HANDBOOK SIXTH EDITION

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01ABOUT AIRFOIL 1. PUBLICATION Author : People Development & Learning (PDL) Department 5 First Publication : October 2007 5 First Edition : November 2010 Second Edition : October 2015 Third Edition : February 2020 Fourth Edition : April 2021 Fifth Edition : September 2023 Sixth Edition : December 2026 2. COMPANY VISION 3. COMPANY MISSION 4. COMPANY CORE VALUES 02 EMPLOYEE BENEFITS 5. EMPLOYMENTS 5.1 Remuneration and Benefits 5.2 Recruitment Criteria 5.3 Offer of Employment 5.4 False or Misleading Declaration 5.5 Working Hours 5.6 Probation 5.7 Extension of Probation 5.8 Confirmation of Employment 5.9 Termination of Employment 5.10 Retrenchment 5.11 Retirement 5.12 Promotion 5.13 Transfer/Secondment 5.14 Part Time Employment 5.15 Change in Personal Particulars 5.16 Performance Appraisal 6. COMPENSATION & PAYROLL 6.1 Wages (Salary) 6.2 Confirmation Increment 6.3 Annual Increment 6.4 Bonus 6.5 KPI Bonus 6.6 Employment Provident Fund (EPF) 6.7 Social Security Organization (SOCSO) 6.8 Monthly Tax Deduction 6.9 Overtime 6.10 Rest Day 6.11 Public Holidays 6.12 Monthly Tax Deduction 6.13 Overtime 6.14 Rest Day 6.15 Public Holidays 7. LEAVE SCHEMES 7.1 Annual Leave 7.2 No Pay Leave 7.3 Marriage Leave 7.4 Maternity Leave 7.5 Paternity Leave 7.6 Compassionate LeaveTABLE OF CONTENTSP a g e 2 | PAGES

TABLE OF CONTENTSP a g e 3 |PAGES 02 EMPLOYEE BENEFITS 7. LEAVE SCHEMES 7.7 Special Paid Leave 7.8 Sick Leave 7.9 Replacement Day Off 7.10 Examination Leave 7.11 Birthday Leave 7.12 Work from Home (WFH) Leave 8. MEDICAL & INSURANCE BENEFITS 2.3.1 Company Appointed Panel Doctors 2.3.2 Group Hospitalization and Surgical Plan 2.3.3 Group Term Life 2.3.4 Hospitalization Fruit Basket 2.3.5 Digital Clinical Card 9. EMPLOYEE BENEFITS & ALLOWANCES 9.1 Congratulatory Monetary 9.2 Long Service Award 9.3 Year 1 Primary School Kit and Stationery Gift 9.4 Meal Allowance 9.5 Shift Allowance 9.6 Attendance Allowance and Award 9.7 Company Authorization and Functional Allowance 9.8 Duty Leader Allowance (Production Only) 9.9 Acting Gate Leader Allowance 9.10 Duty Manager Allowance 9.11 Standby Duty Allowance 9.12 On Call-Back Allowance 9.13 Bereavement Nomination and Contribution 9.14 Milk Program 10. BUSINESS TRAVEL 10.1 Local Travel 10.2 Outstation Travel 10.3 Overseas Travel 10.4 Private Travel 11. EMPLOYEE RELATIONS 11.1 Freedom of Discussion with Management 11.2 Resolution to Change Rules and Regulations 11.3 Disclaimer 11.4 Interpretation 12. INTEGRITY & COMPLIANCE 12.1 Integrity and Anti-Corruption 12.2 Incident Reporting and Whistleblowing 12.3 #Voices Channel 13. CODE OF CONDUCT 13.1 Protective Steps. 13.2 Examples of Breaching the Code of Conduct (the examples is by all means, non exhaustive) 03 CODE OF CONDUCT & WORKPLACE ETHICS

TABLE OF CONTENTSP a g e 4 |03CODE OF CONDUCT & WORKPLACE ETHICS 14. HOUSE RULES 14.1 Safeguarding of Information 14.2 Responding to Queries from the Press or Other Bodie 14.3 Security 14.4 Employee Identification Badge 14.5 Personal Calls & Personal Mails & Personal E-Mails 14.6 Hand punch on Attendance 14.7 Finger In/Out on Attendance 14.8 Time-Off 14.9 Personal Locker 14.10 Unauthorized Items in the Company 14.11 Eating and Drinking 14.12 Smoking 14.13 Drug Test 14.14 Tools, Appliances and Equipment 14.15 Muslim Prayer Rooms 14.16 Parking Facilities 14.17 Gym Facility 14.18 Lactation Room 14.19 Company Car 14.20 Dress Code 14.21 Uniform and Safety Footwear 14.22 Personal Protective Equipment (PPE) 14.23 Financial Claims 15. RULES & REGULATIONS GOVERNING CONDUCTS 15.1 Slightly Minor Misconduct 15.2 Minor Misconducts 15.3 Major Misconducts 15.4 Very Major Misconducts 15.5 Appeal PAGES

P a g e 5 |Author : People Development & Learning (PDL) Department First Publication : October 2007 First Edition : November 2010 Second Edition : October 2015 Third Edition : February 2020 Fourth Edition : April 2021 Fifth Edition : September 2023 Sixth Edition : December 2026PUBLICATION

P a g e 6 |1Teamwork We work as one team – break silos, collaborate across boundaries, and win together as one team. 2Integrity We do what is right – with courage and responsibility – delivering uncompromising quality and compliance for our customers, colleagues, and company. 3Accountability We act full ownership, deliver with discipline, and take responsibility for results without excuses. 4Transparency & Honesty We communicate clearly and openly – making expectation and results visible, speaking up, and challenging what’s not right to drive the best outcome. 5Trust We build trust by being reliable, transparent, and speaking up early – turning mistake into learning and improvement. 6Respect We treat everyone with respect and fairness supporting growth and succeeding as one strong team. 7Continuous Improvement We challenge the status quo, drive change every day, and continuously improve to deliver highest quality and performance for our customers. 8Fun We love what we do, take pride in our achievements and bring positive energy working together, performing together, celebrating together.2 COMPANY VISION Airfoil Services vision is We are the First Choice for Comprehensive Airfoil Repair Solutions 3 COMPANY MISSION To accomplish our vision, we are committed in: • Continuously develop our highly skilled workforce as our most valuable asset • Contributing to a safer and better environment • We enable our customers to offer highly competitive MRO services through setting the benchmark for parts repair in every aspect • We deliver Zero Defects • Excelling in customer satisfaction 4 COMPANY CORE VALUESCOMPANY VISION, MISSION & CORE VALUE

EMPLOYEE BENEFITSP a g e 7 |5. EMPLOYMENTASSB’s objective is to build up and maintain an efficient and effective group of employees who will have a direct interest and involvement in the development, growth and success of its operations. As compensation for its employees’ contributions, the Company provides attractive wages and good fringe benefits packages.5.1 Remuneration and BenefitsThe Company’s wages scheme is performance oriented and is administered on the principles of merit, consistency and equity throughout the Company. The Management will regularly review the service terms and benefits to ensure that they are competitive with the prevailing market practices.5.2 Recruitment CriteriaThe selection for employment will be based on the applicant’s knowledge, working experience, skills, attitude, flexibility and commitment. This is independent of race, gender or religion.5.3 Offer Of EmploymentSuccessful candidates shall be given a Letter of Offer of Employment which will be subjected to satisfactory of compulsory pre-employment medical and/or eye examination report from the Company appointed panel doctor.5.4 False Or Misleading DeclarationIf at any time subsequent to and after the appointment, it is found that any statement contained in the application form of employment or application letter is false or misleading, the employee shall be liable for instant dismissal or any other disciplinary action deemed appropriate by the Company.5.5 Working Hours The normal working hours for the office based employees shall be as follows: Flexi working hours with minimum productive working hours of 42.5 hours per week (exclude lunch hour) and with the core working hours from 9.30 am – 4.30 pm The normal working hours for the production employees shall be as follows: In general, the normal working days for all employees shall be Monday – Friday and/or as per production scheduled and with the following lunch/dinner breaks:

5.5 Working Hours Normal & Morning Shift Afternoon Shift 12 hours Shift Flex Night Shift All employees will however be required to follow any change of time schedule and the working days that the Company may decide upon. All employees are requested to follow the working hours of the Company and to report for work on time. Any employee who needs to go on an emergency leave or sick leave is required to call and inform their immediate superior or People Development & Learning Department at the earliest possible time within the said reporting time to work, to enable arrangement to be made for his duties to be covered by another person. 5.6 ProbationNewly recruited employee will have to serve an initial probationary period of six (6) months. During this period, the employee will be exposed to the Company policies, procedures and practices; with on-the-job training being provided. An employee shall be deemed to remain as a probationer, if the Company does not issue him with a Letter of Confirmation to his position.P a g e 8| 5.7 Extension Of Probation Notwithstanding to the above, the Company may confirm the employee any time during the probationary period. However, if the employee has not been performing up to the expectation, the Company may at its discretion, extend the employee’s probation by another period not exceeding the duration of the previous period of six (6) months. During the probationary period, the service of an employee may be terminated at any time by either party, with one (1) week written notice and without assigning any reason thereto by either party or pay in lieu of notice.EMPLOYEE BENEFITS

5.8 Confirmation of EmploymentUpon successful completion of probation period, employee shall be given a Letter of Confirmation of his service with the Company. The employee shall be considered a regular employee and be entitled to the benefits of employment as laid out in this Handbook and/or as per his Letter of Offer of Employment.P a g e 8| 5.9 Termination of Employment Termination of employment shall be effected in writing and the period of notice required is as stated in the Letter Of Appointment. In the event of termination without notice, the terminating party must pay the other party an equivalent amount of wages in lieu of notice. If the employee failed to serve the required notice period and/or compensate the wages in lieu notice (if any), the Company reserves its right to forward the employee’s personal information to any of the credit reporting agencies appointed by the Company in order for the Company to recover its losses for the outstanding employment monetary due to the Company. In the case of dismissal for misconduct or contravention of the expressed or implied terms of service, no notice will be required. The Company reserves the right to waive the full notice period or part of the period in special circumstances, subject to the exigencies of service. Employees who terminated the service, are required to return the Company belongings issued to them by the Company including all documents, reports, books, business cards, laptops, mobile phones, cameras, keys, etc. produced or kept by them in the course of their employment. However, for IT employee and/or related employee, programmes developed by him whilst in employment are of the properties of the Company.EMPLOYEE BENEFITS 5.10 Retrenchment Notwithstanding to the above, the Company may confirm the employee any time during the probationary period. However, if the employee has not been performing up to the expectation, the Company may at its discretion, extend the employee’s probation by another period not exceeding the duration of the previous period of six (6) months. During the probationary period, the service of an employee may be terminated at any time by either party, with one (1) week written notice and without assigning any reason thereto by either party or pay in lieu of notice.

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