Secure. Support. Succeed.

At Fox Industries, we’re more than just a private security and logistics group — we’re a team that thrives on trust, excellence, and purpose. In a universe full of uncertainty, we offer clarity: dependable protection and streamlined support that moves people, cargo, and missions forward.

Why We Exist

We’re here to uphold the law, build thriving economies, and provide peace of mind to those who rely on safe transport and smart security solutions. We’re the calm in the chaos, the shield on the front line, and the support behind every successful venture in the ‘verse.

Who We Are

We’re pilots, haulers, tacticians, and specialists — but above all, we’re partners. We value relationships over credits, and we believe the best teams are built on mutual respect and shared ambition. Whether you’re fresh out of the Academy or a veteran of a hundred missions, if you’ve got the right mindset, there’s a place for you here.

What We Believe

• Business is personal. Every escort, every haul, every op — it’s all about helping someone get to where they need to go.
• Simplicity over complexity. Clear roles, clear goals, clean execution. We don’t overcomplicate.
• Fun is foundational. We take our missions seriously, but never ourselves.
• Excellence is expected. If we’re going to do something, we do it all in — with precision, pride, and professionalism.

Our Guiding Principles

• Lead from the front, stay transparent. Good leadership is about presence, not just position.
• Decide smart, adapt fast. Use the best intel available. Learn. Evolve.
• Stand out by lifting others. Create win-win scenarios that strengthen both the org and the individual.
• Foster initiative. Innovation comes from everywhere — and everyone.
• Respect is non-negotiable. We look out for each other, always.

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Fox Industries isn’t just a tag on your ship — it’s a commitment to something greater than yourself.
If you’re ready to build, protect, and thrive with a crew that’s got your six, it’s time to gear up.
Join us. Let’s do some real work out there.

MISSION:

• To provide custom security and logistic solutions to the citizens of the ‘verse.
• Create a long-lasting community to enjoy many different hobbies and games together.
• Have as much fun as possible together

BYLAWS

Article I: Commitment to Integrity and Ethics

1. While nothing is ever black and white, Personnel shall always strive to conduct themselves with the highest level of integrity and honor, both inside and outside the organization. In situations where a decision may not be clear, decisions should be consistent with the organizations Manifesto and the values of the UEE

Article II: Organizational Structure
The organization will be led by three Directors working in tandem to ensure the smooth and orderly operation of all activities and ensuring the success of the organization mission.

1. The Administration Director is responsible for:
   • Upholding the Charter
   • Managing relationships with external organizations
   • Client contract management
   • Community Engagement
   • Finances
2. The Combat Operations Director is responsible for:
   • Upholding the Charter
   • Assisting in procuring combat-oriented contracts for the organization
   • Assignment of resources for contracts needing combat assets
   • Ensuring combat assets are ready and available
   • Combat Training for all personnel
3. The Trade Director is responsible for:
   • Upholding the Charter
   • Assisting in procuring economic-oriented contracts for the organization
   • Assignment of resources for contracts needing logistics assets
   • Ensuring logistics assets are ready and available
   • Training on logistics and economic topics for all personnel
4. Directors will have purview over the design and management of their respective areas of responsibility and may adjust as needed based on the changing needs of the organization. This includes:
   • Creation and assignment of other leadership positions
   • Creation and assignment of various duty posts to support operations
5. Breaches of any article item will be handled collectively between the directors and their leadership as indicated in this charter to ensure no bias and equal treatment for all members. Reference Article X for further details.

Article III: Code of Conduct

1. How we treat each other
   • Fox Industries actively creates and promotes an environment that is inclusive of all people and their unique abilities, strengths and differences, and promotes diversity as a strategic and competitive business advantage for the company
   • Members within the organization are expected to do their upmost to create an environment that is free of harassment, intimidation, bias, and unlawful discrimination
   • Members should strive to be inclusive and promote participation both from within the organization as well as with clients and affiliated organizations
   • Violations of this article will result in immediate termination. We have a ZERO TOLERANCE policy
2. How we treat our clients
   • Members should always be conscious that various clients are trusting us with various aspects of their lives which can have life altering consequences, from the privacy of sensitive information to the value of goods being escorted or delivered
   • Access to sensitive information should be restricted to the minimum viable to achieve the success criteria as outlined in the Statement of Work (SOW)
   • Members are required to take measures to protect client information from unauthorized access and adhere to organization Security and Privacy policies, as well as applicable UEE data protection laws
   • Members should always strive to ensure that the products and services supplied should make the Fox Industries more useful for all clients, both existing and new
3. Lawful Conduct of Business
   • All business conduct shall be in compliance with UEE law and shall respect agreements between the UEE and foreign powers
   • Members, while not strictly prohibited from choosing to follow local laws and ordinances are encouraged to act in good conscience as outlined in Article I, remembering their actions are representative of the Organization as a whole
   • Members must ensure their actions cannot be interpreted as being, in any way, in contravention of the Articles governing this Organization’s operations

Article IV: Conflict of Interest

1. Conflicts of Interest
   • Fox Industries Personnel are expected to use their best judgment to act, at all times and in all ways, in the best interests of Fox Industries while performing their assigned duties. As such, Personnel should attempt to avoid actual or apparent conflicts of interest. A conflict of interest exists when your personal interests interfere with the best interests of the Overall Organization
   • Participation with Redacted or Invisible Organizations will constitute as a conflict of interest within Fox Industries. We strive to promote an open and honest policy when dealing with clients
2. Outside Activities, Employment, and Directorships
   • All members contribute to Fox Industries’ public relations, especially at the community level. As such, we encourage participating with charitable, educational, and civic activities as they bring positive credit to the Organization
   • Members must, however, ensure that participation in any of these events will not, or would not appear to:
     • Impose excessive demand upon a member’s time and attention, depriving the Organization of their best efforts on any job
     • Create a conflict of interest (whether an obligation, interest, or distraction) that may interfere with the exercise of judgement in the Organization’s best interests

Article V: Asset Use in Operations

1. Personal Assets
   • This section left intentionally blank until further information about game mechanics is made available and evaluated. The goal of this article is to define the fair compensation and risk management to individuals that wish to use their own equipment for contracts
2. Organization Owned Assets
   • This section left intentionally blank until further information about game mechanics is made available and evaluated. The goal of this article is to define the procurement, upkeep, and risk management of assets which can be used by anyone in the organization for contracts

Article VI: Compensation

1. Personal missions
   • This section left intentionally blank until further information about game mechanics is made available and evaluated. The goal of this article is to ensure fair compensation to all personnel while supporting ongoing operations of the organization
2. Organization contracted operations
   • This section left intentionally blank until further information about game mechanics is made available and evaluated. The goal of this article is to ensure fair compensation to all personnel while supporting ongoing operations of the organization

Article VII: Gifts, Amenities and Bribes

1. Receiving Gifts
   • Neither you nor any member of your family may, directly or through others, solicit or accept from anyone money, a gift, or any amenity that could influence or could reasonably give the appearance of influencing Fox Industries’ business relationship with that person or organization
2. Sending Gifts
   • You may not, directly or through others, offer or give any money, gift, amenity or other thing of value to an executive, official, employee or representative of any client, supplier, Fox Industries business partner or any other organization, if doing so could influence or could reasonably give the appearance of influencing the organization’s relationship with Fox Industries

Article VIII: Raising Concerns and Reporting Violations

1. Reporting Concerns
   • If any personnel witnesses, or has good reason to suspect, a violation of the organizations charter or believe they are a victim of prohibited organization conduct, they should immediately report the matter through any of the available communication channels
     • Your immediate leader
     • Fox Industries Personnel Management Office
     • Any of the organization’s Directors
2. Right to Request Anonymity
   • Individuals that do report a violation have the right to request anonymity, and the Organization will honor this to the upmost extent possible

Article IX: Non-Retaliation Policy

1. Personnel, who in good faith, report any infraction of the Charter, shall not be retaliated against no matter the outcome of the investigation

Article X: Disciplinary Action

1. Disciplinary Responsibility
   • The responsibility of discipline within the organization shall remain within the leadership of the Organization
   • Each Director has purview to determine how Disciplinary Action will be handled, as long as it is handled in accordance with this Charter and in the best interests of the Organization
2. Disciplinary Records
   • All records of disciplinary action will be added to a Member’s personal record, which at any time they may request a copy of their own record
     • Requests received must be fulfilled within 48 hours unless a reasonable excuse is provided as to the delay
     • Records will otherwise be locked and only accessible on a need to know basis
3. Removal of Members via Disciplinary Action
   • Any decision that indicates the termination of a Member from the organization must be UNANIMOUSLY agreed upon by all the organization directors
   • Members will be notified in writing as to the specific reason of the removal either before, or within 48 hours of the termination, unless a reasonable excuse can be provided
4. Required Disciplinary Steps
   • All disciplinary action plans must include, at the bare minimum, the following items:
     • Verbal Warning
     • Written Warning
     • Suspension (with or without pay)
     • Termination
   • NOTE: Illegal conduct as well as infringement on the code of conduct are NOT subject to the progressive discipline steps outlined above
5. Appeals Process
   • Members are permitted to present evidence to refute a Discipline Decision made by the Organization Leadership to the Directors for consideration
   • Members have five (5) business days from the date of the Disciplinary Action to provide their evidence to the Directors for review
   • Directors have five (5) business days from the date of receipt to review the evidence and make a decision to uphold or overturn and will provide their decision in writing to both the Member and Leadership member that made the initial determination

Article XI: Amendments to the Bylaws

1. Bylaw Amendment Process
   • A request to amend the Bylaws must be submitted with the unanimous agreement by all three directors
   • A proposed change must be posted for all personnel to view and given the right to veto as outlined in section II
   • Requests that pass will be in effect at minimum two (2) weeks after the end of the veto period, but may take effect later depending on the scope of change
   • The charter will be updated as well as a changelog to track changes over time
2. Right to Veto
   • Personnel have the right to veto any proposed change to the bylaws with an 80% majority vote within the veto period
   • The ‘veto period’ is one (1) week from the date the proposal is submitted for consideration
   • Proposals vetoed in this manner may not be proposed again for a minimum of three (3) months

Changelog

• Current Version: V1.0
• Last Updated: 3/10/2020