Galactic Logistics intends to provide a fun and sustainable environment for Star Citizen players to engage in community activities. We intend to provide a suitable place for players ranging from casual to hardcore, with activities and opportunities for both. Our main requirements for members focus on mutual respect, a desire to help each other out, and fun. Our members are good people first, good pilots second. For more information on our standards of behavior and recruiting policies see our Charter.

CORPORATE PROFILE
Galactic Logistics (GLX) is one of the galaxies finest providers of Business-to-Business logistics and cargo operations, providing full service end-to-end solutions interfacing resource providers to consumers. GLX includes cargo capabilities ranging from fast, light courier service to super heavy convoy configurations, with an organic fleet protection capability. We have pilots and hardware to meet your any need – our fleet composition ranges from expertly tuned fast couriers to capital class escort ships. In the rare occurrences an order requires resources outstripping in-house assets GLX is fully capable of putting together a contractor package using trusted external vendors we have worked with before to meet any size contract need.

DIVISIONS AND SERVICES
Cargo Management Services (CMS)
The bread and butter of GLX day to day operations and main income derive from contract merchant services, typically cargo and heavy cargo delivery. The GLX CMS fleet includes well maintained, finely tuned platforms for nearly all cargo needs big or small, from fast courier to liquid and gaseous goods to heavy lifting platforms such as Constellations, refit Retaliators, and of course the industry standard workhorses – the Hull series. We even have some alien craft at our disposal such as the Banu Merchantman to help facilitate cross border customs concerns.

When the fleet is not at maximum capacity from outside contracts GLX turns to its secret weapon to fill the gaps. The tightly held and proprietary Market Operations Matrix (lovingly called MOM for short) is a set of market simulation algorithms developed over a lifetime by the company CEO. MOM digests all currently known market conditions and powers the management and visualization tools company operations executives use to determine the most profitable available ventures and opportunities. One of the most closely held perks GLX can grant to strategic partners is access to the MOM database.

Fleet Protection Services (FPS)
Fleet Protection Services is the pointy end of the organization, providing the muscle necessary to protect our shipping assets as they execute day to day operations. FPS pilots are frequently drawn from the ranks of military service retirees. FPS provides salary bonuses to pilots that can field their own ship, otherwise we only bring on board ‘ronin’ when new organization owned inventory becomes available and at reduced salary rates.

Protection of GLX corporate assets is the top priority of FPS. In the event of a lull in risky routes currently unassigned FPS pilots are allowed, and even encouraged, by corporate policy to take 3rd party escort contracts or work on establishing professional bounty hunter credentials. GLX feels the continual skill improvement and marketing value of such activities are in the best interest of the company and as such work will count toward the FPS seniority rating of the pilot. Engaging in piracy during downtime however is strictly against company policy.

Whether flying a corporate owned ship or bringing their own, FPS pilots benefit from access to state of the art upgrades and ship tuning from our renowned Technical Service division. FPS has access to a large stable of fighter and logistical craft. In the event of serious conflict GLX also maintains a small core of capital class military-refit assets, such as frigates, that our good reputation with the UEE has allowed us to acquire.

Stellar Cartography (SC)
Stellar Cartography covers both GLXs internal resource hunting activities and contract exploration services. In addition to industry leading wages Galactic Logistics offers its explorers a bounty based on whatever resources are collected directly as a result of their findings.

Technical Services (TS)
Technical Services is our only non-flying GLX division, but no less important for that. Technical Services provides two core functions:
- ship maintenance and optimization
- factory operations

The wizards in Technical Services know every trick of the trade – read every trade magazine there is and collaborate with equipment manufacturers directly – to ensure GLX pilots are kept abreast of the latest developments in ship technology, bulletins on new risks, and have access to the best ship tuning and aftermarket parts around. Access to upgrade services from the CTO herself is considered one of the top perks granted to the highest performing pilots.

When GLX engages in new vertically integrated business strategies (adds a resource or manufacturing node) to its ever expanding list of assets Technical Services ensures it is running at peak efficiency and coordinates input flow with the CMS division.

Technical services occasionally also performs the function of hosting leisure and team building activities for the company, including operating special use equipment such as yachting or racing craft.

Galactic Logistics offers a fun and sustainable environment for Star Citizen players to engage in community activities. We intend to provide a home for players ranging from casual to hardcore, with activities and opportunities for both. Our main requirements for members focus on mutual respect, a desire to help each other out, and fun. Our members are good people first, good pilots second. For more information on our goals and in game activities please see our Manifesto.

Galactic Logistics Charter

This charter covers the expectations, rules, regulations, and some of the processes used by Galactic Logistics.

The aim of this document is to lay down a framework for member procedures and behavior conducive to maintaining a positive group atmosphere and advancing the groups goals.
(see the GLX Corporate statement, the ‘manifesto’, for our goals).

In order to be able to achieve our goals we must foster a sustainable and enjoyable group atmosphere. As such we select only the best people (not necessarily the best pilots) to join our family!

This explains how we expect our members to behave, responsibilities, outlines the way people join, and more. This is a living document that will expand and evolve as the group matures and grows.

Table of Contents
1 Standards of Behavior
1.1 Standards of Professional Conduct
1.2 Interaction with other GLX members
1.3 Interaction with other groups and players
2 Disciplinary Processes
3 Member Responsibilities and Compensation
4 Minimum Proficiency
5 Selection of Directors
6 Organization Decision and Leadership Method
7 Recruiting Process
8 Ranks

1 Standards of Behavior

Being a member of the Galactic Logistics family comes with certain expectations in order to maintain a positive and enjoyable work environment. Specific rules will be covered below, but in general our core values break down to:

• Have fun
• Be respectful of others
• Help and work with other GLX members when possible
• Deal legally and fairly with everyone
• Be a positive representative of our group

1.1 Standard of Professional Conduct

Galactic Logistics is a UEE licensed corporation and adheres to all rules, regulations, and applicable laws thereof. We pride ourselves on our professional conduct, fair dealing with our vendors and customers, and assistance to UEE authorities in bringing criminal elements to justice.

GLX members are expected to maintain a reputation for law abiding, contract fulfillment, and positive customer feedback. Members that begin to adversely impact our reputation due to law breaking or antisocial behavior will face disciplinary review.

Theft or intentional destruction of company materials is grounds for dismissal, as is passing GLX trade secrets to unauthorized personnel.

1.2 Interaction with fellow GLX members

• Whether it is with the CEO or with the newest recruit you are required to treat all members of the GLX family with respect and fairness.
  • Treat others as you would wish to be treated
  • If others take offense at your statements, even if they are intended in jest, respect their concern and move on to another topic
  • Sexual harassment, racism, and other forms of bigotry will not be tolerated

• GLX members are expected to possess a level of maturity – while vulgarity is allowed it should be kept to minimum to moderate levels as a matter of professionalism.

• It is preferred that, when possible, you work with or assist your fellow GLX teammates in their endeavors, even ones that may be in other corporate sectors. We are One Team. That does not mean you must drop your personal projects when other members become available, it means looking for opportunities to work together when convenient.

• Everyone has a bad day sometimes. Sometimes missions go south. Occasionally your ship is going to be in the garage for a while. Perhaps no one refilled the coffee machine. If you are having a bad day, take it out on your wall, a Vanduul, or find some other constructive way to vent. Do not take it out on your coworkers and family at GLX. Even if you feel another member is at fault for things going badly we expect mature and constructive conversation – keep your insults in your head. Help them learn instead.

1.3 Interaction with other groups and unaligned pilots

Our reputation is important to us. Beyond pride keeping a sparkling track record provides us with numerous advantages ranging from additional contracts, preferential treatment in UEE customs and inspections stops, and access to Imperial restricted equipment.

• Be courteous when communicating, even to our foes – it makes victory all the sweeter. If you appear to have become a systematic target or are being followed, follow procedure and contact the nearest Fleet Protection squadron. Do not rise to taunts.

• Only members of the board of directors or those specifically empowered to create contracts may create binding agreements between the company and other business entities or individuals. Members may engage in personal contracts at their leisure so long as such contracted business does not run counter to GLX interests.

• GLX allows members to join other professional and special interest groups so long as their ethics is not at odds with GLX policies on behavior. However, it is requested that other associations you choose to engage with be of a hobby, social, or other part-time nature and not as a ‘primary employer’. Certain affiliations with other professional organizations, such as being in good standing with the Bounty Hunters Guild or Merchants Association, may be considered toward your GLX seniority and benefits package as such associations also benefit our company.

• GLX has a Good Samaritan policy. Provided doing so will not cause you to break contract or fail an existing operation and risk is minimal, members are encouraged to extend aid to those in need – search and rescue, give them some gas (at market rates of course), and space repairs when you are equipped for it.

• GLX does not engage in slavery nor will it bow to ransom demands from pirates or terrorists. Taking GLX members prisoner will meet with an armed response from our Fleet Protection sector. In some rare instances GLX cargo convoys may, at the discretion of the convoy commander, engage in best practice and customary ‘toll paying’ on certain routes where such is considered to be in our financial best interests to comply with local customs and avoid unnecessary violence.

2 Disciplinary Processes

The disciplinary process proceeds in 3 basic steps:

1. After the first infraction of our rules or policies, incidence of behavior unbecoming of a member of the Galactic Logistics family, or reputation issues: a Director, once appraised of the situation, will have a conversation with the involved parties to reiterate the rules and expectations of conduct along with an informal warning.
2. If disruptive conduct continues: a formal warning will be issued, including a copy being posted on our Ethics message board. The parties in question will be placed on probation for a period of time determined by the Board of Directors when they convene to discuss the issue but for no less than a week – the warning will be struck from the board after the probation period is over.
3. If the offending behavior still continues, potentially even if clear of probation and especially if still on probation: separation from the group will result (termination).

Employees feeling they have received an unfair judgment from their hierarchy leaders or Directors may at their discretion appeal directly to the CEO, who will research the incident and make a final determination.

Note: particularly egregious behavior may result in immediate termination without the normal warning steps if the CEO and Directors feel it warranted. A non-exhaustive list of examples of such triggering behavior includes:

• theft, sabotage, or espionage against the company
• making personal threats against other members
• racial, sexual, or other forms of harassment of members

Management understands everyone can have a bad day and will attempt to be fair when factoring in possible mitigating circumstances surrounding an incident. Never-the-less if a member does not feel they can control an escalating temper or bad situation log off until things cool down and send a reasonable message to involved parties and/or directors discussing the problem.

3 Member Responsibilities and Compensation

The company is still researching industry best practices when it comes to compensation. Be certain that as a valued employee you will receive compensation and benefits superior to what we offer to outside contract pilots. Our exact fee and salary structure (flat rate on mission per mission basis, % of mission profit, or company taxation method) is still to be determined. As maintaining a happy and capable workforce is one of our core values, GLX believes in employees receiving enough compensation to not only live but flourish. Enabling employees to increase their personal ship hangar in turn enriches our ventures as a group. We strongly believe in rewarding those who help the corporate bottom line, including offering Finder’s Fee bounties to our explorers as a percentage of the profits generated from their finds.

The company will, as much as able by current corporate fleet inventory levels, lend appropriate ships to members for certain specialized roles.

The top-level steering and decision making process of the company is discussed elsewhere in this document. It should be noted that taking part in a mission or endeavor for the company is always opt-in. Sector Directors, mission leaders, and other employees cannot force people to take part in an activity. A decision to opt-out will never result in disciplinary action.

Once they have chosen to take part in a mission employees are, however, required to make best effort to complete the mission and follow the commands of any battle leaders assigned to the mission package should hostilities take place. Under certain circumstances other mission package leaders (such as a Mining Foreman, Salvage Specialist, or Marine Squad Leader) may be attached to a mission and should be obeyed as well. This is to ensure smooth operations and increases the overall safety and likelihood of success for all team members. Cowboy behavior or failing to work cohesively with your unit is likely to result in fewer invites by mission package coordinators.

4 Minimum Proficiency

As of the time of this writing Galactic Logistics has no minimum aptitude or time commitment requirements for our general hiring process. There are so many opportunities to contribute it is our belief all good people can find their niche somewhere. We are an equal opportunity employer in all of our main business functions.

Organizers of certain special interest activities with necessarily limited group size, particularly high risk, and/or high visibility (e.g.: race team, arena team, deep wild space combat group) have the option of setting skill requirements, tryout procedures, and training commitment schedules at their discretion. Such special case requirements must be carefully crafted, fair, and scoped to only apply to a specific and narrowly defined activity warranting such augmented aptitude requirements. Creation of such activity groups must be authorized by a Director. Once authorized the existence of the special activity and the join criteria set by the organizer shall be posted to the corporate forums.

5 Selection of Directors

Each major corporate sector (division) that engages in organized activities is headed up by a Director level administrator. Directors have wide latitude to set policy for their sector, suggest additional sector policies and procedures, set sector activity priorities (in conjunction with Directors from other sectors and the CEO), and create mission profiles for people to sign up to.

Sector Directors are chosen via election by sector members. Once elected a Director is in place until the next election (election cycle period TBD, nominally 6 months or one year) or unless a vote of no confidence is brought by a sector member and succeeds with a 60% or more No Confidence result with a mandatory minimum vote quorum of half the sector members voting. If a No Confidence vote passes a new election cycle will begin with the CEO temporarily acting as Director until the new election is complete.

6 Organization Decision and Leadership Method

While Galactic Logistics is a privately held company founded and managed at the executive level by the Dane family, it has a rich history of fostering employee satisfaction by mandating an open door policy at all levels of the enterprise, listening to new ideas, and empowering its workforce to participate in making many key decisions. Travis Dane founded the company starting as a solitary long-haul cargo pilot and wants to ensure the spirit and camaraderie he remembers with other pilots just making a living stays alive and well even as Galactic Logistics has grown and matured into a major player in space logistics services.

Significant decisions with companywide long-term impacts are typically put to a full workforce vote provided time is available to do so. Failure to keep their sector members engaged, involved, and working together has resulted in several Directors being replaced over the years.

Day-to-day decisions and decisions that must be made under time pressure are made by the Directors in conference with the CEO. In this way GLX very much resembles a representative republic in nature.

In the occurrence of tie votes, the Board of Directors deadlocking on an issue, Board malfeasance, or in other special circumstances the CEO retains, but rarely exercises, the right to make any and all final decisions on any matter.

7 Recruiting Process

Our recruiting process involves two primary steps – acceptance to the recruit / provisional level (rank 0) and then acceptance as a full member (rank 1).

The first step is achieving provisional acceptance. You can gain initial acceptance into the company in one of three ways:

• a current member of rank 2+ vouches for you as a personal acquaintance
• a current member or rank 2+ meets you in a game and after observing your behavior extends an invite
• applying through our site. If you apply, a member of our recruiting team will contact you in response and setup an observation period with a current member or members, who will then decide if they will extend an invite. When applying please state your most available times to meet with a recruiting representative.

The second step is achieving full membership acceptance. Rank 0 recruits have limited permissions and access to guild assets and information. Rank 1 lifts many/most these restrictions and the employee becomes a full member of the organization with full sector voting rights, with minor exceptions (such as needing to be rank 2+ to vote on other potential members).

When first entering the company as a rank 0 recruit a profile thread will be created for you on a secure forum. The forum will be accessible by rank 2+ employees. The forum will have a standard template with which any member with access can post their views and opinions based on their interactions with the recruit. Views will include basic pros and cons and when ready to vote on the recruit add a yay / nay vote for acceptance. It is the responsibility of new recruits to try to interact with full members, and current members’ responsibility to interact with new recruits. The recruit should (politely!) request members to enter in their feedback on the recruit forum. Keep in mind the members are going to mostly be evaluating based on personality, teamwork, and interaction with the group. We are looking for fun, positive, and mature people. High skill or a large personal hangar are of secondary and much smaller concern.

A recruit has a right to up to once per week request a recruiter role admin to compile a status report on their evaluation thread. Provided there have been at least 5 evaluations submitted the admin will tell the recruit:

• # of evals that have been filed,
• the number of votes cast,
• general voting trend (positive, negative, heavily positive, heavily negative)
• a list of the ‘major concerns’ given in evaluations.

If there have not been enough entries to make a status report yet the admin will inform the requester of this and encourage them to continue to interact with people and request they post evals. Concerns and all other information will be anonymized on the report to allow full members the ability to comment honestly without getting off on a wrong foot with a recruit. Current members who may know the recruit personally are asked to respect the process and not give the recruit information on who is saying what in the recruit forum.

Once a sufficient number of votes have been made (no less than 20% of the active membership or 20 votes, whichever is less) and a minimum of 2 weeks has passed a recruit receiving at least 65% acceptance approval will be promoted to a rank 1 full member. Directors will discuss with our newest compatriot which corporate sector they wish to join as their primary.

Recruits do not have a specific timeframe to acquire the votes they need. However, recruiting admins who see the applicant has no reasonable hope of earning acceptance due to a large percentage of nay votes or insufficient number of ratings/votes after an extended period (no less than a month) will inform the recruit they are running out of time to make a positive impression. If the recruit still has not qualified after 2 more weeks they will be dismissed from the company.

Whether accepted to full membership or declined, once an evaluation for a new recruit is complete the evaluation thread will be archived and sealed or deleted from the forum in order to continue to maintain evaluator anonymity.

8 Ranks

• Rank names are still being finalized at this time.
• Similarly, as UEE compliant human resource records and financial controls are currently being updated the exact method and scale by which a person achieves the next rank rung is still being determined.

Ranks 0 and 1 are reserved as part of our recruiting and full membership acceptance process.
Ranks 4 and 5 are reserved for executive and elected administrative roles.

That leaves ranks 2 and 3 open for ranking up from rank 1 full membership. For Galactic Logistics purposes rank is not about authority. It is also not about prestige. It is about the security of the organization. As most people who peruse the morning vid news are aware it is not unknown for unscrupulous individuals to work their way into a business and then embezzle hard earned cash and assets. By tying access to corporate resources to rank the company minimizes the opportunity and incidence rate of theft. In its most basic form we make it impossible for anyone to steal more than they have already earned for the company.

As an example a rank 1 member is just as capable of creating a mission, leading a battle group, and voting in most sector decisions as a rank 3 member. Mission pay scale and bounties are the exact same for each rank. Even the CEO has declined his board approved executive compensation package and earns his salary in the same way as the newest full member! The difference is that a rank 3 member may be able to borrow a certain cost value ship from the corporate fleet hangar or withdraw more petty cash than the rank 1 is capable of without needing extra permissions. The rank 1 member can access the same resources but requires approval from an administrator or manager first. The CEO can joyride in any corporate owned ship (rank hath some privilege).

Beyond asset permissions the only significant rank perk is that at rank 2 the member acquires the ability to evaluate and vote on acceptance of new recruits.