OPERATIONAL POLICIES

This Charter of Black Star Initiative, as ratified on the Twenty Second of October of the year 2900 hereby sets aside the rules, regulations, and code of this organization as determined by its founders.

Article One, Conduct and Expectations of Enlisted Employees:

Each employee enlisted in The Initiative is expected to follow the rules, regulations, and conduct set forth under Article One and its following sections.

I. An employee is expected to hold their self with honor, respect, and professionalism at all times.

II. A employee is expected, while on the battlefield, to follow the orders of their superior officer to the best of his or her ability.

III. A employee is expected to fulfill their designated position to the best of their abilities. In a competitive setting, a employee that is found to be under performing may have their individual performance reviewed by their section peers.

Article Two, Chain of Command & Positions:

Employee are subordinate to each officer in their command structure above them, and are in command of each employee subordinate to themselves. Each employee is expected to rise to the expectations and duties of their station as set forth under Article Two and its following sections.

I. Rankings and Positions are laid out thus, and in order from subordinate to superior:

a) Recruit – A probationary / trial rank which indicates that a employee is new to the mercenary unit and has not yet been assigned to a section.

b) Private – Employees who are experienced members and have accumulated an in-depth knowledge of their sector.

c) Sergeant – Employees who have been assigned command of a section and are the superior officers to the Wraith within that section.

d) Captain – Employees who are the founders of The Initiative. Captains are five in number and will not increase or decrease. Special circumstances may arise that will require the appointment of a new Captain. The new Captain is voted upon by other Captains following a majority vote.

e) Honorable Representative – Employee who are external from rank system and represent other units.

II. A employee may be designated section leader if those in the section are in agreement with the designation. A section must have at least four (4) members to be formed and may not exceed 8 members in total.

III. When promoted to a position (Sergeant) that allows command of a section, it is the responsibility of the promoted employee to enlist their subordinates. An officer is encouraged to form tight bonds with specific members, but is allowed to enlist any member subordinate to them for command directly before a mission, unless a superior officer chooses otherwise. Section leaders are also expected to actively build game-play chemistry between members under their command.

Article Three, Code of Conduct & Punishment:

A employee enlisted in The Initiative may be subject to dismissal (removal from the mercenary unit) based upon infractions committed. Infractions are classified as outlined below:

I. Minor Infractions – In the event that a minor infraction has been committed by a member and there is sufficient supporting evidence of the infraction, the member will be given a written warning from a superior officer. If three (3) minor infractions are committed within a 30-day period, the offender is removed from the unit. If at the end of this period no infractions are committed, the earliest infraction will be removed from that pilots record.

List of Minor Infractions:

EXCESSIVE USE INSULTING OR HARASSING LANGUAGE DIRECTED TOWARDS AN INDIVIDUAL OR A GROUP OF PEOPLE

EXCESSIVE USE OF INAPPROPRIATE LANGUAGE

EXCESSIVE SPAMMING OR TROLLING

RELIGIOUS DEBATES

FREQUENT INSUBORDINATION DURING A COMPETITIVE DROP

II. Major Infractions – In the event that a major infraction has been committed by a member and there is sufficient supporting evidence of the infraction, the aforementioned member will be removed from the mercenary unit and banned from accessing the resources of the unit.

List of Major Infractions:

RACIAL / ETHNIC HARASSMENT

SEXUAL HARASSMENT

REAL-LIFE VIOLENT THREATS

DISTRIBUTION OF REAL-LIFE PERSONAL INFORMATION

POSTING CHEATS, HACKS, TROJAN HORSES OR MALICIOUS PROGRAMS

These are the rules, regulation, and code as determined by the Founders of The Initiative, on the signing of this Charter, on the Twenty Second of October of the year 2013. All who are enlisted amongst the ranks of The Initiative must abide by these rules or find themselves punished as set aside by the rules.

______________________________________________________________________________________________________________

Code of Conduct

Index

Title —————————————————————————————————————-Paragraphs

General ……………………………………………………………………..1-6

General Principles …………………………………………………….7-11

Law and Regulation ………………………………………………….12-14

Selection Training and Vetting of Personnel……………. 15-18

Behavioural Standards and Quality Assurance…………19-22

Quality Assurance………………………………………………………23

Corporate Social Responsibility ……………………………….24-26

Rules for the Use of Force ………………………………………..27-32

Relations with Others in the Field of Operations ………33-36

Working Standards …………………………………………………..37-41

Equal Opportunities …………………………………………………42-44

Relations with Clients ……………………………………………….45-46

Security Sector Reform ……………………………………………. 47-48

Transparency …………………………………………………………….49

Oversight and Compliance ……………………………………….50-53

______________________________________________________________________________________________________________

General

1. The role of Private Security Companies (PSCs) is becoming increasingly significant and widespread due to

the evolving nature of global risk. PSCs seek to mitigate the clients’ exposure to risk across a range of

factors.

2. PSCs work in difficult and dangerous environments often in the undeveloped world and are sometimes armed.

In these circumstances and because they also often act for Governments and/or NGOs it is essential that

legitimate PSCs work within the framework of Planetary Hosts and UEE Law and set

themselves their own high standard of ethics, conduct and procedures. These are set out in this document.

3. Adherence to this code constitutes an assurance of the operating standards, professionalism and quality for:

• Clients

• Employees or subcontractors (“personnel”)

• Competitors

• International organisations

• Governments and their agencies

• Individuals

• Communities

with whom BSI comes into contact during the course of its business.

4. This is a “living” document and will be responsive to changes in the law, international environment and public

opinion.

5. BSI intends to maintain a dialogue with a range of stakeholders, including:

• Governments

• International agencies

• Industry associations

• Other interested parties (including communities within which we operate)

6. This code covers the following areas:

• General principles

• Law and regulation

• Selection, training and vetting of personnel

• Behavioural standards, fair business dealing and quality assurance

• Rules for the use of force

• Relations with others in the field of operations (local population, governments, PSCs)

• Working standards

• Equal opportunities

• Security sector reform

• Relations with clients

• Transparency

• Oversight and compliance

General Principles

7. BSI will only engage in legitimate security work which adheres to the principles of UEE Law.

8. BSI seeks to mitigate risk to their clients. Such work is, by its nature, defensive. BSI will only work for

clients who commit to the norms of international law and behaviours. BSI will respect the sovereignty, rights

of planets and will not accept an assignment that seeks to destabilise a country or community.

9. BSI does not condone, nor will it ever become involved in, the violation of human rights as embodied within

the Universal Declaration of Human Rights and the UEE Convention of Human Rights.

10. BSI supports the principles of Security Sector Reform (see para 47).

Law and Regulation

12. In the absence of UEE or planetary regulation of PSCs, BSI is bound by the following:

UEE Law Planetary Law Sectorial Law Planteray Regulation Armed Conflict Law Contractual obligations and constraints

13. BSI will adhere to all applicable law and regulation. BSI personnel are required to report in full on any

incident in which they are involved, or which they witness which might involve an unlawful act. BSI will

investigate fully any such report, or complaints from third parties, to the extent that the operational

environment permits.

14. Morally and ethically, BSI supports the development of PSC regulation within the UEE.

Selection, Training and Vetting of Security Providers.

15. All BSI personnel are selected in as thorough a way as possible

16. BSI will carry out a thorough check of each individual security provider application to include:

• Study of CV and cross-referencing

• Asking for and taking up references

• Checking of military and other professional records including discharge certificates

• Interview

17. Once selected each individual security provider will be vetted. This will involve:

• Background and criminal record checks

• Government vetting agencies (where appropriate)

• Medical assessment

18. Once accepted, security providers will then undergo induction and special to task initial training. This will be

followed by continuation training once on task, together with career development training. Periodic specialist

training will also take place. The purpose of the training is both to ensure professional competence and

efficiency and also to develop skill and maturity to avoid overreaction and other traits that may lead to

unnecessary incidents. All training includes instruction in UEE Law, Humanitarian Law and the Law of

Armed Conflict.

Behavioural Standards, and Quality Assurance

19. The overall behavioural standard expected of BSI personnel is set down clearly and is monitored in

considerable detail.

20. These standards are set with the requirement to always comply with relevant laws and engage in fair business

dealings and include:

• Professional and technical competence

• Restraint and maturity

• Honesty and integrity including professional ethics with regard to financial irregularities, inducements,

incentives etc.

• Compassion, respect and dignity

• Discretion and confidentiality

• Full understanding of requirements and constraints of their current mission

• Social and environmental responsibility

• Cultural sensitivity

21. Ensuring these standards are met is the task of the BSI management structure and chain of command at all

levels. A formal disciplinary procedure exists to deal with any deviation from the standards laid down and

overall responsibility lies with the Board of Directors.

22. BSI will provide detailed training to ensure personnel understand the standards expected of them, such

training will include without limitation specifics with regard to anti-corruption, non-bribery and human rights.

Quality Assurance

23. The quality assurance ethos is fundamental to BSI’s operations. All personnel are encouraged to conform

to the BSI Quality Assurance Programme, to comment on it and participate in the process to continually

improve BSI perceived and actual performance as part of BSI’ Quality Management System (BSI

QAMS). The QAMS ensures that reviews of all work in progress are carried out independently from the

original source during operations/production. The qualitative approach incorporates all the core values laid out

in this Code in the belief that this leads to increased personnel and client satisfaction which in turn leads to

long-term competitive advantage.

Corporate Social Responsibility

24. BSI actively supports corporate social responsibility.

25. BSI takes a strong and dedicated interest in community affairs of the countries in which it is operating and

endeavours to undertake all its projects in a socially responsible way. BSI personnel carry out an

assessment of the potential human rights impact of its own projects and activities so as to mitigate such

potential impacts, as well as rigorously opposing violation of human rights from whatever source.

26. Fundraising initiatives are carried out in order to fund low cost-high impact projects of an educational,

reconstructive or community benefit.

Rules for the Use of Force ( RUF )

27. Although BSI operations are protective, personnel often work in unstable and violent environments which

necessitate the carriage of firearms. When BSI personnel are armed, they carry arms for personal

protection, or the protection of those in their care.

28. All weapons are carried under the appropriate authority pertaining to the area of operations. All weapons and

ammunition are procured legally and are transported and stored in a secure manner.

29. When weapons are carried, all BSI personnel will comply with the appropriate Rules for the Use of Force

(“RUF”). BSI will use minimum force at all times. In the absence of specific RUF BSI will develop its own

which will generally be based on those adopted by UEE Forces.

30. All personnel will be extensively briefed on RUF, and the principles of minimum force instilled in them. BSI’s

personnel are experienced and trained in the use of firearms. Continuous training takes place in theatre with

an emphasis on safety, accuracy and restraint.

31. Where BSI personnel resort to the use of firearms, and regardless of whether this results in injury or death,

they will make a full report on the incident in accordance with established reporting and review procedures.

32. Where injury or death results from the use of force or firearms, BSI will undertake an internal investigation in

accordance with established procedures. BSI will cooperate with any lawful investigation undertaken by the

governing authorities in the area of operation.

Relations with others in the Area of Operations.

33. BSI promotes constructive engagement and cooperation with other organisations operating in the same

area of operations.

34. BSI undertakes not to hinder the national community in humanitarian efforts and will offer assistance

where possible.

35. BSI seeks to engage in constructive communication and cooperation with the governing authority and their

security forces in the area of operation, and with any other official security forces working in that environment.

BSI assures the confidentiality of any information received as a result of such relations.

36. BSI personnel respect the culture, religion and ethnic customs, human dignity and human rights of the

communities and regions in which they work. They will to the best of their ability and wherever possible,

rigorously oppose violation of these rights.

Working Standards.

37. Good working standards are crucial in the development of BSI and the potential of its personnel.

Maintenance of appropriate remuneration.

38. BSI is committed to ensuring the best working conditions that the area of operation will permit.

39. In accordance with this principle, the level of remuneration is designed to ensure that quality work is

appropriately remunerated and encourages loyalty and continuity.

40. There are many different occupational hazards associated with the nature of the work engaged in by BSI.

Appropriate medical support including psychological assessment is provided to ensure the maximum possible

attention in the event of serious incidents and subsequent injuries to personnel.

41. In line with these procedures BSI follows best practise by ensuring suitable insurance is always in place to

cover medical issues, assets and business risk.

Equal Opportunities

42. BSI recognises its responsibility for promoting equal opportunities and combating discrimination.

43. It seeks to ensure the full integration of all personnel in his or her working environment, regardless of his or

her ethnic or social origin, colour, gender, religion, nationality, sexual orientation or other distinguishing

characteristics.

44. It seeks to ensure that its clients also recognise respect for these values in the working conditions made

available to all personnel.

Relations with Clients.

45. By the nature of BSI’s activities its personnel may obtain information which may relate to the private lives or

be potentially harmful to the interests or reputation of others. Great care will be exercised in safeguarding and

using such information, which shall be kept confidential unless the performance of the duty or the needs of

justice strictly require otherwise.

46. BSI will ensure its personnel:

• Are diligent, competent and efficient in discharging their professional responsibilities and

commitments;

• Do not participate in activities which may involve a conflict of interest without appropriate disclosure

and approval.

Security Sector Reform.

47. BSI supports the objectives of security sector reform and where possible ensures that its capability

development work is carried out in line with these objectives. The aim of security sector reform is:

“To help developing and transitional countries manage their security functions in a democratically accountable,

efficient and effective way by initiating and supporting reform and providing appropriate education and

training”. (FCO definition)

48. Key issues of security sector reform include:

• military disengagement from politics

• military disengagement from other non-military roles e.g. economic and social

• redefinition of security roles

• civilian policymaking, legislation and funding

• development of a civilian/military interface and ethos

• regional defence and security policies and structures

Transparency.

49. BSI will maintain transparency as far as possible within two key constraints:

• Client confidentiality

• Standards required of a privately owned UEE registered limited liability company.

Oversight and Compliance

50. The oversight and management of all BSI’s operations is the responsibility of the BSI Board.

51. Each project has a clearly defined and responsible chain of command. The chain of command is responsible

for the day-to-day implementation of the contract.

52. The development of business and general oversight of the company is provided by the Board of Directors.

The Board consists of a number of senior military, diplomatic and commercial figures who provide guidance

and advice to the executive management on request.

53. The BSI Board has established a Quality Management Review Board for day-to-day monitoring of the BSI

Quality Management System. Trends and Statistics, HSE and other audit reports, are used to assess the

continuing relevance of BSI’s quality management system over time and to ensure continuous improvement.