Grievance Policy

1 PURPOSE

The purpose of this policy is to establish a transparent and effective mechanism for
addressing grievances from within or outside our company to facilitate their successful
resolution in a timely fashion. At the same promoting a safe and fair work environment free
from discrimination and harassment. This policy aims to uphold the principles of
accountability, confidentiality, and responsiveness outlined in ISO 18788.

AES’s Grievance Policy intends to meet all aspects of the International Code of Conduct
Association (ICoCA) Grievance Procedure and publish this policy and contact information
on our website.

2 RESPONSIBILITY FOR IMPLEMENTATION

HR Manager
Country Manager
All staff

This policy and all associated procedures apply to all Company staff
(consultants/contractors or employees), sub-contractors and any third party who have a
cause, or feel that they have a cause, for complaint against AES.

3 REFERENCES

ISO 9001: 2015 Clause 5.1
ISO 18788: 2015 Clause 7.4.4 8.8.3

4 DEFINITION OF A GRIEVANCE

A ‘grievance’ is defined as a claim that AES has violated a published policy in the way an
employee was treated. It excludes claims of discrimination, disputes over salary grades, or
disputes over job performance judgment, which have separate procedures.

5 INDIVIDUALS COVERED UNDER THE POLICY

This policy covers all employees, contractors, subcontractors, and third parties conducting
business with AES. Any mistreatment grievances should be promptly reported to the Office
of Human Resources, the Program Manager, or Senior Management.

6 REPORTING A COMPLAINT

6.1 Informal Procedure
Individuals are encouraged to inform the offender directly or report to relevant
management. If resolution is not achieved, escalate to HR or Senior Management.

6.2 Formal Procedure
If informal resolution is not feasible, individuals can submit a written complaint to AES
management.

7 GRIEVANCE RECORDKEEPING

AES maintains confidential records of each complaint, investigation, and resolution for a
period of seven (7) years.

8 NTERNAL GRIEVANCE PROCEDURES

An employee who has a grievance over any work-related issue has the right to raise their
concerns with AES management.

8.1 Informal Dealing.
Less serious grievances may be resolved informally through discussion. Serious
grievances require a formal process.

8.2 Formal Process.
Grievances must be submitted in writing, followed by a hearing, management decision,
and potential appeal. If the aggrieved party is not satisfied with the outcome of the
decision, they can appeal but this must be submitted within 5 days explaining their grounds
for appealing in writing to AES management. An appeal meeting should be arranged within
5 days and will be run by the next more senior manager.

9 EXTERNAL GRIEVANCE PROCESS

Similar to internal procedures, grievances from non-employees are submitted in writing and
undergo a formal hearing, decision-making process, and potential appeal.

Third parties can voice grievances by contacting AES directly or through the company
website https://aletehadsecurity.com/ .AES guarantees confidentiality and prompt
response to all grievances.

Third parties can voice grievances by directly contacting AES or through the company
website https://aletehadsecurity.com/ or via email at compliance@aletehadsecurity.com AES
assures confidentiality and commits to promptly responding to all grievances.

10 SUMMARY

Grievances are handled with sensitivity and respect, emphasizing recordkeeping and
seeking advice from senior managers. The overarching goal is fair treatment for all

11 Mediation

As an alternative for those wishing to resolve disputes between themselves without
resorting to the formal complaint procedures, AES offers mediation as an alternative for
resolving disputes informally. If unsuccessful, the formal complaint procedures may be
pursued.

12 Conclusion

AES has developed this policy to ensure that all its employees and associate personnel
can work in an environment free from mistreatment. AES is committed to eliminating any
mistreatment in the workplace.