee Company Handbook

2026-06-24

Source PDF: Employee_Handbook-LOG-AUTO-ADDF99-1-20260624-081246.pdf

Employee Handbook

Issue: 02, Revision: 01. Reviewed Date: 02/03/2026. Effective Date: 10/04/2026.

Amendment Review

Name Signature Date

Document Lyndsay 2 nd March 2026 Owner Kennedy

Document Erin 2 nd March 2026 Author O’Connell

Luke Verified By 2 nd March 2026 Farajallah

Validated Lyndsay 2 nd March 2026 By Kennedy

About This Handbook

It is helpful to know how Loganair will normally respond to requests or issues as they may arise during the course of employment.

Each employee will have been issued a contract of employment. The Employee Handbook is non-contractual, and its content will be amended and updated over time to reflect changes in legislation, business requirements, and employee feedback. It is important that all employees read and are aware of the content of the Handbook. The most recent edition of the Handbook, identified by its effective date on the first page, will supersede all earlier editions. The reviewed date confirms when the content was last checked for accuracy, ensuring employees always refer to the latest validated version, which will be available on SharePoint. Some of Loganair’s employment-related policies and procedures are not included in this Handbook. They are published separately and are non-contractual. Access our policies here.

Note from the CEO

A very warm welcome to Loganair, a company I am very proud to lead. We have a wonderfully rich heritage of serving the people of Scotland and beyond with safe, reliable flights underpinned by exceptional customer care and service. We do this by creating a professional, kind, and welcoming culture where people can learn, develop, thrive, and ultimately enjoy working for this family-owned business. Our people care deeply about their colleagues and about our customers, and speaking for the leadership of the airline, we want you to feel you are supported and appreciated and that you understand your contribution to making this business successful.

This Handbook is here to help you get to know who we are, what we stand for, and how we work together. It outlines the expectations we have of you, and what you can expect of the company. The world as it is today is very different from the world in 1962 when we started operations. The policies and procedures we have in place today are reflective of the world as it is: one where differences are embraced, opportunities are equal, and where a true meritocracy exists. As time passes, we will update this Handbook further, and your feedback is always helpful and welcome. Having a voice and being listened to are key components of what it means to work at Loganair.

My hope is that you feel supported, inspired, and proud of the work you perform, and to tell others that your experience at Loganair is one that is positive and fulfilling. Thank you for taking the time to read the Handbook, and for everything you are doing and will do to ensure we fly high safely together for decades to come.

Luke Farajallah

Chief Executive

Contents

Contents pages omitted in this vault version because the original PDF layout is highly decorative and adds little retrieval value relative to the cleaned section text below.

Our Mission

“Connecting the regions of the United Kingdom with purpose and confidence”.

Our Vision

“Making regional air travel simple, enjoyable and sustainable.”

Company Values

• Leadership: We lead by example, inspiring others through our actions and empowering them to reach their full potential, and we always lead on safety culture.
• Ownership: We instil a culture of ownership, where individuals know what is expected of them, and how decisions are made and measured.
• Gratitude: We express gratitude for the support of our customers, employees, and stakeholders, acknowledging their contributions to our success.
• Accountable: We hold ourselves and our colleagues accountable for actions and decisions. We are accountable for successes and failures with honesty and integrity.
• Nimble: We are a nimble organisation who move swiftly to respond to challenges and operate with speed and efficiency.
• Authentic: We are authentic in our interactions, staying true to our values in everything we do.
• Innovative: We embrace innovative solutions and out of the box thinking, and we will find innovative ways to make Loganair greener and more sustainable.
• Resilient: We are resilient, determined, and resourceful when dealing with obstacles that are between us and our goals.

1. Code of Conduct and General Standards

The success and reputation of Loganair is dependent on the people who work here. This means that all employees are required to act in a professional manner at all times, notably, with courtesy and integrity towards each other, visitors and passengers. Behaviour is a personal responsibility and we are all required to lead by example. Respect for others is central to this and we embrace a culture of diversity and equal treatment for all.

It is the employee’s responsibility to adhere to this Code of Conduct and to act at all times in ways that are consistent with it. Even when employees are out with times of employment, they must be aware of the Code of Conduct and the content of this Handbook. There may be times when behaviour away from the workplace, in the event that there is misconduct, can be subject to disciplinary action, up to and including dismissal from employment. If it is not understood what is required, employees should contact line management in the first instance, or a member of the HR team.

Respect and Dignity

It is important to understand behaviours that are not acceptable and which can lead to formal disciplinary action. Examples are below:

Harassment may be defined as any unwanted behaviour that has the effect of violating dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. This includes jokes or banter and extends to work related environments such as work social events (out with contractual hours of work).

Harassment can take many forms. It can be persistent behaviour over a period of time, but a one-off serious act may also amount to harassment. Examples of harassing behaviour include:

• Unwanted physical contact
• Jokes, banter, offensive language, gossip, slander
• Posters, graffiti, obscene gestures
• Isolation or non-cooperation and exclusion from social activities
• Intrusion by pestering, spying and stalking

Bullying may be defined as the abuse of power or position which results in persistent, vindictive or cruel attempts to undermine, criticise, condemn or to hurt or humiliate an individual or group of people.

Victimisation may be defined as unfavourable treatment specifically as a result of an individual making a claim or complaint of discrimination, bullying or harassment.

Diversity, Equality and Inclusion

At Loganair, we believe everyone should be able to fly high in their careers and be confident that no matter what, they can reach their dream destination, wherever that may be, without prejudice and that everyone should always feel supported.

We do recognise that this journey is easier for some and harder than it should be for others. To put it simply, we want to be "an airline which values difference, where every voice is heard and everyone feels they are treated fairly and belong."

Attending Work and Time Keeping

The business of Loganair is ultimately transporting passengers or freight as per published schedules or contractual requirements. Time of departure and time of arrival is clearly vital to the success of the operation.

To support the operation, all employees are required to attend work on time and be ready to carry out their duties. Failings in this area can materially impact the passenger experience of Loganair.

If an employee is going to be late for the start of their shift, they must contact the relevant manager or Crewing (pilots and cabin crew) to make them aware and give an indication as to how long they may be delayed where this is possible. This can enable contingency actions to be taken. Contact by telephone is the accepted manner of communicating the delay to management or Ops and Crewing team.

There will be times that lateness is out with personal control. However, repeated lateness for work does have operational consequences and puts extra pressure on other colleagues. All employees should avoid being late for work and discuss any issues with their manager if this is a difficulty, perhaps owing to temporary personal factors. Individual departments will have their own responsibility for time management and should discuss and agree with employees.

Reporting Sickness

Non attendance at work due to personal sickness will of course happen from time to time. To assist the delivery of the operation and allow contingency measures to be taken to cover absences, employee’s must notify line management or Crewing (pilots and cabin crew) as soon as they know that they will not be fit to attend work. The more notice an employee gives the better and where possible, give an indication as to when they expect to be fit and return to work.

Fitness for Work - Alcohol and Drugs

Employees attending work must be fit to do so. Employees must not carry out their role or attend work whilst under the influence of alcohol, drugs or illegal substances. Any employee who does so should expect to be subject to investigation under the Misuse of Alcohol and other Psychoactive Drug Substances procedure and that can lead to disciplinary action, up to and including dismissal from employment. The employee may be suspended from work pending the outcome of a formal process.

Employees are required to advise their manager, and their Aviation Medical Examiner (flight crew), if they have been prescribed medication that is likely to have an effect on their capability to safely and effectively perform their duties.

During normal working hours, including lunch or other break times, employees are not permitted to drink alcohol or consume or smoke any intoxicating substances. Employees attending social events on Loganair business may drink alcohol but they should do so in moderation and to the degree that it does not adversely impact upon their behaviour and the reputation of Loganair.

Be aware that misconduct out with working hours and/or away from company premises can still lead to formal disciplinary action up to and including dismissal from employment. Examples of this may include behaviour at a Christmas party held off site in a private hotel or at a function where the employee has been invited by a supplier as a guest.

The alcohol and drug procedure includes testing employees on a random and unannounced basis. Testing can also be carried out where there is considered to be "just cause" or where there has been an incident or accident.

Pilots, cabin crew, engineering employees, ground crew and other safety-sensitive personnel offered employment with Loganair are required to undergo pre- employment alcohol and drug testing as a condition of employment. Testing will be scheduled for Day 1 Induction or as close to Day 1 induction as possible. If there any concerns regarding this, please contact the HR Department.

Alcohol Testing Limits

Flight Crew / Cabin Crew

For the purposes of alcohol testing under this policy, the limit for an alcohol breath testing result for Flight Crew and Cabin Crew must not exceed: 20 milligrammes of alcohol per 100 millilitres of blood – this is equivalent to a limit of 9 microgrammes per 100 millilitres in the case of a breath test or 27 milligrammes per 100 millilitres in the case of a urine test.

Alcohol Testing Limits - All Other

Employees

For the purposes of alcohol testing under this policy the limit for an alcohol breath testing result for all other employees must not exceed the Scottish drink-driving limit, which is currently: 50 milligrammes of alcohol per 100 millilitres of blood – this is equivalent to a limit of 22 micrograms of alcohol per 100 millilitres of breath or 67 milligrammes per 100 millilitres in the case of a urine test.

Smoking (including vaping)

There is a strict no smoking policy throughout Loganair. Smoking is expressly not permitted within any building, office, aircraft ramp, vehicle, or when attending work meetings or training via Microsoft Teams.

Local management will be able to advise on designated smoking areas. Remember that there is no right to smoke during work time. Any smoking break within work time must not be excessive, and line management has the right curtail smoking to official break times.

Standards of Dress

It is essential that employees project professional image customers, passengers and visitors as this will impact how Loganair and employees are perceived. To support this image, employees must dress appropriately all times and managers may discuss this with their team.

Similarly, body piercings must be removed and/or covered when the employee working in an area or attending a meeting where visibility the items would unsafe.

Where a uniform is issued, it is the personal responsibility the employee look after items issued, and wear items of clothing designed and intended. Where clothing is issued for health and safety reasons must worn all times. For example, boots or shoes issued with protective toes. Please refer individual departmental dress guidelines for further information. Failure wear equipment for health and safety reasons will be investigated, and may subject disciplinary procedure.

We have a diverse business that interacts with several different groups of people therefore uniform standard will vary across the business. Our office dress code policy in non-uniformed areas is defined as being ‘smart casual’. Please refer to area specific uniform policies or check with line management.

Head Office frequently hosts visitors from external organisations and it is essential that they perceive and remember their visit as Loganair having staff who dress in a professional and tidy manner. All employees should wear their building passes and lanyards where they are clearly visible while in the office. If an employee has not been provided with a lanyard or their original has broken, please contact securityadmin@loganair.co.uk

All customer-facing employees must wear lanyards or name badges at all times during working hours. In roles where wearing a lanyard or name badge is not safe or practical, employees must provide their first name upon request from a customer.

Working with Honesty and Integrity

All employees are in positions of trust and have a responsibility to protect the reputation and interests of Loganair.

Fraud covers a wide range of irregularities and illegal acts, all of which are categorised by intentional deception. This includes, but is not limited to theft, dishonesty, deceitful behaviour, forgery and false representation. Fraud can range from falsifying expenses and overtime claims, to stealing money or items and using company property and time for private use.

Fraud is regarded as behaviour constituting gross misconduct and it is likely that an employee found to have committed such behaviour would be summarily dismissed.

Anti-Bribery and Gifts

It is essential that in the course of work, when dealing with clients, potential clients, contractors or individuals, that behaviour is transparent and above reproach. Employees must never put themselves in a position where they could be accused of taking or making bribes and similarly that they are not being induced or that they are inducing others for personal or unlawful gain. This can lead to criminal charges.

All employees must declare any gift or hospitality received with estimated value exceeding £50. These must be recorded the Gift Register, which maintained by the Head of HR. Employees should notify the Head within five working days of receipt. The company reserves the right request the return or refusal of any gift that may be deemed inappropriate breach our Anti-Bribery Policy.

If the employee is unclear as to what is expected from them, they have complaint to make, please contact line management the Department.

Public Interest Disclosures (Whistleblowing)

All employees are under a contractual obligation to give honest and faithful service to Loganair. This includes an obligation not to disclose to external sources any trade secrets or confidential information acquired during the course of the employment relationship.

The Public Interest Disclosure Act 1998 complements those obligations by providing protection for disclosure made without malice and in good faith of certain specific confidential information to a third party in defined circumstances. The Act is designed to deal with employee concerns raised in relation to the specific issues that are in the public interest and some examples are listed below:

A criminal offence Failure to comply with legal obligations of Loganair Financial or non-financial maladministration or malpractice or impropriety or fraud Academic or professional malpractice A risk to the health or safety of any individual Environmental damage; and Attempts to suppress or conceal any information relating to any of the above

Where an employee has a serious concern about a matter that potentially has consequences for the public interest, they must endeavour to raise the concern with an officer of the company in the first instance.

There are several prescribed positions within the company to which a disclosure could be made in the first instance, for example:

• Line management
• The HR Department
• Head of Compliance
• Head of Safety
• concern will then be properly discussed with the employee and investigated as
• with appropriate remedial steps taken as necessary. Findings may require
• be reported to third party regulatory bodies, for example, the Health and Safety

or CAA.

the concerned employee feels unable to progress their concerns using the company procedure, they have the right to make a public interest disclosure a prescribed external person or body.

an employee raises a concern regarding company officer, the matter will treated in the strictest of confidence and investigated. They will asked with an independent manager to provide more information concerns can fully investigated.

Telephone and Email Usage

Private use of Loganair systems, notably, telephone (landline and mobile) and email, is permitted so long as it is within the bounds reasonableness. Excessive time and money spent of these systems is not permitted. However, mindful that emails, telephone records, texts and messages such WhatsApp are regarded as company records and content can checked where there deemed to be a concern or grounds to investigate.

Social Media and Online Forums

The use of social forums such as, for example, Instagram, Facebook, (formerly Twitter), TikTok and PPRuNE, is common outside working hours.

If employees use any such forum or social media, they must aware that they will be responsible for any comments postings that are placed online. Wherever employees work within Loganair, they represent the brand and they should be mindful when using social media.

Depending on the nature of the comments it can lead to complaints being made against the employee by colleagues, personnel from other companies and members of the public. Loganair also reserves the right to take action in instances where it is considered that comments of an unacceptable nature have been posted.

A complaint or concern will be investigated and it may lead to disciplinary action, up to and including dismissal (in instances of gross misconduct).

Material of the below nature(s) may constitute gross misconduct. The below list is an example only and is not exhaustive: Discrimination (eg. racial, sexual, disability, age) Sectarian (eg. linked to football teams) Religion Pornography Bullying, harassment and mistreatment of employee(s) Comments that bring or could bring Loganair into disrepute Comments undermining colleagues and managers Criminality Breach of confidence (ie. confidential company information) Being disrespectful to other parties or Companies who Loganair has professional relationships with

Employees are required to be mindful of their duties and responsibilities when using social media. It should not be used in work time. However, when an employee writes comments on, for example, Facebook, in their personal time, away from the workplace and using a personal computer/telephone, it can still have implications on their continued employment. It is recommended that employees do not reference Loganair on social media communications or platforms, but if they do, here are a few steps to follow: Ensure use is consistent with the professional image of the brand. Show respect to others, even if the employee disagrees with their opinion. Ensure privacy settings are connected to those who they know and trust. Be considerate of the implications on the business that comments or posts may have.

If an employee is unsure if a post or comments may harmful the business, is always best to check with ther line manager employees are posting online, they must think about the perception how may look passengers they are experiencing delays or cancellations. Any comments, posts, other content made on social media platforms that are brought our attention and are deemed to be inappropriate, offensive, or damaging the reputation the company, its employees, or its stakeholders may result disciplinary action.

Press

If a journalist or news company reaches out find out more about Loganair recent story, we ask employees to not reply comment.

Please forward the request onto marketing@loganair.co.uk

MS Teams Etiquette

Employees should maintain clear and concise communication, using appropriate channels. Keep their status updated to reflect availability. Be punctual for meetings, prepared, and dress appropriately. Engage actively and use video appropriately. Treat all team members with respect, maintain a positive tone, and avoid over-communicating.

Employees should ensure their Teams app is updated, check their equipment regularly, and manage notifications effectively. Protect confidentiality, log out when not in use, and follow company policies on data security and privacy.

When requested, employees must switch their cameras on.

Criminal Proceedings and Convictions

If an employee is subject to any criminal proceedings or if they are convicted of a criminal act whilst in this employment, other than a minor motoring offence such as speeding, they must notify their manager or the HR Department immediately. Where a conviction or charges may have a material bearing on the role, or their ability to carry out duties, Loganair will start our investigation, separate to any investigation being carried by the Police or a Third Party. It may be necessary to temporarily adjust duties or transfer the employee to another location, or place them on a precautionary suspension whilst an investigation is ongoing.

Should an employee not report either criminal proceedings or an actual conviction, this will be subject to investigation and it may lead to disciplinary procedures.

Commuting for Work

Where employees are required to travel by road on company business, the preference is that they hire a car via Loganair’s contract with a rental company, and they will be covered under Loganair insurance policy. When they have finished with the hire car, they must fill up the fuel tank before returning the car and claim the cost via Loganair expense system (Netsuite).This reduces the instances of claiming mileage where employees have driven their own car.

Driving for Work

"Engines on, phones off" is more than a directive; it's fundamental principle that underscores our commitment to safety, focus, and excellence. When the engine starts, employees embark on a journey that demands their full attention and dedication. To ensure undivided focus on the task hand, emphasise the importance of keeping phones off while operating any vehicle machinery. This practice safeguards the individual and others around. disconnecting from distractions, employees enable themselves navigate efficiently, make informed decisions, and contribute to a secure work environment. Remember, the road success is paved with attentiveness and responsibility, and embracing "engines on, phones off" is a testament to dedication achieving the highest standards performance and safety.

Working with Information and Computers

It is important that all employees comply with Information and Technology Policies. Employees should agree to, and abide by the following Chapters within the Information Security Management Systems Manual (ISMS): Chapter 4 - Acceptable Use Chapter 5 - Confidentiality Chapter 8 - The Internet Chapter 9 - Electronic Mail (Email) Policy Chapter 10 - Clear Desk

Misuse of the internet and email will be taken very seriously and the usage of both are monitored by the IT Department in line with legal permissions. This can reveal what websites are being accessed, how long a person is spending on the internet and at what time(s) of the working day is the internet being accessed.

Email is to be used for business purposes only and in a manner that is consistent with other forms of professional business communication. Passing jokes, chain letters or other emails which amount to harassment, accessing and circulating pornographic or offensive and defamatory material will be viewed as a serious disciplinary matter and may lead to dismissal on the grounds of gross misconduct.

Employees must keep their passwords confidential. In order to protect Loganair systems and to ensure that we operate within software licensing constraints, employees are expressly prohibited from installing or even attempting to install software on a work computer without written authorisation from the Head of Information Technology. Similarly, when employees leave their computer, they should ensure that they “Lock” access to it, to prevent unauthorised use of their PC when they are away from it. The same principle applies for work issued mobile telephones and devices. Ensure they are password protected.

When traveling on public transport while representing Loganair, practicing vigilant data protection becomes an imperative extension of our commitment to confidentiality and security. The transient nature of public transportation introduces unique challenges to safeguarding sensitive information. Utilizing secure, encrypted devices, and avoiding the use public Wi-Fi for work-related tasks are critical measures to prevent potential data breaches. Additionally, refrain from openly displaying confidential documents discussing sensitive matters in public spaces. Employees’ diligence data protection, even amidst the dynamic environment of public transport, reinforces the trust have earned and the professionalism we consistently exhibit.

To protect the safety and security of the network, only open emails, links, documents or attachments that have been sent bona fide person company. Email represents a large attack surface and are primary target for phishing attacks. Clicking on any maliciously sent emails, links, attachments, documents can introduce a virus or malicious code into Loganair systems which could severely impact Loganair’s ability to conduct business. employees have any doubt about opening an email, link, document, attachment, not open it. Any suspicious emails can be reported to straight from Outlook using the ‘Report Phishing’ button. For any other suspicious documents, DELETE them and make the IT department aware immediately (helpdesk@loganair.co.uk).

Emails are regarded as business records and such may subject audit and review. For more information on our IT Policies, see the Loganair Manual using the following link: Information Security Management Systems

General Data Protection Regulation (GDPR)

Enforced since May 25, 2018, the GDPR is a comprehensive framework designed to empower individuals and enhance their control over their personal data in the digital age. It imposes rigorous guidelines on how organisations collect, process, store, and share personal information, ensuring greater transparency, accountability, and consent. Under the GDPR, individuals have the right to access their data, request its correction or erasure, and be informed about its usage.

Organisations are obligated to implement robust data protection measures, conduct risk assessments, and promptly report data breaches to relevant authorities and affected parties. At Loganair, compliance with the GDPR is not merely a legal requirement; it is a testament to our unwavering dedication to respecting privacy, fostering trust, and upholding the highest standards of data ethics across all our operations.

Personal data that is held by Loganair will typically include information relating to payroll processing, references, contact details, job applications and health information; in essence, information that is relevant to career with Loganair and for meeting statutory or regulatory purposes. All such personal data will be stored and processed in accordance with the principles of GDPR and the Data Protection Act 2018.

To ensure that employees personal details held by Loganair are accurate and up to date, employees are required to notify the HR Department of any changes in their personal circumstances. For example, a change in name, address, telephone number(s), next of kin or death benefit nominee(s). Loganair accepts no responsibility in the event of an employees passing and the personal details held on file for them are not current or up to date.

Document Management System

Sharepoint is the primary IT system where all members of staff can a wide range of company documents, HR policies and procedures. will be able to access the system and find information of relevance and to them.

Airport Security Passes

employee issued with a security pass is only permitted to use the pass on company business. It must not be used access airside areas travelling passenger with a boarding card.

loss of a security pass must be reported the employee the relevant authority immediately. The employee will liable for the cost the pass obtained.

an employee is leaving the business, or going prolonged period absence as maternity leave, unpaid leave or a career break, their responsibility or their security pass to their line manager.

Department for Transport (DfT) sets the list disqualifying convictions, offences at the more serious end the spectrum (with relatively minor usually not being included). Disqualifying convictions are selected under following criteria:

• Violent offences
• Convictions that may be inappropriate for someone working the aviation
• industry (e.g. immigration offences, terrorism)
• Convictions over which someone could be subject undue influence/coercion
• Convictions that call into question an individual’s integrity and trustworthiness
• convictions such as driving offences will not disqualify applicant from
• an airside pass. If there are any concerns, please contact

Head Office Building Entry & Security

If an employee is issued with a security card to enable them to access Head Office or any other company premises, they should ensure that they keep it secure and do not permit unauthorised personnel to access the building.

For reasons of security, employees must not allow a person who is not known to them to tailgate when they enter the Loganair office. In such an instance, find out who they are seeking to meet and request that they take a seat in the main Reception and/or refer them to the Main Reception.

If an employee sees someone not wearing a pass, they should politely challenge them and remind them of this requirement. If they do not respond or the employee has concerns, they should inform a member of management as soon as possible.

Visitors must be signed in and issued a visitor pass, available from the Security team. Visitors must be accompanied at all times and should not use the Training Academy door upon arrival. Additionally, please remember that visitor passes are signed out in the employee's name and should not be left unattended, i.e. on desks.

Car Parking - Head Office

If For roles based within the Lightyear building, employees may be allocated a numbered car parking space at the building or registered with Glasgow Airport to enable them to park in a designated car park, To arrange a space, employees should liaise with their line manager and the HR department. Please note, a spaces are allocated on a limited basis.

Car Parking - Other Airports

If an employee needs to park at a different base for work, they should liaise

Car Parking - Visitors at Head Office

have a limited number of visitor parking spaces available. To book a space, should submit their request in advance to ensure availability before arrives at the building, whether they are internal employees or external Please do not assume spaces will be available on the day. All booking must be sent to the Executive Assistant. If a confirmed space has not allocated, employees must ensure that visitors do not park in areas, as this could result in them occupying a space allocated to employee.

References and Company Branded Material

professional references pertaining to an employee’s quality work, conduct, record and the like, must be completed the employee asks employee to provide a reference on their behalf, must forwarded HR department. Employees are not permitted provide professional for an employee or ex-employee of Loganair regarding how that person out their duties when in the employment Loganair. References will be completed within the last month their contracted notice period. For who are subject to a training bond, references will normally once the outstanding bond amount has been fully repaid.

an employee does provide a character reference for individual who works for who has worked for Loganair, they must make clear the reference that personal view only, and the reference may not the view Loganair. to do so can lead to litigation being taken against Loganair for not providing fair and accurate reference.

employees must not use the Loganair logo, company-branded headed or similar for anything other than legitimate Loganair business. They must not such items in efforts to benefit themselves advance their own personal

2. Health, Safety, and

Loganair wants all workers to return home at the end of the day healthy and safe; that’s why the company is committed to providing and promoting a safe, secure, compliant, and continuously improving work environment. When it comes to health, safety, and environment, Loganair strives to ensure that the company maintains the highest standards so far as reasonably practicable within their premises, their activities, and within the wider communities in which they operate.

If any worker has health, safety, and environmental issues or ideas, the company encourages these to be raised with the line management team or a member of safety@loganair.co.uk.

Safety Management System (SMS)

Loganair operates a Safety Management System, which is a proactive and integrated approach to managing safety that includes organisational structures, accountabilities, policies, and procedures necessary for the identification and control of risks.

The main pillars of the SMS are: 1.Safety Policy and Objectives 2.Safety Risk Management 3.Safety Assurance 4.Safety Promotion

The SMS is about taking appropriate proactive measures to prevent negative outcomes. We are all involved in doing this on a daily and continual basis.

Policy

has a documented and approved Safety, Security, Compliance and Policy that is published and available to all workers. The Executive fully support the safety policy and ensures that all company activities aligned to this. This policy includes, but is not limited to:

• Continuous improvement in the level of safety performance and the overall
• effectiveness of the organisation and the Management System
• Promoting and maintaining a positive safety culture
• Compliance with all applicable regulatory requirements
• Provision of necessary resources to deliver safe environment
• Ensuring that safety is the first priority of all managers and staff
• Ensuring safety is understood, implemented and maintained all levels
• the business

Policy

is striving to improve its environmental and social performance and to a better quality of life for everyone, now and for generations come.

policy includes, but is not limited to:

• Implement and continually improve an Environmental Management System
• Actively manage our Environmental Performance achieve our objectives
• Define key metrics and publicly report on our progress via our website and

annual report. Work with other stakeholders in developing long lead, low and zero emissions technologies applicable to regional airlines Actively contribute to national industry and governmental initiatives develop low and zero emissions technologies and effective regulation

Responsibilities

As per the Health and Safety at Work Act 1974, Loganair has a general duty of care to their employees, members of the public, contractors, and visitors.

Loganair must: Decide what could cause harm to employees in their job and the precautions to take. This is part of risk assessment. Explain how risks will be controlled and tell employees who is responsible for this. Consult and work with employees and the health and safety representatives in protecting everyone from harm in the workplace. Free of charge, give employees the health and safety training they need to do their job. Free of charge, provide employees with any equipment and protective clothing they need, and ensure it is properly looked after. Provide toilets, washing facilities and drinking water. Provide adequate first-aid facilities. Report major injuries and fatalities at work to the HSE Incident Contact Centre, and report other injuries, diseases, and dangerous incidents online. Have insurance that covers employees in case they get hurt at work or ill through work. Display a hard copy or electronic copy of the current insurance certificate where employees can easily read it. Employees have a general duty of care to their own and other’s health and safety. Employees must:

Follow the training they have received when using any work items the employer has given them. Take reasonable care of their own and other people’s health and safety. Co-operate with their employer on health and safety. Tell someone (the employer, supervisor, health and safety representative) if theythink the work or inadequate precautions are putting anyone’s health and safety at serious risk.

Where any employees are found to have deliberately wilfully disregarded procedures, regulations or training, they may subject some form action or exclusion in the workplace for doing so.

Occurrence Reporting

Loganair has adopted a fair and open reporting culture that facilitates and encourages employees to provide safety related information via the submitting of reports that identify hazards and safety concerns and/or deficiencies that they encounter.

The main purpose of reporting is risk control and accident and incident prevention, not the attribution of blame.

Reporting directly into Q-Pulse is available to all Loganair employees and key contractors. Report types include:

• Air Safety Report
• Bird Occurrence Report
• Cabin Safety Report
• Engineering Safety Report
• Fatigue Report
• Ground Safety Report
• Near Miss Report
• Occupational Health and Safety Report
• Security Occurrence Report
• Hazard Report

Personal Protective Equipment (PPE)

Loganair will provide employees, free of charge, with the protective personal equipment they need, using an approved supplier. This ensures the required standards needed to suitably protect employees are met.

3. Health and Wellbeing

Employee Assistance Programme

To support the health and wellbeing of all our employees, we offer a 24/7 Employee Assistance Programme. Employees can contact the Employee Assistance Programme (EAP) themselves. It is a strictly confidential service and no feedback is given to Loganair in terms of issues raised or even the number of employees who have made use of it. In some instances, line management may refer employees to the EAP.

Telephone and online sources of support are available to employees without cost.

Contact number - 0800 882 4102, quoting Loganair1

Employees can also access the live chat service via the portal and app at pam- assist.co.uk, quoting Loganair1

The online resource provides an immediate source of information on a range of issues from stress and anxiety to life stage events such as pregnancy, caring for others, separation, debt and divorce.

Whether employees are facing a difficult situation at work or in their personal life, our Employee Assistance programme provides expert information, guidance and support on a wide range of issues.

Legal and Financial Information

At some point in life, anyone could come face to face with our legal system. It could be something such as buying a house, or writing a will. Or it could be something more serious, such as divorce, neighbour problems or a landlord/tenant dispute.

As these sorts of events can have a stressful impact, employees are entitled legal and financial information service, designed reduce feelings anxiety and stress. The service will help employees with the initial processes and offer practical guidance to allow them to take the next steps towards resolving the issue.

A team of fully qualified legal professionals staff the service, hours day, 365 days a year.

Mental Health First Aiders

Within Loganair, there are fully trained Mental Health First Aiders (MHFA) who have completed a two day full time course delivered by the accredited organisation Red Umbrella.

Employees can contact any one of the MHFAs in strict confidence and discuss the concern(s) that they may have. The MHFA will be able to offer solutions and where required, put employees in contact with a professional who may be ideally placed to assist them. For example, that could be occupational health, a clinical psychologist, counselling, advice on debt, alcohol misuse and a wide range of other matters. The feedback from employees who have made contact with the MHFAs counselling services has been very positive and reassuring.

Contact details for the trained MHFAs can be found in the appendix of this Handbook, on the Intranet and on notice boards around Loganair.

Occupational Health

Occupational Health (OH) is a specialist branch of medicine focusing on the health of staff in the workplace. OH professionals provide support to managers and employees on the impact work, and the work environment has on a condition or illness. They will help to ensure that employees are fit to undertake the role they are employed to do both physically and emotionally.

Employees may be referred to OH for many reasons such as; if employee is struggling with their physical or mental health, advice on reasonable adjustments or if an employee has been off sick for a long time or is returning to work after sickness absence. OH will be able to provide Loganair with information on how best to support them during their period of absence and on their return to work. If a phased return has been agreed following advice from a health professional and an appointment with our OH provider an employee may work reduced hours for a period of time. In this instance the employees salary will be adjusted in line with the hours worked during the phased return. Alternatively, employees may use leave to make up the hours.

If an employee refuses to engage with OH or to supply a fit note from a health professional, sick pay may be withheld and their absence and / or return to work will be managed with the information available the manager.

4. Remuneration and Benefits

Staff Travel Programme: 24/7 Enhanced 1 or 2 free annual return firms Maternity/Paternity Leave depending on location

My Gym Access to Mental Discounts Health First Aiders

Heathrow Express Airport Lounge Train Discount Discounts

Flu Vaccine Training & Reimbursement Development Enhanced Pension Remote Working Contribution (where applicable)

My Active Life Assurance Discounts (4x basic salary)

Touchdown & MYID Hotel Discounts Travel benefits

Occ. Health i.e. Leave £50 Contribution physiotherapy option for Glasses

Payroll

Payment is made on 28th of each calendar month. Where that date falls on a weekend or Monday bank holiday, payment will be made on the last Friday before 28th of the month. Each month employees will receive 1/12th of their annual salary.

Pilots and Cabin Crew who receive Duty and Sector Pay, receive this one month in arrears.

Payment is made directly into a bank account nominated by the employee. If an employee has any pay queries this should be discussed with their line manager in the first instance. Please ensure that any change of personal details is promptly communicated to the Payroll Team and updated on the Employee Portal via Sage.

If an employee has a question about pay or pensions that they have already discussed with their line manager and it remains unsolved, please contact the Payroll Team.

Overtime is discretionary unless contracted and must be approved by the line manager before being worked, and before the timesheet is submitted to Payroll. Overtime is paid in rolling months, in arrears.

Before working additional hours, Time Off In Lieu (TOIL) must be pre-agreed by the line manager, and there are limitations for certain departments. Employees can be eligible for both TOIL and overtime payments, but not for the same occasion.

Any accrued TOIL must be taken within 3 months of accrual, and a maximum of 1 week can be accrued at a time.

Overpayments

In the event that an employee is overpaid they should let their line manager know as soon as possible. There are times employees may not realise they have been overpaid and Loganair will bring this to the employees attention. Irrespective of the reason for the overpayment, Loganair will reclaim the amount equivalent to the overpayment. Depending on the amount, a repayment plan may be agreed. A repayment plan will not normally exceed the period of the overpayment, e.g. if the employee has been overpaid for months the plan will be over 3 months. Should the employee leave Loganair before monies have been repaid these will be deducted from their final pays. Overpayments are not classed as deductions from earnings. Where identified an employee has been underpaid, this will rectified soon possible and paid in the next pay run practicable.

Pension

All eligible employees will be automatically enrolled Loganair pension scheme after 3 months of employment. The pension provider will contact the employee with their options, one being to opt out of they wish. always with pensions, employees are encouraged to take independent financial advice, best look after their financial interests.

The pension scheme operates on a salary sacrifice basis, with employee contributions made before statutory deductions. The default contribution will be 4% from the employee and 4% from the employer. This can increased anytime by contacting the Payroll Team. The maximum employer contribution would be 5%. After 2 years continuous service, the maximum employer contribution can be increased to 6% at the employees request, and after years service this can be increased to 8%.

Separate arrangements exist for Non-UK bases e.g. Isle Man, Jersey and Guernsey employees and will be communicated the offer employment.

Life Assurance

Loganair provides a Life Assurance benefit to all eligible employees. This policy offers financial protection by paying a lump sum, equal to four times their salary, to a nominated beneficiary in the event of the employee’s death while employed by the company. On occasion, it may not be possible to cover an individual under the policy due to an existing illness. It is important to note that such payment would be made by the life assurance policy provider and not Loganair. If a claim is made on the policy and the life assurance company declines the claim, Loganair is not liable.

‘Expression of Wish’ forms, nominating beneficiaries, are available on the Document Management System and from the Payroll Team. It is the employees’ responsibility to keep their beneficiaries up to date to reflect their current intentions. Loganair will not take responsibility for consequences arising from changed domestic arrangements and these not being communicated in an updated Expression of Wish form.

Sage - Employee Portal

Our Employee Portal is a comprehensive online resource designed to streamline and facilitate various HR and Payroll-related processes. Employees can access the portal to view and update personal information, submit time-off requests, and access important company documents and policies. Additionally, the portal provides up-to-date payroll information, including current and past payslips. It is the responsibility of each employee to regularly review their information and promptly notify HR of any discrepancies.

The portal is accessible 24/7 via computer or mobile app, ensuring that employees can manage their employment needs at their convenience. For any assistance with the portal, please contact the HR department. For FAQ’s and user guide, please visit- Sage Training

Remote Working

Remote working is a flexible arrangement that can be offered in areas of the business where it can be accommodated. This allows designated employees to effectively perform their roles from a remote location agreed by their line manager and subject to a risk assessment, while maintaining seamless communication and collaboration with their teams and colleagues. It is important to uphold the same standards of professionalism, responsiveness, and accountability as they would while at working on-site. Regular check-ins, prompt responses to emails and messages, and active participation virtual meetings are vital components of successful remote collaboration.

Remote working may be granted on an initial trial period and after the health and safety risk assessment has been completed and approved the Safety department.

Trade Union Recognition

Loganair values positive and collaborative working relationships and that end, three separate recognition agreements operate with trade unions:

• British Airline Pilots Association (BALPA) Pilots
• UNITE – Cabin Crew
• Prospect – Part 145 Engineering Employees
• Employees’ contracts of employment will state they are included within
• defined collective bargaining unit or alternatively state that there

collective agreement appertaining to their terms and conditions employment.

As noted, each agreement relates only to defined grouping employees (collective bargaining unit). Through negotiation, where change term condition of employment is agreed between Loganair and given trade union, that will then be automatically incorporated into the contracts employment affected by the recognition agreement.

Staff Travel

Staff travel is booked via online travel portal: MyID Travel for Loganair and all other airlines with which Loganair has an agreement. Once the Staff Travel Nominee Form is complete and the profile is created by Staff Travel, employees will be able to self-book leisure flights.

The concessions are granted for recreational travel on a stand-by basis only and should not be used by any eligible person for commuting or business purposes.

Current employees are unable to nominate any former Loganair employee for staff travel eligibility if the former employee has left Loganair by way of dismissal, compromise agreement or breach of contract.

Concessionary travel during periods of sickness absence is not permitted unless it has been authorised by the Head of HR and the employee's line manager.

If an employee has had their staff travel suspended due to disciplinary reasons, the suspension will apply to both the employee and the eligible nominees.

On retirement, with at least 10 years continuous service, retirees are entitled to staff travel plus one nominated companion (travel accompanied). The nominated companion can be a spouse/partner/travel companion/sibling or parent.

Also, upon retirement x2 annual free firm tickets are provided for use within 12 months of retirement. Travel with other airlines is at the discretion of the airline concerned.

The spouse or partner of a deceased eligible employee will retain the concessionary travel.

Staff Travel Scheme

To qualify for staff travel, employees must have completed 3 months of continuous service for travel on Loganair flights and 6 months of continuous service for travel with other airlines.

Former employees who have been rehired must meet the qualifying period before they are entitled to staff travel benefits. Their service from their prior employment with Loganair does not automatically waive the qualifying period in their new employment period.

Staff Standby Travel

Staff travel can be extended to nominees per the grid below. Please note that travel on other airlines depends on the agreement reached with each carrier and varies.

Notes

1.Other carriers may restrict travel to Spouse only. Check with Staff Travel 2.Loganair allows travel companions to travel unaccompanied. In all other cases, the travel companions must be accompanied by the employee. The nominated companion policy differs for other carriers. Check with Staff Travel. 3.Loganair allows parents to travel unaccompanied. Other carriers may restrict parent eligibility to single employees only. Check with Staff Travel. 4.Other carriers may restrict brother/sister travel that single employees only. Check with Staff Travel. 5.Loganair travel companions can be anyone the employees choice and may travel unaccompanied.

Once defined, staff travel nominees can only changed once per year March (except new borns)

If a booking has been made for travel that will take place after the employee has left the company, it will be cancelled and any monies paid will be refunded.

Annual Free Firm

Loganair offers an annual free firm (all taxes and charges are still payable by the employee) to permanent staff with 3 months continuous employment for travel on the Loganair network.

Quantity:

• Island based staff (BRR, ILY, TRE, BEB, SYY, KOI, LSI)*1
• 2 annual free firms
• Non-island based staff
• 1 annual free firm
• Eligibility Spouse/Partner and dependent children under 24 *2
• -or-
• Travel Companion (dependent children are not allowed if Travel Companion is
• selected) *2

Those eligible to travel are as defined in the employees’ Staff Travel profile.

The annual free firm is applicable from April to March. Any concession not taken may not be carried forward into the subsequent year. The availability of annual free firm seats is controlled via the Commercial team and preferred choice of flights and dates may not be authorised. Employees should always provide a few alternative itineraries when submitting requests. Requests for annual firms cannot be accepted on Glasgow/Barra flights April through October. Notes:

• *1 An additional annual free firm is granted in recognition of the higher cost of
• holiday travel incurred by staff based in island locations
• *2 All eligible travellers must be accompanied by the employee and travel

together.

Any abuse of these conditions or inappropriate behaviour while travelling any concession basis (including employee and/or member the designated travelling party) may lead to withdrawal of the privilege and the employee whose behaviour is the concern, it may that the employee subject disciplinary action, up to dismissal if gross misconduct substantiated.

The staff travel scheme is non-contractual, and concessions may withdrawn or amended at any time by Loganair and without advance notice having been given.

If a booking has been made for travel that will take place after the employee has left the company, it will be cancelled and any monies paid will refunded.

5. Types of Leave

Annual Leave

Employees will have the opportunity to take their accrued paid annual leave where possible, when they wish to take it. However, ultimately, the operational requirements of the department will be a determining factor in the granting of leave at a specifically requested time. All employees, except Flight Crew, must book their annual leave via Loganair’s People Platform on Sage. Flight Crew should book their leave via EFOS.

The annual leave year for the majority of the employees runs from 1st April - 31st March, whereas the leave year for pilots and cabin crew runs from 1st May - 30th April. Part time employees will receive their leave entitlement on a pro-rata basis. For shift workers, and employees on flexible working hours, annual leave may be converted into hours. Details of employee sick pay entitlements are included in individual contracts.

We encourage all employees to take leave in the year it is accrued. There may be occasions were this has not been possible therefore employees must speak to their line manager regarding carryover. Leave must be taken in line with the Working Time Regulation.

Employee‘s will accrue annual leave as normal when they are off work due to sickness. If an employee has not been able to use their leave due to being on long term sick, they may carry a proportion over. In this instance an employee may carry up to 4 weeks of unused holiday entitlement, less days taken. This leave must be taken within 18 months from the date it is carried over.

If an employee is on short or long term sick, leave towards the end of the holiday year, once the employee returns to work, they should take any untaken annual leave in the year it has been accrued, and will not automatically be able to carry it Where this is not operationally feasible, with line manager approval, it may be carried over into the following year.

There is a joint responsibility on the employee and the manager to ensure that annual leave is taken during the year. Where an employee has deliberately not taken enough annual leave in the year and the manager aware this, leave over 20 days may not be carried forward to the following year.

In order to ensure a well-structured and organised workflow, Loganair may times need to prescribe leave. This will given with advance notice that twice the duration of the leave being prescribed. This approach designed facilitate effective workforce management, allowing for proper staffing adjustments and minimising disruptions in our daily operations.

Crew Annual Leave

Leave for Aircrew must be carefully controlled ensure that the full entitlement can be taken without compromising the flying programme. Aircrew should be aware that leave must reflect the seasonal flying programme and must be spread over the whole year, including less popular periods, everyone’s full leave entitlement is to accommodated. Any leave which cannot be taken because of poor forward planning the individual will lost and not carried forward.

Individuals are to bid for the full period they wish away from duty.

Requests for days off adjacent to a leave period will generally not approved. If additional days off are required, they must added the leave bid and will be deducted from the leave entitlement. Please note that late request for

Purchasing Additional Annual Leave

Employees may apply to purchase additional leave from Loganair. This can be done within a salary sacrifice scheme where the number of days purchased can be paid for per month over the period when the employee purchases the days to the end of the coming March. The monthly sum is then deducted from the monthly remuneration. The number of days employees request, requires to be authorised by their line manager and ideally, the days should be taken within the same annual leave year. However, it is appreciated that leave may be purchased for a forthcoming life event or special holiday.

Employees can apply to purchase a maximum of 10 additional days, however in exceptional circumstances more may be approved by their line manager. If an employee has not used the entirety of their purchased annual leave within the leave year, it will be refunded as purchased annual leave cannot be carried over.

Christmas and New Year Holidays

It is normal practice for Loganair to require all employees (not delivering the operation on the days) to be on annual leave for 4 days in the year, notably:

25th December 26th December 1st January 2nd January

These days are part of the overall annual leave entitlement. If these dates happen to fall on Saturdays and Sundays, the days taken as holidays will be the immediate following week days i.e. 27th and 28th December (Monday and Tuesday).

Holidays Booked Without Managerial

Authorisation

should seek approval from their line manager before scheduling time as this is essential for maintaining proper workflow, ensuring adequate and preventing disruptions to team activities. Unauthorised holiday can lead to operational challenges, affecting flights, project timelines, commitments, and overall productivity. By adhering to the established and obtaining managerial approval before planning time off, contribute to a harmonious work environment and demonstrate commitment to teamwork and organisational efficiency. Remember, open and collaboration are integral our success, and obtaining authorisation for holidays is a key aspect upholding these values.

will not accept any liability for costs incurred where employee has for example, a holiday, but they have not previously received from the line manger to take the time off work.

Holiday Commitments Prior Joining Loganair

will honour holiday arrangements made employee that falls the first 6 months of employment, prior the employee joining provided that these have been advised before employment If the holiday arrangement made will result the employee the holiday entitlement for the current holiday year the additional required will be treated as unpaid leave. For crew undertaking type their start date may be delayed leave they wish the Company pre-booked leave.

Illness During Annual Leave

There may be times when an individual falls ill during a period of annual leave and has to cancel plans. Provided they submit a fit note from a health professional and follow the absence reporting procedures for the sickness period, they may be permitted to cancel their annual leave and take it at a later date when fit to do so. During leave, a fit note from day 1 is required and the absence cannot be reported retrospectively. Employee‘s will accrue annual leave as normal when they are off work due to sickness.

If an employee has not been able to use their leave due to being on long term sick, they may carry a proportion over. In this instance an employee may carry up to 4 weeks of unused holiday entitlement, less days taken. This leave must be taken within 18 months from the date it is carried over.

If an employee is on short or long term sick, leave towards the end of the holiday year, once the employee returns to work, they should take any untaken annual leave in the year it has been accrued, and will not automatically be able to carry it over. Where this is not operationally feasible, with line manager approval, it may be carried over into the following year.

Employee Responsibility

It is the responsibility of the employee to ensure that: They request annual leave as far in advance as possible They agree with their manager mutually convenient dates which take account of work requirements and the annual leave already booked by other employees They do not book annual leave or make holiday arrangements without having their leave authorised by their manager They book and use their annual leave entitlement within the annual leave year They comply with departmental requirements when applying for annual leave.

Maternity Leave

Our aim is to create an environment that enables our employees to return to work after having given birth. We want our employees to fully understand their maternity rights and to receive all the support they need during their pregnancy and on their return to work. An information pack has been produced help pregnant employees and their line managers understand their responsibilities. This is available from the HR Department hrdept@loganair.co.uk

An employee on maternity leave may request work maximum days while on maternity leave (which must not extend the maternity leave period). Where Keeping In Touch (KIT) days are worked they will paid the employee’s daily rate of pay. As the name suggests, days are designed help the employee and manager “keep in touch”. They may used for work, attending training or other agreed duties (usually associated with the employee’s ordinary duties). Any SMP payment made day deducted from the agreed daily rate.

For more information on Maternity Leave and Pay, please see Loganair Guide to Maternity Leave

Paternity Leave

Following the birth of a child, eligible employees have the right take weeks paternity leave to care for the child support the mother. For more information on Paternity Leave, please see HR006 Loganair Policy Paternity Leave and Pay

Adoption Leave

Adoption leave is available to employees where a child has been placed for adoption. For more information, please see HR006 Loganair HR Policy - Paternity Leave and Pay

Parental Leave

Parental leave, which is unpaid, is a legal entitlement for employee’s who are the parents of children aged up to 18. Parents are entitled to take up to 18 weeks parental leave per child up to their eighteenth birthday. A maximum of 4 weeks can be taken per child in any one year. For more information on Parental Leave, please see HR011 Parental Leave Policy

Shared Parental Leave

Shared parental leave enables parents, partners and adopters to choose how to share time off work, in the first year following birth or adoption. Parents can share up to 50 weeks of leave and up to 37 weeks of pay. The leave can be taken in a flexible way, with each parent/adopter/partner being able to take up to three blocks of leave. For more information on Shared Parental Leave, please contact the HR Department.

Emergency Dependants Leave

Employees are allowed time off to deal with an emergency involving a dependant. This is called emergency dependants leave, and is for unexpected and unforeseen circumstances, and should not be used for e.g. to take a child to hospital for an appointment if an employee knew about the appointment beforehand.

A dependant could be a spouse, partner, child, grandchild, parent, or someone who depends on the employee for care. Some examples of when an employee may need time are off are listed below but are not exhaustive.

Illness or injury Incident at school Disruption of care arrangements When a dependant gives birth.

This leave is normally expected to be for one two days, longer (if reasonable) to deal with the emergency and make alternative arrangements for the dependant so the employee can return to work. If an employee requires more than one two days, they should speak to their manager about taking annual leave parental leave.

Emergency dependants leave is unpaid.

There are no limits to the number of instances employee can request emergency dependants leave however an employee’s manager may ask meet with their employee to discuss if it is affecting their work, there reason believe the reasons for taking it are not genuine

Care of Dependants

Employees are permitted to take a reasonable amount of unpaid time off work relating to the care of dependants.

An employee is expected to inform their line manager of the situation as soon as is reasonable if they are not at work when the situation arises. If the situation arises while the employee is at work, before leaving work the employee should inform their line manager, or the most appropriate person available, of their reasons for leaving. An employee must inform/update their line manager as soon as possible of the situation and the likely duration of their time off work.

If an employee requires further time off, for example, to take care of a dependent, or to deal with relatives’ affairs after a death, then this should be requested as unpaid leave, or an extended leave of absence, with the employee’s line manager. If an employee still has annual leave available this could be taken in the first instance.

Compassionate Leave

Unfortunately, most people will experience the loss of somebody close to them in their lives, and Loganair is committed to supporting our employees during this difficult time.

Employees should speak to their line manager to discuss the support they need. Up to 5 days paid leave for a close family member or dependent, or a longer period of unpaid leave may be approved. For more information, please contact the HR Department.

Parental Bereavement Leave

Employees may take 2 weeks' paid leave (Parental Bereavement Leave) following the death of a child up to the age of 18 years, (or in the case of a The 2 weeks' leave can be taken up to and including 56 weeks after the death.

You may take this leave if you are:

• a) the mother of the child;
• b) the father of the child;
• c) an adopter of the child;
• d) a surrogate parent of the child; or
• e) a person who is married to, or the civil partner/partner person
• referenced in the list above, or had expected have responsibility for the

child's upbringing.

You may take Parental Bereavement Leave more than separate periods (so the 2 weeks' leave can be split into 3 parts).

You are not required to give us notice of your intention take this leave, but we would of course ask you to notify us that can offer our support you during a very difficult time.

Flexible Working Requests

The right to request flexible working is available all employees from the first day of employment. Flexible working requests require that the business consider alternative ways for an employee undertake perform their hours of work. Common examples may include request to: reduce normal weekly hours; a change in the days that the employee works; change the start/finish times of the normal working day; work from home for certain days; or to compress weekly hours into fewer work days the week. For more information on flexible working requests, employees should contact their line manager or the HR Department.

Medical, Hospital, IVF and Dental

Appointments

Employees should ensure that, where possible, medical appointments are made outside working hours. In circumstances where this is not possible Loganair will allow employees time off, normally with pay, to attend such appointments. Employees should endeavour to have any appointments at the beginning or the end of the working day. Authorisation for paid leave is subject to appropriate notice and authorisation from the employee’s line manager and the employee may be asked to produce an appointment card prior to authorisation being given.

Employees must give as much notice as possible to their line manager to allow for cover to be arranged for their absence. Loganair reserved the right to ask for documentation confirming appointments.

Jury Service and Court Appearances

If an employee is called for Jury Service or is required to attend court as a witness, they must inform their line manager of the dates and the number of days they are expected to be at court, so that appropriate cover can be arranged in their workplace. A copy of the letter from the Court must be shown to the manager.

Employees have the responsibility for claiming their attendance allowance and any subsistence and travelling expenses that they are entitled to, from the Court Service. The employee will continue to be paid whilst on jury service at their normal rate of pay, subject to the deduction of any monies received from the court in respect of loss of earnings. Employees who attend court as a witness on behalf of Loganair will be treated as being at work. If an employee is asked to attend court as a witness for a 3rd party they should use unpaid leave, or annual leave.

Time Off for Public Duties

Employees who are requested to perform public duties will be granted reasonable unpaid leave, or may take annual leave, where feasible, to allow them to fulfil any public duties. Operational demands will be taken into account when granting leave of this nature. Any such leave must be booked and authorised the employee’s Line Manager and the employee must provide supporting documentation where this is available.

Public Duties may include:

• Justices of the Peace
• Members of Local Authorities
• Members of Statutory Tribunals
• Members of Regional or Area Health Authorities
• Members of the managing or governing body appropriate educational
• establishment
• Military reserve forces

Voluntary Working

Voluntary working is a remarkable testament to the spirit of giving and community engagement that defines our business. It exemplifies the dedication of our employees to create a positive impact beyond the realms of our core operations.

Many employees carry out a great deal of work outside of Loganair on a voluntary basis. To support this, employees can apply to their line manager to take one day away from work (per calendar year) on full pay to work with a registered charity.

Statutory Time Off

Loganair recognises and supports roles away from normal day to day work and provides reasonable time away from work to carry them out, for example:

Trade Union duties, eg training to undertake their role Safety representatives Elected employee representatives for consultation purposes To seek work or arrange training if under notice of redundancy Pension Scheme Trustees.

Employees are required to provide appropriate documentation in support of requests for time off and should provide reasonable notice of their requirements.

Absent Without Leave (AWOL)

It is essential for all employees to understand that unauthorised absences, often referred to as AWOL (Absent Without Leave), have a direct impact on the overall functioning of our organisation. Employees who are AWOL may not be eligible to receive any pay for the duration of their unauthorised absence.

If an individual is faced with circumstances that may lead to their absence, we encourage employees to follow the proper procedures for requesting leave and communicating with their line manager or the department. The expected means of contacting a line manager is by telephone. Texting messaging line management is not the preference and should followed telephone call timeously.

Failing to attend work without notice or acceptable reason, unless there are mitigating circumstances, can be a fundamental breach contract and may investigated and lead to disciplinary proceedings.

For more information, please refer to the Attendance Management Policy.

6. Supporting Attendance at

With all cases of sickness management, there should be be good dialogue between the manager and the employee. It is the aim of Loganair to support employees and to assist people attend work.

Short Term Sickness Absence

Where an employee reports sick and is not able to attend work, for a period of 27 or less days, this will be regarded as an occasion of short term sickness. A system of trigger points operate associated with escalating levels of sickness absence and warnings can be issued.

Trigger Next Stage

If a trigger has not been reached. Return to Work meeting and monitoring

Where there has been either 3 occasions or at least 10 cumulative days reported Stage 1 – Absence Management. sickness in a rolling twelve month period.

While a Stage 1 Warning is live and there has either been 3 occasions or at least 10 Stage 2 – Absence Management cumulative days reported sickness.

While a Stage 2 Warning is live and there has either been 3 occasions or at least 10 Stage 3 – Absence Management cumulative days reported sickness.

While a Stage 3 Warning is live and there has either been 3 occasions or at least 10 Stage 4 – Absence Management cumulative days reported sickness. In the event that an employee is unable to carryout their contracted duties due to illness, injury or other reason; it is important to note that Loganair is not obligated to assign alternative duties but will endeavour to support wherever possible.

Sick Pay

Loganair is committed to ensuring all employees are provided with safe and supportive working environment, and it aims support employees during periods of sickness absence.

Details of employee sick pay entitlements are included individual contracts.

Return to Work Meeting

After each occasion of sickness, there should be an informal discussion between the manager and the employee, to ensure the returning employee is fit to return to work and understand if any further help or support is required. A return to work interview form should be jointly completed and sent by the line manager to the HR Department.

Stage 1 to 3 Absence Management

Where an employee’s sickness has reached a trigger level, an Absence Review Meeting will be held to discuss the level of sickness. After due consideration, the line manager may issue a Sickness Absence Warning.

It is important to highlight that reaching a trigger level stimulates a discussion. It does not in itself trigger the issuing of a warning. It may be decided, taking all factors in to account, that it is not appropriate to issue a warning. A discussion may be held on the next occasion of sickness.

Stage 1 to 3 Sickness Absence Warnings

A Warning will have a 12 month period of effect.

Warnings will be issued in numerical sequence as may be required.

Where a Warning has been issued, and is live, a line manager may issue the next sequential numerical warning. Alternatively, rather than issuing the next level of numerical warning, it may be decided to extend the current warning by a further 6 months or indeed re-issue the level of current warning in its entirety.

All Warnings will be confirmed in writing.

Appeal (Warnings 1 to 3)

Where a Stage 1 to 3 Sickness Absence Warning has been received in writing by the employee, they have the right to appeal it. To do so, the employee should contact the Head of HR, by email, within 5 working days.

A discussion will then be arranged to consider the facts of the case and the grounds of the appeal. The manager who chairs the appeal discussion and who takes the eventual decision as to the outcome of the appeal, will hold a more senior position in the organisation than that held the manager who issued the warning that is subject to the appeal. An outcome from appeal may see the issued warning, confirmed, shortened, substituted with lesser level numeric warning or rescinded. The outcome from appeal will confirmed writing.

Stage 4 Absence Management

Where an employee has a live Stage 3 Sickness Absence Warning and the trigger level has been reached, the employee should invited engage with an occupational health provider for the purpose current medical report being received.

Unless there is clear information in the occupational health report that indicates that it is not appropriate to proceed to capability hearing, the employee should be invited to attend such a hearing.

That meeting will be chaired by a Director Head Department. The employee may be accompanied by a colleague accredited trade union representative. HR will attend the meeting also.

After due consideration of the circumstances the case, examples what outcome may be decided include: take no further action, extend existing Warning, re-issue the level of current Warning its entirety end the

Appeal (Stage 4)

Where a Stage 4 Sickness Absence meeting has been held and a formal action has been taken, for example, issuing/extending a Stage 3 Absence Warning or to end the employee’s contract of employment due to capability, the employee has the right to appeal such a decision.

After receiving written confirmation of the decision flowing from the Stage 4 – Absence Management meeting, the employee has 5 working days to appeal the outcome. To do so, the employee should contact the Head of HR.

An Appeal meeting will then be arranged to consider the facts of the case and the grounds of the appeal. The Appeal Hearing will be chaired by a Director or Head of Department. The employee may be accompanied by a colleague or an accredited trade union representative. The Director of HR will attend the meeting also.

An outcome from the appeal may be to reinstate the employee to their position, if the earlier decision had been to terminate employment. It may also be decided to extend the current Stage 3 Warning or to re-issue a Stage 3 Warning. Of course, it may be decided not to alter the decision from the Stage 4 Absence Management meeting.

Capability

Where it has been indicated by occupational health or an Aviation Medical Examiner (AME) that the employee is not fit to return to work in the foreseeable future or is considered unfit to work on a permanent basis, there will be discussion to consider the appropriateness of possible redeployment to an alternative position. Again, this may be offered on a trial, temporary or permanent basis and would be by agreement with the employee. Where the employee is deemed to be unfit for their role by, notably, an occupational health provider or AME, and there is no suitable alternative role to offer by way of redeployment, it may be appropriate to hold a formal Capability Hearing. The purpose of this hearing is ultimately to establish the fitness of the employee for continued employment.

Capability Hearing

A Capability Hearing would be chaired by a Senior Manager of Loganair. The employee may be accompanied by a colleague accredited trade union representative. HR would attend also.

A decision to end employment would only taken when all other reasonable alternatives had been considered and deemed not feasible. Possible alternative suitable employment will be considered all cases.

Prior to a decision being taken with regards the continuance otherwise individual’s employment, the chairing manager should explore all reasonable alternatives before coming to a decision.

Though not exhaustive, factors to consider would include:

• The content of the occupational health report and any other relevant
• medical reports that had been obtained
• The likelihood of any meaningful improvement the employee’s health
• The wishes of the employee and what they feel that they could
• Possible reasonable adjustments being made the way that jobs are
• carried out. This can include changes to hours work and physical changes

to the way a particular activity is carried out. Check with HR to establish what vacancies there may now the foreseeable future and also if there are any new roles created the foreseeable future. If there are any, they should brought the attention of the employee

If permanent re-deployment is agreed, a new terms and conditions of employment will be issued.

Appeal

After receiving written confirmation of the decision flowing from the Capability Hearing, the employee has 5 working days to appeal the outcome. To do so, the employee should contact the Head of HR.

An Appeal meeting will then be arranged to consider the facts of the case and the grounds of the appeal. The Appeal Hearing would be chaired by an alternative Director or Head of Department. The employee may be accompanied by a colleague or an accredited trade union representative. The Head of HR would attend the meeting also.

The decision from the appeal will be final.

Long Term Sickness Absence

For the purpose of this procedure, long term sickness will be regarded as a single period of absence that exceeds 28 calendar days. The same system of trigger points operate, associated with escalating levels of sickness absence, and warnings can be issued (as noted on page 37).

It is important when an employee is not attending work due to long term sickness, that they remain in regular contact with their manager. The frequency of contact can be agreed between the employee and the manager.

It can be helpful for the employee and the manager meet informally, required or helpful, to discuss the welfare the employee, and for both people to give a general update. Such meetings can take place, for example, company premises, or in a public area, for example, café, hotel. exceptional circumstances the manager may visit the employee home and will accompanied by a member of the HR team. meeting public area, care should be exercised to ensure confidentiality and privacy the employee are respected.

Where an employee does not maintain contact, the company reserves the right to withhold pay and/or request the employee meet with occupational health and find out if communication with the company detrimental the employee.

7. Disciplinary and Grievance

Disciplinary Procedure

The disciplinary procedure is intended to correct and support satisfactory standards of conduct and job performance.

Minor concerns regarding conduct, performance or behaviour will initially be dealt with informally. However, if the concerns continue or indeed are more significant, the disciplinary procedure may be initiated. There will always be a reasonable investigation before any disciplinary meeting is convened. If a warning is issued, the employee will have the right to appeal the decision.

Verbal Warning - 6 month period of effect Written Warning - 12 month period of effect. Final Written Warning - 12 month period of effect.

All warnings will be confirmed in writing.

In addition to a written warning being issued, the employee may receive further sanctions such as: Demotion Withholding increments or other payments Non-payment of general company bonus (which is non contractual).

The above may be imposed in conjunction with other forms of disciplinary action, or as an alternative to dismissal and the above is not an exhaustive list.

Dismissal

Where the employee has committed further acts of misconduct following a Final Written Warning, and that warning remains effective, the employee may be dismissed.

Alternatively, where it is established that an employee has committed an act of gross misconduct, the employee may be summarily dismissed.

Gross Misconduct

Gross misconduct is misconduct of such a serious nature that it fundamentally breaches the contractual relationship between the company and the employee. Where gross misconduct is established, the company will be entitled to summarily dismiss the employee without notice or pay in lieu of notice.

Examples of behaviour likely to be considered as constituting gross misconduct are noted below. The below is not an exhaustive list:

• stealing from the Company, employees or the public, or other offences of dishonesty
• falsification of records, reports, accounts, expense claims or self-certification
• forms, whether or not for personal gain
• sexual misconduct at work
• fighting with or physical assault on employees or the public
• deliberate damage to or misuse of Company property
• serious damage to Company property
• being under the influence of alcohol, illegal drugs while at work
• serious breach of Company rules and procedures
• gross negligence
• conviction of a criminal offence that is relevant to the employee's employment
• conduct that brings the Company name into disrepute
• discrimination, bullying or harassment of a colleague, contractor, or member of the public
• willful commission of any offence in contravention of the Air Navigation Order

Suspension

In certain circumstances it may be necessary to suspend an employee from work pending the outcome of an investigation. The period of suspension will depend on the nature of the concern under investigation, but the period must not become unreasonable. It is important to note that suspension is not prejudicial, but cautionary only. Suspension from work will be on full pay.

Right to be Accompanied

Employees may be accompanied at a disciplinary hearing or a disciplinary appeal hearing by either a colleague or an accredited trade union representative. This right does not apply to investigation meetings. If their chosen companion is not able to attend the hearing at the first date given, the meeting will usually be rearranged to another date and normally no more than 5 days in the future of the original date for the hearing. A reasonable approach will be taken by the manager.

If an employee is required to attend a disciplinary hearing, they will be given written communication to explain the nature of the allegation(s) that have been made against them. The employee will also be given a copy of any documentation that may be referred to during the hearing, in advance of it, to assist them with preparing. Where a complaint has been made against an employee in confidence, it may be appropriate and necessary not to divulge the identity of the complainant or specific nature of the material that has been raised.

Appeal

After a disciplinary hearing has been held, the employee will receive written confirmation as to the decision. They are entitled to appeal any disciplinary action taken against them. The appeal must be lodged within 5 working days of receiving the outcome letter. When appealing, the grounds of the appeal should be communicated in advance of the meeting. The appeal meeting will take place within a reasonable period of it being requested. Where an employee has less than two years service the disciplinary and appeals process may be shortened combining the investigation and disciplinary into one stage, with no right to appeal the outcome. Employees invited into a formal meeting will be given the right to representation.

Grievance

If an employee has a grievance regarding their employment, they should, the first instance, endeavour to resolve the problem informal discussion with their immediate Manager/Supervisor. In the event that this does not resolve the matter, then the procedure outlined below should followed.

Mediation

It may be appropriate for the matter to dealt with way mediation, depending on the nature of the grievance. This involves the appointment third-party mediator, who will discuss the issues raised with those involved and seek to facilitate a resolution. Mediation can only used when the parties involved agree to it. It is a voluntary process.

If mediation or other informal approach is not successful, appropriate agreed to, then the following represents the formal process.

Stage 1 - Making the Complaint

The first stage of the grievance procedure for the employee put their complaint in writing – making clear that has progressed under the Grievance Procedure. A copy of the form can found the SharePoint. This written statement will form the basis the subsequent hearing and any investigations. It is important that they set out clearly the nature the grievance and indicate the outcome that they are seeking. The complaint should given

Stage 2 - Grievance Hearing

A hearing will be held as soon as is reasonably practicable and, subject to any need to carry out prior investigations. The manager who chairs the hearing will depend on the nature of the issues within the grievance. At the hearing the complaint will be discussed with the employee along with their suggested remedy. Where required, the hearing will be adjourned to allow further investigation to take place.

Following the meeting and the completion of any further investigation, the employee will be informed in writing of the decision of the chairing manager. This will be done in a reasonable period. The employee may discuss the outcome informally with the manager who chaired the grievance. If the employee is dissatisfied with the outcome, they may make a formal appeal.

Stage 3 - Appeal

Any appeal should be made to the Head of HR within 5 working days of receiving the written outcome of the grievance hearing.

When appealing, the grounds of the appeal should be communicated in advance of the meeting. The appeal meeting will take place within a reasonable period of it being requested. The manager who chairs the hearing will depend on the nature of the issues within the grievance, but they will normally be more senior in the organisation relative to the manager who chaired the previous stage.

The appeal hearing will take place within a reasonable period of the appeal being received. Any further investigation will take place and a final decision will be communicated to the employee in writing. The employee may discuss the outcome informally with the manager who chaired the appeal hearing.

Right to be Accompanied

Employees may be accompanied at a grievance hearing or appeal hearing by either a colleague or an accredited trade union representative.

If their chosen person of accompaniment is not able to attend the hearing at the first date given, the meeting will usually be rearranged to another date and normally no more than 5 days in the future of the original date for the hearing. A reasonable approach will be taken by the manager.

Collective Grievance

There may be times when several employees, for example, the same team, require to raise an issue jointly as a grievance. such circumstance, rather than a separate grievance being raised by each affected individual, the group should submit their collective grievance and nominate maximum two people represent them (so avoiding all the employees the group attending the hearings). The duo representing the group have the right accompanied accredited trade union representative. The process will the same thereafter applies with an individual grievance, with there being grievance hearing with the right to appeal, with an appeal hearing then being held.

8. Learning and Development

Vacancies and Job Opportunities

Vacancies and other job opportunities within Loganair will normally be advertised internal to Loganair and at times externally also. When a vacancy or other opportunity is advertised within Loganair, existing employees may bring it to the attention of family, friends and ex-colleagues. The decision to select a particular applicant will be on the basis of “best person for the job”, based on measures such as experience, skills and interview performance. In essence, all appointments will be on the basis of merit.

However, there will be times when for operational or other reasons there is a need to directly appoint a person to a position that may or may not have been advertised. Loganair reserves the right to do this.

It is the normal process for a job interview to have two managers in attendance.

The Armed Forces Convenant

It is pleasing that a significant number of employees have served with the Armed Forces prior to joining Loganair. Ex Forces personnel are well respected for their work ethic, focus on getting the objective carried out, seeking to continually improve working practices and so forth. Their experiences are very helpful in the delivery of our Operation.

Loganair currently holds a Gold Award from the Armed Forced Covenant. Our vacancies are open to all, recognising skills such as leadership, teamwork and loyalty that are strongly forged in the Forces and welcome in Loganair. Several members of the team are Reservists and in conjunction with their line managers, organise time away from work to maintain their skills on Forces exercises. If an employee has recently joined Loganair and is a Reservist, they should speak with their manager

Training - Non Regulatory

Employee training holds a pivotal role in our commitment to fostering a culture of continuous growth and excellence. It is through training that our team members acquire the skills, knowledge, and tools necessary to excel in their roles and adapt to the ever-evolving landscape of their respective fields.

By investing in comprehensive training programs, empower our employees stay ahead of industry trends, embrace innovative practices, and enhance their professional capabilities. This not only bolsters individual performance but also elevates the collective competence of our organisation. Furthermore, training serves as a cornerstone for maintaining the highest standards quality, safety, and compliance across all aspects of our operations. prioritise employee development, we reinforce our dedication to nurturing dynamic workforce that well-equipped to drive our company's success, embrace new challenges, and contribute meaningfully to our shared vision.

Training - Regulatory

Employee regulatory training stands as critical pillar our commitment upholding legal compliance, ethical standards, and the well-being both our team members and the organisation as a whole.

By providing comprehensive regulatory training, ensure that employees are well-informed about the laws, regulations, and industry-specific guidelines that govern our operations. This knowledge empowers individuals make informed decisions, mitigates the risk of inadvertent violations, and fosters environment of transparency and accountability.

Education and Training Relating to Career

Development

Support and encouragement will be given to staff to undertake studies, training, development and membership of appropriate professional bodies where they will be of direct benefit to both the individual and to Loganair in terms of current job or likely future job. Approval is not automatic and requests should be made to line management, in terms of cost and benefit.

Day Release / Exam Release

Day release must be authorised by line management, and will be considered on individual merits and the relevance of courses that are available. It will only normally be granted where the nominated course is not available at evening class or on a correspondence basis. The amount of paid time off will be at the discretion of management.

Similarly, paid time off may be granted for exam preparation/exam sitting. Time off required for re-sits will normally be unpaid or taken as holiday.

Payment of Fees

Courses relating to statutory or manufacturers’ requirements are normally funded through departmental budgets, together with the cost of accommodation where this is necessary. Allowances are also paid for meals and other designated expenses.

Training Bonds

The value of training is of benefit to both Company and employee. Where Loganair has contributed financially, either in full or in part, the employee will normally be required to enter into a training bond agreement, when the cost of training will be amortised, on a monthly basis, over a defined period of time. Full details of training bonds will be issued before the commencement of training.

Management Support

can encourage employees who wish to undertake courses of education training that will benefit Loganair and the employee. Before recommending a for budget approval, managers should consider issues such as those noted

The required amount of study for a particular course The normal practice in that profession or skill The length of time the employee has been with Loganair, whether job performance is satisfactory and whether the proposed vocational course would have an effect on this Whether the proposed education would increase the employee’s potential within Loganair The employee’s attendance record and the ability cope with study addition to day to day duties Whether the employee has considered realistically his her own ability complete the course of study Whether the employee has successfully undertaken similar course study the past, thus indicating ability to maintain the study requirements balanced with the demands of the job

Confidential and Sensitive Information

Many employees during the course of their employment will privy sensitive or confidential information relating to the training their colleagues, information such as failed line checks must not be shared without legitimate purpose, either internally or externally.

Performance Improvement

Employee appraisal is an important part of performance management. It is focused on positive development and is largely forward looking.

However, where the manager considers that the employee is not performing at a satisfactory level, performance management may be the appropriate way forward. This is focused on identifying the causes or explanations for the employee not performing at the level required and then seeking to assist the employee make the necessary changes and improvements, so that the contribution attains at least a satisfactory level. For more information on Performance Improvement, please see HR020 Performance Management Policy

Enhanced Oversight Procedure - Flight Crew

Where the performance of a pilot fall below the standards required they will be managed under the Company’s Enhanced oversight procedures (EOP).

The purpose of the Enhanced Oversight Procedure is to support improved performance and is not intended to be a punitive measure. Ultimately the safety of the aircraft and its occupants are dependent on the Technical and Non- Technical Skills of the crew. If these skills are marginal then the safety of the aircraft and its occupants is marginal and corrective action will be required.

Where poor performance is identified during the employee’s probationary period then this may be dealt with under the terms of the probationary period. When an employee has completed the probationary period and poor performance is identified either through recurrent training/checking or a failure to meet the job objectives then the full procedure should be implemented. for dealing with Poor Performance are divided into various areas of and Checking:

• Type Rating Training (ATO)
• Line Flying Under Supervision
• Recurrent Training
• Training review by the Head of Training (HT Certification)
• despite support, the employee is unable reach the required standard
• the consequences of any failure meet the standard will

to the employee in writing.

details of the enhanced oversight procedure can found the Part manual

9. Leaving Employment

Notice Periods

When an employee decides to leave the employment of Loganair, they must give Loganair, at the minimum, the required contractual notice, and do so in writing via email to their line manager. This period of time can be found in the Main Statement of Terms & Conditions of Employment. A failure to give the minimum notice would constitute a breach of contract and may result in litigation and the non-payment of any monies that would otherwise be due, recoverable as damages. This may also lead to a delay in a reference being provided as Loganair will complete these during the final month of an employees contracted notice period. Should the employee wish to leave employment earlier, this must be discussed with their line manager and mutually agreed between Loganair and the individual. Where an earlier date is agreed, payment will be made up until this date.

Leaver Feedback

When employees leave Loganair we want to know what their experience of working at Loganair has been in order to understand if there is anything that could be done to enhance their employment. All employees are offered the opportunity to complete a leaver questionnaire or have an exit interview.

Final Salary Payment

The timing of a last salary payment will depend on the employees last day of employment relative to the monthly payroll close down date. In most instances, the last salary will be paid on 28th of the month in which employment ends. The P45 document will follow shortly thereafter to the employees personal email address. It is the employee’s responsibility to ensure Payroll have the correct email address.

Return of Loganair Property

During employment, employees will be issued with items and equipment to enable them to carry out their duties. On or before the last day of employment, all company issued property must be returned to line management or designated person. Security is a main factor associated with the return of items. Examples of property issued that must be returned include: uniform and branded clothing items, airside security passes, laptops, iPads and mobile telephones (plus charger cables), computer memory sticks, documents and manuals (electronic and hard copy), keys and door entry cards.

In the event that an individual does not return company property, Loganair reserves the right to withhold any monies that may owed the person, commence litigation and/or treat the matter theft.

All security passes must be returned to Loganair termination employment and Loganair reserve the right to deduct any cost passed the respective airport, from an employees remaining salary.

Annual Leave

Annual Leave entitlement will be recalculated from the beginning the leave year until the last day of employment. Wherever operationally possible, any accrued leave should be taken within the notice period. For Flight Crew, the normal process is for outstanding leave paid protect the flying programme. Where that is not possible, or balance remains, the employee will be paid for those days. Conversely, if employment ends and the employee has taken more leave than has been accrued, the unaccrued leave will deducted from their final pay.

Outstanding Monies

Any outstanding monies owed to Loganair will be deducted from final salary payment. If there remains an outstanding amount it will be repaid to Loganair as a debt. If an employee leaves employment whilst a bond is still live, the remaining balance will be deducted from the final salary pay.

If the employee leaves employment and does not settle the balance within 14 days of employment having ended, Loganair reserves the right to treat the matter as a debt and take appropriate debt recovery steps against the borrower.

If an employee decides to leave whilst a training bond is live, Loganair will deduct the remaining balance from any remaining pay runs during their notice period, and it is agreed that this will not constitute an unlawful deduction from wages. If the training costs exceeds available earnings, then as much as possible of the balance will be deducted from accrued earnings via the payroll. After employment has ended any remaining balance will remain to be paid by the borrower to Loganair as a debt within 14 days. In exceptional circumstances, a repayment plan may be agreed.

Pension

The Payroll team will notify the relevant pension provider that employment with Loganair has ended so the employee can be contacted and advised of the options available. Thereafter it will be the employee’s responsibility to notify the pension provider of any changes to address or personal circumstances.

10. Miscellaneous

Personal Belongings Allowances and Expenses Loganair does not insure employees’ personal belongings while on Loganair sites Individual expense claims should be submitted electronically onto the Netsuite or aircraft. Loganair cannot be held responsible for the safekeeping of money, system for line management approval and subsequent payment.

valuables or any other property belonging to the employee that may be brought onto the Employer's premises or aircraft. Employees should therefore take due care of their personal belongings whilst at work. If employees have any concerns about the safety of their personal belongings, they should raise these with their manager.

Flight crews who have untagged baggage that goes missing from the ‘aircraft hold’ may be able to claim compensation from Loganair. Any such claim will be restricted to the contents and covers essential items only up to the current IATA value. Expensive electronic items such as laptops and cameras should not be placed in hold baggage.

Care of Company Property The employee is responsible for any property belonging to Loganair that is under their control or in their possession and must take proper care of any such items.

Any deliberate or negligent failure to take proper care of company property will be viewed as misconduct and will lead to disciplinary action up to and including dismissal.

Policies, Procedure and HR

The Employee Handbook will be continually developed and added to as to ensure

A list of the HR policies and procedures is contained below. They do not form part They can be accessed on the HR SharePoint.

The following are all

HR001T - Drug and HR002 - Armed HR003 - Sickness HR004 - HR004RT - HR004T - HR005T - HR006 - HR007 - Equality, HR008 Pre-Employment HR011 HR015 - HR016 - Neonatal HR020 is up to date and useful.

of this Handbook but employees should be aware of their existence and content.

and subject to regular update:

• Testing Process for Cause
• Reservist Policy
• Management Policy
• and Selection Policy
• Terms of Reference
• and Selection Toolkit
• Guidance
• Leave and Pay
• and Inclusion
• and Drug Testing Process
• Leave Policy
• Period Process
• and Pay Policy
• Management Policy

Employee Handbook

Acknowledgment Signature of Employee Date: