GLAMNER is dedicated to maintaining a workplace that values diversity, promotes equal opportunities, and fosters an inclusive environment for all employees and stakeholders. This policy outlines our commitment to preventing discrimination and creating a respectful atmosphere that celebrates individual differences. This policy applies to all employees, contractors, vendors, clients, visitors, and any other individuals who interact with GLAMNER. It encompasses all aspects of employment, including recruitment, hiring, training, promotion, compensation, benefits, and termination. All employees and stakeholders are prohibited from engaging in any form of discrimination. This includes: Treating individuals unfairly or differently based on protected characteristics. Making derogatory comments, jokes, or slurs related to protected characteristics. Excluding or segregating individuals based on their background or characteristics. Retaliation against individuals who report discrimination or participate in related investigations. Any employee who experiences or witnesses discrimination is encouraged to report the incident promptly. Reports can be made directly to myself or your immediate supervisor. Report can include a detailed description of the incident, individuals involved, and any supporting evidence. Glamner is committed to handling all reports confidentially, respecting the privacy of all parties involved. All reports of discrimination will be thoroughly and objectively investigated. The investigation will be conducted in a timely and impartial manner, involving gathering information from relevant parties. Interviews will be conducted discreetly, and retaliation against the reporting party will not be tolerated. Individuals found responsible for engaging in discriminatory behaviour will be subject to appropriate disciplinary action, which may include counselling, training, written warnings, suspension, or termination, depending on the nature and severity of the behaviour. GLAMNER is committed to promoting inclusion and diversity through initiatives that raise awareness, celebrate different backgrounds, and encourage open dialogue. We strive to create an environment where every individual’s contributions are valued and respected. We provide access to resources that support individuals who experience discrimination, including counselling services, employee assistance programs, and external organizations specializing in diversity and inclusion. This policy will be reviewed periodically to ensure its effectiveness and alignment with legal requirements and best practices. By upholding this anti-discrimination policy, we affirm our commitment to fostering a workplace that values each person’s unique qualities and ensures equal opportunities for all. Ran Shinmarh Director/Principal Engineer

IntroductionGLAMNER is committed to providing a safe, healthy, and productive work environment for all employees and stakeholders. This policy outlines our stance on drugs and alcohol use within the workplace and establishes guidelines to ensure the well-being and safety of everyone.ScopeThis policy applies to all employees, contractors, vendors, clients, visitors, and any other individuals present on GLAMNER premises or engaged in work-related activities. Prohibited Substances The use, possession, distribution, sale, or being under the influence of illegal drugs, nonprescribed medications, or controlled substances that impair judgment or performance is strictly prohibited within the workplace and during work-related activities.Alcohol Consumption Alcohol consumption is prohibited during work hours, on organization premises, and at workrelated events, unless explicitly permitted by management for specific occasions. Employees must report to work without any influence of alcohol. Prescribed Medications Employees taking prescription medications that may affect their ability to perform their duties safely and effectively are required to inform their supervisor or human resources. GLAMNER will make reasonable accommodations when possible. Impairment and Performance All employees are expected to perform their duties without being impaired by drugs or alcohol. Impaired performance jeopardizes safety, quality, and productivity, and it is strictly prohibited. Reporting Concerns If employees suspect a coworker is impaired by drugs or alcohol, they should report their concerns to a supervisor, manager, or human resources. Such reports will be handled confidentially and promptly. Testing and Searches Glamner Consultants reserves the right to conduct drug and alcohol testing in line with legal requirements and industry standards. Employees may be subject to testing before employment, randomly, for cause, and post-accident. Consequences of Violations Violations of this policy, including drug and alcohol use or impairment, may result in disciplinary action, up to and including termination of employment. Refusal to comply with testing procedures will also be treated seriously. Support and Resources Employees struggling with substance abuse are encouraged to seek help. GLAMNER offers access to resources, counselling services, employee assistance programs, and support for those seeking treatment. Policy Review This policy will be reviewed periodically to ensure its effectiveness and alignment with legal requirements and best practices. By adhering to this Drugs and Alcohol Policy, we contribute to maintaining a safe and productive work environment, fostering employee well-being, and upholding our commitment to excellence. Ran Shinmarh Director/Principal Engineer

IntroductionGLAMNER is dedicated to providing equal employment opportunities to all employees and applicants. We are committed to creating a diverse and inclusive workplace that fosters respect, fairness, and the recognition of individual talents and contributions. This policy outlines our commitment to equal employScopeThis policy applies to all employees, job applicants, contractors, vendors, clients, and visitors of GLAMNER. It encompasses all employment practices, including recruitment, hiring, training, promotion, compensation, benefits, and termination. Equal Employment Opportunity GLAMNER is an equal opportunity employer. We do not discriminate on the basis of race, colour, ethnicity, nationality, religion, gender, gender identity, sexual orientation, age, disability, marital status, veteran status, genetic information, or any other characteristic protected by applicable laws. Recruitment and Hiring We are committed to recruiting and selecting candidates based on their qualifications, skills, and potential to contribute to our organization’s success. Hiring decisions are made without regard to protected characteristics, ensuring a fair and unbiased process. Training and Development We provide training and development opportunities to all employees regardless of their background. These opportunities aim to enhance skills, encourage professional growth, and foster a diverse and talented workforce. Promotion and Advancement Promotions and career advancement within GLAMNER is based on merit, performance, and potential. We ensure that individuals have equal access to these opportunities and that decisions are not influenced by discriminatory factors. Compensation and BenefitsCompensation and benefits are determined by factors such as job responsibilities, qualifications, and market trends. All employees are entitled to fair and equitable treatment in matters related to compensation and benefits. Reporting Procedures Employees who believe they have been subjected to discrimination or witness discriminatory behaviour are encouraged to report the incident promptly. Reports can be made to your immediate supervisor. Investigation and Consequences All reports of discrimination will be investigated thoroughly and impartially. Individuals found responsible for discriminatory behaviour will be subject to appropriate disciplinary action, up to and including termination, based on the nature and severity of the behaviour. Policy Review Employees struggling with substance abuse are encouraged to seek help. GLAMNER offers access to resources, counselling services, employee assistance programs, and support for those seeking treatment. This policy will be reviewed periodically to ensure its effectiveness, alignment with legal requirements, and best practices. By adhering to this Equal Employment Opportunity Policy, we demonstrate our commitment to building a diverse, talented, and inclusive workforce where every individual’s contributions are valued and respected. Ran Shinmarh Director/Principal Engineer 22.08.2023

PurposeGLAMNER is committed to providing a safe and healthy work environment for all employees, contractors, visitors, and other stakeholders. This Health and Safety Policy outlines our commitment to preventing workplace accidents, injuries, and illnesses and ensuring compliance with relevant health and safety laws and regulations.Scope This policy applies to all employees, contractors, visitors, and anyone who interacts with GLAMNER premises, operations, and activities. Responsibilities

• • Management: Senior management is responsible for providing leadership and resources to implement and maintain the health and safety program. They will set measurable health and safety objectives, review performance, and ensure continuous improvement.
  • Supervisors: Supervisors are responsible for ensuring that employees under their supervision follow safe work practices, receive appropriate training, and have access to necessary safety equipment and resources.
  • Employees: All employees are responsible for following safe work practices, using safety equipment as required, reporting hazards, and participating in health and safety training.

Health and Safety Objectives

• • Prevent accidents, injuries, and illnesses by identifying and mitigating workplace hazards.
  • Ensure compliance with all relevant health and safety laws, regulations, and standards. Continuously improve our health and safety performance through regular assessments and reviews.
  • Provide adequate training and resources to employees for safe work practices.
  • Encourage a culture of reporting near misses, hazards, and safety concerns.

Hazard Identification and Risk Assessment

• Regularly identify and assess workplace hazards through systematic processes.
• Prioritize hazards based on the level of risk they pose.
• Implement controls to eliminate or reduce hazards to an acceptable level.
• Review and update risk assessments whenever new hazards are identified, or changes occur in the work environment.

Training and Education

• Provide initial and ongoing health and safety training to all employees, contractors, and visitors.
• Ensure that employees are aware of emergency procedures, first aid resources, and safety protocols.
• Encourage employees to participate in health and safety workshops and programs

Reporting and Incident Investigation

• Establish a system for reporting near misses, incidents, injuries, and illnesses.
• Investigate incidents to determine root causes and implement corrective actions.
• Use incident data to identify trends and prevent future occurrences.

Continuous Improvement

• Regularly review and update this Health and Safety Policy to reflect changes in regulations or company operations.
• Encourage feedback from employees and stakeholders to enhance the effectiveness of the health and safety program.

Communication

• Ensure open and transparent communication about health and safety matters among all levels of the organization.
• Provide employees and stakeholders with access to relevant health and safety information.

Compliance

• Comply with all applicable local, state, and national health and safety laws and regulations.
• Cooperate with regulatory authorities during inspections and audits.

Conclusion At GLAMNER, the health and safety of our employees and stakeholders is our top priority. By adhering to this Health and Safety Policy, we create a culture of responsibility, prevention, and continuous improvement to ensure a safe and healthy work environment for everyone. This policy will be reviewed annually and updated as necessary. Ran Shinmarh Director/Principal Engineer

IntroductionGLAMNER recognizes the importance of Information and Communication Technology (ICT) in achieving our goals and serving our stakeholders efficiently. This policy outlines our guidelines and standards for the appropriate and secure use of ICT resources within our organization.Scope This policy applies to all employees, contractors, vendors, clients, and any individuals who access or utilize GLAMNER ICT resources. It encompasses all electronic communications, hardware, software, networks, and data managed by our organization. Authorized Use ICT resources provided by GLAMNER are to be used solely for legitimate business purposes. Employees and authorized users are responsible for ensuring that their use of ICT resources is consistent with the organization’s objectives and policies. Data Security and Privacy All users must adhere to strict data security and privacy standards. Confidential information, proprietary data, and personal information must be handled and stored securely, following applicable laws and regulations. Access Control Access to ICT resources will be granted based on job responsibilities and the principle of least privilege. Users must not share their access credentials or grant unauthorized access to any ICT resource. Software Usage Only authorized software and applications should be installed on organization-provided devices. Users must obtain proper licenses for software usage and refrain from installing unauthorized or unapproved software. Network and Internet Usage Internet and network resources must be used responsibly and in accordance with the organization’s policies. Inappropriate content, including offensive, discriminatory, or illegal material, is strictly prohibited. Email and Communication Email communication must be professional and used for business purposes. Employees are prohibited from sending spam, chain emails, or any form of communication that could harm the organization’s reputation. Social Media and Online Presence When representing GLAMNER on social media or other online platforms, employees must adhere to the organization’s branding guidelines and maintain professionalism. Personal use of social media during work hours should not interfere with job responsibilities. Equipment and Asset Management All organization-provided ICT equipment and assets must be used responsibly and maintained in good condition. Users are responsible for the proper care and security of devices, including laptops, mobile devices, and peripherals. Reporting Security Incidents Employees must promptly report any suspected or actual security breaches, including unauthorized access, data breaches, or malware infections, to the IT department or designated personnel. Consequences of Violations Violations of this ICT policy may result in disciplinary action, up to and including suspension or termination of employment, and legal action if applicable. Policy Review This policy will be reviewed periodically to ensure its effectiveness, alignment with technological advancements, and compliance with legal and regulatory requirements. By adhering to this Information and Communication Technology (ICT) Policy, we contribute to the secure and efficient use of ICT resources and protect the organization’s data, reputation, and operations. Ran Shinmarh Director/Principal Engineer

IntroductionGLAMNER is committed to fostering a safe, respectful, and inclusive work environment for all employees and stakeholders. This policy outlines our stance against sexual harassment and provides guidelines for prevention, reporting, and addressing incidents of sexual harassmentScope This policy applies to all employees, contractors, vendors, clients, visitors, and any other individuals who interact with GLAMNER. It covers all forms of sexual harassment that occur within the workplace premises, during work-related activities, or in any situation that has a connection to our organization. Definition of Sexual Harassment Sexual harassment is defined as unwelcome and offensive behaviour of a sexual nature that creates a hostile, intimidating, or uncomfortable environment for the recipient. This includes, but is not limited to, unwanted advances, requests for sexual favours, sexually explicit comments, jokes, images, gestures, or physical contact. Prohibited Behaviour All employees and stakeholders are prohibited from engaging in any form of sexual harassment. This includes:

• Unwanted sexual advances or propositions
• Making derogatory comments or jokes of a sexual nature.
• Displaying or distributing sexually explicit material.
• Using offensive language or gestures of a sexual nature.
• Creating a hostile or intimidating environment based on gender or sexuality.
• Retaliation against individuals who report or participate in investigations of sexual harassment.

Reporting Procedures   Any employee who experiences or witnesses sexual harassment is encouraged to report the incident promptly. Reports can be made to your immediate supervisor. Reports should include a detailed description of the incident, individuals involved, and any supporting evidence. The organization is committed to handling all reports confidentially to the extent possible, respecting the privacy of all parties involved. Investigation Process All reports of sexual harassment will be promptly and impartially investigated. The investigation will be conducted discreetly and involve collecting relevant information from all parties. Interviews will be conducted with the utmost sensitivity, and any retaliation against the reporting party will not be tolerated. Consequences Individuals found responsible for engaging in sexual harassment will be subject to appropriate disciplinary action, which may include counselling, training, written warnings, suspension, or termination, based on the severity and frequency of the behaviour. Prevention and Training GLAMNER is dedicated to preventing sexual harassment through ongoing awareness campaigns, training programs, workshops, and educational resources. All employees are expected to actively participate in these initiatives. Employees must promptly report any suspected or actual security breaches, including unauthorized access, data breaches, or malware infections, to the IT department or designated personnel Support Resources We provide access to confidential counselling services, employee assistance programs, and external resources for individuals who experience sexual harassment. Information about available resources can be obtained from Human Resources. Support Resources We provide access to confidential counselling services, employee assistance programs, and external resources for individuals who experience sexual harassment. Information about available resources can be obtained from Human Resources. Policy Review This policy will be reviewed periodically to ensure its effectiveness and alignment with legal requirements and best practices. By fostering a workplace free from sexual harassment, we uphold our commitment to providing an environment where all employees can thrive and contribute to our organization’s success. Ran Shinmarh Director/Principal Engineer