Your Total Reward - CG3 brochure

COMPETITIVE SALARY We want to attract and retain colleagues who are highly motivated so that we truly put the customer at the heart of all we do.

COLLEAGUE DISCOUNT Our colleague discount is one of the jewels in our crown and there are a host of other perks too!

ENHANCED BENEFITS All colleagues will have access to Perkbox, which gives you access to hundreds of deals and discounts with companies.

RECOGNITION REWARDS Whether it’s for a job well done or to say thank you, we want our team to know that they are appreciated.

WELLBEING SUPPORT Colleagues can contact our inhouse Mental Health First Aiders, as well as the Employee Assistance Programme (EAP), if they need to talk and ask for support.

DEVELOPMENT There are plenty of opportunities for learning and development.

From online courses, to in-person training as well as other tailored solutions.

Did you know O&CC pays above the statutory minimum? This is unusual for retail businesses and something we are proud to offer.

Colleagues are entitled to 33 days (264 hours) please note that in 2022 an additional 8 hours of bank holiday will be provided.

Depending on where you work in the business, some of those days will need to be taken on bank holidays. For part-time colleagues, holiday is allocated on a pro-rata basis.

Welcome to your O&CC total reward package.

As a company, we strive to create a pay and reward structure which fairly remunerates colleagues at all levels of the business in varying ways.

This means getting the right balance between providing as much guaranteed pay as possible, and then also offering a discretionary bonus scheme to reward high

performance.

It also includes aspects such as enhancing our benefits package with options to support living costs, or giving you greater access to our discount scheme.

This brochure contains details of your remuneration package.

If you have any questions, please contact your manager in the first instance.

Approximately 2% of O&CC’s total 2022 salary bill is assigned to learning and development to support colleagues in being the best they can be.

Within the hours budgeted for stores, at least 2% are aligned to development. This could be on the floor coaching, online courses or undertaking modules in the Academy, plus there are many more learning opportunities available.

Development activities taking place across the business include management talent centres (retail) and the expansion of the management development academies to include ASMs and Basecamp. There are more opportunities than ever to participate in apprenticeships and there are currently 18 people doing an apprenticeship qualification.

Speak with your manager about any development you are interested in.

It is important to us that we can attract and retain colleagues who are highly motivated ensuring that we put the customer at the heart of all we do.

O&CC have worked hard to ensure our pay structure is competitive and fair. This includes benchmarking ourselves against other companies and taking into account factors such as geography/cost of living, local competition and available candidate pool.

You will also have an additional discretionary increase to your base pay of 1%.

There will also be a discretionary one-off payment made for some colleagues, which will be calculated on your base earnings between Jan – Mar ‘22. This additional payment will be received in April pay.

You will receive a letter closer to the time, confirming all the details.

Once you receive this letter, please You will see an increase of 3.5% on speak to your manager if you have your base pay. any questions.

Taking the base pay and the additional discretionary base pay increases into account, this means an overall rise in base pay of 4.5%*.

All O&CC colleagues are eligible to participate in a pension scheme.

Depending on your role, this will either be the People Pension or Scottish Widows.

Both schemes see the colleague making a contribution and the employer also making a contribution.

As part of the total reward package for 2022, some colleagues will be given the option to enhance their pension provision.

You are invited to increase your pension contribution by 1%, which would then be matched

by O&CC, giving a total employer pension contribution of 5%.

You will receive a total increase in base pay of 4.5% and can choose to increase your pension contribution, resulting in a further 1% being provide by O&CC – which is a total reward increase of 5.5%*.

O&CC runs a discretionary bonus scheme from January to December.

Eligible colleagues are placed into one of three schemes, and you will be informed which one you are eligible to participate in.

For any bonus payments to be made, the business must first achieve its profit target (REBITDA) at either bronze, silver, gold.

The bonus payment will then be calculated, taking into your personal

performance (behaviours and outcomes) and the achievement of your objectives.

It is important that you understand how your role and objectives support your team’s performance.

Therefore we would encourage you to have regular 1-2-1s with your manager and to ensure that you understand the expectations of your role and how it feeds into the goals of the wider team.

From March 2022, all colleagues will be given a Perkbox account.

The platform gives you access to benefits that suit your individual lifestyle and will help you feel happier and healthier. It’s available online and via a simple app. So what will you have access to?

• Deals and discounts with the biggest brands. Whether it’s supermarket savings or discounted days out, the daily coffee or a summer holiday • Stay in the loop with what’s going on around the business • Recognise and celebrate your teammates • A range of resources that will help you to feel happier and healthier Want to know more? You can watch a short video about Perkbox HERE.

Did you know you have a great range of basic perks? They include: • Colleague discount – following feedback from across the business (including the Colleague Voice forum) in 2022 we are launching a revised discount scheme. This will see the level of discount enhanced for the majority of colleagues, as well as providing greater clarity around the use of the scheme • Paid volunteer days - we’re pleased to confirm the continuation of the scheme. This year, a more localised approach is being taken, allowing you to work with local groups and make a difference to your community • Cycle to work scheme – allowing you to purchase a bike and accessories (for travel to work) via a 12-month salary sacrifice programme • Tech scheme —as with the cycle to work scheme, but for work-related technology • Saying thank you – we regularly recognise the achievements of colleagues and say thank you in a variety of ways, which includes gift cards and trips away • Sabbatical leave – colleagues with at least two years' continuous service are able to apply for up to six months sabbatical leave • Employee Assistance Programme – access to a 24/7 service, which is available 365 days a year.

To make it easier to navigate the changes to your salary, we’ve put together an example to help.

A colleague who earns £45,000 per annum will see their base pay salary increase to £47,025 from April 1, 2022 (inflationary 3.5% and additional discretionary 1%).

They will also receive a one-off payment of £112.50 in April.

They can also opt to increase their pension contribution to a minimum of 5% and have this matched by O&CC to a maximum of 5%.

Dependent on business and personal performance, they may also receive a pay out from the 2021 Bonus Scheme – the maximum amount that could be awarded will have been shared in their Bonus letter provided in 2021.

On top of that, they get their benefits package, which includes: • the basics such as holiday allowance, pension and sick pay • colleague discount scheme • access to Perkbox • hybrid working support donation • development opportunities • ‘be your best self’ grant • private medical insurance (opt in required) • life assurance • critical illness insurance

O&CC want to encourage all colleagues to be the best version of themselves possible.

To assist in this, there are dedicated funds available to allow those based at Basecamp and the Loft to seek personal development.

The aim is to allow colleagues to obtain a new skill, which does not have to be completely relevant to your current role but will help you to flourish within it.

For example, it may be a course on managing resilience, or looking at neuro-linguistic programming.

More information will follow soon, but do consider things that might be of interest to you.

As part of our pledge to support colleagues, eligible hybrid workers will be provided with a small financial payment to assist with setting up a suitable workspace at home.

Colleagues will need to undertake a DSE assessment (accessed on eLearning platform) to help identify ways to ensure a comfortable and suitable working environment away from the office.

For example, it could be used for the purchase of a new chair, installing better lighting in your workspace, or acquiring a secure storage unit for work documents.

More information will be shared with colleagues shortly.

*All remuneration increases are subject to eligibility. Examples of where eligibility maybe impacted include being a new starter, recent pay rise/change in role, being subject to a performance improvement plan (PIP) or working out a notice period.

Please note that this list is not exhaustive All information contained within this guide is correct at time of going to print. If you have any questions relating to your salary or benefits, please speak with your manager in the first instance.