STAYING CONNECTED

An employee who has information of possible serious misconduct is encouraged to report their concerns through one of the following avenues. These avenues for filing a report are specified in the Company’s Standards of Business Conduct and include:

• The employee’s direct manager • Any member of the senior management team (managing director level or above) • Any member of the Human Resources or Legal departments • The Company’s chief ethics and compliance officer

Alternatively, call the CBRE Ethics Helpline, in confidence, at 0800 032 8483.

Although it is not required, employees are encouraged to consider raising their concerns about inappropriate conduct, other than serious misconduct, using normal management channels, such as their supervisor or the executive in charge of their Business Unit. However, if an employee does not feel comfortable taking such actions or feels that this approach would not be effective, he/she is urged and encouraged to make a report through one of the other reporting avenues listed above.

The CBRE Helpline includes confidential telephone numbers and a website which are managed by a third-party service provider, 24 hours per day, seven days per week.

Copies of the company’s integrity and compliance policies can be found on the GWS integrity and compliance pages on the intranet. Alternatively contact the compliance team.

EXPENSES

Reasonable business expenses will be met by the company, normally on the basis of actual cost provided they are supported by receipts. Agreement for the reimbursement of expenses must be checked with your managers before any costs are incurred. Your manager will explain the process for claiming expenses to you.

Full details of what can be claimed and any rules are fully outlined in the Travel and Expenses policy on the Intranet.

GRIEVANCE

The company aims to resolve an individual’s grievance fairly, promptly and at the earliest possible stage whilst maintaining constructive working relationships.

All employees have the opportunity to formally raise any grievances relating to their work, the company, or any of its employees. Grievances raised will be addressed in accordance with our procedures. The policy is available within the HR section of the intranet. Alternatively ask your line manager or HR business partner.

HOLIDAYS AND LEAVE

The GWS holiday year runs from 1 January to December 31.

Your holiday entitlement is outlined in your benefits schedule in your contract of employment.

Holiday must be agreed with, and approved by, your line manager before any plans are made. Managers do not have to approve holiday if insufficient notice is given, or if it conflicts with business operations. In exceptional circumstances up to five days annual leave may be carried over into a new holiday year.

This must, however, be approved by your line manager. Special leave is also available to cover public duties, jury service and serving within the Reserve Forces.

More details can be found in the holiday procedure pages on the intranet. Alternatively, hard copies can be provided by your line manager or HR business partner.

SALARIES

All salaries are paid via the GWS payroll department. Employees will receive an online payslip every month to the preferred email address provided by you at the time you joined the company.

SICKNESS ABSENCE

We want GWS to be a place where you are able to work to your full potential and where we maintain an environment that promotes a healthy workforce.

Details of your sickness entitlement are outlined in your benefits schedule enclosed with your contract of employment. However, we also expect you to consider the impact of your absence on your work and team, and take appropriate actions to minimise disruption to the business by following this procedure:

• During the first six months employment any sickness is covered by

Statutory Sick Pay (SSP) • You must notify your manager at the earliest opportunity if you will be absent, and no later than one hour after your normal start time • Absences of seven days or less can be covered by self certification. Any longer absence will require a sick note from your GP • Failure to comply with reporting procedures could affect your entitlement to any pay • GWS uses the Bradford Factor as a way of measuring absence. This provides a numerical measure of absenteeism, highlighting short frequent absences, in preference to longer more infrequent time away from work. Calculation is based on the formula taken over the previous rolling 12 months of absences. The Bradford factor = number of days absence x (number of occasions)²

OCCUPATIONAL HEALTH & SAFETY ASSESSMENTS

The company is keen to support your health and welfare and may seek independent health assessments to gain advice to support management decisions. The company has appointed a specialist provider for occupational health services.

This arrangement enables GWS to gain professional medical advice to support employees who may have absence, illness or welfare issues that affect them and their work.

SMOKING

The company operates a no smoking policy in all its buildings at all times. In some locations no smoking arrangements also apply to the grounds and car parks. If you wish to smoke at work you must ensure that you do so only in those designated areas where it is safe and permitted.

No smoking arrangements apply to most customer sites. Whatever arrangements apply at a customer site it is not permissible for company staff to smoke whilst working.

Please note that disciplinary action may be taken, and may lead to dismissal where there are breaches of the smoking policy.

VEHICLES

Whether you drive your own vehicle or one provided by CBRE, you must have a valid driving licence appropriate to the classes of vehicle that you drive. If using your own vehicle for work purposes, you must ensure the insurance policy covers such business and/or commuting use, and that your vehicle is roadworthy and appropriate for use.

If you are disqualified from driving, or a medical condition prevents you from driving, you must inform us immediately. If this is key to your role, we may require you to transfer to another role or we may have to terminate your employment if we cannot find another suitable position for you.

Any entitlement to an allowance will be outlined in your benefits schedule enclosed within your employment contract.

VISITORS

You are responsible at all times for any visitors that you have invited on to a site. At certain locations prior arrangements must be made for the admission of both visitors and vehicles. Please check with the location manager in advance if you are in doubt.

Please also remember to advise visitors of any special arrangements that apply to your site.

FAMILY FRIENDLY LEAVE

As an employer, GWS is committed to ensuring that employees who are expecting to care for others or who already do, have the opportunity to take appropriate leave in order to prepare and care for that person. We refer this to family friendly leave. It incorporates maternity, adoption, paternity, parental and emergency leave.

MATERNITY/ADOPTION

If you are expecting a child, you are entitled up to 52 weeks’ leave, no matter how long you have worked for the company and may be entitled to Statutory Maternity Pay (SMP) or Statutory Adoption Pay (SAP).

The key points are:

• If you have 26 weeks’ service you are entitled to maternity/adoption pay • If you have less than 26 weeks’ service, you may still be eligible but you would claim an allowance from the department of work and pension (DWP) • You are entitled to up to 52 weeks off, 26 weeks ordinary maternity leave (OMP), 26 week additional maternity leave (AML) • Any entitlement to enhanced pay will be detailed in your benefits schedule within your contract of employment • You may start your leave up to 11 weeks before the baby is due

We encourage you to inform your manager as soon as possible to ensure we can provide the appropriate support.

PARENTAL LEAVE

If you have at least one year’s service and have a child under 18, you can also take unpaid parental leave in order to care for your child. You can take up to 18 weeks’ for each child up to 18 years of age and you can take up to four weeks in any particular year.

Parental leave - shared If you have over 26 weeks continuous service with CBRE you are entitled to take shared parental leave. This allows you and your spouse/partner to share parental leave for the care of a new baby, or newly placed adoptive child. The leave entitles you to take up to 52 weeks between parents. Full details on how this leave works, and how to apply for it, can be found on the intranet or via HR.

Paternity leave If you partner is expecting a child, or you are a father to be, or your partner is taking adoption leave as the “primary adopter”, you may be entitled to take paternity leave if you have more than 26 weeks’ service

Paternity leave can only be taken as a period of one or two weeks and you may be entitled to Statutory Paternity Pay (SPP). This leave must be taken within the first eight weeks following birth.

Any enhancement to the basic policy will be detailed in your benefits schedule in your contract of employment. Quality, health, safety and environment (QHSE) is critical to successful risk managed growth. Accordingly, it is core to everything we do. Our clients require it to be a key focus area and there is a reasonable expectation that our performance will demonstrate our commitment to being world class.

At GWS we focus on positive behaviours and continual improvement. We adopt an holistic view and treat all four areas equally, integrating our approach to quality, health, safety and the environment in order to maximise efficiency and effectiveness.

By working together and following QHSE procedures we are able look at the quality of service delivery to our customers, the health, safety and wellbeing of our people and those we work with, and our environmental impact; allowing us to successfully identify potential issues, introduce controls and proactively drive opportunities for improvement.

We also share knowledge and best practice empowering our teams to ‘own’ QHSE. And for those that have a particular passion for actively promoting risk management whilst performing their existing role, we invest in our growing network of risk champions, helping them realise their potential in this specialist area.

External recognition is a pre-requisite for much of our work and important in demonstrating GWS’s world-class QHSE commitment. We maintain international QHSE certifications and also help our clients to achieve QHSE standards and certifications from recognised industry bodies appropriate to their market sector.

Complacency is the biggest threat to progress. We must all commit to delivering world class QHSE performance; without compromise. We each have a duty of care and should seek to make a positive change.

QUALITY, HEALTH, SAFETY AND ENVIRONMENT

intranet.cbre.com

For more information on any of the topics in this handbook, please contact your line manager or your HR business partner