Employment Basics

47G is an equal opportunity employer. 47G provides equal employment opportunities to all employees and applicants without regard to race, color, religion, sex, pregnancy, childbirth or related medical conditions, sexual orientation, gender identity, national origin, age, disability, veteran status, genetic information, or any other status protected by applicable federal, state, or local law.

This commitment applies to all aspects of employment, including recruitment, hiring, placement, promotion, transfer, compensation, benefits, training, corrective action, discipline, termination, and all other terms and conditions of employment.

47G expects every employee to support a workplace where people are treated with dignity, fairness, and respect. Our mission requires trust. Trust is built through consistent conduct, disciplined judgment, and equal opportunity for every qualified employee to contribute at a high standard.

47G prohibits discrimination based on any characteristic protected by applicable law. Protected characteristics include, but are not limited to, race, color, religion, sex, pregnancy, childbirth or related medical conditions, sexual orientation, gender identity, national origin, age, disability, veteran status, genetic information, citizenship status, or any other legally protected status.

Employees who believe they have experienced or witnessed discrimination should report the concern promptly through the reporting channels described in this handbook. 47G will review concerns in good faith and take appropriate action consistent with applicable law and organizational policy.

47G’s employment decisions are based on job-related qualifications, organizational needs, performance, experience, conduct, and the ability to contribute to the mission.

The organization is committed to fair employment practices that support both operational excellence and employee trust. Leaders are expected to make employment decisions with care, consistency, and documentation appropriate to the circumstances.

Employees are expected to participate in employment processes honestly, provide accurate information, and uphold the standards of professionalism required by 47G.

47G complies with all applicable federal immigration laws and employs only individuals who are legally authorized to work in the United States.

As a condition of employment, each employee must provide documentation establishing identity and authorization to work in the United States. Employees must also complete all required employment eligibility verification documentation within the time period required by law.

Employees must complete Section 1 of Form I-9 no later than the first day of employment and must present acceptable documentation establishing identity and employment authorization within the legally required time period.

47G will review the documentation presented and complete the employer section of Form I-9 in accordance with applicable law. Employees who fail to provide required documentation within the required time period may be subject to separation from employment, as required or permitted by law.

47G is committed to full compliance with immigration and employment eligibility laws. The organization does not knowingly employ individuals who are not authorized to work in the United States.

Employees are responsible for ensuring that information provided during the employment eligibility process is accurate, complete, and current. Employees whose work authorization changes, expires, or requires renewal must notify Human Resources or authorized leadership promptly.

47G recruits, evaluates, and selects employees based on qualifications, experience, capability, alignment with organizational needs, and potential to contribute to the mission.

Hiring decisions should reflect the organization’s standard of excellence. 47G seeks employees who demonstrate integrity, sound judgment, initiative, professionalism, and the ability to operate effectively in a mission-driven environment connected to aerospace, defense, advanced manufacturing, and hard tech.

Open positions may be posted internally, externally, or both, depending on the needs of the organization. 47G may also use referrals, direct recruitment, professional networks, search firms, or other appropriate methods to identify qualified candidates.

47G may conduct background checks, reference checks, employment verification, education verification, credential verification, or other pre-employment reviews as appropriate for the position and as permitted by law.

Certain roles may require additional screening based on job duties, access to sensitive information, financial responsibilities, partner requirements, event responsibilities, government-facing work, or other operational needs.

Employment offers may be conditioned on satisfactory completion of applicable checks. Candidates and employees are expected to provide accurate information and cooperate with lawful verification processes.

Employees must complete all required employment documentation accurately and on time. Required documentation may include employment eligibility forms, tax forms, direct deposit information, benefit forms, confidentiality agreements, conflict-of-interest disclosures, policy acknowledgments, emergency contact information, and other records required by 47G or applicable law.

Employees are responsible for keeping personal information current. This includes legal name, home address, phone number, emergency contact, tax information, benefit-related information, and any other information necessary for accurate employment records.

47G may use an introductory period for new employees or employees moving into a new role. The introductory period is intended to provide time for the employee and the organization to assess role alignment, performance expectations, work habits, communication standards, and cultural fit.

Completion of an introductory period does not guarantee continued employment, alter the at-will employment relationship, or create a contract of employment. Employment with 47G remains at will at all times unless modified by a written agreement signed by the employee and an authorized executive officer.

Onboarding is an important part of building alignment between the employee, the role, and the mission of 47G.

New employees are expected to participate fully in orientation, complete required documentation, review applicable policies, learn internal systems, understand reporting relationships, and become familiar with the organization’s mission, values, programs, and operating standards.

Supervisors are responsible for helping new employees understand role expectations, key priorities, communication norms, performance standards, and the practical tools needed to succeed. Effective onboarding should create clarity early, reduce uncertainty, and help employees build momentum with discipline and confidence.

Full-time employees are employees who are regularly scheduled to work 40 hours or more per week and are not hired on a temporary basis.

Full-time employees may be eligible for company-sponsored benefits, subject to the terms, conditions, waiting periods, and eligibility requirements of the applicable benefit plans and policies.

Part-time employees are employees who are regularly scheduled to work fewer than 40 hours per week and are not hired on a temporary basis.

Part-time employees may not be eligible for all company-sponsored benefits unless required by law or provided under the terms of a specific benefit plan or written policy.

Temporary or seasonal employees are hired for a limited period of time, a defined project, a seasonal need, an internship, a leave coverage need, or another short-term business purpose.

Temporary or seasonal employees are not eligible for company-sponsored benefits unless required by law or expressly provided under the terms of a specific benefit plan or written policy.

Temporary or seasonal employment does not guarantee future employment, continued employment, or conversion to regular employment.

Exempt employees are employees whose job duties and compensation meet the requirements for exemption from overtime under the Fair Labor Standards Act and applicable state law.

Exempt employees are generally paid on a salary basis and are not eligible for overtime pay. Exempt status is determined by 47G based on applicable legal requirements, job duties, compensation structure, and organizational classification.

Non-exempt employees are employees who are eligible for overtime pay under the Fair Labor Standards Act and applicable state law.

Non-exempt employees must accurately record all hours worked, comply with timekeeping requirements, and obtain approval before working overtime unless emergency circumstances require otherwise. 47G prohibits off-the-clock work.

Independent contractors are not employees of 47G. Contractors may be engaged to provide specific services under a written agreement, statement of work, or other approved arrangement.

Independent contractors are responsible for their own taxes, benefits, insurance, tools, methods, and business obligations unless otherwise stated in a written agreement. Contractors are not eligible for employee benefits and are not covered by employment policies that apply only to employees, except where required by law or contract.

47G will classify workers in accordance with applicable law. Misclassification concerns should be raised promptly with Human Resources or authorized leadership.

Job descriptions are intended to summarize the essential duties, responsibilities, qualifications, and expectations associated with a role. They help establish clarity, support performance management, and align individual work with organizational priorities.

Job descriptions are not exhaustive lists of every task an employee may be asked to perform. 47G may revise job duties, reporting relationships, responsibilities, titles, or work assignments based on organizational needs.

Employees are expected to perform the essential functions of their roles and other related duties as assigned, consistent with applicable law.

47G maintains personnel records for business, legal, payroll, benefit, performance, and compliance purposes.

Personnel files may include employment applications, offer letters, tax forms, benefit records, performance documentation, corrective action records, acknowledgments, training records, compensation records, and other employment-related documents.

Personnel records are maintained with appropriate confidentiality and access controls. Access is limited to individuals with a legitimate business or legal need to review the information.

Employees are responsible for promptly notifying Human Resources or authorized leadership of changes to personal information, including legal name, mailing address, phone number, emergency contact, tax withholding information, benefit-related information, marital or dependent status where relevant to benefits, work authorization status, and other information needed to maintain accurate records.

Accurate records help protect employees from payroll delays, benefit issues, tax complications, emergency contact problems, and other avoidable disruptions.

Employees may request access to their personnel records in accordance with applicable law and 47G procedures.

47G may require that requests be made in writing and may schedule a reasonable time and manner for review. Personnel records remain the property of 47G and may not be removed, altered, or copied except as permitted by law or authorized by 47G.

All employment verification and reference requests must be directed to Human Resources or authorized leadership.

Employees should not provide official employment references, compensation information, job verification, or organizational statements on behalf of 47G unless authorized to do so.

47G may limit responses to verification of employment dates, job title, and other information required or permitted by law, unless the employee provides written authorization or 47G determines that additional disclosure is appropriate and lawful.

47G supports employee growth and internal advancement when business needs, role availability, performance, capability, and timing align.

Promotions are based on organizational needs, demonstrated performance, leadership judgment, qualifications, readiness, conduct, and the employee’s ability to assume increased responsibility. A promotion is not automatic based on tenure, title, or prior performance alone.

Employees seeking growth are encouraged to discuss career goals with their supervisor and pursue excellence in their current responsibilities while preparing for future opportunities.

47G may consider employee transfers when a role is available and the transfer supports organizational needs, employee capability, and mission alignment.

Transfers may be initiated by the employee, supervisor, or organization. Approval depends on business needs, role requirements, performance history, timing, and leadership review.

An employee who transfers to a new role may be subject to new duties, compensation structure, schedule expectations, reporting relationships, location requirements, or introductory review.

47G may reassign employees based on operational needs, funding changes, organizational priorities, program requirements, performance considerations, restructuring, or strategic alignment.

Reassignments may include changes in duties, reporting relationships, title, schedule, location, or scope of responsibility. 47G will seek to communicate reassignment decisions clearly and professionally.

Reassignment decisions do not alter the at-will employment relationship.

47G permits relatives and individuals in personal relationships to work for the organization when the arrangement does not create an actual or perceived conflict of interest, favoritism, confidentiality concern, reporting conflict, workplace disruption, or risk to sound decision-making.

Employees must disclose workplace relationships that may affect supervision, hiring, promotion, compensation, discipline, performance review, vendor selection, financial decisions, confidential information, or organizational trust.

47G may take appropriate steps to manage actual or perceived conflicts. These steps may include changing reporting relationships, modifying decision-making authority, transferring responsibilities, limiting access to confidential information, or taking other action necessary to protect the integrity of the workplace.

Employees in personal relationships are expected to maintain professional conduct, sound boundaries, and respect for the mission while at work or representing 47G.