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job, or enjoy the benefits and privileges of employment.

Qualified applicants or Team Members who are disabled should request reasonable
accommodation from iFLY in order to allow them to perform a job. If you are disabled and
you desire such reasonable accommodation, contact your immediate supervisor, designated
manager, or The People Team. On receipt of your request we will meet with you to discuss
your disability. We may ask for information from your health care provider(s) regarding the
nature of your disability and the nature of your limitations or take other steps necessary to
help us determine viable options for reasonable accommodation if possible.

YOUR EMPLOYMENT RELATIONSHIP WITH IFLY

iFLY generally does not offer individual Team Members a formal employment contract with
iFLY. Employment is “at will,” meaning that you or iFLY may end your employment at any
time with or without cause.

This Team Member handbook is not a contract. It does not create any agreement, express or
implied, guaranteeing you any specific terms or conditions of employment. Nothing
contained in this Handbook should be construed as creating a contract guaranteeing
employment for any specific duration, nor does the Handbook obligate you to continue your
employment for a specific period. Unless you have entered into an employment agreement
that supersedes this document, either you or iFLY may terminate the employment
relationship at any time.

No manager or other representative of iFLY, other than the CEO, has the authority to enter
into any agreement guaranteeing employment for any specific period. No such agreement
shall be enforceable unless it is in writing and signed by the CEO and the Team Member.

EMPLOYMENT CLASSIFICATIONS

The following terms will be used to describe employment classifications and status:

Exempt Team Member:
Exempt Team Members are not subject to the overtime pay provisions of the federal Fair
Labor Standards Act (FLSA). An exempt Team Member is one whose specific job duties and

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