ACKNOWLEDGMENT OF RECEIPT OF CALIFORNIA SUPPLEMENT

I hereby acknowledge receipt of this California Supplement to the Company’s Employee Handbook, which specifically includes the company’s policy against unlawful harassment, discrimination and retaliation; and I agree to read it promptly. If I have any questions or if there is anything I do not understand, I will ask a member of Human Resources. I understand that as a Company employee, I am expected to abide by all the procedures, policies and rules contained in this Supplement, as well as the Employee Handbook, and understand that failure to do so can result in discipline, up to and including termination.

I understand and agree that nothing in this Supplement or the Employee Handbook creates or is intended to create a promise or representation of continued employment or employment for any particular length of time. I understand and agree that my employment is employment at-will, which means that the employment may be terminated at the will of either the Company or myself at any time for any reason whatsoever or for no reason at all, with or without cause.

I understand and agree that other than the Chief Executive Officer (CEO), Chief Operating Officer (COO), General Counsel, or other duly authorized officer of this Company, no manager or supervisor has authority to enter into any agreement, express or implied, for employment for any specific period of time, or to make any agreement for employment other than at-will employment, and only the CEO, COO, General Counsel or other duly authorized officer of the Company has the authority to make any such agreement and then only in writing, signed by Company officer.

UNION EMPLOYEE: ACKNOWLEDGMENT OF RECEIPT OF EMPLOYEE HANDBOOK AND CODE OF CONDUCT, HARASSMENT-FREE WORKPLACE POLICY, AND CONFLICTS OF INTEREST POLICY

Employee Handbook and Code of Conduct

The Employee Handbook and Code of Conduct (the “Handbook”) describes important information about Atlas Air, Inc., Polar Air Cargo Worldwide, Inc., and other Atlas Air Worldwide Holdings, Inc. operating company subsidiaries throughout the world (collectively, the “Company”). I understand that I should consult with my supervisor, the Human Resources Department and/or the Legal Department regarding anything in the Handbook I do not understand or any questions not answered by the Handbook.

I have received the Handbook, and I understand that it is my responsibility to read and comply with the policies contained in the Handbook (and any revisions made to it in the future). I also understand that, to the extent that any provisions of this Handbook are inconsistent with the provisions of any effective collective bargaining agreement and/or law applicable to my employment, the collective bargaining agreement and/or applicable law shall control.

Harassment-Free Workplace Policy

In addition, I understand that the Company does not tolerate harassment of any kind and expects all its employees to perform their duties in a professional, non-discriminatory manner.

It is the Company’s policy that no employee shall be subject to unlawful harassment in any form within the workplace and that any course of conduct which is offensive, intimidating, or which creates a hostile environment or otherwise interferes with another employee’s ability to work will not be tolerated. Any employee found to have engaged in conduct which created an unlawful, hostile environment, or who engaged in a course of conduct which was offensive or intimidating, shall be subject to discipline up to and including discharge.

Conflicts of Interest Policy

I also understand that employees are required to disclose in writing in advance to the Legal and Human Resources Departments any relationship that might be a conflict of interest, as further explained in the Company’s Conflict of Interest Policy in the Employees and the Marketplace section of the Handbook.

Business decisions must be made in the best interests of the Company and employees are prohibited from personally benefiting at the expense of the Company. Any situation that creates, or even appears to create, a conflict between an employee’s personal interests and the interests of the Company should be avoided.

Failure to promptly and fully disclose a potential conflict of interest is a violation of the Company’s Conflict of Interest policy and may result in disciplinary action, up to and including discharge. Even the appearance of a conflict of interest must be disclosed. I understand it is my responsibility to carefully review the information in the Conflicts of Interest section of the Handbook, including examples of potential conflicts, and contact the Legal or Human Resources Departments with any questions.

I acknowledge receipt of, and certify my compliance with, the Employee Handbook and Code of Conduct, Harassment-Free Workplace Policy, and Conflicts of Interest Policy.

UNION EMPLOYEE: ACKNOWLEDGMENT OF RECEIPT OF EMPLOYEE HANDBOOK AND CODE OF CONDUCT, HARASSMENT-FREE WORKPLACE POLICY, AND CONFLICTS OF INTEREST POLICY

Employee Handbook and Code of Conduct

Harassment-Free Workplace Policy

Conflicts of Interest Policy

I acknowledge receipt of, and certify my compliance with, the Employee Handbook and Code of Conduct, Harassment-Free Workplace Policy, and Conflicts of Interest Policy.

GROUND STAFF: ACKNOWLEDGMENT OF RECEIPT OF EMPLOYEE HANDBOOK AND CODE OF CONDUCT

The Employee Handbook and Code of Conduct (the “Handbook”) describes important information about Atlas Air, Inc., Polar Air Cargo Worldwide, Inc., Titan Aviation Holdings, Inc. and any other Atlas Air Worldwide Holdings, Inc. operating company subsidiaries throughout the world (collectively, the “Company”), and I understand that I should consult with my supervisor, the Human Resources Department and/or the Legal Department regarding anything in the Handbook I do not understand or any questions not answered by the Handbook.

I understand that, absent a contract providing otherwise, my employment with the Company is “at will,” which means that it is for no definite or specific period and may be terminated at any time by either me or the Company, with or without cause or notice. I further understand that my status as an “at will” employee may not be changed except in writing and signed by the Chief Executive Officer (“CEO”), Senior Vice President, Human Resources (“SVP HR”), General Counsel, or other duly authorized officer of the Company. Neither this Handbook nor any other Company policy, procedure or communication shall create or grant any right or guarantee employment for any specific period of time. No representative of the Company, other than the CEO, SVP HR, General Counsel, or other duly authorized officer of the Company, may enter into any agreements or make any representations, written or oral, to alter my at-will status or otherwise create a contractual obligation to me, except in writing and signed by the CEO, SVP HR, General Counsel, or other duly authorized officer of the Company. I also understand that this Handbook replaces all previously issued handbooks and policy statements on the subjects contained herein.

I UNDERSTAND THAT THIS HANDBOOK REPRESENTS ONLY CURRENT POLICIES AND BENEFITS, AND THAT THIS DOCUMENT DOES NOT CREATE A CONTRACT OR GUARANTEE OF EMPLOYMENT OR OF ANY SPECIFIC TERMS OR CONDITIONS OF EMPLOYMENT.

I also understand that because the information, policies and benefits described here are necessarily subject to change, except for the Company’s policy of employment at will, the policies, benefits and the Handbook itself may be changed or modified by the Company without notice and without a written revision of the Handbook, at the Company’s discretion. I understand that any revised information may supersede, modify or eliminate existing policies and benefits.

If I am an exempt employee, I understand that my salary is intended to compensate me for all hours worked, i.e., whether I work below or above a certain number of hours per week.

I have received the Handbook, and I understand that it is my responsibility to read and comply with the policies contained in the Handbook and any revisions made to it.

I acknowledge receipt of, and certify my compliance with, the Employee Handbook and Code of Conduct.

GROUND STAFF: HARASSMENT-FREE WORKPLACE POLICY

Atlas Air, Inc., Polar Air Cargo Worldwide, Inc., Titan Aviation Holdings, Inc. and any other Atlas Air Worldwide Holdings, Inc. operating company subsidiaries throughout the world (collectively, the “Company”) do not tolerate harassment of any kind. The Company expects all its employees to perform their duties in a professional, non-discriminatory manner.

It is our policy that no employee shall be subject to unlawful harassment in any form within the workplace and that any course of conduct which is offensive, intimidating, or which creates a hostile environment or otherwise interferes with another employee’s ability to work will not be tolerated. Any employee found to have engaged in conduct which created an unlawful, hostile environment, or who engaged in a course of conduct which was offensive or intimidating, shall be subject to discipline up to and including discharge.

I acknowledge receipt of, and certify my compliance with, the Harassment-Free Workplace Policy.

GROUND STAFF: CONFLICTS OF INTEREST POLICY

I understand that employees of Atlas Air, Inc., Polar Air Cargo Worldwide, Inc., Titan Aviation Holdings, Inc. and any other Atlas Air Worldwide Holdings, Inc. operating company subsidiaries throughout the world (collectively, the “Company”) are required to disclose in writing in advance to the Legal and Human Resources Departments any relationship that might be a conflict of interest.

Business decisions must be made in the best interests of the Company and employees are prohibited from personally benefiting at the expense of the Company. Any situation that creates, or even appears to create, a conflict between an employee’s personal interests and the interests of the Company should be avoided.

Failure to promptly and fully disclose a potential conflict of interest is a violation of the Company’s Conflict of Interest policy and may result in disciplinary action, up to and including discharge. Even the appearance of a conflict of interest must be disclosed. Employees should carefully review the information in the Employees and the Marketplace and Conflicts of Interest sections of the Handbook, including examples of potential conflicts, and contact the Legal or Human Resources Departments with any questions.

I acknowledge receipt of, and certify my compliance with, the Conflicts of Interest Policy.

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