ITBMG Temporary Employment Master Agreement – Ver3.

0 – 10 August 2023 Page 1 of 6

TEMPORARY EMPLOYMENT MASTER AGREEMENT # ITBMG-HR-ICMA-168

This Temporary Employment Master Agreement (this "Agreement") is made effective as of 16 November 2023 by
and between ITBM GROUP LTD, Office No. 416, Burlington Tower, Business Bay Dubai P.O. Box 487644, of UAE,
referred as the "Company" and Cantemir Bechir with ID No. KZ 721869, and address in St. “Stelutei” No. 7, block fd
15, Constanta, Romania, referred as “Employee”. In this Agreement, the party who is to receive the services shall be
referred to as "Company", and the party who will be providing the services shall be referred to as " Employee".
1. MASTER AGREEMENT TASK ORDERS. This agreement shall include Task Orders for various projects for which the
Employee will be assigned to provide support. Each Task Order shall specify the service to be performed, period
of performance, the workdays, working hours, work location, service rates and other Task Order specific details.
Task Orders shall be in writing, signed by both parties in advance and shall be attached to this Agreement.
2. PERIOD OF PERFORMANCE. The Period of Performance for this master agreement is from 16 November 2023
until 18 January 2024.
3. RENEWALS. The period of performance may be renewed with mutual agreement if there is requirement to
extend the period of performance.
4. TASK ORDER PERIOD OF PERFORMANCE. The Task Order Period of Performance shall depend on mission specific
requirements and shall be specified at each Task Order. The period of performance can be modified without
notice if required by company which might include a shorter or longer period of performance in which case the
company will inform the Employee either verbally or in writing.
5. POSITION TITLE & DESCRIPTION OF SERVICES. The Employee will be assigned the position of DFAC Services and
will provide work related services that are related to the position. In addition, from time to time, the Employee
will be required to do tasks other then those typically related to the position in which he is employed. The
employee is required to perform those tasks, as requested.
6. SALARY & SERVICE RATES. The salary and service rates will be specified at each Task Order. The Employee shall
be compensated after each submitted and approved timesheet.
7. PAYMENT FOR SERVICES. Company will pay compensation to Employee for the Services at the rates specified at
each Task Order. No other fees and/or expenses will be paid to Employee unless the appropriate Company
representative has approved such fees and/or expenses in writing and in advance. Employee shall be solely
responsible for its own taxes, social security contributions or payments, disability insurance, unemployment
taxes, and other payroll type taxes applicable to such compensation as these are included on Employee rates.
8. PROMPT PAYMENT. All payments will be done promptly by the company, no later than the 5th of each calendar
month or after each submitted and approved timesheet.
9. MOBILIZATION & TRAVEL COSTS. When deployed to another country other then the host country, all round-trip
transportation costs will be covered and coordinated by the company unless specified otherwise.
10. ACCOMMODATION. When deployed to another country other then the host country of the employee, all costs
for the accommodation will be covered by the company unless specified otherwise. Accommodation will meet
host country housing and safety standards.
11. WORKING DAYS. The working days will be specified at each Task Order. Overtime hours will be authorized only
after they approved by the Company representative on site.
12. LUNCH & WORK BREAKS. Time off during the scheduled workday shall be determined by company designated
representative. Company Manager/Supervisor will allow a minimum of two (2) 15-minute breaks and one (1)
30-minute meal break during a work shift. When authorized by the company Manager/Supervisor, authorized
break periods may be combined for a one (1) hour lunch break. Any break periods longer than 15 minutes shall
be deducted from the Subcontractor Employee’s work hours. Hours shall be computed in half-hour increments:
0-15 min. = 0-hour, 16-45 min. = 0.5 hour, 46-60 min. = 1 hour

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13. VACATIONS. Vacation time is accumulated by employees who are employed for more than twelve-month full
time of continuous service on any specific project for which a Task Order is released, in which case the
employees shall be eligible for fifteen (15) days vacation to be taken prior to the support employee's next
anniversary date. The number of support employees taking vacation at one time may be restricted at the
discretion of the support employee's administrator. Employees must request vacation leave in advance. All
requests are to be approved by the immediate supervisor.
14. NO SMOKING POLICY. Employee will ensure that it will not smoke while operating equipment, inside any
structure in the camp including offices, toilets, or showers. This policy is strictly enforced due to extreme hazard
from fire, the remote locations of camps and limited emergency response.
15. CLEANLINESS & NEAT APPEARANCE. Employee will maintain itself and his/her clothing in a clean, neat
appearance and manner. Employee will also maintain good sanitation habits and will not use the grounds areas
for such purposes (i.e., hanging clothes and undergarments outside to air dry).
16. RELATIONSHIP OF PARTIES. It is understood by the parties that Employee is a temporary employee or an
independent contractor with respect to Company, and not a permanent employee of the Company. Company
will not provide fringe benefits, including health insurance benefits, paid vacation for task order less than 12
months, or any other employee benefit, for the benefit of the Employee as the costs for these benefits is
included on the agreement rates.
17. WORK PRODUCT OWNERSHIP. Any works, ideas, discoveries, inventions, products, or other information,
whether copyrightable or patentable (collectively, the "Work Product") developed in whole or in part by the
Employee in connection with the Services shall be the exclusive property of the Company. Upon request,
Employee shall sign all documents necessary to confirm or perfect the exclusive ownership of the Company to
the Work Product.
18. CONFIDENTIALITY. Employee may have had access to proprietary, private and/or otherwise confidential
information ("Confidential Information") of the Company. Confidential Information shall mean all non-public
information which constitutes, relates, or refers to the operation of the business of the Company, including
without limitation, all financial, investment, operational, personnel, sales, marketing, managerial and statistical
information of the Company, and any and all trade secrets, customer lists, or pricing information of the
Company. Employee will not at any time or in any manner, either directly or indirectly, use for the personal
benefit of the Employee, or divulge, disclose, or communicate in any manner any Confidential Information.
Employee will protect such information and treat the Confidential Information as strictly confidential. This
provision shall continue to be effective after the termination of this Agreement. Upon termination of this
Agreement, Employee will return to Company all Confidential Information, whether physical or electronic, and
other items that were used, created, or controlled by the Employee during the term of this Agreement.

19. RELEASE OF INFORMATION. Employee shall not draft, issue, release or participate in, directly or indirectly, any
news release, interview with any form of media, public announcement, advertisement, or public statement,
either written or oral, concerning any aspects of this agreement or any attachment thereunder; Company’s
Contract with the customer; or any work being performed under the agreement without first obtaining prior
written approval from the Company. Furthermore, Employee is required to direct all media inquiries or requests
for information to the Company.

20. ANTI-HUMAN TRAFFICKING. ITBM and its affiliates are committed to maintaining safe, productive working
conditions for its employees. The Company strictly prohibits, and will not tolerate, trafficking in persons and any
other form of slavery, including but not limited to, sex trafficking and/or labor trafficking. Trafficking is the
recruitment, harboring, transportation, provision, obtaining, patronizing or soliciting of a person for the
purposes of a commercial sex act and/or labor or services through the use of force, fraud or coercion for the
purposes of subjection to involuntary servitude, debt or slavery. ITBM employees, contractors, subcontractors,
suppliers, vendors and others through whom ITBM conducts business must not engage in any practice that
constitutes trafficking in persons or slavery. This includes, but is not limited to, the following activities:

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 Engaging in any form of trafficking in persons;

 Viewing explicit material using company funds or resources or viewing explicit material involving trafficked
persons;
 Procuring commercial sex acts;
 Using forced labor in the performance of any work;
 Destroying, concealing, confiscating or otherwise denying access by an individual to the individual’s identity
or immigration documents, such as passports or drivers’ licenses, regardless of issuing authority;
 Using misleading or fraudulent practices during the recruitment of candidates or offering of
employment/contract positions; such as failing to disclose, in a format and language accessible to the
potential candidate, basic information or making material misrepresentations during the recruitment of
candidates regarding the key terms and conditions, including wages and benefits, the location of work, the
living conditions, housing and associated costs (if employer or agent-provided or arranged), any significant
cost to be charged to the employee, and, if applicable, the hazardous nature of the work;
 If required by law or contract, failing to provide return transportation or failing to pay for the cost of return
transportation upon the end of employment;
In accordance with our commitment to ethical practices and compliance, ITBM Group LTD operates under stringent
regulations to combat trafficking in persons across all the states it operates in. This ensures that our operations
adhere to the highest standards of integrity and responsibility, aligning with the applicable laws and regulations in
each jurisdiction.
In Poland, there are comprehensive laws and regulations aimed at combating trafficking in persons. These measures
include specific local legislation aligned with international conventions and EU directives. Notably, the Polish Penal
Code, under Article 189a, classifies human trafficking as a felony, with penalties ranging from three years'
imprisonment to a maximum of 15 years. Additionally, recent amendments have strengthened penalties for
perpetrators involved in human trafficking during the armed conflict on the territory of Ukraine, potentially leading
to imprisonment for 10 to 15 or 25 years, as specified in the amended law. These laws reflect Poland's commitment
to addressing and preventing human trafficking within its borders.
Similarly, the German criminal law diligently incorporates European requirements:
 The German Criminal Code outlines the criminal offense of “human trafficking” (Sec. 232).
 This “human trafficking” crime encompasses recruiting, transporting, harboring, or receiving individuals for
exploitation.
 Various forms of exploitation, such as forced prostitution (Sec. 232a), forced labor (Sec. 232b), exploitation
of labor (Sec. 233), or exploitation involving deprivation of liberty (Sec. 233a), are treated as distinct criminal
offenses.

21. REPORTING REQUIREMENTS. Employees who become aware of potential violations of the Human Trafficking
Policy or any related laws or regulations have an immediate obligation to report these concerns to their
supervisor or Human Resources representative so they may be reviewed and addressed in an ethical and
responsible manner and further reported, if necessary. The reporting time of any suspected violation is critical
therefore you may confidentially report by sending a message at the dedicated email address
help@itbmgroup.com. The Company will not take any adverse action against employees for making an honest
report of suspected human trafficking-related activities.

22. EQUAL OPPORTUNITY. It is Company policy not to discriminate against any contractor; employee or applicant
for employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, age,
marital status, genetic information, or disability. It is also Company policy to take affirmative action to employ
and to advance in employment, all persons regardless of race, color, religion, sex, sexual orientation, gender
identity, national origin, age, marital status, genetic information, disability or protected veteran status, and to
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base all employment decisions only on valid job requirements. This policy shall apply to all employment actions,
including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall,
termination, rates of pay or other forms of compensation and selection for training, including apprenticeship,
at all levels of employment.
23. FRATERNIZATION. Employees will institute company policies and procedures to ensure that fraternization
between company personnel and customer personnel or any third party is discouraged and prohibited.
Specifically, illicit acts such as prostitution are prohibited. Adverse workplace behavior—or behavior that affects
the workplace that arises because of personal relationships—will not be tolerated. Anyone employed in a
managerial or supervisory role needs to pay attention the fact that personal relationships with employees who
report to them may be perceived as favoritism, misuse of authority, or potentially, sexual harassment and
consequently, they are unacceptable. Additionally, any fraternization is prohibited with any employee who
reports to the manager or whose terms and conditions of employment—such as pay raises, promotions, and
advancement—are potentially affected by the manager. Employees who disregard this policy will receive
disciplinary actions up to and including employment termination.
24. SEXUAL HARASSMENT / SEXUAL ASSAULT. Employee must understand that sexual harassment and sexual
assault is prohibited by company and the customer and will not be tolerated. Sexual Harassment is defined as
unwelcome sexual conduct, whether verbal or physical, including sexual advances, demand for sexual favors, or
other verbal or physical conduct of a sexual nature, whether it was designated or intended to promote an
intimate relationship. Sexual Assault is classified as a felony crime and a violation of government laws and
punishable by law. Sexual assault includes any sexual act or sexual contact with another person without his or
her consent. Violations of the above policy will result in administrative action up to and including termination.

25. HARASSMENT & RETALIATION. ITBM employees, contractors, subcontractors, suppliers, vendors and others
through whom ITBM conducts business will not be subject to harassment based on race, color, religion, sex,
sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or because
he or she is a protected veteran. Additionally, retaliation, including intimidation, threats, or coercion, because
an employee or applicant has objected to discrimination, engaged, or may engage in filing a complaint, assisted
in a review, investigation, or hearing or have otherwise sought to obtain their legal rights under any
Government, or local EEO law is prohibited.

26. RECRUITMENT FEES. Company does not charge and prohibits charging any recruitment fees therefore the
Employee should not pay for any recruitment fees to any company official, representative, or third-party agency
to establish a contractual relationship with the company.
a. Company prohibits the use of any misleading or fraudulent recruitment practices during the
recruitment of employees or offering of employment to employees. Company hiring managers will fully
and accurately disclose, in a format and language accessible to the employee, all key terms and
conditions of employment, including wages and benefits, work location, living conditions, housing and
associated costs (where provided or arranged by World Education, significant costs to be charged to
the employee, and, if applicable, the hazardous nature of the work.
b. Field-based local hire positions will comply with all labor laws of the host country. For positions
recruited through a temporary staffing agency or other outside agent, company requires that the
agency complies with all labor laws of the host country.

27. IDENTIFY & IMMIGRATION DOCUMENTS. Company prohibits destroying, concealing, confiscating, or otherwise
denying any contractor or employee access to his or her identity or immigration documents.

28. GRIEVANCE PROCEDURE. We aim to create a great working environment for everyone, but if you experience
any concerns whilst working, these guidelines will assist you in raising a grievance. Most grievances can be
resolved swiftly through discussion with your one of your team leads. However, if this does not resolve the
problem you should initiate the formal procedure set out below. This procedure applies to all employees and
full-time contractors regardless of length of service.
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a. STEP 1: WRITTEN GRIEVANCE. You should put your grievance in writing and submit it to your team lead.
If your grievance concerns your team lead you may submit it to a higher official. The written grievance
should set out the nature of the complaint, including any relevant facts, dates, and names of individuals
involved so that we can investigate it.
b. STEP 2: MEETING. We will arrange a grievance meeting, normally within one week of receiving your
written grievance. You should make every effort to attend. We understand that you may not wish to
attend the meeting alone, therefore you may bring a companion to the grievance meeting if you make
a reasonable request in advance and tell us the name of your chosen companion. The companion may
be either a trade union representative or a colleague, who will be allowed reasonable paid time off
from duties to act as your companion. If you or your companion cannot attend at the time specified
you should let us know as soon as possible and we will try, within reason, to agree an alternative time.
We may adjourn the meeting if we need to carry out further investigations, after which the meeting
will usually be reconvened. We realize that any delay in delivery a conclusion can be stressful, therefore
we will write to you, usually within one week of the last grievance meeting, to confirm our decision and
notify you of any further action that we intend to take to resolve the grievance. We will also advise you
of your right of appeal.
c. STEP 3: APPEALS. If the grievance has not been resolved to your satisfaction you may appeal in writing
to help@itbmgroup.com, stating your full grounds of appeal, within [one week] of the date on which
the decision was sent or given to you. We will hold an appeal meeting, normally within two weeks of
receiving the appeal. This will be dealt with impartially by someone who has not previously been
involved in the case. You will have a right to bring a companion. We will confirm our final decision in
writing, usually within one week of the appeal hearing. Unfortunately, there is no further right of
appeal.
29. INJURIES. Employee acknowledges the Employee’s obligation to obtain appropriate insurance coverage for the
benefit of the Employee. Employee waives any rights to recovery from the Company for any injuries that the
Employee may sustain while performing services under this Agreement and that are a result of the negligence
of the Employee.
30. NO CONFLICTS. Employee hereby represents and warrants to Company that its execution and performance of
this Agreement does not and will not breach any other agreement and does not require the consent of any
other person or entity.
31. INDEMNIFICATION. Employee agrees to indemnify and hold harmless Company from all claims, losses, expenses,
fees including attorney fees, costs, and judgments that may be asserted against the Company that result from
the acts or omissions of the Employee.
32. NON-COMPETE AGREEMENT. For a period of one year after the termination of this Agreement, Employee will
not directly or indirectly engage with Company Customers in any business that competes with Company directly.
Employee agrees that this noncompeting provision will not adversely affect the livelihood of the Employee and
that the Employee is allowed to seek employment with other companies.
33. ENTIRE AGREEMENT. This Agreement constitutes the entire agreement between the parties. All terms and
conditions contained in any other writings previously executed by the parties regarding the matters
contemplated herein shall be deemed to be merged herein and superseded hereby. No modification of this
Agreement shall be deemed effective unless in writing and signed by the parties hereto.
34. WAIVER OF BREACH. The waiver by Company of a breach of any provision of this Agreement by Employee shall
not operate or be construed as a waiver of any subsequent breach by Employee.
35. SEVERABILITY. If any provision of this Agreement shall be held to be invalid or unenforceable for any reason, the
remaining provisions shall continue to be valid and enforceable. If a court finds that any provision of this
Agreement is invalid or unenforceable, but that by limiting such provision it would become valid and
enforceable, then such provision shall be deemed to be written, construed, and enforced as so limited.

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36. TERMINATION. This Agreement shall terminate automatically on each period unless renewed. Termination can
be executed at any time without prior notice if Employee violates any term of this agreement or violates any
end customer regulation or policy and/or if end customer requests such a termination. Termination can also be
executed if Employee does not perform at a minimum satisfactory level after a prior written notice has been
issued to improve the service quality. If Employee wishes to terminate the agreement it must provide a
minimum of 30 days’ notice to the company and if it fails to provide the notice it will be responsible for any cost
related to the termination or if company customer imposes a financial penalty to the company, the Employee
will reimburse the company. Company may terminate this Agreement with or without cause, at any time
without prior written notice in case for any reason the client decides to terminate the contract with the
company.
37. APPLICABLE LAW. All disputes arising from the implementation of this contract shall be the exclusive jurisdiction
of the federal courts of United Arab Emirates.
38. SIGNATORIES. This Agreement shall be signed by both parties.

COMPANY: TEMPORARY EMPLOYEE:

ITBM GROUP LTD Cantemir Bechir

Signature: ______________________ Signature: ______________________

Date: 16 November 2023 Date: 16 November 2023

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