6 AAR Asking questions and reporting concerns Speaking up During the course of our work for AAR, we may see or learn about potential violations of our Code or the law. We all have a responsibility to report any issues we know of or ask questions about anything we are unsure of. By doing so, we build on the culture of honesty, trust and integrity at AAR, which contributes to AAR’s business success. Speaking up is the best course of action, even if you are not certain whether you have witnessed a violation. When in doubt, speak up! How we own it • If you have a question or need to report a potential violation of our Code or the law, it is usually best to speak first to your manager. • You can also reach out to one of the following resources: • Another manager or business leader you trust • A Human Resources representative • An attorney in the Law Department • The AAR Ethics Hotline (www.aar.ethicspoint.com) • Keep in mind that the AAR Ethics Hotline is operated by an independent third party and is available 24 hours a day, 7 days a week, via myConnection. You can report anonymously using the AAR Ethics Hotline, where allowed by local law, but you are encouraged to give your contact information, as this permits AAR to better investigate your report. • Remember that AAR will take your report seriously and conduct an appropriate investigation, no matter how you choose to report an issue or voice a concern. Your personal information—if you chose to provide it—will be handled discreetly. AAR takes violations of our Code and the law very seriously. Unethical or illegal actions detract from our workplace’s ethical culture. In addition, they could have serious consequences for the Company, including reputational damage, safety and quality concerns and potential legal exposure. For this reason, anyone who is found to have violated our Code or the law will be subject to discipline, up to and including termination of employment. See the AAR Ethics Hotline policy for more information. Upholding our commitment to non-retaliation To maintain an environment where everyone feels comfortable raising concerns or asking questions, AAR does not and will not tolerate retaliation for making a report in good faith. A good-faith report contains all the information you have at the time, and that you believe to be true—even if it later turns out that you were mistaken. AAR never tolerates retaliation for a good-faith report, and anyone who engages in retaliation will be subject to discipline. What Is Retaliation? Retaliation is a negative consequence experienced as a result of making a good-faith report. It includes very noticeable actions, like being demoted or fired. But it may also take the form of more subtle changes in the workplace, such as: • Receiving unjustified poor performance reviews • Getting less interesting work assignments • Being excluded from work activities • Getting the “cold shoulder” If you think you have experienced retaliation, speak to your manager or another resource listed in the “Speaking Up” section.