Handbook

Company Handbook

Welcome on board to

Welcome to the AM FRESH Group. Our team has worked hard to create a vibrant environment where you can reach your full potential.

As you will have learned through our recruitment and selection process, we are a thriving third-generation privately owned business with an ever-expanding global footprint. We aim to deliver delicious, FRESH high-quality healthy goods that make people smile across the world and we will be looking to you to help us continue to achieve this.

Through your journey so far, the AM FRESH team have seen in you the skills and experience to add value to our team. More importantly, we believe that you share and resonate with the values, vision and culture that make us unique.

As you begin a fantastic journey with AM FRESH, we will strive to encourage and motivate you, all the while earning your commitment to share your expertise and knowledge to help us to succeed in creating a new horizon of FRESH.

We have an excellent leadership team and I know I speak for them all when I welcome you to your new role and to starting your journey with us as we endeavour to plan and plant the future together.

Alvaro Muñoz Chief Executive Officer

Our Mission We aim to create the next frontier in fresh, natural and healthy foods leveraging the most advanced practices that science and technology offer to unlock better food solutions for generations to come.

Our Vision We consistently and continuously leverage innovation and technology to disrupt and challenge the status quo, amplifying the goodness of nature for a new horizon of fresh foods.

Our Values Our values live in our minds and our hearts.

We commit to the highest ethical standards and a strong stewardship for the progress of the food industry in benefit of consumers, communities, partners and the land.

We collaborate We believe that close collaboration unlocks success for all.

We inspire trust We understand the trust of consumers, partners and employees is earned with every small action. We foster reliability with all actions, big and small.

We innovate Innovation is our passion, we celebrate curiosity as the way to solve the unsolvable.

We nurture We nurture consumers, communities, employees and the land.

We commit to the highest standards Corporate responsibility is ingrained in our culture. We ensure all actions are conducted with the highest standards, fostering excellence and commitment

Extensive global operating network

A robust portfolio with a global foot print Nurtured annually through strong innovation programs

Contents

Company Handbook

Company Handbook

9

Working for US

11

Pay and Benefits

15

Attendance and Hours of Work

17

Absence from Work

19

Holiday and Holiday Pay

21

Family Leave

23

Managing Conduct & Capability

25

Leaving the Company

28

Anti-Bribery

30

Company Policies

31

Handbook Confirmation Slip

31

The success of AM FRESH is directly related to the quality of our employees and our work environment. With that in mind, this Employee Handbook was developed to inform you of the Policies, Rules and Procedures in force to maintain the level of quality, equality and fair dealing that we at the Company think important for our continued success.

Please read and familiarise yourself with this Handbook as its contents are part of the terms and conditions of your employment with the Company, unless expressly indicated otherwise. If you have any questions about the contents, please address them to the HR Team.

It is the intent of this Handbook to cover most events during your employment with us, but no Handbook can fully anticipate all circumstances.

The Company reserves the right to review, revise amend or replace the contents of this Handbook and introduce new policies from time to time reflecting the changing needs of the business and to comply with new legislation.

If any part of the Handbook is considered to be in conflict with existing law, regulations or other statutory requirements, only the part that is in direct conflict will be invalid. The remaining part of the Handbook’s policy statements, rules and procedures and Codes of Practice will remain in force.

Working For Us Job offer and Principal Statement of Terms Job Description Company Induction Requesting Eligibility Documentation Data Protection and Right to Access Personnel File Personal Protective Equipment Work Clothes and Personal Hygiene House Keeping and use of Company Porperty Personal Telephone Calls and Visits Smoking and Parking Keys and access Control Security and the Right to Search Training and Development Equal Opportunities Health and Safety

WORKING FOR US

Working For Us Job Offer and Principal Statement of Terms Upon agreeing to start with us you should have received an offer letter, job description and an offer pack for your completion on induction. You should expect to receive a principal statement of terms within 8 weeks of starting

addressing it to your Manager. There will be a fee for dealing with the request.

Data Protection

your employment outlining your terms and conditions of employment.

The Company holds records for all employees and complies with the Data

Job Description

for administrative purposes and will not passed to third parties unless

You can expect to be provided with a job description upon starting with us and during your employment. You may be requested to undertake other

Protection Act 1998. Personal data will be obtained and processed solely expressly requested by the employee.

duties and hours of work on a temporary or continuing basis.

Personal Protective Equipment

Company Induction

which you must use at all times as instructed.

You will be required to attend a full day induction which includes the following:• Company Induction • Health and safety Induction • Food Safety Induction • Literacy and numeracy (where applicable) • Department introduction and site tour

Requesting eligibility documentation It is the Company’s normal practice to request references, proof of valid qualifications and right to work in the UK. A failure to provide the information and documents requested could lead to termination of employment.

Right to access Personnel Files You have the right to access your personnel file upon reasonable notice. If you wish to make a data subject access request you should do so in writing

You will be issued with protective and/or safety clothing or equipment,

Work Clothes You should attend work in clothes that are clean, neat, tidy and appropriate for the duties required to perform.

Personal Hygiene A reasonable and appropriate standard of personal hygiene must be maintained.

Housekeeping and use of Company property The Company operates a clean as you go policy and expects employees to maintain their areas of work to a clean and tidy standard.

Use of Company Property Company property must not be used for private purposes or removed from the office premises without prior authorisation. This includes office equipment such as, computers and stationary.

11

WORKING FOR US

Personal Telephone calls and Personal Visits You must keep all personal calls to a minimum in the event of an emergency. Personal visits to the site are not advised with the exception of emergencies.

Training is a Work Activity You should treat all forms of training as a serious activity.

Smoking You must not smoke or use electronic cigarettes during working hours.

However, you may smoke or use electronic cigarettes during your rest breaks in the designated area.

An overview of the different types of training will be covered in your Company induction which include Vocational, Compliance, Upskilling Training and personal development.

The Company is committed to promoting learning and development across

Parking The Company is not responsible for the security of personal vehicles and accepts no liability should your vehicle be damaged or stolen in the event that personal possessions are stolen from it.

all areas of the business.

You should take the opportunity to discuss any training needs at the end of your probationary period and during your end of year and interim appraisal.

Keys and Access Control You must take all necessary steps to ensure that if you are issued keys / key fobs you do not let another person take control of them unless that person is a Manager.

Requesting Training Following a training needs discussion with your Line Manager you should complete a training request form which can be obtained from the Company intranet or from your site Human Resources department. This form should be authorised by your Line Manager.

Security and the right to search The Company may inspect the contents of any vehicle, bag, parcel, handbag, case or similar article before it is brought on to or taken away from the premises. The Company also reserves the right to request

Training and development

any

employee to empty pockets etc. while on the company premises.

Attendance to Training You are obliged to attend any training activity which has been booked. It is your responsibility to inform your Human Resources Department should you be unable to attend.

A refusal to co-operate may result in disciplinary action and/or the police being involved.

Searches will be carried out on a random basis, and a search does not imply any dishonesty on the part of the employee.

12

WORKING FOR US

Equal Opportunities

Health and Safety

The Company Equality Statement

Health and Safety Objectives

AM FRESH is committed to eliminating discrimination and encouraging

This Company recognises that complying with the Health and Safety at

diversity amongst our workforce. Our aim is that each employee feels

Work, etc. Act 1974 (and regulations made under it) is a legal requirement,

respected and is valued based upon their skills, performance and commitment.

It is the continuing policy of our Company to provide equal opportunity employment to all employees without regard to the actual or perceived protected characteristics.

not a matter of choice.

The main objectives are summarised as follows: •To provide a healthy and safe working environment; •To carry out suitable and sufficient assessments of the risks to the health and safety of employees to which they are exposed at work, and to

Religion

Pregnancy and Maternity

Age

Beliefs

Disability

Race/Nationality

Sex

Gender Re-assignment

Sexual orientation

Marriage and Civil Partnership

AM FRESH is committed to treating all employees fairly and as such no employee will be treated less favourably due to their association with someone who has a protected characteristic

persons not in their employment in so far as they may be affected by the work activities; •To initiate and operate healthy and safe working practices, monitor working areas, processes and methods in order to improve, wherever reasonably practical, standards of health, safety and welfare; •To train employees to work efficiently and safely with an understanding both of the nature of known hazards and the reasons for preventative measures; •To provide procedures whereby a prompt and positive response is made to employee queries on health, safety or welfare matters;

Fair Treatment

•To provide adequate arrangements for communication and consultation

All employees whether full-time, part-time or temporary, will be treated fairly

between management and employees on health and safety matters; and

and with respect. This policy applies to all employment decisions including

•To provide the resources necessary to implement this policy.

recruitment, selection, training, development and promotion throughout their employment.

Employee obligations Each employee has an obligation to promote an equal opportunity environment within the Company. We ask that employees treat their colleagues with dignity and respect and thus do not treat their colleagues in an unfair way.

Each employee has a duty to co-operate with the employer on the carrying out of the employer’s statutory duties and must: take reasonable care for the health and safety of themselves and other persons who may be affected by their acts or omissions; not intentionally or recklessly interfere with or misuse anything provided in the interests of health, safety or welfare; and report immediately any injury sustained at work and any practice or situation regarded as unsafe.

13

Pay and Benefits

Pay Queries Advances, Overpayments and Error in Pay Salary Review Deductions Company Pension Scheme Private Healthcare Expenses Company Credit Card Bonus / Gifts

PAY AND BENEFITS

Pay and Benefits You will receive a pay slip weekly / monthly dependent on your principal

outlines all the benefits we currently offer. For information on what benefits

statement of terms. This will be provided to you confidentially and detail any

apply to you please refer to your principal statement of terms.

amendments or deductions that have been made.

Company Pension Scheme Pay Queries

Details of the Company’s duty to automatically enrol you into a pension

If you have any questions in relation to your pay it is advisable to speak to

scheme are available from your manager.

your Manager or a member of the HR Team.

You will also be eligible to join the Company Pension Scheme after 2

Overpayment and Error in pay

months of employment. Further details are available from a member of the

You expressly agree as part of these terms and conditions of your

HR Team.

employment that the Company may deduct an amount equivalent to any overpayment made to you, from any future wage/salary that may become

Benefits

due to you.

The Company offers several benefits to colleagues dependent upon their Work Level within the business. Employees should refer to their Principal

If you knew that you had been overpaid, and you failed to make us aware of

Statement of Terms and Job Offer Letter for further information.

the overpayment immediately, we may treat that failure as a disciplinary offence which may result in your dismissal.

Expenses All claims for expenses must be made through our expense system. For

Salary Review

more information please see the full expense policy available from the HR

Wages and salaries are reviewed annually. Changes, which are entirely at

team.

the discretion of the Company will take effect at a date determined by management.

Company Credit Card If you are issued with a Company credit card you must process your

Deductions

expenses using the Company expense system in a timely manner attaching

Deductions for income tax, national insurance and any other agreed

all receipts. The Company card must only be used for business purposes.

deductions will be made from your salary. The Company will request an up to date P45 for the specific tax year you start with the Company.

Bonus / Gifts Any payment of bonus or gift is at the absolute discretion of the Company.

After the end of the tax year the Company will provide you with a P60

If you are eligible you will be advised separately.

detailing your total pay and any relevant deductions.

Upon starting with us you should receive a working for us leaflet which

15

Attendance and Hours for Work Company Policy Clocking System Lateness Working Time Regulations and ETI Guidance Rest Breaks Absence Without Leave Flexibility Right to Request Flexible Working

ATTENDANCE AND HOURS FOR WORK

Attendance and Hours for Work

Overtime You may be asked to work overtime. Please refer to your principal statement of terms for conditions of overtime for additional hours worked.

All overtime must be authorised by your Manager / Supervisor.

Company Policy

Rest Breaks

Your standard hours of work will be specified within your job offer letter and

You are entitled to either a 30 minutes or 60 minute paid or unpaid rest

principal statement of terms. Where your contract states your department

break (dependent on your job role) per day.

operates a rota system youare responsible for acquiring a copy of the most

Please refer to your principal statement of terms which confirms your

up to date rota from your Line Manager.

entitlement.

Clocking System

The Company encourages its employees to take their rest breaks.

On your first day you will be enrolled onto the Company clocking system and will be required to clock in to access the facilities. You must clock in on starting work and clock out on finishing work.

Lateness If you are going to be late, you must contact your manager by telephone at the earliest opportunity; this should be no later than 1 hour before your usual start time. A failure to follow this procedure will be considered a disciplinary offence. If you are going to be absent from work due to sickness you must follow the sickness reporting procedure.

Working Time Regulations 1998 (WTR) and ETI Guidance There may be some occasions where the Company may request you to work more than your usual hours. The Company observes the WTR and ETI Guidance and will not ask you to work more than 48 hours a week over a 17 week period. If you wish to opt-out of the limit on weekly working time

Absence Without Leave If you fail to attend work on a contracted day and have not received authorisation from you Line Manager this will be treated as absent without leave and the Company may commence disciplinary proceedings. It is therefore, important that if you are unable to attend work that you follow the absence reporting procedure for notifying the Company of any absences or lateness.

Flexibility in Relation to Job Responsibilities It is a condition of your employment that you will accept reasonable temporary or permanent variations to your responsibilities within your capability as required by the needs of the business and as instructed by your manager.

Right to Request Flexible Working Subject to statutory restrictions you have a right to request flexible working.

stipulated by the WTR, please contact your manager. Where employees

For more information on how to make an request please see the flexible

have opted out of the WTR, the Company endeavours to meet the ETI

working policy or contact the a member of the HR team. Nb. For more

guidance by ensuring all employees do not exceed 60 hours per week, work

information on attendance and mobility and relocation please see the full

more than 12 in 14 days and do not work without having 11 hours break.

attendance policy.

17

Absence from Work Notification of Sickness Infectious and Contagious Conditions Expected Behaviour During Sickness Absence Fitness to Return to Work Short Term Absence Long Term Sick Attendance to Appointments Sick Pay Sick Pay for Short Term Absence Sick Pay for Long Term Absence

ABSENCE FROM WORK

Absence from Work Notification of Sickness

month period. A discussion with your manager will take place at each of the

Employees who are unable to attend work due to ill-health are required to

trigger points.

notify their manager of their absence by following the sickness absence reporting procedure, as set out by their site. If you are unable to contact

Any absence exceeding 7 calendar days is deemed as long term sick and it

work in exceptional circumstances it is permitted for a neighbour, relative or

is the Company’s policy that you provide a fit note from a doctor from the

friend to call on your behalf.

8th day of absence. The Company will continue to keep in contact with you

If you feel unwell during the working day you should speak with your

during your absence and will follow the welfare process.

Manager or the HR Team to discuss the right course of action. You are responsible for contacting your Line Manager daily during absence.

Attendance to Appointments All appointments should be arranged outside of working hours wherever

Infectious and Contagious Conditions

possible. Where you attend an appointment within your contractual hours

If your doctor has diagnosed that you are suffering from an infectious or

you will be requested to make up the hours. For attendance to Hospital

contagious condition you must notify your manager that you are not fit for

appointments you will be required to provide documentation of your

work and should not return to work until you have been symptom free for 48

appointment to record as an authorised absence. You will not be required to

hours and until all related symptoms have subsided.

make up the lost hours for documented Hospital appointments.

Expected Behaviour During Sickness Absence

Absence from Work in Probation

The Company expects you comply with directions of any health

Whilst in your probationary period you will receive Statutory sick pay (“SSP”)

professional. Further, that you do not undertake any work or employment,

for any absence.

whether paid or unpaid, or participate in any activity which a reasonable person or healthcare person has advised against.

Payment Whilst Absent from Work For sickness absence payment terms, please refer to your Contract of

Fitness to Return to Work

Employment (PSOT), Job Offer Letter or the full Policy held on the Company

You should call your Manager in advance to notify of your intention to return

Intranet.

to work. On returning to work a Return to Work meeting will be held between you and your Line Manager.

Short Term & Long Term Absence The Short Term Absence Procedure is triggered by the number of short term absences or number of days lost due to short term absence in a rolling 12

19

Holiday and Holiday Pay Holiday Year Holiday Entitlement Joining the Company Public Bank Holidays Holiday Carry Over Policy Booking Holiday Restrictions Leaving the Company

HOLIDAY AND HOLIDAY PAY

Holiday and Holiday Pay Holiday Yea Our holiday year runs from the 1st January to 31st December.

Holiday Entitlement If you work for 5 days per week the minimum paid holiday entitlement is 4 working weeks during a complete holiday year.

This means the minimum you will receive is 20 paid working days holiday.

You will be advised of your entitlement at induction by a member of the HR Team and it will be specified in your statement of terms.

For part time employees your holiday entitlement will be calculated on a pro-rata basis.

If you work on a shift or rota pattern your holiday entitlement will be dependent on the rota pattern that you work under.

Joining the Company Employees joining the Company during the holiday year will be entitled to holiday on a pro-rata basis.

Public Bank Holidays In addition to your paid holiday entitlement you are entitled to Public Bank Holidays as referred to below:New Years’ Day, Good Friday, Easter Monday, First Monday in May, Last Monday in May, Last Monday in August, Christmas Day, Boxing Day. Bank holiday entitlement is calculated on a pro-rata basis forpart time employees.

If you work a bank holiday you will receive pay for work done or a day in lieu.

For all employees that work on a shift rota pattern, your bank holidays are added to your annual holiday entitlement and any Bank Holidays that are taken off as holiday, must be booked as a holiday day.

Holiday Carry Over Policy You must take your statutory minimum 4 week holiday within the holiday year, therefore, all or part of your 4 week holiday entitlement will be lost if not taken.

Please see the table below for holiday entitlement carry overs which are permitted if your entitlement is more than the minimum of 20 days, (this does not include bank holidays).

Holiday

Carry Over

21 22 23 24 25

1 2 3 4 5

Carry over holiday must be taken by the end of February.

Booking Holiday Your Manager / HR Manager will support you with how to make holiday bookings upon starting with us.

Restrictions Five day holidays should be authorised at least one month in advance. All Holiday must be authorised by your Line Manager. Holiday in excess of 2 weeks must be authorised by a Director.

Leaving the Company Employees leaving the Company expressly agree as part of their terms and conditions to permit the Company to deduct any overpaid holiday not accrued. If you have outstanding holiday accrued which you have not taken you will receive this in your final pay.

For more information please see the full holiday policy, available on the Company Intranet.

21

Family Leave and Flexible Working Unpaid Leave Entitlement to Leave Maternity Leave Paternity Leave Shared Parental Leave Adoption Leave Parental / Dependent Leave Bereavement Leave Compassionate Leave Special Leave

FAMILY LEAVE AND FLEXIBLE WORKING

Family Leave and Flexible Working Entitlement to Leave

separately. For information regarding shared parental leave please contact

During the course of your employment you may require advice on your

the HR team.

entitlement to different types of leave.

Parental / Dependent Leave Unpaid Leave

Parental leave or dependant care leave will be granted in accordance with

Unpaid leave should only be requested if all your holiday year entitlement

current statutory regulations.

has been used or in the event of domestic circumstances. It is within the sole discretion of the Company to grant or refuse your request based on all

For further information you can obtain comprehensive guides of our family

the circumstances.

leave policies on the Intranet / from the HR Team.

Maternity / Adoption Leave

Bereavement

Maternity / Adoption leave and pay will be granted in accordance with

Paid bereavement leave may be granted in the case of the death of a close

current statutory regulations.

member of your family. Any such leave must be granted / authorised by Senior Management in charge of your department. Whether or not such

For any pregnant employees the Company also have duty of care to conduct

leave is paid or unpaid is entirely at the Company’s discretion.

risk assessments throughout the course of your pregnancy. A member of the HR and Health and safety team will discuss what this entails.

Special / Compassionate Leave You may request special leave in addition to your holiday entitlements for

If you become pregnant please see a member of the HR team as soon as

exceptional unforeseen personal circumstances. With the exception of that

possible. You will need to provide the anticipated date of birth so that your

which is required by law, we will consider your request and make a decision

exact entitlement can be calculated.

whether or not to grant it based on all the circumstances. Whether or not such leave is paid or unpaid is entirely at the Company’s discretion.

Paternity Leave Paternity leave and pay will be granted in accordance with current statutory

Flexible Working

regulations.

You may request a change in your working arrangements including a change to your hours or your place of work subject to eligibility.

Shared Parental Leave The mother of a new baby will be able to convert part of her statutory mater-

For further information you can obtain comprehensive guides of our family

nity leave to shared parental leave so both parents can take time together or

leave policies on the Intranet / available from the HR team.

23

Managing Conduct, Capability & Concerns The Company Aims Informal Process Formal Process What Constitutes Misconduct and Gross Misconduct?

Misconduct Gross Misconduct Raising a Grievance What is a Grievance?

How the Company deals with Grievances Bullying and Harassment in the Workplace Whistleblowing Alcohol and Drugs Testing

MANAGING CONDUCT, CAPABILITY & CONCERNS

Managing Conduct , Capability & Concerns The Company Aims

for a non exhaustive guide available on the Intranet / from a member of the

We have a comprehensive disciplinary policy designed to help and

HR team.

encourage you to achieve and maintain standards of conduct, attendance and job performance. The aim is to ensure consistency and fair treatment

Misconduct

for all.

• Failing to report Accidents • Failing to create a Safe Working Environment

As part of ensuring fair treatment the Company commits itself to

• Poor punctuality

conducting a full and thorough investigation when following the formal

• Lateness

process.

• Failing to show the Skill and Aptitude for the Job • Failing to act in Interest of Company

In the event of misconduct a disciplinary process may be taken against you.

• Failing for undertaking Reasonable Duties

Dependent on the circumstances and severity of an incident will dictate

• Failing to reporting Absence

whether the informal or formal process is followed.

• Continued Absence • Removal of Material from Work

Informal Process

• Unauthorised Work

In many situations, your manager will discuss with you any areas of concern

• Failure to follow Company Procedures

informally. This means that they will talk to you regularly and honestly about

• Failure to follow the Company Vehicles procedure

your conduct and performance, identifying where there are opportunities for

• Reporting Offences

you to improve and learn and do all they can to support you in identifying the most appropriate solution to help you.

Gross Misconduct • Smoking and Fire Hazard

Formal Process

• Fighting

Procedure and stages of the disciplinary process

• Offensive language and behaviour

• Verbal Warning

• Failure to follow reasonable instruction

• Written Warning

• Theft

• Final Written Warning

• Damage to property

• Dismissal

• Discrimination During this process it is advised that you read the

What constitutes Misconduct and Gross Misconduct?

comprehensive policy and seek advice from the HR Team

For examples of what constitutes misconduct within the Company please

if you have any questions.

see some examples below. For more information please view the full policy

25

MANAGING CONDUCT, CAPABILITY & CONCERNS

Raising a Grievance (Non-Contractual) What is a Grievance?

• Making threats or comments about job security without foundation

Grievances are concerns, problems or complaints that employees raise with

• Deliberately undermining a competent worker by overloading

their employers. Grievances may relate to, amongst other things, terms and

and constant criticism

conditions of employment, health and safety, work relations, new working

• Preventing individuals progressing by intentionally blocking

practices, organisational changes, equal opportunities and harassment.

promotion or training opportunities

How the Company Deals with Grievances

If you feel you are being subject to unwanted conduct it is advised that you

We will try to resolve, as quickly as possible, any grievance you may have

speak with your Line Manager following the informal process. If this is not

about your employment. This procedure is open to any employee who has a

successful please follow the formal process detailed in the full

grievance in relation to their employment and is designed to enable

Bullying and Harassment Policy.

employees to resolve grievances informally with the person to whom they immediately report. If a grievance cannot be resolved informally, you should

Whistleblowing

raise it formally with the HR Manager in charge of your department.

If you feel there has been any malpractice including:-

Bullying and Harassment in the Workplace

• Risk to Product Quality

The Company will not accept bullying and harassment in the workplace.

• Risk to health and safety standards

Everyone should be treated with dignity and respect.

• Unsafe practices • Damage to the environment

Examples of bullying and harassment can include the following treatment:-

it is advised that you speak to your Line Manager or a member of the HR Team.

• Spreading malicious rumours, or insulting someone

All concerns raised would be treated with integrity and confidentiality.

• Copying memos that are critical about someone to others who do not need to know

Alcohol and Drugs Testing

• Ridiculing or demeaning someone - picking on them or setting them up to

The Company is committed to zero tolerance of alcohol or drugs on site

fail

and therefore, reserves the right to conduct testing including random and

• Exclusion or victimisation

for cause testing, on site alcohol breathalyser testing and on site drug

• Unfair treatment

testing conducted by an external third party.

• Overbearing supervision or other misuse of power

For more details of any of our policies please see the full Drug and Alcohol

or position

Policy on the Intranet or contact a member of the HR Team.

• Unwelcome sexual advances - touching, standing too close, display of offensive materials

26

Leaving The Company Resignation Termination with Notice Leaving Without Notice Dismissal Retirement Redundancy Payment in Lieu of Notice Garden Leave

LEAVING THE COMPANY

Leaving The Company Resignation

reimbursement from you for the full amount of any expenses incurred by

Your notice of resignation must be in writing and given to your Manager. You

the Company in covering your duties.

should give the required notice as stated in your contract. If you leave the Company without working your complete notice period, you will only be paid

Dismissal Without Notice

for the days you attend work.

There may be circumstances where the Company reserves the right to dismiss without notice including incidents of gross misconduct or

As part of the process we may conduct an exit interview witha Company

fundamental breach of trust and confidence.

representative regarding the reasons you wish to leave the Company.

Should you have any holiday owing to you when you leave the Company this

Payment in Lieu of Notice

will paid to you in lieu as part of your final pay along with your P45.

The Company reserves the right to make a payment in lieu of notice for all or any part of your notice period on the termination of your employment.

Termination with Notice

This provision, which is at the Company’s absolute discretion, applies

In the event of the Company terminating your employment you will receive

whether notice to terminate the contract is given by you or the Company.

written notice from the Company as stated in your contract, unless statute

Any such payment will consist solely of basic salary (as at the date of

provides for a greater length of time based upon your length of service.

termination) and shall be subject to such deductions of income tax and National Insurance contributions as the Company is required or authorised

The table below shows the current statutory minimum.

Minimum Notice Period

Length of Service Less than 1 month

Nil

One month or more, but less than 2 years

1 week

2 years or more, but less than 12 years

1 week for each year of continuous service

12 years or more

12 weeks

to make.

Garden Leave On receipt of your notice or on the termination of your employment with notice the Company reserves the right for the duration of your notice period to require you not to work, and is not under any obligation to provide you with work. This is to protect our client lists, sales lists, client contracts, designs, confidential information, manuals, intellectual property etc..

Garden Leave will be implemented for business purposes only and does not imply a lack of trust or confidence in you as an employee.

Leaving Without Notice If you leave the Company without working your full contractual notice and without authorisation, the Company will reserve the right to seek

28

Anti-Bribery

Anti-Bribery Policy Ant-Bribery Act 2010

ANTI-BRIBERY

Anti-Bribery It is our policy to carry out business fairly, honestly and openly. As such we

Bribery Act 2010

have a zero tolerance approach towards bribery in any part of our operation.

The Bribery Act 2010 is in force from 1 July 2011.

Bribery is defined as a promise, offer or gift (financial or otherwise) to bring

This policy covers:

about the improper performance of a function or activity. An example of this would be the exchange of gifts on the basis that this will lead to some

• The main areas of liability under the Bribery Act 2010

type of business advantage. To meet this commitment the Company has

• The responsibilities of employees and associated persons acting for, or on

systems in place to counter bribery.

behalf of, the Company; and • The consequences of any breaches of this policy

• Periodical risk assessments will be documented to assess the levels of risk of the Company is exposed to in its business, particularly in sales and

The Company is committed to complying with the Bribery Act 2010 in its

operations

business activities in the UK and overseas.

• A clear policy that sets out that only reasonable entertaining and gift giving

Under the Bribery Act 2010, a bribe is a financial or other type of advantage

expenses will be accommodated by the Company and should not induce

that is offered or requested with the:

either party to contract • The Company has a whistleblowing policy in place, which can be found in

• Intention of inducing or rewarding improper performance of a

the full policy. If you are concerned that bribery has occurred, may occur or is

function or activity; or

like to occur we encourage you to report your concerns

• Knowledge or belief that accepting such a reward would constitute the

• If you suspect or if are asked to accept or offer a bribe you must report this

improper performance of such a function or activity

immediately to a Director. The Company values a proactive anti-bribery stance to any employee

A relevant function or activity includes public, state or business activities or any activity performed in the course of a person’s employment, or on behalf

As we take our obligations to prevent bribery being committed very seriously,

of another organisation or individual, where the person performing that

any breach of our anti-bribery policy or procedures will be considered to be

activity is expected to perform it in good faith, impartially, or in accordance

gross misconduct and may result in your dismissal. Where you have been

with a position of trust.

involved in or suspected of involvement in bribery that is not connected with this Company, this may still affect your suitability for on-going employment with us.

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COMPANY POLICIES & CONFIRMATION SLIP

Company Policies You are advised to read the full Company policies which are available to download and print on the Company Intranet.

Company Handbook Confirmation Slip

• Working for US Policy • Equal Opportunities policy

I .……………………………………………………….............................................................

• Dignity at work policy

confirm that I have read and understood the Company Handbook:

• Health and Safety policy • Pay and Benefits policy • Expenses policy • Company credit card policy

Signed …………………………………………………………...........…………………...........

Dated …………………………………………………………….........…………………...........

• Company car policy • Data protection policy • Attendance and hours of work policy • Absence policy

Within 4 weeks I acknowledge that I have read:

• Holiday policy

Mobile Phone Policy (Managers)

• Maternity leave policy

Company Car (Managers)

• Paternity leave policy

Expenses Policy (Managers)

• Parental leave policy • Shared parental leave policy

Disciplinary & Grievance

• Bereavement and compassionate leave policy

Absence procedure

• Adoption leave policy

Equal Opportunities

• Flexible working policy

Health and Safety

• Unpaid leave policy • Disciplinary policy • Grievance policy

Anti-bribery policy

• Mobile phone policy

I am aware of how to access the full Company handbook and

• Young workers policy

policies and procedures

• Alcohol and drugs policy

Signed …………………………………………………....................…

• Leaving the company policy • Anti-bribery policy

Dated .……………………………………………………....................

• Whistleblowing policy * Please note this is not an exhaustive list of our Company policies

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